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Sample records for acceptance organizational impact

  1. Studying Impact of Organizational Factors in Information Technology Acceptance in Accounting Occupation by Use of TAM Model (Iranian Case Study)

    OpenAIRE

    Akbar Allahyari; Morteza Ramazani

    2012-01-01

    Nowadays, information technology attitudes as the beneficial part of industry, economic and culture. Accounting posits as profession that provide information for decision- making of users and in the complex world, organizations must use information technology to present information for users in time. This research is by purpose of studying impact of organizational factors in information technology acceptance by use of TAM model in study descriptive-surveying method that researcher has used to...

  2. The impact of employee’s perception of organizational climate on their technology acceptance toward e-learning in South Korea

    OpenAIRE

    Sun Joo Yoo; Wen-Hao Huang; Da Ye Lee

    2012-01-01

    To better understand the relationship between e-learning integration and organizational factors in South Korea, this study explored the influence of employees’ perceptions of organizational climate on their technology acceptances toward e-learning in the workplace of South Korea. Employees’ perceptions of organizational climate was evaluated using Litwin & Stringer’s Organizational Climate Questionnaire (LSOCQ) and employees’ technology acceptance toward e-learning was measured by the Unified...

  3. The impact of employee’s perception of organizational climate on their technology acceptance toward e-learning in South Korea

    Directory of Open Access Journals (Sweden)

    Sun Joo Yoo

    2012-09-01

    Full Text Available To better understand the relationship between e-learning integration and organizational factors in South Korea, this study explored the influence of employees’ perceptions of organizational climate on their technology acceptances toward e-learning in the workplace of South Korea. Employees’ perceptions of organizational climate was evaluated using Litwin & Stringer’s Organizational Climate Questionnaire (LSOCQ and employees’ technology acceptance toward e-learning was measured by the Unified Theory of Acceptance and Use of Technology (UTAUT. A canonical correlation suggested that employees’ perceived organizational climate can influence their acceptance levels toward e-learning, which implies the importance of addressing organizational issues while integrating e-learning into workplaces in South Korea.

  4. Organizational Impact of RAMS.

    Science.gov (United States)

    Staebler, Mel

    A series of observations is made regarding the potential impact of the Remotely Accessible Management System (RAMS) upon the administrative structure of the Pontiac, Michigan City School System. Nine major results of the district wide needs assessment are reported, and evidence is advanced to support the conclusion that modern educational…

  5. ICT and its impact on organizational learning

    Directory of Open Access Journals (Sweden)

    Diego CARDONA

    2011-09-01

    Full Text Available This article presents the impact of the Information and Communications Technology – ICT at organizational learning through a review of the state of the art in this field. First, it addresses the basic concepts of knowledge society, the process of change due to a postmodern era and its implications for organizational learning. Additionally, it addresses the concept of ICT, its development, components and a relevant discussion concerning the difference among data, information and knowledge that are necessary for the accuracy of organizational learning. Finally, it presents the definition of organizational learning observed from the organization itself and describes a series of studies of the impact of ICTs on organizational learning and through this into the increasing productivity and innovation.

  6. Trust, Isolation, and Presence: The Virtual Work Environment and Acceptance of Deep Organizational Change

    Science.gov (United States)

    Rose, Laurence Michael

    2013-01-01

    The primary focus of this research was to explore through the use of a grounded theory methodology if the human perceptions of trust, isolation, and presence affected the virtual workers ability to accept deep organizational change. The study found that the virtual workers in the sample defined their acceptance of deep organizational change by…

  7. Impact of Perceived Security on Organizational Adoption of Smartphones.

    Science.gov (United States)

    Arpaci, Ibrahim; Yardimci Cetin, Yasemin; Turetken, Ozgur

    2015-10-01

    Organizational adoption of new technologies is a practically important research area. The present study aims to investigate the impact of perceived security on organizational adoption of mobile communication technologies, specifically smartphones. For this purpose, a research model is developed extending the Technology Acceptance Model (TAM). The research model is tested using a structural equation modeling based on data that were collected from senior managers of 201 private sector organizations in Turkey. The results show that, along with the traditional constructs of perceived ease of use and perceived usefulness, perceived security significantly affects organizations' adoption of smartphones. Both the theoretical and practical implications of these results are discussed.

  8. The influence of organizational and national culture on the acceptance of organizational change: Empirical study in Serbian enterprises

    Directory of Open Access Journals (Sweden)

    Šapić Srđan

    2009-01-01

    Full Text Available Organizational culture is one of the most important factors influencing the process of organizational change. As such it is the object of research and analysis in this paper. Key values held by the employees that impact the formation of organizational culture, as well as the feedback organizational culture has in determining organizational processes are explored. Different relevant classifications of organizational cultures are described depending on research focus. Special consideration is given to the effect national cultural attributes have in this interaction. The specific contribution of this paper consists of presenting a study conducted within a sample of twenty Serbian corporations, in order to identify and examine some specific characteristics of organizational culture generated by the unique cultural attributes of this region. Presented results suggest a bureaucratic organizational culture, dominance of the directive leadership style, and a significant level of resistance to change in domestic corporations. The main goal of the research is to provide evidence for thesis that the process of initiating and implementing organizational changes is determined by national and organizational culture, based on values that promote inclination toward change.

  9. THE IMPACT OF LEADERSHIP ON ORGANIZATIONAL PERFORMANCE

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    Raluca-Elena HURDUZEU

    2015-04-01

    Full Text Available An organization is considered to be effective if it finds the balance between the demands of various stakeholders (owners, employees, customers, community and the needs of the employees. We believe that an appropriate leadership style can influence and ensure the prosperity and the economic growth of both the organization and employees. Therefore, the aim of the paper is to explore the impact of leadership styles on the organizational performance. Our main focus is on transformational leadership and its role in facilitating the increase in organizational performance. Transformational leaders inspire individuals within the organizations to work harder and to strive for the highest levels of performance. We begin by underlining the connection between transformational leadership and organizational performance, we provide examples on transformational leadership practices’ impact the organizations and we conclude by making some future research propositions.

  10. Impact of Organizational Culture on Information Sharing

    Science.gov (United States)

    2011-05-19

    Federal Bureau of Investigation Analyst 2. Virginia L. Egli. Fort Leavenworth, Kansas. February 11, 2011. Geertz , Clifford . The Intepretation of...Second Reader Clifford J. Weinstein, LtCol ___________________________________ Director, Wayne W. Grigsby, Jr., COL, IN School of...Investigation impact information sharing. 1Clifford Geertz , The Intepretation of Cultures (New York: Basic Books, 1973), 11. 2 Edgar Schein, Organizational

  11. The impact of organizational culture on employees’ organizational silence In Shiraz University of Medical Sciences

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    Ebrahim Parcham

    2017-01-01

    Full Text Available Introduction: Organizational Culture is one of the most important factors that can change the climate of silence. The main aim of this research was to investigate the influence of organizational culture on employees’ organizational silence in Shiraz University of Medical Sciences. Method: This research was a descriptive-correlation one. The target population was chosen from 1900 staff of the University of Medical sciences and Health Care headquarter in Shiraz. Thus 311 employees were selected using the Krejcie and Morgan sampling table. The instrument used in this research was Denison (2006 organizational culture questionnaire and Dimitris Buratas and Maria Vacula (2007 organizational culture. Cornbrash’s alpha method was used to calculate the reliability. The Item analysis and expert consensus were applied to calculate the validity of instruments. All gathered data analyzed with PLS software. Results: The results showed that the four dimensions of organizational culture include organizational involvement, organizational adaptability, organizational concistency and organizational mission was moderate and the mean scores obtained for each factor were 2.85, 2.82, 2.94 and 2.93 respectively. Structural equation model showed Organizational culture has a significant positive impact on organizational silence (β=0.68; P<.001. Conclusion: Based on the results and impact of organizational culture on organizational silence that is positive and significant; The organization further efforts to strengthen various aspects of organizational culture, especially the employees’ involvement in decision making; Employees can better express their opinions and thus reduced their organizational silence. In other words strengthening corporate culture is combined with the reduction of organizational silence. Medical organizations can establish appropriate reward system for creative ideas and suggestions to encourage people express their ideas As a result, reduced

  12. Study the effect of the organizational factors on the acceptance using combined heat and power Generation plants (small-scale generation by organizational Consumers

    Directory of Open Access Journals (Sweden)

    Mehdi Momeni

    2012-01-01

    Full Text Available The main goal of this research is to study the influence of organizational factors on the acceptance of using combined heat and power generation plants by organizational consumers. Organizational factors include the seven variables of organizational values, perception, organization representatives, organizational goals and tasks, organization, technology, organizational structure and organizational resources. Research method is typically descriptive-survey and applied based. Questionnaire has been used for data collection. The questionnaire has been developed based on theoretical principles and six points Likert spectrum. Content validity of questionnaires has been positively approved by scholars and experts. Data reliability has been computed using Cronbach’s alpha coefficient as 0.955, which is satisfactory. Descriptive and inferential statistics (correlation analysis, regression and T-test have been used for data analysis. Findings imply that i all of the above-mentioned variables influence the acceptance of power plants CHP (small-scale generation by the organizational consumers, significantly; and ii the order of importance and influence of organizational factors include organizational resources, organizational goals and tasks, perception, organization representatives, technology, organizational values, and organizational structure, respectively.

  13. Organizational Change and Impact of IT

    DEFF Research Database (Denmark)

    Carugati, Andrea; Mola, Lapo

    2008-01-01

    This section of the book covers topics related to the impact of IT on organizational change. After the recovery from the internet bubble, today's business players are beginning again to invest massively in technological innovation to increase their competitiveness. The world in which these new...... improvements and therefore they need to stop thinking in terms of projects - with a defined goal and timeframe - and start thinking in terms of change processes. However, while much research has been conducted on IT related change, social, organizational, and behavioral consequences associated with information...... with ERP implementations may not be limited to ERP cases but it is a much wider phenomenon that touches all IT investments of strategic relevance. This situation requires a change in the mindset of practitioners and academics alike. To remain competitive businesses have to undergo processes of continuous...

  14. Impact of Satisfaction and Commitment on Teachers' Organizational Citizenship

    Science.gov (United States)

    Sesen, Harun; Basim, Nejat H.

    2012-01-01

    This study examined the impact of job satisfaction and organizational commitment on teachers' organizational citizenship behavior (OCB) in a structural equation model. The study was employed to a group of teachers and their supervisors. The results indicated that job satisfaction and commitment to the school had an impact on OCBs of the teachers…

  15. An analysis of budgetary goals impacting organizational performance

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    Cheok MUI YEE

    2016-05-01

    Full Text Available This study proposes a conceptual review of how budgetary goals impact organizational performance. The aim of this study is to get a better understanding of the direct and indirect relationship between the organization’s decision-making process and operational performances. Setting the budget particularly influences subordinates’ budget goal levels and motivations (i.e., budget goal acceptance and budget goal commitment, which ultimately enhances the organization’s performance. To test these relationships, data were collected using the three perspectives approach: budgetary goal, budgetary participation and budgetary evaluation. The study provided evidence that perception of fairness mediates the relation between the levels of budget participation and goal commitment, whereas goal commitment mediates the relation between fairness perceptions and performance. At the end of the article, there are some implications for SMEs industries and some suggestions for future studies.

  16. The Impact of Organizational Learning on Innovativeness in Spanish Companies

    Science.gov (United States)

    de Pablo González Del Campo, Jesús David Sánchez; Škerlavaj, Miha

    Innovativeness is a key factor regarding the survival and progress of a company in modern business environments. The question is how to facilitate innovativeness in organizations. This article studies the impact of the organizational learning process on innovativeness. We understand innovativeness as a combination of (1) innovative culture and (2) technological and process innovation. Organizational learning is a consecutive process of (1) information acquisition, (2) information distribution, (3) information interpretation, and (4) behavioral and cognitive changes. New knowledge obtained through organizational learning improves innovativeness. As a methodological framework, we use the partial least square (PLS) approach to structural equation modeling on data from 107 Spanish companies. The results show that organizational learning has a strong positive direct impact on process, product, and service innovations. In addition, the impact of organizational learning on innovation is also indirect, via innovative culture.

  17. The Impact of Organizational Stress and Burnout on Client Engagement

    OpenAIRE

    Landrum, Brittany; Knight, Danica K.; Flynn, Patrick M.

    2011-01-01

    This paper explores the impact of organizational attributes on client engagement within substance abuse treatment. Previous research has identified organizational features, including small size, accreditation, and workplace practices that impact client engagement (Broome, Flynn, Knight, & Simpson, 2007). The current study sought to explore how aspects of the work environment impact client engagement. The sample included 89 programs located in 9 states across the U.S. Work environment measures...

  18. Organizational Wisdom and its Impact on Firm Innovation and Performance

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    Ali Ekber AKGÜN

    2015-11-01

    Full Text Available As a fascinating concept, the term organizational wisdom started to attract many researchers from a variety of disciplines. Nevertheless, how the organizational wisdom related practices, such as virtue and practicality, impact the firm innovativeness and financial performance is rarely argued in the literature. We argued that virtue and practicality practices positively impact the firm’s innovativeness with increasing level of environmental uncertainty. We also mentioned that firm innovativeness positively mediates the relationship between organizational wisdom and firm financial performance. Further, we argued the managerial and theoretical implications of the study.

  19. Attitudes of cynicism, fear and acceptance with the organizational change in a group of executives in Lima (Peru.

    Directory of Open Access Journals (Sweden)

    Enrique Saravia Vergara

    2016-01-01

    Full Text Available The paper analyzes, exploratory level, validation of questionnaire to measure attitudes toward organizational change proposed by the Rabelo, Ros and Torres. The study led to 23 executives in Lima, obtained high levels of reliability and validity for each of the three-dimensional model of attitudes toward organizational change proposed by the authors: "attitudes of cynicism", "attitudes of fear" and "attitudes acceptance" to organizational change. However, factor analysis of each of the three dimensions of the model identified three sub-dimensions, identifying three different groups in each dimension. Results also show that attitudes of acceptance prevail and very closely, attitudes of fear to organizational change. On a lesser extent occurs cynicism reactions. On the other hand, the cluster analysis was able to identify four executive profiles according to their behavior or attitude in organizational change: On the other hand, the cluster analysis was able to identify four executive profiles according to their behavior or attitude in organizational change: a group of executives having a harmonic pattern of cognitions and affections, with high rates of acceptance and few negative attitudes of cynicism and fears; another group of executives who have clarity and coherence of attitudes, with low levels of acceptance and many negative attitudes of fear and cynicism; and a third group of executives having a divergent pattern of attitudes.

  20. The impact of employee communication and perceived external prestige on organizational identification

    NARCIS (Netherlands)

    Smidts, Ale; Pruyn, Ad Th.H.; Riel, van Cees B.M.

    2001-01-01

    Employees' organizational identification was measured in three organizations. Results show that employee communication augments perceived external prestige and helps explain organizational identification. Communication climate plays a central role, mediating the impact on organizational identificati

  1. Impact of yoga way of life on organizational performance

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    Adhia Hasmukh

    2010-01-01

    Full Text Available Background: Organizational performance can be attributed to a number of factors. However, there are certain organizational factors, the presence or absence of which can determine the success or failure of the organization. There are different ways in which organizations try to improve their performance by working on such factors. In the research presented in this article, an attempt is made to find out whether adoption of the Yoga Way of Life by managers can have a positive impact on such organizational performance indicators. Aims: To measure effect of yoga way of life on five different indicators through an empirical study. Materials and Methods: The five indicators are job satisfaction, job involvement, goal orientation, affective organizational commitment and organizational citizenship behavior. Statistics Analysis: Pre- and post-data was measured using self-reported questionnaire. Independent T-test (Paired and Pearson′s correlation test were conducted using SPSS. Results and Conclusion: The results of the study show that Yoga has a significant positive impact on four out of five of these indicators. Only job involvement does not show significant improvement. The construct used for measuring job involvement had a Chronbach alpha of 0.613, which is an indicator of moderate reliability, which could be the main reason for not getting positive result.

  2. The Impact of Skinner's "Verbal Behavior" on Organizational Behavior Management

    Science.gov (United States)

    Fox, Eric J.; VanStelle, Sarah E.

    2010-01-01

    In the book "Verbal Behavior," Skinner provided a comprehensive, behavioral account of language. While the impact of Skinner's analysis on empirical research has been examined broadly, this review of the literature focused on studies relevant to organizational behavior management (OBM). Both empirical and nonempirical journal articles in OBM were…

  3. Study the effect of the organizational factors on the acceptance using combined heat and power Generation plants (small-scale generation by organizational Consumers

    Directory of Open Access Journals (Sweden)

    mohammadRahim Esfidani

    2012-09-01

    2.\tOrder of importance and influence of organizational factors to be organizational resources, organizational goals and tasks, perception, organization representatives, technology, organizational values, and organizational structure respectively.

  4. Digital Social Medias Impact on the Firms’ Organizational Communication

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    Fernanda Martins Romano

    2014-06-01

    Full Text Available This study investigates the impacts caused by the adoption of the so-called digital social media on strategy and on organizational communication processes of Brazilian companies. To this exploratory study´s effect, key organizational communication executives of varied sectors, large-sized companies were interviewed. The 11 in-depth interviews were based on a semi-structured script and processed applying NVivo software. Results revealed the yet incipient adoption of digital social media in organizational communication strategy shaped in the form of a process undergoing evolution thus posing a corporate challenge. The absence of knowledge concerning platform dynamics, of benchmarks and of specialized professionals were mentioned by interviewees as factors that inhibit said adoption. Despite declaring that digital social media is an irreversible phenomenon, executives fear the potential amplification of communication crises, when sprung from web-based blunders. 

  5. The Impact of Strategic Human Resource Management on Organizational Performance

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    Luftim CANIA

    2014-12-01

    Full Text Available Organizational performance is getting more and more important, especially in a market with greater competition and dynamic. Organizational performance is measured through different indicators. It guarantees the continuity of the organization to be competitive in a global marketplace. Normally, the implementation of performance indicators achieved through human resources. Human resources are the key for keeping the organization in the market so competitive. These human resources need to be managed effectively to achieve the required performance of the organization. It is necessary to manage strategically the human resources and to adapt at its strategy with organizational strategy. The aim of this study is focused on the impact of the strategic management of human resource in achieving organizational performance. This study was conducted based on primary and secondary sources. How much organizations appear competitive in the market through achieving the performance indicators? How important is the management of human resources in achieving organizational performance? So, through the skills, behaviors and attitudes would be expected by human resources to achieve the required performance in the organization.

  6. Organizational Culture Impact on Psychological Empowerment of Academic Staff

    OpenAIRE

    Kseanela SOTIROFSKI

    2014-01-01

    The main aim of this study is to examine the dimensions that have impact to the psychological empowerment academic staff in Albanian universities. Despite the factors like professional growth, self-efficacy, and decision making we especially get focused on the organizational culture thinking that it can have a powerful influence on the psychological empowerment, because it describes the link between contextual factors and employees’ work behaviors. The research question of this study is: Whic...

  7. Reinventing a health sciences digital library--organizational impact.

    Science.gov (United States)

    Moore, Margaret E; Garrison, Scott; Hayes, Barrie; McLendon, Wallace

    2003-01-01

    What is the organizational impact of becoming a digital library, as well as a physical entity with facilities and collections? Is the digital library an add-on or an integrated component of the overall library package? Librarians see sweeping environmental and technological changes. The staff members feel exhilarated and challenged by the pressures to adapt quickly and effectively. Librarians recognize that a Web presence, like other technology components, must be continuously enhanced and regularly re-engineered. The Health Sciences Library, University of North Carolina at Chapel Hill, is reinventing its digital presence to better meet the needs of the community. This paper provides a case study focusing on major changes in planning processes, organizational structure, staffing, budgeting, training, communications, and operations at the Health Sciences Library.

  8. Children's Agricultural Safety Network: Evaluating Organizational Effectiveness and Impacts.

    Science.gov (United States)

    Cramer, Mary E; Wendl, Mary J

    2015-01-01

    Coalitions that are effectively organized and led are more likely to achieve their intended program outcomes and impacts, as well as achieve sustainability. External evaluation of the coalition's governance and leadership can help identify strengths and areas for improvement. This article describes the evaluation of the Children's Agricultural Safety Network (CASN)-a national coalition, or network of 45 organizational members. The conceptual framework, Internal Coalition Outcomes Hierarchy, guided the evaluation. We used a mixed-methods approach to answer study's primary objectives from the perspective of CASN members and leaders for (a) organizational effectiveness, (b) network impact, and (c) member benefits. We collected quantitative data using a survey and the Internal Coalition Effectiveness (ICE) instrument. Focused interviews were conducted by phone to gather rich data on examples. Combined findings showed that both members and leaders rated the CASN effective in all construct areas that define successful coalitions. Members feel as invested in CASN success as do leaders. The major impact of CASN has been as a national leader and clearinghouse for childhood safety issues, and the most frequently cited example of impact was the national tractor safety campaign. Members identified the benefits of CASN membership as networking, resource sharing, and opportunities to enhance their knowledge, skills, and practices in the area. Members also valued the national attention that CASN was able to bring to the important issues in childhood agricultural safety. Suggestions for improvement were to focus on more research to improve best practices and strengthen dissemination and implementation science.

  9. Mediating Role of Perceived Organizational Support on the Impact of Psychol ogical Capital on Organizational Identification

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    Haluk Erdem

    2015-06-01

    Full Text Available Employees’ loyalty toward organizations is decreasing gradually recently. This phenomenon negatively affects the dimensions of organizational behavior directly or indirectly. In this study, the effect of psychological capital on organizational identification, and the mediating role of perceived org anizational support in this association are explored. Thereby, data based on the government employees in Bitlis Province (n=478 are analyzed (exploratory and confirmatory factor analyses, regression analysis and it is supported that psychological capital increases positively and significantly perceived organizational support and organizational identification. Besides, the mediating role of organizational support in the association between psychological capital and organizational identification is supporte d using tree step regression analysis and Sobel Test

  10. The Impact of Organizational Culture on the Sharing of Homeland Security Information

    Science.gov (United States)

    2008-04-04

    IMPACT OF ORGANIZATIONAL CULTURE ON THE SHARING OF HOMELAND SECURITY INFORMATION By Jeffery E. Bradey GS-15, Department of Defense...information sharing tool. 15. SUBJECT TERMS organizational culture , Homeland Security Information Network, information sharing 16. SECURITY...41 Organizational Culture .................................................................................................. 41

  11. The Impact of Leaders on Organizational Culture: A 75th Ranger Regiment Case Study.

    Science.gov (United States)

    2007-11-02

    Organizational founders and initial leaders have lasting impact on organizational culture through the transformation of their initial beliefs and... organizational culture and are taught to new members as the correct way to think and believe in certain situations. In the 75th Ranger Regiment, the initial

  12. A study to measure the impact of organizational culture and organizational excellence

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    Asghar Nikbakht Elham Nikbakht

    2012-09-01

    Full Text Available Organizational culture plays an important role on increasing organization excellence and there are many evidences through different studies on this relationship. In this paper, we re-examine this relation between organizational culture and six other important factors including quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes and methods of assessment. The study was held among 70 employees of one of distance learning universities located in province of Esfahan, Iran. The study uses Pearson correlation ratio as well as linear regression technique to investigate the relationships. The results confirmed that there are positive and meaningful relationship between organizational culture and quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes but it does not find any meaningful relationship between organizational culture and methods of assessment.

  13. Impact of organizational change on organizational culture: implications for introducing evidence-based practice.

    Science.gov (United States)

    Austin, Michael J; Claassen, Jennette

    2008-01-01

    Evidence-based practice (EBP) seeks to integrate the expertise of individual practitioners with the best available evidence within the context of the values and expectations of clients. Prior to implementing EBP, it is important to understand the significance that organizational change and organizational culture play. This article seeks to explore the literature associated with both organizational change and organizational culture. The analysis of organizational culture and change draw upon findings from both the private, for-profit sector, and the public, non-profit field. It is divided into four sections: organizational change and innovation, organizational culture, managing organizational culture and change, and finally, applying the findings to the implementation of EBP. While the audience for this analysis is managers in public and nonprofit human service organizations who are considering implementing EBP into their work environment, it is not intended to provide a "how to" guide, but rather a framework for critical thinking.

  14. Impact Of Leadership Styles On Employee Organizational Commitment

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    Sharon Clinebell

    2013-11-01

    Full Text Available This research study examines the relationship between transformational, transactional and passive/avoidant leadership styles and three dimensions of organizational commitment – affective, continuance, and normative in two subsidiaries of one multinational organization. The research findings revealed that transformational leadership has the strongest impact on affective commitment, although transactional leadership also affects affective commitment. Transformational leadership also has a significant positive affect on normative commitment. Transactional leadership has a significant positive affect on continuance commitment and positive/avoidant leadership has a significant negative affect on affective commitment.

  15. Employees’ acceptance of knowledge management systems and its impact on creating learning organizations

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    Sun Joo Yoo

    2013-12-01

    Full Text Available Many organizations are eager to become learning organizations that are known to contribute to increased financial performance, innovation, and the retention of workers who possess valuable organizational knowledge. For this reason, knowledge management systems (KMSs in reality have been utilized as a means to foster the development of learning organizations. However, it remains questionable as to whether or not KMSs have any impact on the creation of learning organizations. Therefore, this study is designed to address this deficit and build a foundation for future research. Situated in theoretical frameworks pertinent to learning organizations and technology acceptance, a total of 327 datasets collected from three South Korean companies revealed that employees’ technology acceptances of KMSs could influence the creation of learning organizations in the workplaces of South Korea. The results showed that using KMSs influenced the development of learning organizations. To maximize the utilization of KMSs, the change management process should not be overlooked before and after the integration of technology.

  16. Organizational Culture Impact on Psychological Empowerment of Academic Staff

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    Kseanela SOTIROFSKI

    2014-06-01

    Full Text Available The main aim of this study is to examine the dimensions that have impact to the psychological empowerment academic staff in Albanian universities. Despite the factors like professional growth, self-efficacy, and decision making we especially get focused on the organizational culture thinking that it can have a powerful influence on the psychological empowerment, because it describes the link between contextual factors and employees’ work behaviors. The research question of this study is: Which type of culture is needed in a university that improves academic staff to get empowered? This study aimed to examine the relationship between organizational culture and psychological empowerment of academicians in university `Aleksander Moisiu` in Albania.A total of 46 interviews are made with the academic staff.Results of the study showed that organizational culture have a great impact on the psychological empowerment of academicians and its dimensions. The dominant culture in research universities was hierarchy culture, while the strongest predictor of psychological empowerment was clan culture. Keywords: organizational culture, psychological empowerment, university. Normal 0 14 false false false IT X-NONE X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Tabella normale"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;}

  17. Motivation and Its Impact on Organizational Effectiveness in Albanian Businesses

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    Dritan Shoraj

    2015-04-01

    Full Text Available Organizations wish to perform successfully in the market and if possible to have a sustainable economic growth. However, in the current circumstances of globalization and strong competition, technology is advancing at a rapid pace, hence making the market an unsafe environment. The business organizations (BOs would have to make full use of all resources available. It is already a well-known fact that human resources or organization personnel constitute a key asset for achieving success. Yet, what makes the employees of a BO satisfied or motivated to achieve the planned objectives? In this research, we analyze some of the factors influencing the motivation of employees to enhance their performance. Through empirical and theoretical analysis, the study will identify the relationship between the motivation of employees and organizational effectiveness and finally the increase of BO revenues. The purpose of this study is to analyze the impact produced by the motivation of employees on organizational effectiveness. Personnel motivation will involve criteria such as employees’ bonus, good communication within the working premises, and satisfaction at their job place.

  18. ORGANIZATIONAL STRESS AND ITS IMPACT ON WORK PERFORMANCE

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    Costin Madalina - Adriana

    2011-07-01

    Full Text Available Nowadays, in times of economic crisis, most managers or entrepreneurs have to cope with a lot of new job challenges which can easily transform into stressors. Work related stress is of growing concern because it has significant economic implications for the organization. Even if some stress is a normal part of life, excessive stress can influence one's productivity, health and emotions and it has to be taken under control. When people lose confidence, they refuse to take responsibilities, they get quickly irritated, they are unsatisfied of their job, their performance will be very low and the organization will be in danger. Fortunately, most managers and entrepreneurs know which stress main symptoms are and have the necessary knowledge for managing and reducing it before it can affect employees' daily work. Stress can have an impact both on the organizational welfare and on personal behavior of supervisors or employees, that's why, the ability of managing it can make the difference between job's success or failure. The purpose of this paper is to study Romanian managers and entrepreneurs from Bihor County's perception regarding the stress phenomenon, if they feel that they are affected by stress, if they promote some methods to reduce it and if they consider that stress can influence the organizational performance. As a research method we used an online questionnaire, applied to a number of 75 managers and entrepreneurs that represent the target group of the project "Flexibility and performance through management", project financed by the European Social Fund - "Invest in people". Each participant had to answer a number of 35 questions regarding stress and the results will be presented in this paper. The main conclusion is that, even if job itself is seen as a stressor, there are other important factors that can produce stress such as: family problems, personal problems or social problems.

  19. Impacts of Organizational Culture on the Practice of Management

    Institute of Scientific and Technical Information of China (English)

    安然

    2013-01-01

      Organizational culture has received increasing attention in recent years both from academics and practioners. Many researchers have confirmed the influence of values on management theories. Barney regards organizational culture as a significant element in creating and implementing the best strategy for competitive advantage. Every thing has pros and cons, organization culture is no exception, and problems caused by organizational culture must be recognized as well, such as barriers to mergers and acquisitions.

  20. The impact of organizational culture on perceptions and experiences of sexual harassment

    NARCIS (Netherlands)

    Timmerman, M.C.; Bajema, C.W.

    2000-01-01

    In sexual harassment research, the importance of organizational variables has become increasingly clear. Utilizing the results of a survey conducted at a telecommunications company in 1997 (N = 458), this study elaborates on the impact of organizational culture on the incidence of unwanted sexual be

  1. Impact of Teachers' Perceptions of Organizational Support, Management Openness and Personality Traits on Voice

    Science.gov (United States)

    Cetin, Sahin

    2013-01-01

    The purpose of this research is to study the impact of perceived organizational support and management openness and teacher personality traits on teacher voice. Voice is defined as the discretionary communication of ideas, suggestions or concerns about work-related issues with the intent to improve organizational functioning. Sample of the study…

  2. The Impact of Organizational Knowledge Strategies in Deliberating of Organizational Success among Managers in Saudi Arabian Industrial Companies

    OpenAIRE

    Ibrahim Alhodhaibi; Abdullah Barakat

    2015-01-01

    There is no doubt that the industrial sector is a pioneer in using the latest advancement, in managerial thought and technology field in terms depending on knowledge and success in order to support all its business areas and to ensure continued progress in various fields. Therefore, this study aimed to investigate knowledge strategies impact in organizational success development among managers of industrial companies in Saudi Arabia. To achieve this goal, the researchers prepared a questionna...

  3. The Mutual Impact of Global Strategy and Organizational Learning

    DEFF Research Database (Denmark)

    Hotho, Jasper J.; Lyles, Marjorie A.; Easterby-Smith, Mark

    2015-01-01

    Despite the interest in issues of knowing and learning in the global strategy field, there has been limited mutual engagement and interaction between the fields of global strategy and organizational learning. The purpose of our article is to reflect on and articulate how the mutual exchange...... of ideas between these fields can be encouraged. To this end, we first conduct a review of the intersection of the fields of global strategy and organizational learning. We then present two recommendations regarding how the interaction between the two fields can be enhanced. Our first recommendation...... is for global strategy research to adopt a broader notion of organizational learning. Our second recommendation is for global strategy research to capitalize on its attention to context in order to inform and enhance organizational learning theory. We discuss the use of context in a number of common research...

  4. The impact of work rewards on radiographers' organizational commitment.

    Science.gov (United States)

    Akroyd, D; Mulkey, W; Utley-Smith, Q

    1995-01-01

    Organizational commitment is an affective work outcome that has been used to predict work-related behaviors such as turnover, absenteeism and intent-to-leave. There has been little research in organizational commitment for the allied health professions and no empirical studies in the radiologic sciences. The purpose of this study was to examine the predictive value of selected intrinsic and extrinsic work reward variables--involvement, significance, autonomy, general working conditions, supervision and salary--on staff radiographers' organizational commitment. In this study of 600 full-time staff radiographers in North and South Carolina, supervision (for ages 20-37 years) and involvement (for ages 38-66 years) were significant predictors of organizational commitment. The results of the study indicate that healthcare organizations should provide potential supervisors with managerial training, especially for radiographers who move to supervisory positions based on clinical skills and years of experience. In the long run, such programs are much less expensive than costs associated with replacing employees who leave the organization because of low organizational commitment. Also, management strategies and programs to redesign and enhance job tasks may help maintain or increase organizational commitment.

  5. The impact of ethical climate on turnover intentions and organizational performance

    Directory of Open Access Journals (Sweden)

    Zahra Nikkhah Farkhani

    2013-06-01

    Full Text Available This paper investigates the impact of ethical climate on turnover intentions and organizational performance based on the implementation of various techniques. The interview method was used to identify the factors of input and output. Required data were collected to measure performance of firms based on some documents. The survey method was used to study the ethical climate and turnover intentions. The impact of ethical climate on turnover intentions and organizational performance was evaluated. The information was analyzed based on different software packages including Deap2.1, SPSS.18 (PASW and Lisrel 8.1. The preliminary results indicate that organizational ethical climate positively impacts on sales representative performance and negatively influences on turnover Intentions. The highest positively correlations were between sales practices and organizational performance (r=0.48 and the highest negatively correlations were between sales practices and turnover intentions(r=-0.72.

  6. Organizational Justice and Perceived Organizational Support: Impact on Negative Work-Home Interference and Well-being Outcomes

    Directory of Open Access Journals (Sweden)

    Audrey Babic

    2015-10-01

    Full Text Available It is well established that negative work-home interference (NegWHI impacts upon several work attitudes and behaviors. In the interests of both organizational effectiveness and employee well-being, it is important to identify concepts related to NegWHI and investigate their effects on well-being outcomes. This study examines the mediating role of (1 perceived organizational support (POS in the relationship between organizational justice (OJ and NegWHI; and (2 NegWHI in the relationships between POS and four well-being outcomes. A total of 509 employees of a Belgian hospital were surveyed. Data were analyzed using structural equation modeling and the bootstrapping method. Results showed that POS partially mediates the relationships between distributive and passive procedural justice and NegWHI, and fully mediates the relationship between the other justice dimensions and NegWHI. NegWHI partially mediates the relationships between POS and both job satisfaction and intention to quit, and fully mediates the relationship between POS and job strain. Furthermore, POS is positively related to job engagement. This study showed that organizations can help employees to better manage their work and family lives and reduce the impact of NegWHI by enhancing employees’ feeling that they are supported by their organization. In order to increase POS, organizations need to promote justice in the workplace.

  7. The Effect of Organizational Culture, Leadership Style, and Functional Position on Organizational Commitment and Their Impact on the Performance of Internal Auditors in Aceh, Indonesia

    Directory of Open Access Journals (Sweden)

    M. Shabri Abd. Majid

    2016-06-01

    Full Text Available This study aims at empirically examining the influence of the organizational culture, leadership style, and functional position of an auditor on organizational commitment and their impact on the performance of government internal auditors in Aceh, Indonesia. All 183 of the governmental internal auditors at the district level within the Province of Aceh, Indonesia, were investigated. Data, which are gathered by distributing questionnaires to the entire population, are then analysed by the Structural Equation Modelling (SEM technique.The study found that organizational culture, leadership style, and functional auditor have affected the performance of the governmental internal auditor either directly or indirectly through organizational commitment.Keywords: Organizational Culture, Leadership Style, Functional Auditor, Organizational Commitment, Internal Auditor Performance.

  8. The Changing Context and the Organizational Justice Impact on the Employee Well-Being

    Directory of Open Access Journals (Sweden)

    Vanessa de Fátima Nery

    Full Text Available Abstract The context of organizational change may affect the well-being, namely when this change generate unfairness perceptions on employees. The aim of this study was to investigate the influence of the organizational change context on the perception of organizational justice and well-being. We proposed a mediation model of perceived organizational justice between the context of organizational change and well-being. A cross-sectional quantitative study was conducted with 731 public employees in the energy sector. Participants answered three instruments which evaluate organizational change context, justice perception and well-being. Factorial analyses and regression analysis were performed in order to test the psychometric qualities of the scale and the mediation model, respectively. The results indicate that the relationship between context and welfare perception is mediated by justice perceptions. This study contributes to research on reactions to organizational change and its impacts on individuals, highlighting the influence of perceived justice on the affective outcomes of organizational change.

  9. Knowledge management adoption and its impact on organizational learning and non-financial performance

    Directory of Open Access Journals (Sweden)

    Yudho Giri Sucahyo

    2016-06-01

    Full Text Available This paper aims to investigate the determinants of knowledge management (KM adoption on organizational and individual level, as well as its impact on non-financial performance through an intermediary of organizational learning (“OL”. The KM adoption model was constructed by using a combination of TOE (Technology, Organizational and Environment for the organizational level and TPE (Technology, Personal, and Environmental framework for the individual level; this we called the TOPE (Technology, Personal, Organizational, and Environment framework. Questionnaires were sent to 60 Indonesian big companies which participated in the Most Admired Knowledge Enterprise (MAKE Award. Data from 139 respondents (51 companies was analysed using partial least squares (PLS. This study showed the most essential factors influencing KM adoption and practice are perceived usefulness, ease of use of KM technology, industrial factors, management support, organization culture, and IT infrastructure. Meanwhile, the factors that are loosely connected to adoption initiative and KM practice are mimetic pressure, strategic planning, and organizational structure. In addition, the result of this study inferred that KM adoption and implementation fairly impact on the improvement of non-financial performance by the intermediary of organizational learning capability improvement.

  10. The impact of psychological empowerment and organizational commitment on Chines nurses' job satisfaction.

    Science.gov (United States)

    Zhou, Wen-Bin; Ouyang, Yan-Qiong; Qu, Hui

    2014-11-10

    Abstract Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organizational commitment on job satisfaction of Chinese nurses. Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organizational commitment of Chinese nurses and to explore the impact of psychological empowerment and organizational commitment on the nurses' job satisfaction. Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organizational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Results: Nurses' job satisfaction, psychological empowerment, and organizational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organizational commitment. Psychological empowerment, organizational commitment, and marital status were significant predicting factors of nurse job satisfaction. Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

  11. Police organizational stress: the impact of negative discipline.

    Science.gov (United States)

    Violanti, John M

    2011-01-01

    Previous work has suggested that the police organization is considered a difficult work stressor by officers. Of stress factors stemming from the police organization, excessive or unfair discipline rates high among rank and file officers. The police organization may be considered a punishment centered bureaucracy, where emphasis is placed on what is wrong and not on proper or laudatory behavior Although discipline is essential in critical occupations such as police work, it is important that such discipline be properly administered in order to avoid stress and feelings of organizational abandonment. This paper provides a general overview of present police organizational discipline prescriptions, and an example of an alternative positive-based discipline program.

  12. Economic, organizational, and institutional impact of the survivability validation process

    Energy Technology Data Exchange (ETDEWEB)

    Brock, G. [Kaman Sciences Corp., Colorado Springs, CO (United States)

    1993-08-01

    This paper addresses some of the key economic, organizational, and institutional issues associated with the development and use of survivability validation protocols. It discusses factors affecting protocols, considerations for protocol selection, test- bed/simulator/analysis tool availability, organizational issues affecting protocol use, deviations precluding adherence to validated protocols, and protocol advantages. Knowledge of these factors will assist developers of survivability validation protocols in designing more flexible protocols that can be tailored for differing circumstances without losing the fidelity or assurance that the protocol will produce the desired survivability level.

  13. The Impact of New Information Technology on Bureaucratic Organizational Culture

    Science.gov (United States)

    Givens, Mark A.

    2011-01-01

    Virtual work environments (VWEs) have been used in the private sector for more than a decade, but the United States Marine Corps (USMC), as a whole, has not yet taken advantage of associated benefits. The USMC construct parallels the bureaucratic organizational culture and uses an antiquated information technology (IT) infrastructure. During an…

  14. School Innovation: The Mutual Impacts of Organizational Learning and Creativity

    Science.gov (United States)

    McCharen, Belinda; Song, JiHoon; Martens, Jon

    2011-01-01

    The primary aim of this research is to identify cultural determinants of organizational learning and knowledge creation practices, which could be the driving factors for the innovation process in school settings (Mulford, 1998; Silins et al., 2002). A conceptual process model for school innovation was developed. In contrast to previous approaches,…

  15. The Impact of Adult Degree-Completion Programs on the Organizational Climate of Christian Colleges and Universities

    Science.gov (United States)

    Giles, Pamela

    2010-01-01

    Leaders in Christian higher education are often unaware of how adult degree completion programs (ADCPs) impact a school's organizational behavior, and no research has examined employees' perceptions of its impact. This nonexperimental, descriptive study examined differences in employees' perceptions of the impact on organizational climate of the…

  16. The Impact of National Culture on the Organizational Culture

    Directory of Open Access Journals (Sweden)

    ALICIA FLORENCIA URTEAGA

    2010-03-01

    Full Text Available The relationships between national culture and organizational culture were analysed in 16 Argentinean companies. Sample was integrated by 429 employees (292 male, and 184 female, mean age 35 years old. Subjects completed, in their own work places, a socio-demographic questionnaire,a scale of national culture, and a scale of organizational practices. Results indicated that organizations adopt practices that, on average, reflect the cultural values of their country of origin. Multiple regression analysis showedthat Argentinean national companies are characterized by practices closely associated with collectivism, high power distance, and high uncertainty avoidance. In contrast, Argentinean privatized companies adopted practices most linked to individualism, low power distance, low uncertainty avoidance,low paternalism, and low fatalism. The results are discussed in light of its strengths and weaknesses, and a new agenda for future research is suggested.

  17. Impact of TQM and Technology Management on Organizational Performance

    Directory of Open Access Journals (Sweden)

    MUHAMMAD TASLEEM

    2016-10-01

    Full Text Available In the growing business competitiveness TQM (Total Quality Management and TM (Technology Management practices have become important for organizational success. TQM fosters business excellence while TM helps to deal with process and product related technological challenges. However, in literature TM has received little consideration with TQM. This paper is a research study that attempts to identify any combined relationship of both concepts with OP (Organizational Performance while taking into account different organizational contextual factors including ISO-9001 certification. Responses from 86 different organizations in Pakistan are collected through questionnaire survey and random sampling. Statistical analysis shows that OP is positively associated to TQM and TM. Results of this study indicate the significance of ISO-9001 certification for TQM but do not support it for OP. It is also observed that organizations of private sector are significantly better in TQM and TM practices, so in OP, in comparison to government or public sector organizations. The study contributes to explore and augment both practices for implementation to improve OP.

  18. Impact of Health Care Employees’ Job Satisfaction On Organizational Performance Support Vector Machine Approach

    Directory of Open Access Journals (Sweden)

    Cemil Kuzey

    2012-05-01

    Full Text Available This study was undertaken to search for key factors that contribute to job satisfaction among health care workers, and also to determine the impact of these underlying dimensions of employee satisfaction on organizational performance. Exploratory Factor Analysis (EFA was applied to initially uncover the key factors, and then, in the next stage of analysis, a popular data mining technique, Support Vector Machine (SVM was employed on a sample of 249 to determine the impact of job satisfaction factors on organizational performance. According to the proposed model, the main factors were revealed to be management’s attitude, pay/reward, job security and colleagues.

  19. The impact of gendered organizational systems on women's career advancement.

    Science.gov (United States)

    O'Neil, Deborah A; Hopkins, Margaret M

    2015-01-01

    In this Perspective article we propose that in order to pave the way for women's career advancement into the senior ranks of organizations, attention must be directed at the systemic norms and structures that drive the gendered nature of the workplace. A focus on individual level issues, i.e., women lacking confidence and women opting out, detracts from the work that must be done at the organizational level in order to dismantle the system of pervasive, structural disadvantage facing women seeking to advance to senior leadership positions.

  20. The impact of gendered organizational systems on women's career advancement

    Directory of Open Access Journals (Sweden)

    Deborah Anne O'Neil

    2015-06-01

    Full Text Available In this Perspective article we propose that in order to pave the way for women's career advancement into the senior ranks of organizations, attention must be directed at the systemic norms and structures that drive the gendered nature of the workplace. A focus on individual level issues, i.e., women lacking confidence and women opting out, detracts from the work that must be done at the organizational level in order to dismantle the system of pervasive, structural disadvantage facing women seeking to advance to senior leadership positions.

  1. To Investigate the Impact of Training, Employee Empowerment and Organizational Climate on Job Performance

    Directory of Open Access Journals (Sweden)

    Haleema Zia

    2014-06-01

    Full Text Available This study investigates the quantitative relationship of training, employee empowerment and organizational climate with job performance. Job performance can be measured in terms of efficiency and effectiveness of employees-how well they perform their tasks in order to achieve organizational goals. Empowerment is very important tool to enhance productivity of an organization by enhancing job performance of employees. In certain conditions it may result in reducing job performance, which depends on organizational climate and how employees and management perceive empowerment. The organizations which conduct regular training programs help to build the skills and competencies of employees. Ethical organizational climate plays a vital role in enhancing the performance by reducing employees’ stress levels and enhanced satisfaction. Based on the literature review, a research model is developed positing that training, employee empowerment and organizational climate has a direct impact on job performance of employees. This model is empirically tested using data collected from National Institute of Health (NIH, Islamabad which is a public sector organization of Pakistan. The target population consisted of 794 employees of NIH and the sample size was calculated as 200 by using as per Krejcie and Morgan (1970 formula for sample determination and for data results various analysis techniques were used like correlation analysis and regression analysis. The results showed a significant relationship of training and organizational climate with job performance. According to the findings of the study, employee empowerment negatively influences the job performance.

  2. The Impact of Human Resource Practices and Organizational Citizenship Behaviors on Firm Performance

    Directory of Open Access Journals (Sweden)

    Davood Babaei

    2012-01-01

    Full Text Available Problem statement: The examination of organizational citizenship behaviors as the mediating variable through which human resource practices affect firm performance is still scarce. Approach: This study examined the mediation effects of organizational citizenship behaviors on the relationships between selected human resource practices and firm performance. The human resource practices studied were reward and performance appraisal practices and firm performance was studied in terms of quality of services. Data were collected from a sample of 179 branches of two banks in Tehran, Iran. The participants in this study included 176 managerial employees, 352 non-managerial employees and 871 customers. To achieve these objectives a mediation model was tested using structural equation modeling procedure to examine if the hypothesized model fit the data. Results: The results showed that organizational citizenship behaviors fully mediated the relationships between reward practices and quality of services and partially mediated the relationships between performance appraisal practices and quality of services. Conclusion/Recommendations: The findings of this study suggest that human resource practices play a critical role in enhancing employees organizational citizenship behaviors and firm performance. Organizational citizenship behaviors mediate the effects of reward and performance appraisal practices on service quality. To improve service quality, employers should improve reward and performance appraisal practices since these practices have an impact on employees organizational citizenship behaviors which in turn would affect service quality.

  3. Supply Chain Management Practices Impact on the Healthcare Perceived Organizational Performance in Malaysia

    Directory of Open Access Journals (Sweden)

    Meisam Karami

    2014-04-01

    Full Text Available The structure of the current study is based on to the prior studies on supply chain management practices and perceived organizational performance. The objective of the current study is to create a conceptual framework to investigating the link between supply chain management practices and healthcare’s perceived organizational performance that indicates the mediating impact of alliance integrated network in Malaysia. Dimensions of supply chain management practices such as demand management, information and technology management capacity and resource management, customer relationship management, supplier relationship management are determined to have a positive and significant relationship with perceived organizational performance. Furthermore, alliance network have the mediation impact on the direct relationship. The proposed research framework applies to a Malaysian health care industry which has limited studies.

  4. The History of UTAUT Model and Its Impact on ICT Acceptance and Usage by Academicians

    Science.gov (United States)

    Oye, N. D.; Iahad, N. A.; Rahim, N. Ab.

    2014-01-01

    This paper started with the review of the history of technology acceptance model from TRA to UTAUT. The expected contribution is to bring to lime light the current development stage of the technology acceptance model. Based on this, the paper examined the impact of UTAUT model on ICT acceptance and usage in HEIs. The UTAUT model theory was…

  5. Impact of Organizational Climate on Performance of College Teachers in Punjab

    Science.gov (United States)

    Raza, Syed Ahmad

    2010-01-01

    The study aimed to determine the impact of organizational climate on performance of college teachers. The researcher selected the area of college education as the focus of the study. The study was delimited to all the public sector degree colleges of Punjab. Population of this study consisted of all the principals and teachers working in public…

  6. Experiencing the Impact of Organizational Structure on Planning and Visioning Tasks

    Science.gov (United States)

    Pennisi, Lisa

    2012-01-01

    The various ways natural resource agencies and programs are structured and how that impacts leadership style and products is an important concept for students to understand. Leadership style and organizational structure determine visions, missions, goals and objectives that set the tone for organizations. This exercise demonstrates organizational…

  7. Organizational Trust in Times of Challenge: The Impact on Faculty and Administrators

    Science.gov (United States)

    Hoppes, Cherron R.; Holley, Karri A.

    2014-01-01

    Higher education institutions have faced increased social, cultural, economic, and political challenges in recent decades. In this study we used the socio-cultural construct of trust to understand how organizational responses to external challenges impact the relationship between faculty members and administrators. Using extensive interviews,…

  8. The Impact of Telecommuting Intensity on Employee Perception Outcomes: Job Satisfaction, Productivity, and Organizational Commitment

    Science.gov (United States)

    Nyaanga, Solomon G.

    2012-01-01

    This research investigates the impact of telecommuting intensity (hours worked/week from home) on worker perceived outcomes such as job satisfaction, productivity, organizational commitment. Data was collected and analyzed from a large U.S. Federal Department. The conceptual research model and design include three key mediating variables, one…

  9. Empirically Supported Treatment's Impact on Organizational Culture and Climate.

    Science.gov (United States)

    Patterson-Silver Wolf, David A; Dulmus, Catherine N; Maguin, Eugene

    2012-11-01

    OBJECTIVES: With the continued push to implement empirically supported treatments (ESTs) into community-based organizations, it is important to investigate whether working condition disruptions occur during this process. While there are many studies investigating best practices and how to adopt them, the literature lacks studies investigating the working conditions in programs that currently use ESTs. METHOD: This study compared the culture and climate scores of a large organization's programs that use ESTs and those programs indicating no EST usage. RESULTS: Of the total 55 different programs (1,273 frontline workers), 27 programs used ESTs. Results indicate that the programs offering an EST had significantly more rigid and resistant cultures, compared to those without any ESTs. In regard to climate, programs offering an EST were significantly less engaged, less functional, and more stressed. CONCLUSION: Outcomes indicate a significant disruption in organizational culture and climate for programs offering ESTs.

  10. The impact of information technologies upon the organizational communication

    Directory of Open Access Journals (Sweden)

    Cristina Petronela Durneac

    2012-07-01

    Full Text Available This paper aims at bringing a contribution to understanding the role ofinformationtechnology tools in the organizational communication, starting from the framing of concepts likeorganizational communication and information technology approached by authors such as: Shannon,Weaver, Neilson, Pasternack & Viscio, Kearney etc.Then, the paper aims to go further intoidentifying certain explanatory dimensions of the information technology tools. This paper movesfrom the social interaction aspects to the virtual ones, once with the development of modern means ofcommunication. Inthis aspect, the paper tries to shed light on how the use of new informationtechnology tools, mainly the Intranet, Extranet and the Website, affects the ways in whichorganization’s employees interact inside the organization.

  11. Impact of Magnet Culture in Maintaining Quality Outcomes During Periods of Organizational Transition.

    Science.gov (United States)

    Gonzalez, Judith F Zedreck; Wolf, Gail; Dudjak, Linda; Jordan, Bernadette

    2015-01-01

    Organizational transition presents substantial risk to maintaining quality outcomes. The leadership style and culture present during periods of change and transition empower the frontline staff to react quickly and identify opportunities. The culture of Magnet develops the skill set that enables staff to be leaders in problem solving and identifying creative care delivery approaches. Objectives of this study were to analyze the impact of organizational transition on patient and staff satisfaction, quality, and safety in a Magnet-designated hospital and determine key factors contributing to these outcomes.

  12. The Impact of Organizational Culture and Job Related Affective Well Being on Employees’ Conflict Resolution Styles

    Directory of Open Access Journals (Sweden)

    Nurdan Özarallı

    2015-06-01

    Full Text Available This study aims to investigate the impact of cooperative or competitive organizational culture and employees’ job related affective well being on their preferred conflict resolution styles. A total of 236 white collar employees in the private sector completed questionnaires on “Organizational Culture“, “Job Related Affective Well Being“and “Conflict Resolution Styles“. Results indicated that employees working in a cooperative organizational culture would choose problem solving, compromising and accomodating conflict resolution styles while those working in a competitive work environment would choose forcing and avoiding strategies. Results also showed that while positive job related affective well being is a major predictor o problem solving, compromising, accomodating and avoiding conflict resolution styles, negative job related affective well being significantly predicts forcing and avoiding strategies. Overall, the results draw attention to the preferred conflict resolution strategies assumed by Turkish employees, the role of the conflict environment as well as actors’ affective well being

  13. The Impact of Organizational Justice on Employee's Job Satisfaction: The Malaysian Companies Perspectives

    Directory of Open Access Journals (Sweden)

    Choong K. Fatt

    2010-01-01

    Full Text Available Problem statement: This research study analyzed the impact of organizational justice as encompassed by two components, namely distributive justice and procedural justice on employee’s job satisfaction, organizational commitment, and turnover intention. This study revealed a positive and significant relationship showing that the foundation of an employee’s job satisfaction and organizational commitment is within the application of both distributive and procedural justice, and this supports a significant negative relationship to turnover intention. Approach: This study included the design and distribution of a self-administered questionnaire to 300 Malaysian employees working for small and middle size companies in the Malaysia, Klang Valley. The sample consisted of managerial and non-managerial employees who volunteered to participate in this study. The results supported the hypothesis that distributive and procedural justice has significant relationship with employee’s job satisfaction, organizational commitment and turnover intention. Result: This finding implied that the higher the level of employee’s perception towards fairness to the means used to determine outcomes (procedural justice and fairness of the outcomes employees receive (distributive justice tended to increase the level of employees’ job satisfaction, organizational commitment while reduces turnover intention. Therefore, organizations that take a proactive approach to understand employee’s perceptions of distributive and procedural justice, and provide appropriate working environment can potentially reap benefits including cost associated to employee retentions. Conclusion: The findings in this study would help managers and business organization in Malaysia to formulate strategies that involved work factors such as distributive and procedural justice to improve the management of human resource development. These strategies would help in influencing positive behaviors among

  14. A Research to Determining the Impact of 360 Degree Performance Evaluation System on Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Gulten Eren Gumustekin

    2010-01-01

    Full Text Available This study tries to find out whether the 360 degree performance evaluation system (PES has an influence on employees in terms of organizational commitment. Then it attempts to determine direction of the impact on commitment. In more detail, the study focuses on the eight key competencies acknowledged by the 360 Degree PES and their respective impacts on organizational commitment dimensions namely affective, continuance and normative. To this end, four different organizations were targeted for the survey which was developed to collect attitudinal information relevant to dimensions of organizational commitment and to key competences defined by 360 degree PES. The results mainly show that the businesses which implement 360 degree PES are more likely to have high levels of organizational commitment. The findings indicate an important degree of positive correlation between key competencies and commitment dimensions. The most influential competency on commitment appears to be communication which is followed by leadership, task management, employee development, adaptability to change, training others, human relations and production/work outputs.

  15. The Impact of Organizational Justice on Career Satisfaction of Employees in the Public Sector of South Korea

    Science.gov (United States)

    Oh, Jeong Rok

    2013-01-01

    The purpose of this study was to explore the relationship between organizational justice and career satisfaction of employees in the public sector of South Korea. Specifically, this study aimed to investigate the impact of three different dimensions (distributive, procedural, and interactional justice) of organizational justice on career…

  16. The Impact of Educational Interventions on Organizational Culture at an Urban Federal Agency. Ph.D. Thesis - Old Dominion Univ.

    Science.gov (United States)

    Mckenzie, Janet Myrick

    1994-01-01

    This study on the impact of educational interventions on organizational culture is an evaluation of a major educational initiative undertaken by an urban federal agency, namely the National Aeronautics and Space Administration's Langley Research Center (NASA-LaRC). The design of this educational evaluation captures the essence of NASA-LaRC's efforts to continue its distinguished and international stature in the aeronautical research community following the Challenger tragedy. More specifically, this study is an evaluation of the educational initiative designed to ameliorate organizational culture via educational interventions, with emphasis on communications, rewards and recognition, and career development. After completing a review of the related literature, chronicling the educational initiative, interviewing senior managers and employees, and critically examining thousands of free responses on employee perceptions of organizational culture, it is found that previous definitions of organizational culture are more accurately classified as manifestations of organizational culture. This research has endeared to redefine 'organizational culture' by offering a more accurate and diagnostic perspective.

  17. The Impact of Management and Organizational Culture on Creativity in the Hotel Industry

    Directory of Open Access Journals (Sweden)

    Olimpia State

    2014-11-01

    Full Text Available In today`s business environment, characterized by instability and unpredictability, organizations` success depends on their ability to adapt and manage the changes required. Therefore, in order to achieve long-term corporate success, companies need to have a culture that encourages creativity and innovation. The aim of the article is to investigate the link between corporate culture and creativity and the impact of the management form on organizational culture. The research highlights the Romanian hotel industry culture, using Hofstede`s model. Considering their impact on innovation, there were taken into consideration three factors: individualism, power distance and long term orientation. The article investigates how these factors are influenced by the hotel`s exploitation form and their impact on organizational creativity. The research was conducted on two hotels in Bucharest, affiliated to an international hotel chain. In order to identify the impact of the exploitation form on the hotel`s organizational culture, one of the accommodation units is operated under a management contract, while the other operates under a franchise agreement. The study is based on a survey conducted among the employees of the two hotels. Results indicate differences regarding the corporate culture between the hotel operated under a management contract and the unit operated under a franchise agreement. Recommendations on how to foster employees` creativity are suggested. The implications of the findings are discussed, considering the limitations and future research directions.

  18. Assessing the impact of dispositional resistance to change on organizational attraction.

    Science.gov (United States)

    Arciniega, Luis M; Maldonado, Adriana

    2011-11-01

    In recent years there has been an increasing interest among researchers and practitioners to analyze what makes a firm attractive in the eyes of university students, and if individual differences such as personality traits have an impact on this general affect towards a particular organization. The main goal of the present research is to demonstrate that a recently conceptualized narrow trait of personality named dispositional resistance to change (RTC), that is, the inherent tendency of individuals to avoid and oppose changes (Oreg, 2003), can predict organizational attraction of university students to firms that are perceived as innovative or conservative. Three complementary studies were carried out using a total sample of 443 college students from Mexico. In addition to validating the hypotheses, our findings suggest that as the formation of the images of organizations in students' minds is done through social cognitions, simple stimuli such as physical artifacts, when used in an isolated manner, do not have a significant impact on organizational attraction.

  19. The impact of training interventions on organizational readiness to support innovations in juvenile justice offices.

    Science.gov (United States)

    Taxman, Faye S; Henderson, Craig; Young, Doug; Farrell, Jill

    2014-03-01

    Clinical trials on technology transfer models are rare, even with the interest in advancing the uptake of evidence-based practices in social service agencies. This article presents the results from a trial examining different transfer strategies to assist juvenile justice caseworkers in using screening, assessment, and case planning practices to address mental health and substance use needs. Study findings examine factors that promote organizational readiness. A clinical trial was conducted examining the impact of three post-training strategies: an external coach to build the social network of the justice office (build social climate), an external coach to educate staff (build skills and knowledge), and a control condition consisting of traditional management directives (directives to staff of agency priorities). All groups were exposed to a 1 day refresher course in motivational interviewing. The social network and skill building groups also attended an intensive 3-day training followed by three on-site booster sessions over a 12 month period of time. Twelve juvenile justice offices (with their 231 juvenile justice staff) were assigned to one of three conditions. The study examined the impact of different transfer conditions on organizational readiness to implement the innovation of screening, assessment, and referral strategies. External coaching targeting the social climate of the justice office to support innovations improved organizational readiness to change, regardless of office size. Coaching that targeted either the social climate or staff knowledge and skills both improved organizational readiness for change compared to management directives, but social climate coaching resulted in greater improvements in receptivity to change. No individual level features of case workers (e.g., age, gender, years of experience) significantly predicted organizational readiness to change. Unexpectedly, the skill and knowledge building approach did not perform any better

  20. The impact of information technology on organizational design: Example in health organization

    Directory of Open Access Journals (Sweden)

    Petković Mirjana

    2013-01-01

    Full Text Available The aim of this paper is to explore the impact of information technology (IT on organization including all elements that are integral part of organizational design through Star Model (Kates and Galbraith, 2007, and to show that IT has become an important strategic resource that provides a concentration of all relevant information for quality decision-making and integration of complex organization with the concept of “Big Data” (Manyika et al, 2011. In order to achieve the aim, research was performed in organization in the health sector which affects the quality of life and standard of living. TheIT impact on organizational design and through him on organizational effectiveness in the health care is visible and provide insight into the implications of information technology and opportunities for reasoning about matters that are the subject of research: whether and how information technology causes changes in the design of the organization; whether it affects all elements of design equally; on which elements has the most intense impact and why; whether and why employees and users of health services exhibit resistance to information technology; under what conditions can be reduced or completely eliminated the resistance of employees and users of health services?

  1. The Impact of Iranian Teachers Cultural Values on Computer Technology Acceptance

    Science.gov (United States)

    Sadeghi, Karim; Saribagloo, Javad Amani; Aghdam, Samad Hanifepour; Mahmoudi, Hojjat

    2014-01-01

    This study was conducted with the aim of testing the technology acceptance model and the impact of Hofstede cultural values (masculinity/femininity, uncertainty avoidance, individualism/collectivism, and power distance) on computer technology acceptance among teachers at Urmia city (Iran) using the structural equation modeling approach. From among…

  2. Exploring the organizational impact of software-as-a-Service on software vendors the role of organizational integration in software-as-a-Service development and operation

    CERN Document Server

    Stuckenberg, Sebastian

    2014-01-01

    Software-as-a-Service has gained momentum as a software delivery and pricing model within the software industry. Existing practices of software vendors are challenged by a potential paradigm shift. This book analyzes the implications of Software-as-a-Service on software vendors using a business model and value chain perspective. The analysis of qualitative data from software vendors highlights the role of organizational integration within software vendors. By providing insights regarding the impact of Software-as-a-Service on organizational structures and processes of software vendors, this st

  3. The impact of innovation strategy on organizational learning and innovation performance: do firm size and ownership type make a difference?

    OpenAIRE

    Beyene, K. T.; Shi, C. S.; W. W. Wu

    2016-01-01

    Though innovation strategy and organizational learning have been credited to impact on product innovation performance, they have been rarely considered in a single model simultaneously. Thus, the main aim of the paper is to investigate the extent of impact of innovation strategy on organizational learning and product innovation performance. A structural equation modelling analysis was performed on the survey data collected from Ethiopian textile and leather product manufacturing firms. The re...

  4. The Impact of Organizational Climate on Employees' affective Organizational Commitment%组织氛围对员工情感性归属感的影响

    Institute of Scientific and Technical Information of China (English)

    林美珍

    2011-01-01

    文章基于对福建省21个饭店进行的实证研究,检验各类组织氛围(部门的支持型领导氛围、凝聚力和心理受权氛围)对员工情感性归属感的影响。多层次线性模型分析结果表明,部门的支持型领导氛围会通过部门的凝聚力间接影响员工的情感性归属感,并会调节员工的角色模糊对他们的情感性归属感的影响。此外,部门的心理受权氛围会调节员工的心理受权对他们的情感性归属感的影响。%The Author did an empirical study in 21 hotels to investigate the impact of organizational climate on employees' affective organizational commitment.The results of HLM analysis indicate that department supportive leadership climate has indirect effect on employees' affective organizational commitment through department cohesion,and moderates the relationship between employees' role ambiguity and their affective organizational commitment.Department psychological empowerment climate moderates the relationship between employee's individual psychological empowerment and their affective organizational commitment.

  5. The Impact of Organizational Knowledge Strategies in Deliberating of Organizational Success among Managers in Saudi Arabian Industrial Companies

    Directory of Open Access Journals (Sweden)

    Ibrahim Alhodhaibi

    2015-06-01

    Finally, it was found that the most important variables that activate knowledge strategies in organizational success development is to encourage teamwork and human relations development, social and cultural organizational that encourage transfer and sharing knowledge, as well as holding courses regarding knowledge strategies, success and increased dependence on modern technology in knowledge transfer. All of this would increase knowledge exchange in industrial companies, which positively reflected successful works.

  6. The Impact of Organizational Structure on Internal and External Integration: An empirical, cross-regional assessment

    Directory of Open Access Journals (Sweden)

    Xenophon Koufteros

    2014-06-01

    Full Text Available We examine the effects of organizational structure on cross-functional integration, supplier integration, and customer integration and assess whether such effects vary by geographical region. Specifically, we investigate the impact of centralization, formalization, and complexity on both internal (cross-functional and external (supplier, customer integration. Relationships are examined across Western and East Asian environments using data collected from 238 manufacturing plants in eight countries. We find that structural features have differing impacts on cross-functional, supplier, and customer integration, and these effects vary across geographical regions.

  7. Measuring the impact of HRM on organizational performance

    Directory of Open Access Journals (Sweden)

    Anastasia A. Katou

    2008-12-01

    Full Text Available Normal 0 21 false false false ES ZH-CN X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Tabla normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:12.0pt; font-family:"Times New Roman","serif"; mso-ansi-language:ES-TRAD; mso-fareast-language:EN-US;} The purpose of this paper is to measure the impact of HRM on organisational performance in the context of Greece. Data were collected from 178 organisations using a questionnaire survey in the Greek manufacturing sector, and analysed using the ‘structural equation modelling’ methodology. The results indicated that the relationship between HRM policies (resourcing and development, compensation and incentives, involvement and job design and organisational performance is partially mediated through HRM outcomes (skills, attitudes, behaviour, and it is influenced by business strategies (cost, quality, innovation. Thus, the contribution of this study for academics and practitioners is that HRM policies associated with business strategies will affect organisational performance through HRM outcomes.

  8. Multiple organizational identification levels and the impact of perceived external prestige and communication climate

    NARCIS (Netherlands)

    Bartels, J.; Pruyn, A.T.H.; Jong, de M.D.T.; Joustra, I.

    2007-01-01

    Earlier studies have shown that perceived external prestige and communication climate influence organizational identification. In this paper we present the results of a study of the influence of communication climate and perceived external prestige on organizational identification at various organiz

  9. The Impact of Corporate Social Responsibility Perception on The Job Satisfaction and Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Mehmet Arcan TUZCU

    2014-06-01

    Full Text Available Corporate social responsibility activities influence the stakeholders in the first place, hence the employees, one of the vital stakeholders of the organizations. Social responsibility activities can have a direct effect on the job satisfaction and organizational commitment of employees. This paper investigates the employees’ perception on corporate social responsibility, and examines the effect of this perception on organizational commitment and job satisfaction. Hence, the individual factors that have an impact on this perception, namely gender, age, education level, the hierarchical position in the organization, the working time and the participation to the company’s social responsibility projects, are considered. The data collection is through a survey conducted among the employees of Turkish Petroleum Refineries Corporation (TUPRAS, the third most profitable and the largest private firm quoted to the Borsa Istanbul. From the findings obtained through chi square, t-test and ANOVA, one can observe an insignificant relation between organizational commitment and job satisfaction, and perceptions of corporate social responsibilities.

  10. The Learning Organization Dimensions and Their Impact on Organizational Performance: Orange Jordan as a Case Study

    Directory of Open Access Journals (Sweden)

    Farid M. Qawasmeh

    2013-12-01

    Full Text Available The objective of this study is to measure the impact of learning organization's seven key dimensions (continuous learning opportunities, inquiry and dialogue, employee empowerment, establish systems to capture and share learning, connect the organization to its environment, collaboration and team learning, strategic leadership on organizational performance in Jordan Telecom. It also aims to figure out the type and magnitude of correlation among these seven dimensions as well as to assess the credibility of the questionnaire in a different context such as the Arab business environment. The sample size was (312 employees in this case study. The study results are as follows: The status of the learning organization dimensions was moderate (3.44 out of 5 on 5-step Likert scale. A positive statistical correlation exists among the seven learning organization dimensions as well as a positive statistical correlation with organizational performance. The questionnaire proved to be suitable in the Arab business context. Finally, the study recommends that organizations must consider the seven learning organizations’ dimensions due to their role in enhancing organizational performance and assuring a competitive edge.

  11. The Impact of Psychological Capital on Job Burnout of Chinese Nurses: The Mediator Role of Organizational Commitment

    OpenAIRE

    Jiaxi Peng; Xihua Jiang; Jiaxi Zhang; Runxuan Xiao; Yunyun Song; Xi Feng; Yan Zhang; Danmin Miao

    2013-01-01

    BACKGROUND: Nursing has a high risk of job burnout, but only a few studies have explored its influencing factors from an organizational perspective. OBJECTIVE: The present study explores the impact of psychological capital on job burnout by investigating the mediating effect of organizational commitment on this relationship. METHODS: A total of 473 female nurses from four large general hospitals in Xi'an City of China were selected as participants. Data were collected via the Psychological Ca...

  12. Social and organizational impacts of the electronic processing system of the brazilian superior tribunal of justice

    Directory of Open Access Journals (Sweden)

    Christiana Soares de Freitas

    2015-10-01

    Full Text Available This paper presents a study on the social and organizational impacts of the Electronic Processing System (EPS implemented in 2008 by the Brazilian Superior Tribunal of Justice (STJ. This system is part of a wider transformation process involving the implementation of a new management model at the STJ. The theoretical framework is based on the Technology Enactment Theory and other studies on the role of technological innovations in public organizations (Fountain, 2005; Freitas, 2012. The main goal of the research is to identify the most significant factors facilitating or inhibiting the innovation adoption. Results show different impacts of the EPS on professional groups and organizations. Political, cultural and economic aspects influence stakeholders’ perceptions of the innovation, including its sustainability, time and costs savings that impact the rate of adoption and the realization of benefits both to users and the organization investing in its development.

  13. IMPACT OF SUPPORTIVE LEADERSHIP AND ORGANIZATIONAL LEARNING CULTURE AS A MODERATOR ON THE RELATIONSHIP OF PSYCHOLOGICAL EMPOWERMENT AND ORGANIZATIONAL COMMITMENT

    Directory of Open Access Journals (Sweden)

    Syed Abir Hassan Naqvi

    2011-10-01

    Full Text Available Due to forces of globalization organization are going to multinational. Severity of competition is forcing organizations to psychological empower their employees for maximum performance. In the presence of organizational learning culture and supportive leadership psychological empowerment of employee will lead to organizational commitment. This paper attempt to analyze the relationship among these variables in the context of existing literature. Present days managers face the challenges of motivating employees. Psychological empowerment is the one of the best tool to provide them felling of autonomy and self drive this conceptual development is presented here with the hope that future researchers will analysis these relationships more deeply for the performance optimization of the organization.

  14. The impact of innovation strategy on organizational learning and innovation performance: do firm size and ownership type make a difference?

    Directory of Open Access Journals (Sweden)

    Beyene, K. T.

    2016-05-01

    Full Text Available Though innovation strategy and organizational learning have been credited to impact on product innovation performance, they have been rarely considered in a single model simultaneously. Thus, the main aim of the paper is to investigate the extent of impact of innovation strategy on organizational learning and product innovation performance. A structural equation modelling analysis was performed on the survey data collected from Ethiopian textile and leather product manufacturing firms. The result reveals that innovation strategy is positively related to product innovation performance. Further, firm size and ownership type moderate the effect of innovation strategy on product innovation performance.

  15. THE IMPACT OF WORKFORCE DIVERSITY ON ORGANIZATIONAL EFFECTIVENESS: A STUDY OF A NIGERIAN BANK

    Directory of Open Access Journals (Sweden)

    OMANKHANLEN ALEX EHIMARE

    2011-01-01

    Full Text Available It is generally recognized that there is diversity in the workforce of any enterprise, be it business, government, or civil society. This study therefore seeks to find out the impact of workforce diversity on organizational effectiveness using a Nigerian bank for the study. We used the Blau’s1977 index of heterogeneity to measure the diversity index. While asset growth for the year 2008 and 2009, using 2007 and 2008 as base year was used to measure the growth strategy. To determine group diversity and performance outcomes moderated by workgroup context, a series of hierarchical regression analysis were conducted. The study finds significant correlation between some of the diversity variables as well as individual diversity variables with the measures of organizational effectiveness. Also it reveals that gender and ethnicity are negatively related to both employee productivity and performance bonus. In addition the study find that gender, age and tenure diversities are positively correlated and are significantly related. It is recommended that company executives use good strategies to effectively manage workforce diversity and collaborative research efforts should be done to ascertain the contextual variables that moderate workforce diversity to produce positive performance outcomes.

  16. The influence of organizational culture on the use of quality techniques and its impact on performance

    DEFF Research Database (Denmark)

    Gambi, Lillian; Jørgensen, Frances; Boer, Harry

    2013-01-01

    This report presents the results of a study about the influence of organizational culture on quality techniques and the impact of matching culture and technique to enhance performance. Data were drawn from 250 manufacturing companies in Brazil and Denmark. Profiles were identified according...... to the companies’ cultural characteristics and use of quality techniques. Findings suggest: 1- Certain cultural profiles predict the use of certain quality techniques better than others. For example, companies with a group culture, which is oriented towards collaboration and development of human resources, tend...... to use goal setting and continuous improvement techniques, rather than measurement techniques. In turn, companies that have a rational or hierarchical culture, which are oriented towards control and competition, tend to use measurement techniques more than cultures oriented to collaboration or creation...

  17. Managerial Characteristics and its Impact on Organizational Performance: Evidence from Syria

    Directory of Open Access Journals (Sweden)

    Elias Milana

    2015-06-01

    Full Text Available This study aims to explore impact of managerial human capital in performance of a Syrian public organization, Directorate of Finance of province of Damascus, through use some of managerial characteristics are age, level of education, tenure and functional track. This study applied on a sample of 12 managers and 138 employees. The study reveals that there are no significant effect of age, level of education and functional track in performance of Directorate of Finance of province of Damascus, while there is a positive, strong and significant effect of tenure manager in organizational performance, which indicates that managerial characteristics almost irrelevant with performance of Directorate of Finance of the province of Damascus, and the public sector in general. Such results appear a need for efforts are invested in the formulation and implementation of human resource procedures and policies which can bring about effective change in behaviours and roles of the public managers and employees.

  18. Impact of Human Resource Practices on the Organizational Performance in Nestle Pakistan

    Directory of Open Access Journals (Sweden)

    Asma Tayyaba

    2015-01-01

    Full Text Available This study analyses the contribution effect of HRM (Human Resource Management practices such as T&D (Training and Development, R&S (Recruitment and Selection, PA (Performance Appraisal System, CPD (Career Planning and Development, CMP (Compensation and EP (Employee Participation on the employee performance in Nestle Pakistan. It also elaborates the impact of employee performance on the OP (Organizational Performance. The results conclude the significantly positive relationship of the HRM Practices with the OP with a considerable influence on employee performance as a mediator.300 respondents are selected for the analysis from target population of all the professionals, working on 1st and 2nd level management through random sampling. We proposed that the conceptual results of the study are highly significant for the practitioners and researchers for future research

  19. 组织邻近和组织背景对组织合作创新地理距离的影响%Impacts of Organizational Proximity and Organizational Context on the Geographical Distance of Organizational Cooperative Innovation

    Institute of Scientific and Technical Information of China (English)

    曾德明; 任浩; 戴海闻; 邹思明

    2014-01-01

    地理邻近与创新的关系是多年来学术界一直关注的热点,但地理邻近对创新影响机理的研究仍存在不足。基于组织合作视角,在分析地理邻近对组织合作创新直接作用机理的基础上,选取2006年至2011年中国钢铁产业的发明专利作为研究样本,采用最小二乘法和序列逻辑回归方法实证研究组织邻近和组织背景对组织合作创新所跨越的地理距离的影响,分析组织合作创新的地理邻近程度与组织邻近和组织背景之间的关系,探讨地理邻近对组织合作创新的间接作用机理。研究结果表明,组织合作创新的地理邻近程度随组织邻近程度和组织背景的变化而变化。组织邻近程度越高,组织合作创新的地理邻近程度越低,组织合作创新跨越距离越大。3种组织背景不同的合作创新类型中,学术机构合作创新的地理邻近程度最高,合作创新跨越的距离最小;产学研合作创新次之,距离居中;企业合作创新最低,距离最大。%The relationship between geographical proximity and innovation has been the hot spot in academic circles for many years, but the research on the influence mechanisms of geographical proximity on innovation is still insufficient .From the per-spective of organizational cooperation , the study analyzes the direct influence mechanisms of geographical proximity on organiza -tional cooperative innovation , and selects the invention patents of Chinese iron and steel industry during the period 2006-2011 as the research samples .This study then applies OLS and Ordinal logistic regression method to explore the impact of organizational proximity and organizational context on the geographical distance of organizational cooperative innovation , analyzes the relation-ship between the degree of geographical proximity with organizational proximity and context , investigates the indirect influence mechanisms of geographical

  20. The impact of leadership styles on organizational culture in Mapsa company

    Directory of Open Access Journals (Sweden)

    Dariush Gholamzadeh

    2014-09-01

    Full Text Available This paper examines the effect of leadership styles on organizational culture by testing a hypothesized model. A quantitative survey using questionnaire was conducted among 93 employees from diverse work units of Mapsa Company in October 2012. They filled out multifactor leadership questionnaire and the Denison organizational culture survey. Results of structural equation modeling (SEM showed that Transformational and Transactional leadership styles could positively influence on organizational culture. Laissez-fair leadership has a negative effect on organizational culture. In conclusion, transformational leadership style was recommended to balance all four traits of Denison’s organizational culture.

  1. Transformational Leadership and Organizational Citizenship Behavior in the Arab Educational System in Israel: The Impact of Trust and Job Satisfaction

    Science.gov (United States)

    Nasra, Muhammed Abu; Heilbrunn, Sibylle

    2016-01-01

    The present study aims to extend and integrate previous research on the mediating effects of trust in supervisor and job satisfaction on the relationship between transformational leadership style and organizational citizenship behavior (OCB). Drawing on previous research, we argue that transformational leadership impacts OCB directly and…

  2. The IT Impact on the Productivity and the Organizational Performance of Firms in Romania. A model of Empirical Analysis

    Directory of Open Access Journals (Sweden)

    Cristina ENACHE

    2011-11-01

    Full Text Available The paper propose an analysis based on an empirical model of IT impact on firms performances of Romania. There are presented the model, the equations of the model and the results of statistical processing. All these shown that the ICT impact on firm performance is greater and positive if the information technologies are accompanied by a proactive management policy and an organizational culture.

  3. The impact of formalization, role conflict, role ambiguity, and communication quality on perceived organizational innovativeness in the Cancer Information Service.

    Science.gov (United States)

    Johnson, J D; La France, B H; Meyer, M; Speyer, J B; Cox, D

    1998-03-01

    Organizational members' levels of perceived innovativeness represent an insider's viewpoint of the organization's overall approach to innovation. This study tested a model of the impact of formalization, role ambiguity, role conflict, and communication quality on perceived organizational innovativeness in the Cancer Information Service. Data were gathered from self-report questionnaires completed by organizational members (n = 86) within the Cancer Information Service, a geographically dispersed federal government health information program that was implementing innovative intervention strategies related to disseminating health information to the public. Results indicated that although the predicted model provided a good overall fit to the data, there were some problematic paths. A revised model is offered to reconceptualize the relationships among role conflict, role ambiguity, and communication quality. These results are discussed in terms of their implications for managers and scholars who hope to understand the factors that contribute to perceptions of innovativeness in the new organizational forms emerging in the health service arena. These data suggest that formalization makes an important contribution to innovation in the highly uncertain world of new organizational forms.

  4. Evidence-based practice implementation: The impact of public versus private sector organization type on organizational support, provider attitudes, and adoption of evidence-based practice

    Directory of Open Access Journals (Sweden)

    Sommerfeld David H

    2009-12-01

    Full Text Available Abstract Background The goal of this study is to extend research on evidence-based practice (EBP implementation by examining the impact of organizational type (public versus private and organizational support for EBP on provider attitudes toward EBP and EBP use. Both organization theory and theory of innovation uptake and individual adoption of EBP guide the approach and analyses in this study. We anticipated that private sector organizations would provide greater levels of organizational support for EBPs leading to more positive provider attitudes towards EBPs and EBP use. We also expected attitudes toward EBPs to mediate the association of organizational support and EBP use. Methods Participants were mental health service providers from 17 communities in 16 states in the United States (n = 170. Path analyses were conducted to compare three theoretical models of the impact of organization type on organizational support for EBP and of organizational support on provider attitudes toward EBP and EBP use. Results Consistent with our predictions, private agencies provided greater support for EBP implementation, and staff working for private agencies reported more positive attitudes toward adopting EBPs. Organizational support for EBP partially mediated the association of organization type on provider attitudes toward EBP. Organizational support was significantly positively associated with attitudes toward EBP and EBP use in practice. Conclusion This study offers further support for the importance of organizational context as an influence on organizational support for EBP and provider attitudes toward adopting EBP. The study demonstrates the role organizational support in provider use of EBP in practice. This study also suggests that organizational support for innovation is a malleable factor in supporting use of EBP. Greater attention should be paid to organizational influences that can facilitate the dissemination and implementation of EBPs in

  5. The Impact of changed organizational structures- on middle managers' perception of strategy and people management

    DEFF Research Database (Denmark)

    Madsen, Mona Toft; Madsen, Henning

    Much research on organizational change and middle management has emphasized the idea of flatter more performance- and customer focused organizations, in which middle managers’ main responsibilities concern elements of organizational change and development such as strategy involvement, and managing...... managers reported that the amount of managerial levels had actually been reduced in the last three years. Secondly, middle managers who had experienced such a reduction perceived aspects of strategy and organizational development as more important. Thirdly, such a reduction did not introduce significant...

  6. The impact of immersion training on complementing organizational goals and accelerating culture change - a field study

    Energy Technology Data Exchange (ETDEWEB)

    Hayes, S.M.

    1996-02-01

    At Los Alamos National Laboratory, a national defense laboratory with a history of working in seclusion and secrecy, scientists and engineers have received an important new mission to partner with industry. The scientists and engineers need to expand their skill base beyond science and understand the business of innovation to be successful in this new environment. An administrative field experiment of conducting intensive, immersion training about the commercialization process was piloted at Los Alamos in September, 1992. This Field Research Project addresses the following research question: {open_quotes}Does {open_quotes}immersion{close_quotes} commercialization training complement organizational goals and does the method accelerate cultural change?{close_quotes} The field experiment first began as a pilot Commercialization Workshop conducted for twelve scientists in September, 1992. The objective was to create commercialization action plans for promising environmental technologies. The immersion method was compared to the indoctrination method of training also. The indoctrination training was a one-day lecture style session conducted for one hundred and fifty scientists in July, 1993. The impact of the training was measured by perceived attitude change and the amount of subsequent industrial partnerships that followed the training. The key management question addressed on the job was, {open_quotes}With a limited budget, how do we maximize the impact of training and achieve the best results?{close_quotes}

  7. Acceptance and Commitment Therapy modules: Differential impact on treatment processes and outcomes.

    Science.gov (United States)

    Villatte, Jennifer L; Vilardaga, Roger; Villatte, Matthieu; Plumb Vilardaga, Jennifer C; Atkins, David C; Hayes, Steven C

    2016-02-01

    A modular, transdiagnostic approach to treatment design and implementation may increase the public health impact of evidence-based psychosocial interventions. Such an approach relies on algorithms for selecting and implementing treatment components intended to have a specific therapeutic effect, yet there is little evidence for how components function independent of their treatment packages when employed in clinical service settings. This study aimed to demonstrate the specificity of treatment effects for two components of Acceptance and Commitment Therapy (ACT), a promising candidate for modularization. A randomized, nonconcurrent, multiple-baseline across participants design was used to examine component effects on treatment processes and outcomes in 15 adults seeking mental health treatment. The ACT OPEN module targeted acceptance and cognitive defusion; the ACT ENGAGED module targeted values-based activation and persistence. According to Tau-U analyses, both modules produced significant improvements in psychiatric symptoms, quality of life, and targeted therapeutic processes. ACT ENGAGED demonstrated greater improvements in quality of life and values-based activation. ACT OPEN showed greater improvements in symptom severity, acceptance, and defusion. Both modules improved awareness and non-reactivity, which were mutually targeted, though using distinct intervention procedures. Both interventions demonstrated high treatment acceptability, completion, and patient satisfaction. Treatment effects were maintained at 3-month follow up. ACT components should be considered for inclusion in a modular approach to implementing evidence-based psychosocial interventions for adults.

  8. Putting employees in their place : The impact of hot-desking on organizational and team identification.

    NARCIS (Netherlands)

    Millward, L.J; Haslam, S.A.; Postmes, T.

    2007-01-01

    A study of employees in the finance industry tested the propositions (a) that work team identity is more salient than organizational identity when desks are assigned, whereas organizational identity is more salient when they are not; and (b) that this is partly because physical arrangements have a s

  9. Multiple organizational identification levels and the impact of perceived external prestige and communication climate

    NARCIS (Netherlands)

    Bartels, Jos; Pruyn, Ad; Jong, de Menno; Joustra, Inge

    2007-01-01

    sEarlier studies have shown that perceived external prestige and communication climate influence organizational identification. In this paper we present the results of a study of the influence of communication climate and perceived external prestige on organizational identification at various organi

  10. Managing uncertainty in crisis : exploring the impact of institutionalization on organizational sensemaking

    NARCIS (Netherlands)

    Lu, X.

    2014-01-01

    This book studies the variety of organizational strategy selection when coping with critical uncertainties during a crisis. In dealing with uncertainties, some organizations rely on organizational routines developed over time, while some others analyze uncertainty in an ad hoc way to provide a worka

  11. The Impact of Organizational Justice on Climate and Trust in High Schools

    Science.gov (United States)

    DiPaola, Michael; Guy, Stephanie

    2009-01-01

    In the private sector, organizational justice has consistently demonstrated a strong correlation with trust in management, employee commitment, and performance. The purpose of this study was to investigate whether organizational justice has a similar relationship with social processes in the educational arena. This study examined the relationship…

  12. Impact of Business Intelligence and IT Infrastructure Flexibility on Competitive Advantage: An Organizational Agility Perspective

    Science.gov (United States)

    Chen, Xiaofeng

    2012-01-01

    There is growing use of business intelligence (BI) for better management decisions in industry. However, empirical studies on BI are still scarce in academic research. This research investigates BI from an organizational agility perspective. Organizational agility is the ability to sense and respond to market opportunities and threats with speed,…

  13. The Impact of Knowledge Management on Organizational Performance: An Empirical Study of Kuwait University

    Directory of Open Access Journals (Sweden)

    Mohammad Q. Ahmad Al-Qarioti

    2015-11-01

    Full Text Available Knowledge management (KM is a process that transforms individual knowledge into organizational institutionalized knowledge. The purpose of this paper is to shed light on KM infrastructure at Kuwait University to see how faculty members evaluate KM influence on organizational performance. Study findings provide insights into the infrastructure and process capabilities needed to provide knowledge support for organizational activities. The study was based on a stratified random sample consists of (355 faculty members from various colleges at Kuwait university. Study results show that faculty members evaluate knowledge management as “very good” with a (3.52 mean score at Likert five point scale, which indicates that Knowledge management components are highly related to organizational performance. Implications, imitations of the study, and recommendations regarding appropriate investments in knowledge management to enhance organizational performance are discussed.

  14. 组织免疫行为对组织绩效影响机制的实证研究%An Empirical Study on the Impact of Organizational Immunological Behavior on Organizational Performance

    Institute of Scientific and Technical Information of China (English)

    吕萍

    2011-01-01

    借鉴生物免疫学新视角,探讨了组织免疫行为的理论维度及其对组织绩效的影响,构建了"组织免疫行为—组织免疫绩效—组织绩效"作用机制模型,并基于233家企业的问卷调查数据,采用路径分析方法进行了验证。研究结果显示,除组织文化要素外,组织非特异性免疫和特异性免疫均对组织绩效具有正向影响。组织免疫绩效对组织绩效具有正向影响,它在组织结构、制度规则和组织记忆对组织绩效的影响中起到完全中介作用,在组织防御对组织绩效的影响中起到部分中介作用。%With a new perspective borrowed from biological immunology,this study explores the theoretical dimensions of the concept of organizational immunological behavior and its impact on organizational performance.A mechanism model of ″organizational immunological behavior-organizational immunological performance-organizational performance″ is developed and examined based on 233 firm questionnaires by path analysis.The empirical results indicate that both non-specific immunology and specific immunology are positively related to organizational performance except for organizational culture.Organizational Immunological Performance is positively related to organizational performance,and it also plays a full mediating role on the relationships between organizational structure,rules,memory and organizational performance,while a partial mediating role on the relationship between organizational defense and organizational performance.

  15. How Do Emotions Impact Mobile Services Acceptance? A Systematic Literature Review

    Directory of Open Access Journals (Sweden)

    Boris Ovčjak

    2016-01-01

    Full Text Available Mobile data services have been rapidly developing and expanding in the recent years; therefore many studies focus on researching their acceptance and use in general or by observing different viewpoints. One of these is emotions, which influence our beliefs and attitudes that impact our decisions and actions. The objective of our research was therefore to explore the field of mobile data services acceptance in regard to emotional factors. We performed a systematic literature review of emotional concepts and their relationships, provided by 43 primary studies. Consequently, our study includes an aggregation of emotional factors obtained from related and reviewed literature, with their definitions and the extent of their usage. Furthermore, it analyses the proportion of emotional factors against all acceptance-related factors as well as the extent of their use through time. Our study tries to guide future work by aggregating the relations that include at least one emotional factor and by providing the rate of their significance. Finally, the study tends to determine the viability of the emotional factors by observing their direct influences on users’ intention and proposes a generic theoretical model for supporting future mobile services research.

  16. THE IMPACT OF MARKETING PERFORMANCES ON ORGANIZATIONAL PERFORMANCES IN THE CONTEXT OF ROMANIAN SUPPLY CHAINS

    Directory of Open Access Journals (Sweden)

    Gyula Laszlo FLORIAN

    2015-06-01

    Full Text Available In order to achieve the desired performances and the increased value added to the final consumer, organizations need not only to integrate their core businesses and align them to business strategy but also to embrace the marketing philosophy. After presenting the main issues in operationalizing the marketing performances, we propose an empirical research using a working dataset of 64 firms from various industries to analyze the relationship between marketing and organizational performances. The research methodology employed is based on structural equations modeling. Results document that marketing orientation influences organizational performances in the framework of the supply chain management strategic approach to organizational performances.

  17. The Impact of Organizational Learning Capability on Product Innovation Performance: Evidence from the Turkish Manufacturing Sector

    Directory of Open Access Journals (Sweden)

    Özlem Yaşar Uğurlu

    2016-02-01

    Full Text Available This study aims to examine the effect of organizational learning capability on product innovation performance in the manufacturing sector using empirical data. A survey was conducted with 120 firms that were on the list of Top 1000 Firms of Turkey and registered with the Istanbul Chamber of Industry, to examine the relationship between the dimensions of organizational learning capability and the dimensions of product innovation performance. The findings of the study indicate a positive relationship between organizational learning capability and product innovation performance.

  18. Impact of experience on government policy toward acceptance of hydrogen fuel cell vehicles in Korea

    Energy Technology Data Exchange (ETDEWEB)

    Kang, Min Jung [Department of Information and Industrial Engineering, Yonsei University, 134 Shinchon-Dong, Seodaemoon-Gu, Seoul 120-749 (Korea, Republic of); Park, Heejun, E-mail: h.park@yonsei.ac.kr [Department of Information and Industrial Engineering, Yonsei University, 134 Shinchon-Dong, Seodaemoon-Gu, Seoul 120-749 (Korea, Republic of)

    2011-06-15

    As the 'low carbon, green growth' agenda, which emphasized sustainable development through equilibrium between economic growth and environmental preservation, is propagated rapidly in Korea. Despite this progress, it is not uncommon for new products made through advanced technologies, such as hydrogen fuel cell vehicles, to face public skepticism preventing market penetration. Therefore, the factors impacting customer acceptance of hydrogen fuel cell vehicles have to be estimated. Furthermore, it is necessary to examine whether or not the policies related to these products can prevent public skepticism regarding them. This empirical study examining the relationship between personal experiences related to the policy and acceptance of the innovative products of hydrogen fuel cell vehicles shows that government involvement in technology targeting and promotions administered by the 'low carbon, green growth' agenda rarely stimulate potential customers' purchase intentions. Thus, technology targeting administered by the 'low carbon, green growth' agenda needs to be reconciled with customer responses to the future market. - Highlights: > Experience of the 'low carbon, green growth' policy affects perception of it. > Positive perception on the policy seldom arouses positive perception on HFCV performance. > Technology targeting by the policy rarely stimulates purchase intention of HFCV. > Desire to be regarded as a person with environment concern impacts purchase intentions.> Technology targeting by the policy needs to be reconciled with customer responses to it.

  19. Improving classroom practices: the impact of leadership, school organizational conditions, and teacher factors

    NARCIS (Netherlands)

    Thoonen, E.E.J.

    2012-01-01

    Schools are challenged to improve classroom practices as they are expected to enhance students’ motivation. While leadership, school organizational conditions and teacher factors are considered essential for improving classroom practices, more should be known about the interplay between school inter

  20. CROSS SECTIONAL EXAMINATION OF TEAM PERFORMANCE AND IMPACT OF ORGANIZATIONAL CHANGE ON TEAM BUILDING

    OpenAIRE

    Yasin Munir; Prof. Dr. Muhammad Ehsan Malik; Faiqa Ejaz; Aqsa Alam; Aqsa Abbas

    2012-01-01

    In organizations proper process is made that helps the employees to bring an effective change for best team performance. Team building and change management are important factors in organizational environment. Both of these factors focus to have an outcome that affects self development, positive communication, leadership skills, and ability to work together as a team for solving problems. The main objective of our research is to know that how team building and organizational change can make b...

  1. The impact of leadership styles on organizational culture in Mapsa company

    OpenAIRE

    2014-01-01

    This paper examines the effect of leadership styles on organizational culture by testing a hypothesized model. A quantitative survey using questionnaire was conducted among 93 employees from diverse work units of Mapsa Company in October 2012. They filled out multifactor leadership questionnaire and the Denison organizational culture survey. Results of structural equation modeling (SEM) showed that Transformational and Transactional leadership styles could positively influence on organization...

  2. Determining the Demographic impacts on the Organizational Commitment of Academicians in the HEIs of DCs like Pakistan

    Directory of Open Access Journals (Sweden)

    Bakht Yar Naseem

    2013-06-01

    Full Text Available In the contemporary age where the globalization is taking place in every sphere of life, theacademic institutions occupy their place at the helm. The dynamism in the academicinstitutions in general and the universities in specific is directly proportional to thecompetence of their employees. The success of the universities depends upon solidfunctioning, faithfulness and the involved academicians regarding high level of teachingand research. Provision of workforce to the different sectors countrywide is possible onlythrough the universities with high level of educational standards and OrganizationalCommitment on the part of the staff members especially the academicians. Unlike thedeveloped countries, this role becomes more emphasizing in the developing countries likePakistan. The sole objective of this ‘Review Article’ is to investigate the impact ofdemographics (gender, qualification, designation, age, and marital status onOrganizational Commitment (Emotional, Cost-benefited and Obligatory of employees,working in the public sector universities. Up to some extent, it is a complicated task tocome across and deal with the people who are physically, linguistically, culturally,educationally and ethnically diverse. In the light of current research we construct a‘Theoretical Framework’ on the topic which will subsequently be used as a ‘ResearchModel’ for the upcoming ‘experimental-study’, using the study of workforce from theuniversities of Khyber Pakhtunkhwa, Pakistan. It is acknowledged from the present studythat the demographics have the significant impact on the organizational commitment

  3. Sociological Assessment of Job Alienation and its Impacts on Organizational Culture in Educational Organizations (the Case of Educational Staff in Mashhad

    Directory of Open Access Journals (Sweden)

    Fereydon Vahida

    2014-05-01

    Full Text Available Sociologists believe the existence of corporations is necessary for society so that different roles can be assigned to people, facilitating social interactions and transactions. These roles help people control their social action and leads to relational cooperation. On the other hand, studies on culture are very significant in sociology, in which culture can be seen as a social pattern in society, involving values and believes, which produce a commonsense that leads to stability in social system. Numerous definitions are provided for culture, but one agreed definition comes from Habermas approach, in which culture is seen as a combination of beliefs and values under the name of common knowledge. Organizational culture (OC includes the combination of patterns that direct staff behavior in organization and motivate their action for goal achievement. One of the important issues in organizational studies is OC, because it is identified as a key factor in organizational success. As a collection of assumptions that determines organizational values and norms, OC also helps in defining organizational goals. Different cultural, social and historical factors can impact OC, and OC itself can impact staff performance, creativity, job satisfaction and commitment. So recognizing the factors that impact OC is important because it has a great deal of influence on organizational outputs. Job alienation is one of the important factors that can impact OC. It leads to conflict between actions and value. In this research, OC is based on Denison model which divides it into 4 component: involvement, adaptation, mission, and integration. Using this model, the present study aims at explaining the impact of job alienation on organizational culture among educational staffs of Mashhad Country in 2013.     Methods & Material s   This is a survey study with descriptive and explanatory elements. Research instrument includes Denison's (2008 questionnaire of organizational

  4. The impact of strategic planning process variation on superior organizational performance in nonprofit human service organizations providing mental health services

    Science.gov (United States)

    Singh, Karun Krishna

    This research investigated the question: What is the impact of strategic planning process variation on superior organizational performance in nonprofit human service organizations providing mental health services? The study employed a retrospective, cross-sectional, comparison group design using a combination of survey data, unobtrusive agency backup data, and follow-up in-person interview data. The sample was comprised of two main groups of organizations, those that were doing strategic planning and those that were not engaged in strategic planning. Responses were obtained from the chief executive officers of 306 of the 380 randomly selected organizations resulting in a response rate of 81%. Hypotheses were tested using multiple and logistic regression procedures. The major finding of this study was that complete strategic planning is highly correlated with superior organizational performance. The implications of the findings for administration, policy, research, and the social work profession are discussed.

  5. Impact of organizational justice on satisfaction, commitment and turnover intention: Can fair treatment by organizations make a difference in their workers’ attitudes and behaviors?

    Directory of Open Access Journals (Sweden)

    Gauri S. Rai

    2013-09-01

    Full Text Available This study investigated the impact of organizational justice on specific attitudes and behaviors such as job satisfaction, organizational commitment and turnover intention. The data were collected from 511 staff members from ten health and rehabilitation centers in a southern state in the United States. Pearson Correlations and Hierarchical Regression were used to analyze data. The findings revealed that distributive justice influenced job satisfaction, organizational commitment and turnover intentions. Procedural justice is only associated with organizational commitment. Informational justice affected only job satisfaction. Interpersonal justice was not related to any attitude or behavior included in this study. These findings suggest that if organizations want to improve job satisfaction and organizational commitment while reducing turnover intention, they need to pay more attention to developing programs and policies as well as leadership styles that encourage fairness.

  6. Exploring visitor acceptability for hardening trails to sustain visitation and minimize impacts

    Science.gov (United States)

    Cahill, K.L.; Marion, J.L.; Lawson, S.R.

    2008-01-01

    Protected natural area managers are challenged to provide high quality recreation opportunities and ensure the protection of resources from impacts associated with visitation. Development of visitor use facilities and application of site hardening practices are commonly applied tools for achieving these competing management objectives. This study applies stated choice analysis to examine visitor opinions on acceptability when they are asked to make tradeoffs among competing social, resource and management attributes in backcountry and frontcountry settings of Acadia National Park. This study demonstrates that asking visitors about recreation setting attributes uni-dimensionally, a common approach, can yield less informative responses. Analyses that considered direct tradeoffs revealed more divergent opinions on acceptability for setting attributes than a unidimensional approach. Findings revealed that visitors to an accessible and popular attraction feature supported trail development options to protect resource conditions with unrestricted visitor access. In contrast, visitors to a remote undeveloped island expressed stronger support for no or limited trail development and access restrictions to protect resource conditions.

  7. The impact of shift work and organizational work climate on health outcomes in nurses.

    Science.gov (United States)

    von Treuer, Kathryn; Fuller-Tyszkiewicz, Matthew; Little, Glenn

    2014-10-01

    Shift workers have a higher rate of negative health outcomes than day shift workers. Few studies however, have examined the role of difference in workplace environment between shifts itself on such health measures. This study investigated variation in organizational climate across different types of shift work and health outcomes in nurses. Participants (n = 142) were nursing staff from a metropolitan Melbourne hospital. Demographic items elicited the type of shift worked, while the Work Environment Scale and the General Health Questionnaire measured organizational climate and health respectively. Analysis supported the hypotheses that different organizational climates occurred across different shifts, and that different organizational climate factors predicted poor health outcomes. Shift work alone was not found to predict health outcomes. Specifically, permanent night shift workers had significantly lower coworker cohesion scores compared with rotating day and evening shift workers and significantly higher managerial control scores compared with day shift workers. Further, coworker cohesion and involvement were found to be significant predictors of somatic problems. These findings suggest that differences in organizational climate between shifts accounts for the variation in health outcomes associated with shift work. Therefore, increased workplace cohesion and involvement, and decreased work pressure, may mitigate the negative health outcomes of shift workers.

  8. The Impact of Risks in Supply Chain on Organizational Performances: Evidence from Romania

    Directory of Open Access Journals (Sweden)

    Gyula Laszlo FLORIAN

    2014-12-01

    Full Text Available The proposed empirical research uses a national sample of 64 Romanian companies from various industries to document the relationship between organizational performances and risks in the context of Romanian supply chains. Empirical findings show that a supply chain risk management strategy successfully mitigates the negative consequences of risks. Our research underlines the changes necessary to maximize the benefits of supply chain integration. To extend the knowledge in this area our research is interdisciplinary, using a structural approach to model the determinants of organizational performances in supply chains and to measure the complex relationships among risks in supply chains and different facets of organizational performances in the context of Romanian supply chains.

  9. Resonant leadership, workplace empowerment, and "spirit at work": impact on RN job satisfaction and organizational commitment.

    Science.gov (United States)

    Wagner, Joan I J; Warren, Sharon; Cummings, Greta; Smith, Donna L; Olson, Joanne K

    2013-12-01

    Canadian researchers have developed the Spirit At Work (SAW) tool for identifying the experiences of individuals who are passionate about and energized by their work. This article describes (a) what registered nurses perceive as contributing to their personal SAW; and (b) the relationships among resonant leadership, structural empowerment concepts, psychological empowerment concepts, SAW concepts, job satisfaction, organizational commitment, and the demographic variables of experience, education, and rank in the RN workplace. The theoretical model was tested using LISREL 8.80 and survey data from 147 randomly selected RNs. Engaging work was found to account for 63% of the explained variance in the model's endogenous variables. Spiritual connection had a causal effect on organizational commitment, while resonant leadership and individual empowerment had significant causal influence on SAW, job satisfaction, and organizational commitment. These results strengthen those of previous studies reporting workplace structures/processes/contributions leading to superior care environments. Future studies will clarify the role of SAW in the workplace.

  10. IMPACT OF ETHICAL VALUES PROMOTED BY PROFESSIONAL ACCOUNTANTS ON THE ORGANIZATIONAL CULTURE

    Directory of Open Access Journals (Sweden)

    GRETI DANIELA TOGOE

    2013-07-01

    Full Text Available This paper aims to point out the contribution of professional accountants to the sustainable development of organization and the way they generate sustainable organizational success through their direct involvement in creating organizational culture. Professional accountants can be considered value creators in organizations because of their commitment in developing and implementing strategies, policies, plans, structures and governance measures which set the framework for the creation of added value. The ethics and values of conduct in organizations are supported by professional accountants through their behavior and the actions they carry out. Thus, the quality of professional judgment becomes a differentiating factor for accounting professionals

  11. Impact of Organizational Culture Type on Job Satisfaction Level of Employees’ in Different Organizations of Lahore, Pakistan

    Directory of Open Access Journals (Sweden)

    Shamaila Gull

    2012-12-01

    Full Text Available The research was conducted to analyze the impact of organizational culture type on job satisfaction level of employees’ particularly in organizations of Lahore, Pakistan. This research determined the relationship between organizational culture and job satisfaction, and the relative variance between the types of culture and job satisfaction level. Culture types studied were based on Cameron and Freeman (1990 framework of organizational culture types. A sample of 220 employees was studied and SPSS 19 was used for the analysis of data. One Way ANOVA, Pearson correlation and Regression Analysis were performed to measure the hypothesis. The research examined the relationship with respect to four culture types, i.e. Clan, Adhocracy, Hierarchy and Market. Clan and Adhocracy found in a positive relationship with job satisfaction i.e. those who work under these cultures are more satisfied with their jobs, Hierarchy and Market were found to be in a negative relationship with job satisfaction i.e. those who work under these cultures are not satisfied with their jobs.

  12. Organizational Performance

    Directory of Open Access Journals (Sweden)

    Renata Peregrino de Brito

    2016-01-01

    Full Text Available This paper presents a theoretical and empirical analysis of the relationship between human resource management (HRM and organizational performance. Theoretically, we discuss the importance of HRM for the development of resources and its impact on business performance. Empirically, we evaluated articles published on Brazilian academic journals that addressed such relationships. The results showed a lack of studies conducted at this intersection. From the universe of 2,469 articles, only 16 (0.6% sought to relate HRM and organizational performance. We observed a dominance of isolated HR practices, which does not consider HRM as a system, and of operational performance measures, relative to financial and efficiency variables. Most studies show a positive relationship between HRM practices and performance, in line with the literature. However, we point out some methodological issues, such as the difficulty of isolating the HR practices from its context, the failure to consider the temporality of this relationship, and the comparison between companies from different industries.

  13. The Impact of Organizational Knowledge Integrators on Cooperative R&D Projects

    DEFF Research Database (Denmark)

    Bulathsinhala, Nadika

    2014-01-01

    This paper addresses the fact that R&D projects that incorporate external knowledge sources not only depend on the number of sources, but also on integrating the right source. An organizational knowledge integrator has a natural interest due to its position in the value chain and the technology...

  14. The Impact of Catholic School Identity and Organizational Leadership on the Vitality of Catholic Elementary Schools

    Science.gov (United States)

    Hobbie, Marian; Convey, John J.; Schuttloffel, Merylann J.

    2010-01-01

    In order to fulfill their role of teaching children to receive Jesus and live out his call to create the Kingdom of God on earth and in heaven, Catholic schools need to possess and foster the distinctive characteristics of Catholic school identity. This study examined the relationship between Catholic school identity and organizational leadership…

  15. An Investigation of the Impact of International Branch Campuses on Organizational Culture

    Science.gov (United States)

    Tierney, William G.; Lanford, Michael

    2015-01-01

    The authors first survey the factors related to globalization that have stimulated the creation of international branch campuses. They then contend that the viability of an international branch campus should not be solely evaluated from a rational choice perspective oriented toward economic self-interest. Rather, the organizational culture of the…

  16. The Impact of Organizational Structure and Lending Technology on Banking Competition

    NARCIS (Netherlands)

    Degryse, H.A.; Laeven, L.; Ongena, S.

    2006-01-01

    Recent theoretical models argue that a bank's organizational structure reflects its lending technology.A hierarchically organized bank will employ mainly hard information, whereas a decentralized bank will rely more on soft information.We investigate theoretically and empirically how bank organizati

  17. The Impact of Organizational Structure and Lending Technology on Banking Competition

    NARCIS (Netherlands)

    Degryse, H.A.; Laeven, L.; Ongena, S.

    2007-01-01

    Recent theoretical models argue that a bank’s organizational structure reflects its lending technology. A hierarchically organized bank will employ mainly hard information, whereas a decentralized bank will rely more on soft information. We investigate theoretically and empirically how bank organiza

  18. The impact of employee communication and perceived external prestige on organizational identification

    NARCIS (Netherlands)

    A. Smidts (Ale); C.B.M. van Riel (Cees); A.Th.H. Pruyn

    2000-01-01

    textabstractEmployees' Organizational Identification (OI) is measured in a customer service organization. Particularly the effects of employee communication and perceived external prestige (PEP) on OI were evaluated. Results show that employee communication affects OI more strongly than PEP. One asp

  19. The Impact of Generational Differences on Organizational Relationships: A Communication Perspective

    Science.gov (United States)

    Salahuddin, Mecca M.

    2013-01-01

    The purpose of this mixed methods sequential explanatory study was to investigate the relationship between an individual's generation and the communication styles used with other generations, and explore the influence of intergenerational communication styles on organizational relationships. The study utilized the Global Perceptions of…

  20. The Impact of Affective and Cognitive Trust on Knowledge Sharing and Organizational Learning

    Science.gov (United States)

    Swift, Peter E.; Hwang, Alvin

    2013-01-01

    Purpose: This paper seeks to add to the research on the role of cognitive and affective trust in promoting knowledge sharing between executives and consequently establishing an organizational learning environment. Design/methodology/approach: This paper examines the influence of one conceptualization of trust, one that has two…

  1. Gender and Leadership. The Impact of Organizational Culture of Public Institutions

    Directory of Open Access Journals (Sweden)

    Felicia Cornelia MACARIE

    2011-02-01

    Full Text Available This study approaches the public organizations and their organizational culture by taking into account the gender factor. More specifically, it will approach women’s presence in the leadership of public organizations, the influence of the public organizational culture in the promotion of women in middle and top management positions, and it will finally identify the defining characteristics of the organizational culture of the institutions led by women in comparison to those led by men. Our study is based on a research conducted in Bistriţa-Năsăud County, Romania, by applying a survey in 12 public organizations. The survey comprises 16 questions, seven of which are open questions; 25 women with different positions in the medium and the top management of public institutions were surveyed. The conclusions of the research confirm the existence of some clear differences in the organizational culture of womenled and respectively, men-led public institutions. At the same time, the study identifies possible causes for the low presence of women in the public top management in contrast to their high presence in the execution positions.

  2. Understanding Informal Feedback Seeking in the Workplace: The Impact of the Position in the Organizational Hierarchy

    Science.gov (United States)

    van der Rijt, Janine; Van den Bossche, Piet; Segers, Mien S. R.

    2013-01-01

    Purpose: The purpose of this study is to investigate whether the position of employees in the organizational hierarchy is important in explaining their feedback seeking behaviour. Design/methodology/approach: This study takes a social network perspective by using an ego-centric network survey to investigate employees' feedback seeking behaviour…

  3. Evaluating the impact of information communication technologies on complex organizational systems: a multi-disciplinary, multi-method framework.

    Science.gov (United States)

    Westbrook, Johanna I; Braithwaite, Jeffery; Iedema, Rick; Coiera, Enrico W

    2004-01-01

    The health informatics research community has been undertaking work at the organization-technology intersection for some time now. However there is no one place in the literature which presents a rigorously-defined evaluation framework for use by practitioners and researchers seeking to assess the impact of information and communication technologies on organizational processes and outcomes. There are two main challenges. One is to conceptualize the design features of such an evaluation framework. The second is to specify what data will be gathered and how. This paper aims to address each of these problems.

  4. Framework for the analysis of nanotechnologies' impacts and ethical acceptability: basis of an interdisciplinary approach to assessing novel technologies.

    Science.gov (United States)

    Patenaude, Johane; Legault, Georges-Auguste; Beauvais, Jacques; Bernier, Louise; Béland, Jean-Pierre; Boissy, Patrick; Chenel, Vanessa; Daniel, Charles-Étienne; Genest, Jonathan; Poirier, Marie-Sol; Tapin, Danielle

    2015-04-01

    The genetically manipulated organism (GMO) crisis demonstrated that technological development based solely on the law of the marketplace and State protection against serious risks to health and safety is no longer a warrant of ethical acceptability. In the first part of our paper, we critique the implicitly individualist social-acceptance model for State regulation of technology and recommend an interdisciplinary approach for comprehensive analysis of the impacts and ethical acceptability of technologies. In the second part, we present a framework for the analysis of impacts and acceptability, devised-with the goal of supporting the development of specific nanotechnological applications-by a team of researchers from various disciplines. At the conceptual level, this analytic framework is intended to make explicit those various operations required in preparing a judgement about the acceptability of technologies that have been implicit in the classical analysis of toxicological risk. On a practical level, we present a reflective tool that makes it possible to take into account all the dimensions involved and understand the reasons invoked in determining impacts, assessing them, and arriving at a judgement about acceptability.

  5. Impact of Leader’s Change-Promoting Behavior on Readiness for Change: A Mediating Role of Organizational Culture

    Directory of Open Access Journals (Sweden)

    M. Shahnawaz Adil

    2014-08-01

    Full Text Available The purpose of this study is to investigate the impact of the leader’s change-promoting behavior on employee’s readiness for change and whether the organizational culture mediates this relationship. A sample of 205 responses is drawn from employees having junior or senior level of managerial responsibilities in Karachi. The method of both exploratory and confirmatory factor analyses is employed to evaluate the reliability and validity of the measurement model. The structural equation modeling method was then applied to examine the theoretical framework with the help of seven frequently reported goodness-of-fit indices. The results indicate that leader’s change-promoting behavior has a significant positive impact on change readiness and the organizational culture partially mediates the positive relationship between the leader’s change-promoting behavior and change readiness. The present study supports the theory of one of the six conceptual formations of change readiness that it is reflected as employee’s capacity to change. Therefore, managers should clearly advocate the desired change with the help of their own change-prompting behavior as well as establishing a trusting culture in their organization. Future studies may ascertain the impact of employees’ readiness for change in their commitment to change in the context of Pakistan which could further lead to passive or active change-related behaviors.

  6. Organizational governance

    DEFF Research Database (Denmark)

    Foss, Nicolai Juul; Klein, Peter G.

    This chapter reviews and discusses rational-choice approaches to organizational governance. These approaches are found primarily in organizational economics (virtually no rational-choice organizational sociology exists), particularly in transaction cost economics, principal-agent theory, and the ......This chapter reviews and discusses rational-choice approaches to organizational governance. These approaches are found primarily in organizational economics (virtually no rational-choice organizational sociology exists), particularly in transaction cost economics, principal-agent theory...

  7. The impact of electronic commerce on organizational structure: a case study of e- commerce decentralization

    Directory of Open Access Journals (Sweden)

    ADALTON MASALU OZAKI

    2011-04-01

    Full Text Available This paper focuses on the problem of centralizing vs. decentralizing an organizational structure for e-commerce. First, a conceptual framework is designed based on the literature. Then a case study of the Brazilian subsidiary of a major chemical multinational is explained and analyzed. A decision-making method is applied to (a identify the alternatives for organizational structures and evaluation criteria, and (b determine which criteria enable one to identify an alternative as better than the others. In the context of the case, a centralized e-commerce structure was recommended. This paper makes two main contributions to theory. First, it shows t he usefulness of the literature on R&D and innovation management as theoretical support for studies in other fields, in this case e- commerce organization. Second, it provides a methodology, which can be adapted for use by companies facing the same decision problem. Thoughts on possible future studies close the article.

  8. Impact of empowerment on professional practice environments and organizational commitment among nurses: a structural equation approach.

    Science.gov (United States)

    Yang, Jinhua; Liu, Yanhui; Huang, Chunping; Zhu, Lefeng

    2013-02-01

    A higher turnover rate was identified in Chinese staff nurses and it was highly correlated with lower commitment. Empowering work environments that support professional practice have been positively related to nurse outcomes. This study was to integrate structural empowerment theory with magnet hospital characteristics and provide empirical evidence on the relationships between structural empowerment, professional practice environments and organizational commitment. A cross-sectional design was used to examine the relationships in a sample of 750 full-time nurses employed in five Chinese hospitals in 2011. Structural equation modeling was used to test the proposed hypotheses. The results support the hypothesized model. Professional practice environments partially mediated the relationship between empowerment and organizational commitment. Our findings suggest that higher empowerment facilitates the professional practice environments and commitment of these nurses.

  9. The Impact of Structural Empowerment on Organizational Citizenship Behavior-Organization and Job Performance: A Mediating Role of Burnout

    Directory of Open Access Journals (Sweden)

    Hina Jaffery

    2015-10-01

    Full Text Available The banking sector employees are usually exposed to potential job burnout which impacts their employee performance. This study examined the impact of structural empowerment on organizational citizenship behavior-organization (henceforth, OCBO and job performance and further examined the mediating effect of job burnout in the relationships of structural empowerment, OCBO and job performance. In this study, data from 282 employees was taken from four banks: both public and private sectors. Two stage sampling technique was carried out to collect data. In the first stage probability cluster sampling and in the second stage convenience sampling was used. Different data analysis techniques like correlation, regression analysis, were used to test the four hypotheses of the study. Findings show that there are strong positive relationships of structural empowerment with OCBO and job performance. It has also proved that job burnout strongly mediates the relationship of structural empowerment and organizational citizenship-behavior (OCBO and weakly mediates the relationship between structural empowerment and job performance. The findings would help the HR executives of the organizations to formulate future development to combat the burnout and ensure effective overall performance of employees through structurally empowering them.

  10. Organizational commitment of military physicians.

    Science.gov (United States)

    Demir, Cesim; Sahin, Bayram; Teke, Kadir; Ucar, Muharrem; Kursun, Olcay

    2009-09-01

    An individual's loyalty or bond to his or her employing organization, referred to as organizational commitment, influences various organizational outcomes such as employee motivation, job satisfaction, performance, accomplishment of organizational goals, employee turnover, and absenteeism. Therefore, as in other sectors, employee commitment is crucial also in the healthcare market. This study investigates the effects of organizational factors and personal characteristics on organizational commitment of military physicians using structural equation modeling (SEM) on a self-report, cross-sectional survey that consisted of 635 physicians working in the 2 biggest military hospitals in Turkey. The results of this study indicate that professional commitment and organizational incentives contribute positively to organizational commitment, whereas conflict with organizational goals makes a significantly negative contribution to it. These results might help develop strategies to increase employee commitment, especially in healthcare organizations, because job-related factors have been found to possess greater impact on organizational commitment than personal characteristics.

  11. The impact of role stress on workers' behaviour through job satisfaction and organizational commitment.

    Science.gov (United States)

    Antón, Concha

    2009-06-01

    Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.

  12. Exploratory Study Examining the Joint Impacts of Mentoring and Managerial Coaching on Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Hyung Rok Woo

    2017-01-01

    Full Text Available A number of organizations have adopted coaching and mentoring interventions to discover and foster the potential capabilities of employees. These practices are seen as competitive drivers to cultivate innovation and creativity in turbulent business environments. However, the literature has not investigated the question of how coaching and mentoring are interrelated. By examining this connection, this study explores the joint effects of these practices on the organizational commitment of employees. The results from survey data of 247 employees, who were coachees as well as protégés at the same time, from 17 companies in South Korea suggested that mentoring moderates the positive relationship between managerial coaching and organizational commitment. In addition, the moderating effects also depended on the extent of the homogeneity of their coach and mentor. The positive relationship between managerial coaching and organizational commitment strongly increased with conditions of higher mentoring and lower homogeneity of coach and mentor. Conversely, the relationship became negative when both mentoring practice and the homogeneity of coach and mentor were low. These results could provide practical implications to organizations that are concurrently adopting both coaching and mentoring programs by helping managers to better understand their joint effects.

  13. An empirical study to measure the impact of e-business on organizational performance with an emphasis on integrated production information

    Directory of Open Access Journals (Sweden)

    Hadi Meftahi

    2012-08-01

    Full Text Available During the past few decades, there have been different studies on e-business but there are limited numbers of works accomplished on measuring the impact of e-business on supply chain. Although e-business may not directly influence on organizational performance, it can have significant indirect impact on unifying customers and suppliers, which yields to a better performance of organizations. In this study, we perform an empirical study to measure the indirect impact of e-business on organizational performance. The proposed study of this paper designs a questionnaire and distributes it among 40 professional experts in various industries in province of Ilam, Iran. The survey examines four hypothesis for a possible correlation between e-business and integrated suppliers, e-business and customers, integrated customers and suppliers with organizational performance. The results of this survey confirm a positive relationship between all these components either directly or indirectly.

  14. Organizational Learning and Crisis Management

    Science.gov (United States)

    Wang, Jia

    2007-01-01

    The impact of crises on organizations has been stronger than ever. This article explores the role of organizational learning in crisis management, an area that has received little attention from HRD community. Recognizing the dynamics and interconnectedness of crisis management, organizational learning, and organizational change, the article…

  15. The impact of research synthesis methods on industrial-organizational psychology: The road from pessimism to optimism about cumulative knowledge.

    Science.gov (United States)

    DeGeest, David S; Schmidt, Frank L

    2010-07-01

    This paper presents an account of the impact that research synthesis methods, in the form of psychometric meta-analysis, has had on industrial/organizational (I/O) psychology. This paper outlines the central contributions of psychometric meta-analysis in providing a method for developing cumulative knowledge. First, this paper describes the concerns and the state of the field before the development of meta-analytic methods. Second, the paper explains how meta-analysis addressed these concerns. Third, the paper details the development of psychometric meta-analysis through VG research and describes how the use of psychometric meta-analysis spread to other topic areas in the field. Finally, the paper presents illustrative example literatures, such as training and leadership, where meta-analysis had crucial impacts. Copyright © 2011 John Wiley & Sons, Ltd.

  16. A study on the effect of organizational justice on organizational citizenship and organizational commitment

    Directory of Open Access Journals (Sweden)

    Jalil Ghafourian

    2014-01-01

    Full Text Available This paper presents a study on the effect of organizational justice on organizational citizenship and organizational commitment in Iran. The proposed study designs a questionnaire and distributes it among some employees of Islamic Azad University and, using structural equation modeling, we investigate the effect of organizational justice on organizational citizenship as well as organizational commitment. The study selects 142 people from 255 regular employees who work for the university and distributes the questionnaire designed in Likert scale. Cronbach alphas have been determined for organizational citizenship, organizational justice and commitment as 0.924, 0.94 and 0.73, which are well above the minimum acceptable level. The results indicate that procedural justice has the most effect on organizational commitment followed by interactive justice and distributive justice. In addition, obedience has the most influential effect followed by loyalty, partnership, innovation and behavior. Finally, the survey shows that organizational citizenship is influenced mostly by loyalty and partnership. In summary, the effect of organizational justice on organizational citizenship and organizational commitment has been confirmed.

  17. Medical versus surgical termination of early pregnancy: satisfaction with care, emotional impact and acceptability of the procedure

    Directory of Open Access Journals (Sweden)

    Prasanna L. Akkenapally

    2016-09-01

    Conclusions: Satisfaction with both the methods of medical and surgical abortion is high. Acceptability of the procedure next time was more with surgical abortion. MTOP had higher emotional impact. [Int J Reprod Contracept Obstet Gynecol 2016; 5(9.000: 3158-3166

  18. 组织学习影响组织创造力的知识获取路径研究%Research on the Knowledge Acquisition Path of the Impacts of Organizational Learning on Organizational Creativity

    Institute of Scientific and Technical Information of China (English)

    刘新梅; 白杨

    2013-01-01

    To demonstrate the relationship between organizational learning style and organizational creativity, based on the knowledge-based theory, this study attempts to explore the inner mechanism between organizational learning style and organizational creativity from the perspective of external knowledge acquisition. The research constructs the external knowledge acquisition path of how organizational learning impacts organizational creativity according to the significant difference in information content between market knowledge and technological knowledge. The survey collected 275 valid enterprise samples, employing structural e-quation modeling method for statistical analysis of sample data, Results show that exploration learning promotes technological knowledge acquisition through affecting market knowledge acquisition, and ultimately exerts an impact on the path of organizational creativity, while exploitation learning affects organizational creativity mainly through promoting technological knowledge acquisition. Technological knowledge and market knowledge acquisition play different mediating roles in the impact of organizational learning on organizational creativity, and compared to exploitation learning, exploration learning makes a more effective use of external knowledge acquisition and thus affects organizational creativity.%为了探明组织学习方式与组织创造力之间的相关关系,基于知识的基础观理论,尝试从外部知识获取的视角出发,探索组织学习方式与组织创造力之间的内在机理,根据市场知识与技术知识信息偏重的不同,构建组织学习方式影响组织创造力的外部知识获取路径.采用问卷调查收集275个有效的企业样本,运用结构方程模型方法对样本数据进行统计分析.研究结果表明,探索式学习通过影响市场知识获取进而推动技术知识获取,最终影响组织创造力的作用路径,利用式学习则主要通过对技术知识获取的

  19. Key challenges of offshore wind power: Three essays addressing public acceptance, stakeholder conflict, and wildlife impacts

    Science.gov (United States)

    Bates, Alison Waterbury

    been proposed. The essay examines how the public considers the societal tradeoffs that are made to develop small-scale, in-view demonstration wind projects instead of larger facilities farther offshore. Results indicate that a strong majority of the public supports near-shore demonstration wind projects in both states. Primary reasons for support include benefits to wildlife, cost of electricity, and job creation, while the primary reasons for opposition include wildlife impacts, aesthetics, tourism, and user conflicts. These factors differ between coastal Delaware and greater Atlantic City and highlight the importance of local, community engagement in the early stages of development. The second essay examines the interaction of a new proposed use of the ocean---offshore wind---and a key existing ocean user group---commercial fishers. A key component of offshore wind planning includes consideration of existing uses of the marine environment in order to optimally site wind projects while minimizing conflicts. Commercial fisheries comprise an important stakeholder group, and may be one of the most impacted stakeholders from offshore renewable energy development. Concern of the fishing industry stems from possible interference with productive fishing grounds and access within wind developments resulting in costs from increased effort or reduction in catch. Success of offshore wind development may in part depend on the acceptance of commercial fishers, who are concerned about loss of access to fishing grounds. Using a quantitative, marine spatial planning approach in the siting of offshore wind projects with respect to commercial fishing in the mid-Atlantic, U.S., this essay develops a spatially explicit representation of potential conflicts and compatibilities between these two industries in the mid-Atlantic region of the United States. Areas that are highly valuable to the wind industry are determined through a spatial suitability model using variable cost per unit

  20. Impact of Collaborative Work on Technology Acceptance: A Case Study from Virtual Computing

    Science.gov (United States)

    Konak, Abdullah; Kulturel-Konak, Sadan; Nasereddin, Mahdi; Bartolacci, Michael R.

    2017-01-01

    Aim/Purpose: This paper utilizes the Technology Acceptance Model (TAM) to examine the extent to which acceptance of Remote Virtual Computer Laboratories (RVCLs) is affected by students' technological backgrounds and the role of collaborative work. Background: RVCLs are widely used in information technology and cyber security education to provide…

  1. Impact of Organizational Inertia and Dynamic Capabilities on Educational Performance of the Charitable Societies and Its Impact on Mathematical Performance of Elementary At-Risk Students

    Directory of Open Access Journals (Sweden)

    Parvaneh Amiripour

    2017-01-01

    Full Text Available This study is an adjunct to a research effort focused on a mathematical curricular innovation in four non-governmental schools in Tehran, Iran. This study queried balanced, random sample of 100 educational personnel from the schools concerning dynamic capabilities associated with change (sensing opportunities, seizing opportunities, and reconfiguring assets and issues surrounding organizational inertia (finding resources, confronting path dependency in change, and establishing new processes. Additional data collected described the personnel’s perceptions about innovations and new processes instituted in their schools. Student performance data from the prior year’s final mathematical examination were also gathered. The data describe a portion of the educational change potential of the schools, including improved student achievement. The variables informed by all of the data were evaluated by multivariate methods. The findings showed that beliefs about dynamic capabilities had a significant positive impact on educational performance and that educational performance had a positive impact on the final mathematical exam scores. The results also indicate that the organizational inertia of the schools had a significant negative impact on the educational performance of the schools. Conclusions were formed based on the analysis of the defining factors of the variables mentioned above and recommendations given for implementing change are proposed.

  2. The impact of cloud-based information technology in improving organizational performance in the banking industry

    Directory of Open Access Journals (Sweden)

    Seyedeh Maryam Seyed Khamesi

    2016-09-01

    Full Text Available Cloud computing is one of the most important changes in information technology last years. The decision to choose a cloud-oriented architecture for an organization is a significant issue. In fact, cloud computing is a new paradigm and has not obtained its maturity yet. With growing cloud computing, although a lot of great promises are along with it, there are a host of concerns and problems. In this regard, the purpose of conducting this study isevaluating the effect of cloud-based information technology for improving organizational performance in the banking industry;alsoit covers the gap in previous researches that have been impractical.In this research, with understanding the banking business areas, and identifying key performance indicators financial, customer, business process, growth and learning perspectives, based on the balanced score card, effectiveness and value-adding of cloud- orientation approach have been assessed in each ofits perspectives. The study population is consisted of two Iranian banks and three payment services providers. Data collection has been conducted through desk and field study,and its tool had been questionnaire. SPSS statistical software and appropriate statistical tests such as mode and median analysis, ratio or binomial test, and Friedman test have been used in order to analyze the data. Based on the results obtained from the research, cloud-based information technology by affecting the banking business areas improves organizational performance of banks in financial, internal processes and customer perspectives and in general improves organizational performance of banks using the weighted average of perspectives.

  3. Simulation Research of the TOC-Based Cost Accounting Impacting on Organizational Performance

    Institute of Scientific and Technical Information of China (English)

    MA Guo-feng; TU Mei-zeng; SHI Zhan-zhong

    2005-01-01

    After introducing a new management philosophy called Theory of Constraints (TOC), Dr Eli Goldratt applied it to the field of accounting, and formed a new set of measures for cost accounting. These measures are Throughput Contribution, Inventory and Operating Expenses. This paper applied the constraint-based cost accounting to three kinds of strategies decisions including contraction, cost and market, and uses the Gedunken experiment to do a contrastive research between the cost accounting based on TOC and the full-absorption cost accounting. The experiment proves that the cost accounting based on TOC outperforms the traditional cost accounting, and greatly improves organizational performance.

  4. A Preliminary Study on the Measures to Assess the Organizational Safety: The Cultural Impact on Human Error Potential

    Energy Technology Data Exchange (ETDEWEB)

    Lee, Yong Hee; Lee, Yong Hee [Korea Atomic Energy Research Institute, Daejeon (Korea, Republic of)

    2011-10-15

    The Fukushima I nuclear accident following the Tohoku earthquake and tsunami on 11 March 2011 occurred after twelve years had passed since the JCO accident which was caused as a result of an error made by JCO employees. These accidents, along with the Chernobyl accident, associated with characteristic problems of various organizations caused severe social and economic disruptions and have had significant environmental and health impact. The cultural problems with human errors occur for various reasons, and different actions are needed to prevent different errors. Unfortunately, much of the research on organization and human error has shown widely various or different results which call for different approaches. In other words, we have to find more practical solutions from various researches for nuclear safety and lead a systematic approach to organizational deficiency causing human error. This paper reviews Hofstede's criteria, IAEA safety culture, safety areas of periodic safety review (PSR), teamwork and performance, and an evaluation of HANARO safety culture to verify the measures used to assess the organizational safety

  5. Organizational-level study of the impact of past turnover on future turnover in the Sultanate of Oman

    Directory of Open Access Journals (Sweden)

    Ruqaiya Mohamed Al Balushi

    2013-10-01

    Full Text Available Turnover phenomena attracted researchers from all over the world for generations. Most of this research was directed towards turnover antecedents with a few scattered conceptual and empirical studies related to turnover consequences. The purpose of this study is to investigate the impact of past turnover on future turnover in public organizations, in addition to test the mediation role of organizational climate in this relationship. Public schools as separate identities were the best choice as the study sample. Data were collected through questionnaires from 142 public schools in all educational regions in Oman. Two-step structural equation modeling approach, and nested model comparison were used for data analysis. The results revealed that: (1 past turnover predicts future turnover, significantly; (2 organizational climate fails to mediate this relationship. The study added to the body of knowledge by confirming Staw’s hypothesis relating past turnover to future turnover in the Omani context. Human resource professionals and educational administration practitioners may play an important role in decreasing future turnover by tackling and decreasing past turnover, in addition to improving the relationship climate in schools. The study is limited to public schools in Oman and further studies about turnover consequences in the Arabic context are needed to affirm the results.

  6. Impact of organizational change on the intake, referral and treatment of outpatients at a community mental health center.

    Science.gov (United States)

    Salta, L; Buick, W P

    1989-01-01

    The authors evaluated two indices of services for 349 outpatients who requested an initial appointment for screening and evaluation at a community mental health center over a one-month period in April of 1981, 1984, and 1988. Intake waiting time after initial screening and evaluation was 15.2 treatment days in 1981, 15.4 treatment days in 1984 and reduced to 2.7 treatment days in 1988. For patients who were referred for continued outpatient treatment, the dropout rates were reduced from 54.3 percent in 1981, to 28.51 percent in 1984 and further reduced to 19.19 percent in 1988. A divisional structure was designed with the purpose of reducing organizational barriers in order to provide greater access to services and to enhance continuity of care to patients. These results suggest that systematic organizational changes and the implementation of clearly defined clinical and administrative policies and procedures can impact favorably upon the intake, referral and treatment of outpatients.

  7. Structural impacts on the occurrence and effectiveness of transformational leadership : An empirical study at the organizational level of analysis

    NARCIS (Netherlands)

    Walter, Frank; Bruch, Heike

    2010-01-01

    This article empirically investigates the role of organizational structure in the transformational leadership (TFL) process. We examine organizational centralization, formalization, and size as antecedents of an organization's TFL climate, and as moderators of the relationship between TFL climate an

  8. The impact of trial runs on the acceptability of pigouvian taxes: experimental evidence

    Energy Technology Data Exchange (ETDEWEB)

    Cherry, Todd L.; Kallbekken, Steffen; Kroll, Stephen

    2011-07-01

    This paper examines the political difficulty of enacting welfare-enhancing Pigouvian taxes. Using referenda in a market experiment with externalities, we investigate the effect of trial periods on the acceptability of two theoretically equivalent variants of Pigouvian taxes. While implementing either tax is in subjects material self-interest, we find significant levels of opposition to both tax schemes, though the level differs considerably. Results show that trial runs can overcome initial tax aversion, significantly increasing acceptability. The effect is robust across tax schemes, but a trial with one scheme does not affect the acceptability of the other. Trial periods also mitigate initial biases in preferences of alternative tax schemes. (auth)

  9. The Impact of the Leadership Style on the Organizational Climate in a Public Entity

    Directory of Open Access Journals (Sweden)

    Carmen NOVAC

    2014-06-01

    Full Text Available Many previous researches had explored the concepts of leadership styles and organizational climate, but just a very few had explored them together. Therefore, in order to be able to build a theoretical basis to this topic and then to develop a case study to emphasise the relationship between the leadership style implemented within a public sector entity and the organizational climate characteristics found in there, I immersed myself into the specific literature and considered different theoretical patterns in particular for the above mentioned concepts.People’s general perception is that public organizations rarely achieve their objectives, the employees are not doing their job properly and there is no efficiency in using neither resources nor proper motivation of employees. This negative image could be a projection of the internal dissatisfaction towards payment, recognition, career prospects and leader's behaviour. Consequently, a deeper leader's actions analysis will provide further information on this perception and so will do the study of the organisational climate.The concept of organizational climate has a great deal of components through which it can be defined. Some of the organizational climate essential factors are: the structure, motivation, interpersonal relations, flexibility, support, communication, information, working conditions, rules and regulations, objectives, management and leadership. People tend to internalize the organizational climate and as a result the way they perceive it has an important role on their behaviour. Thus, there is a strong relationship between the leader's behaviour and the organisational climate.It is known that a leader’s best way of action depends on a series of situational factors and the employees' level of professionalism is one of them. Public sector leaders should also adapt themselves to the organisational climate requirements and should adopt a more flexible working system. Through their

  10. The Competences of HR Managers and their Impact on the Organizational Success of MNCs’ Subsidiaries in the CEE Region

    Directory of Open Access Journals (Sweden)

    József Poór

    2015-03-01

    Full Text Available Multinational companies that have settled in Central and Eastern Europe (CEE significantly contribute to the recognition of modern HRM concepts and implementation of the relevant HRM practices in the region (Lewis, 2005. To be a strategic partner, HRM managers have to possess various professional and personal competences (Orme, 2010. The aim of this paper is to analyze the main competences of HR managers and their impact on companies’ performances. The research hypothesis, based on 2012-2013 CEEIRT data, is that there is a statistically significant relationship among the HR managers’ competences and the performances of the MNCs’ subsidiaries in Hungary, Poland, Romania, Serbia and Slovakia. The analyzed HR competences are: business knowledge, strategic contribution, personal credibility, HR services, HR information system and foreign language competences. The research analyzed the following organizational performances: profitability, service quality, rate of innovations and environmental matters.

  11. A survey on impact of emotional intelligence, organizational citizenship behaviors and job satisfaction on employees’ performance in Iranian hotel industry

    Directory of Open Access Journals (Sweden)

    Kambiz Heidarzadeh Hanzaee

    2013-05-01

    Full Text Available The objective of this study is to investigate the effect of employees’ Emotional Intelligence (EI, Job Satisfaction (JS and Organizational Citizenship Behavior (OCB on Employee's Performance (EP in Iranian hotel industry. The proposed study of this paper designs a questionnaire and distributes it among 225 employees who have a high interaction with customers in hotel industry. In order to describe the data, the frequency distribution tables have been used and the structural equations model (SEM has been used to describe the data. The results of this survey have confirmed all the proposed hypotheses of this survey except the one, which was associated with the relationship between OCB on EP. Therefore, EI have positive impacts on JS, OCB and EP in Iranian hotel industry. Conclusion and Managerial implications have been offers.

  12. Feasibility, Acceptability, and Impact of a Web-based Gratitude Exercise among Individuals in Outpatient Treatment for Alcohol Use Disorder

    Science.gov (United States)

    Krentzman, Amy R.; Mannella, Kristin A.; Hassett, Afton L.; Barnett, Nancy P.; Cranford, James A.; Brower, Kirk J.; Higgins, Margaret M.; Meyer, Piper S.

    2015-01-01

    This mixed-methods pilot study examined the feasibility, acceptability, and impact of a web-based gratitude exercise (the ‘Three Good Things’ exercise (TGT)) among 23 adults in outpatient treatment for alcohol use disorder (AUD). Participants were randomized to TGT or a placebo condition. The intervention was feasible with high rates of completion. Participants found TGT acceptable and welcomed the structure of daily emails; however, they found it difficult at times and discontinued TGT when the study ended. Participants associated TGT with gratitude, although there were no observed changes in grateful disposition over time. TGT had a significant effect on decreasing negative affect and increasing unactivated (e.g., feeling calm, at ease) positive affect, although there were no differences between groups at the 8 week follow up. Qualitative results converged on quantitative findings that TGT was convenient, feasible, and acceptable, and additionally suggested that TGT was beneficial for engendering positive cognitions and reinforcing recovery. PMID:27076837

  13. People, organizational, and leadership factors impacting informatics support for clinical and translational research

    Directory of Open Access Journals (Sweden)

    Payne Philip RO

    2013-02-01

    Full Text Available Abstract Background In recent years, there have been numerous initiatives undertaken to describe critical information needs related to the collection, management, analysis, and dissemination of data in support of biomedical research (J Investig Med 54:327-333, 2006; (J Am Med Inform Assoc 16:316–327, 2009; (Physiol Genomics 39:131-140, 2009; (J Am Med Inform Assoc 18:354–357, 2011. A common theme spanning such reports has been the importance of understanding and optimizing people, organizational, and leadership factors in order to achieve the promise of efficient and timely research (J Am Med Inform Assoc 15:283–289, 2008. With the emergence of clinical and translational science (CTS as a national priority in the United States, and the corresponding growth in the scale and scope of CTS research programs, the acuity of such information needs continues to increase (JAMA 289:1278–1287, 2003; (N Engl J Med 353:1621–1623, 2005; (Sci Transl Med 3:90, 2011. At the same time, systematic evaluations of optimal people, organizational, and leadership factors that influence the provision of data, information, and knowledge management technologies and methods are notably lacking. Methods In response to the preceding gap in knowledge, we have conducted both: 1 a structured survey of domain experts at Academic Health Centers (AHCs; and 2 a subsequent thematic analysis of public-domain documentation provided by those same organizations. The results of these approaches were then used to identify critical factors that may influence access to informatics expertise and resources relevant to the CTS domain. Results A total of 31 domain experts, spanning the Biomedical Informatics (BMI, Computer Science (CS, Information Science (IS, and Information Technology (IT disciplines participated in a structured surveyprocess. At a high level, respondents identified notable differences in theaccess to BMI, CS, and IT expertise and services depending on the

  14. Organizational Networks

    DEFF Research Database (Denmark)

    Grande, Bård; Sørensen, Ole Henning

    1998-01-01

    The paper focuses on the concept of organizational networks. Four different uses of the concept of organizational network are identified and critically discussed. Special focus is placed on how information and communication technologies as communication mediators and cognitive pictures influence ...... the organizational forms discussed in the paper. It is asserted that the underlying organizational phenomena are not changing but that the manifestations and representations are shifting due to technological developments.......The paper focuses on the concept of organizational networks. Four different uses of the concept of organizational network are identified and critically discussed. Special focus is placed on how information and communication technologies as communication mediators and cognitive pictures influence...

  15. Professional Capacity and Organizational Change as Measures of Educational Effectiveness: Assessing the Impact of Postgraduate Education in Development Policy and Management

    Science.gov (United States)

    Johnson, Hazel; Thomas, Alan

    2004-01-01

    We tend to measure educational performance by students' attainment in coursework or examinations. In the case of professional education, the impact of the educational programme on the students' own capacities to enhance their work practices, and the wider organizational effects of the students' education and training, are also key 'products' of…

  16. The Impact of Organizational Climate on Burnout among Homeroom Teachers and Special Education Teachers (Full Classes/Individual Pupils) in Mainstream Schools

    Science.gov (United States)

    Lavian, Rivka Hillel

    2012-01-01

    This article reports on a quantitative research study designed to examine the impact of organizational climate on burnout among homeroom and special education teachers working in Israeli state (non-religious) schools. The research literature identifies various causes for teacher burnout, offering evidence that special education teachers experience…

  17. The impact of E-government implementation on the organizational structure: The case of Jordan

    Directory of Open Access Journals (Sweden)

    Rifat O. Shannak

    2013-04-01

    Full Text Available The application of E-government initiative in Jordan had widely spread milestones in terms of achievement, these achievements has changed the means of communication between the government different ministries and directories through websites. This research studied the level of E-government application and the changes in the organizational structure needed to reach the optimal customer service. Data collected through the interview with personnel in the Ministry of Information and Communication Technology and Electronic Government Program from, the websites of the Ministry of Education and the Income and Sales Tax Directorate, and the United Nations E-government Readiness Biannual Report. This study found that the E-government application level is conventional with some utilization in the vertical integration, and the effect on the structure is not clear except for the new technology-related positions that have emerged due to the changes in the communication methods.

  18. Human communication needs and organizational productivity: the potential impact of office automation.

    Science.gov (United States)

    Culnan, M J; Bair, J H

    1983-05-01

    Much of what white collar workers do in offices is communication-related. White collar workers make up the majority of the labor force in the United States today and the majority of current labor costs. Because office automation represents more productive structured techniques for handling both written and oral communication, office automation therefore offers the potential to make organizations more productive by improving organizational communication. This article: (1) defines communication, (2) identifies the potential benefits to be realized from implementing office automation, and (3) offers caveats related to the implementation of office automation systems. Realization of the benefits of office automation depends upon the degree to which new modes of communication may be successfully substituted for traditional modes.

  19. Empirically Supported Treatment’s Impact on Organizational Culture and Climate

    Science.gov (United States)

    Patterson-Silver Wolf, David A.; Dulmus, Catherine N.; Maguin, Eugene

    2012-01-01

    Objectives With the continued push to implement empirically supported treatments (ESTs) into community-based organizations, it is important to investigate whether working condition disruptions occur during this process. While there are many studies investigating best practices and how to adopt them, the literature lacks studies investigating the working conditions in programs that currently use ESTs. Method This study compared the culture and climate scores of a large organization’s programs that use ESTs and those programs indicating no EST usage. Results Of the total 55 different programs (1,273 frontline workers), 27 programs used ESTs. Results indicate that the programs offering an EST had significantly more rigid and resistant cultures, compared to those without any ESTs. In regard to climate, programs offering an EST were significantly less engaged, less functional, and more stressed. Conclusion Outcomes indicate a significant disruption in organizational culture and climate for programs offering ESTs. PMID:23243379

  20. Application Performance Management Impact On Organizational Performance Local Company Studies In West Java - Indonesia

    Directory of Open Access Journals (Sweden)

    Teni Listiani

    2015-02-01

    Full Text Available Abstract This study aimed to analyze the effect on the performance of the companys performance management area. Management performance is measured through three dimensions performance planning performance assessment and feeding it behind. While organizational performance is measured through four dimensions financial perspective customer perspective internal business processes and learning and growth perspective. The unit of analysis in this research area comprising 30 companies from 23 taps 6 PD Market and 1 PD Health. Meanwhile the unit of observation is the top-middle-level managers-down of a total of 360 people. To determine the influence of the variables studied used Structural Equation Model SEM based on the model variant with Partial Least Square PLS. The results showed that in the enterprise area performance management affect the performance of the organization but the effect is not too large.

  1. The impact of accepting biological changes during adolescence on the severity of depression symptoms

    Directory of Open Access Journals (Sweden)

    Radziwiłłowicz Wioletta

    2016-12-01

    Full Text Available The aim of the study was to establish whether any relation exists between depression symptoms and the extent to which adolescents accept the changes their bodies undergo (the physical changes they experience at different stages of growing up, and if the connection does exist - is it gender-related. Method: Data were collected from four sub-groups: younger girls (aged 12-13, older girls (aged 17-18, younger boys (aged 12-13, and older boys (aged 17-18. The participants were asked to complete questionnaires that allow to measure the subjective intensity of depression symptoms (BDI, the current stage of biological changes (the Tanner scale and whether these changes are accepted by the individual who experiences them (the original Feelings Towards the Body questionnaire. Results: The less adolescents accept the changes in their bodies, the higher depression symptoms they demonstrate. For younger girls, older girls and older boys, no links were established between levels of accepting bodily changes and early/late maturation (in comparison with the population of their peers. For younger boys, the later the stage of their development, the less likely they are to accept the changes in their bodies. Girls report more intense depression symptoms than boys do, but their levels of accepting changes that occur around puberty are significantly lower only when compared to those of older boys. Conclusions: Whether biological changes during puberty (mainly feelings of anxiety and shame related to the body are accepted or not, was proven to be a significant predictor of more intense depression symptoms.

  2. Is it the sound or your relationship to it? The role of acceptance in predicting tinnitus impact.

    Science.gov (United States)

    Westin, Vendela; Hayes, Steven C; Andersson, Gerhard

    2008-12-01

    Tinnitus is an experience of sound in the absence of an appropriate external source. A symptom that can accompany most central or peripheral dysfunctions of the auditory system, tinnitus can lead to significant distress, depression, anxiety, and decreases in life quality. This paper investigated the construct of psychological acceptance in a population of tinnitus patients. First, a cross-sectional study (N=77) was conducted in which a tinnitus specific acceptance questionnaire was developed. Results showed that a Tinnitus Acceptance Questionnaire (TAQ) generated good internal consistency. A factor solution was derived with two factors: activity engagement and tinnitus supression. Second, a longitudinal study (N=47) investigated the mediating role of acceptance on the relationship between tinnitus distress at baseline and tinnitus distress, anxiety, life quality, and depression at a 7-month follow-up. The results showed full mediation of activity engagement for depression and life quality at follow-up, partial mediation for tinnitus distress, and no mediation for anxiety. The role of acceptance in the negative impact of tinnitus distress merits further investigation.

  3. The Impact of National Cultural Differences on Nurses' Acceptance of Hospital Information Systems.

    Science.gov (United States)

    Lin, Hsien-Cheng

    2015-06-01

    This study aims to explore the influence of national cultural differences on nurses' perceptions of their acceptance of hospital information systems. This study uses the perspective of Technology Acceptance Model; national cultural differences in terms of masculinity/femininity, individualism/collectivism, power distance, and uncertainty avoidance are incorporated into the Technology Acceptance Model as moderators, whereas time orientation is a control variable on hospital information system acceptance. A quantitative research design was used in this study; 261 participants, US and Taiwan RNs, all had hospital information system experience. Data were collected from November 2013 to February 2014 and analyzed using a t test to compare the coefficients for each moderator. The results show that individualism/collectivism, power distance, and uncertainty avoidance all exhibit significant difference on hospital information system acceptance; however, both masculinity/femininity and time orientation factors did not show significance. This study verifies that national cultural differences have significant influence on nurses' behavioral intention to use hospital information systems. Therefore, hospital information system providers should emphasize the way in which to integrate different technological functions to meet the needs of nurses from various cultural backgrounds.

  4. impact of interval marketing on market- oriented considering mediatory variables of organizational commitment and organizational citizenship behavior: case of Mellat bank of Tehran.

    Directory of Open Access Journals (Sweden)

    Tahmoures Hassangholipour

    2012-06-01

    Full Text Available The purpose of this paper is to examine the relationship between "internal marketing" and "market orientation" considering the mediator variable of "organizational commitment" in branches of Bank Mellat in the city of Tehran as a financial-service provider firm. The questionnaire in this study has been extracted from the related literature and its validity has been approved by the field experts and factor analysis. The research methodology adopted in this study is typically descriptive and correlation based and the collected data has been analyzed using Structural Equation Modeling (SEM approach. Research population consisted of Bank Mellat employees throughout the city of Tehran. A sample of 323 employees has been selected using cluster sampling and finally, 261 filled questionnaires has been collected. Findings imply that there is a positive correlation between internal marketing and market orientation considering the mediator variable of organizational commitment in the Bank Mellat of the city of Tehran.

  5. Conflict: Organizational

    DEFF Research Database (Denmark)

    Clegg, Stewart; Mikkelsen, Elisabeth Naima; Sewell, Graham

    2015-01-01

    This article examines four contemporary treatments of the problem of organizational conflict: social psychological, anthropological, neo-Darwinian, and neo-Machiavellian. Social psychological treatments of organizational conflict focus on the dyadic relationship between individual disputants. In ...

  6. Impact of Contextuality on Mobile Learning Acceptance: An Empirical Study Based on a Language Learning App

    Science.gov (United States)

    Böhm, Stephan; Constantine, Georges Philip

    2016-01-01

    Purpose: This paper aims to focus on contextualized features for mobile language learning apps. The scope of this paper is to explore students' perceptions of contextualized mobile language learning. Design/Methodology/Approach: An extended Technology Acceptance Model was developed to analyze the effect of contextual app features on students'…

  7. Extended TAM Model: Impacts of Convenience on Acceptance and Use of Moodle

    Science.gov (United States)

    Hsu, Hsiao-hui; Chang, Yu-ying

    2013-01-01

    The increasing online access to courses, programs, and information has shifted the control and responsibility of learning process from instructors to learners. Learners' perceptions of and attitudes toward e-learning constitute a critical factor to the success of such system. The purpose of this study is to take TAM (technology acceptance model)…

  8. The impacts and acceptance of agricultural biotechnology: an introduction to the special issue

    NARCIS (Netherlands)

    Zilberman, D.; Wesseler, J.H.H.

    2014-01-01

    Attitudes towards and acceptance of agricultural biotechnology, which involves inserting genes that carry new traits into existing varieties, has been subject to much debate. This special issue aims to address several gaps in the literature on genetically modified (GM) technology in agriculture. Som

  9. Impact of English Regional Accents on User Acceptance of Voice User Interfaces

    NARCIS (Netherlands)

    Niculescu, A.I.; White, G.M.; Lan, S.S.; Waloejo, R.U.; Kawaguchi, Y.

    2008-01-01

    In this paper we present an experiment addressing a critical issue in Voice User Interface (VUI) design, namely whether the user acceptance can be improved by having recorded voice prompts imitate his/her regional dialect. The claim was tested within a project aiming to develop voice animated virtua

  10. The impact of complaint management and service quality on organizational image: A case study at the Malaysian public university library

    Science.gov (United States)

    Tan, Pei Kian; Mohd Suradi, Nur Riza; Saludin, Mohamad Nasir

    2013-04-01

    Service failure frequently occurs. This affects customer expectations which lead to complaint. However, not all dissatisfied customers actually complain. Without customer feedback, it would be impossible for a company to know whether they needed a change for improvement. Thus, complaint management brings a learning experience to organization in order to provide better service. Therefore, it is important to identify customer dissatisfaction through a systematic complaint handling or management. The study proposes a model of systematic complaint management which applied to academic library as a tool of service recovery. As such, the main purpose of this study is to investigate the critical success factors of complaint management towards service quality, customer satisfaction, customer loyalty and the impact to organizational image at academic library. Three academic libraries have been identified and selected for this project, the Library of Tun Sri Lanang, UKM, UTeM and UNIMAS. Using the justice theory, this study investigates the perception of customers on complaint management in terms of outcomes they receive, procedures used by organization and interpersonal treatment. In this study, there are five factors of complaint management identified, which includes speed of recovery, management system, empowerment, culture and psychology and tangible compensation. A questionnaire was designed and used as the data gathering instrument. A total of 600 respondents participated in this study. Ten hypotheses were used to test the relationships between complaint management, service quality, customer satisfaction, customer loyalty and organizational image. To measure the construct relationships, Structural Equation Model (SEM) approach was used. The results show that management system (b = 0.210; p 0.05) do not influence service quality. The second part of this study uses confirmatory factor analysis (CFA) to analyze and confirm the conceptual model proposed in this research

  11. Impact of Participation in Decision Making on Job Satisfaction: An Organizational Communication Perspective.

    Science.gov (United States)

    Xia, Ying; Zhang, Li; Zhao, Ning

    2016-09-20

    Participation in organizational decision-making has received considerable attention from scholars. Beyond the perspectives proposed in past studies, we offer a new account, based upon a communication perspective, to explain why and when participation in decision-making can influence job satisfaction. Drawing from social capital theory, we examine whether communication openness mediates the relationship between participation in decision-making and job satisfaction. We also investigate how information adequacy moderates this mediated process. Results from a sample of 184 employees in China showed that the four-factor model was the best fitting solution (CFI = .91, GFI = .90, RMSEA = .09). The analyses indicated that employees' participation in decision-making positively affected their job satisfaction (β = .32, p communication openness (direct effect became non-significant when communication openness was included: β = .06, n.s.). Results also found that decision-making information adequacy positively moderated the relationship between participation in decision-making and communication openness (β = .13, p communication and the free flow of information within organizations should be encouraged.

  12. College students' use of science content during socioscientific issues negotiation: Impact of evolution understanding and acceptance

    Science.gov (United States)

    Fowler, Samantha R.

    The purpose of this study was to explore the evolution science content used during college students' negotiation of biology-based socioscientific issues (SSI) and examine how it related to students' conceptual understanding and acceptance of biological evolution. Specific research questions were, (1a) what specific evolutionary science content do college students evoke during SSI negotiation, (1b) what is the depth of the evolutionary science content reflected in college students. SSI negotiation, and (2) what is the nature of the interaction between evolution understanding and evolution acceptance as they relate to depth of use of evolution content during SSI negotiation? The Socioscientific Issues Questionnaire (SSI-Q) was developed using inductive data analysis to examine science content use and to develop a rubric for measuring depth of evolutionary science content use during SSI negotiation. Sixty upper level undergraduate biology and non-biology majors completed the SSI-Q and also the Conceptual Inventory of Natural Selection (CINS: Anderson, Fisher, & Norman, 2002) to measure evolution understanding and the Measure of Acceptance of the Theory of Evolution (MATE: Rutledge & Warden, 1999) to measure evolution acceptance. A multiple regression analysis tested for interaction effects between the predictor variables, evolution understanding and evolution acceptance. Results indicate that college students primarily use science concepts related to evolution to negotiate biology-based SSI: variation in a population, inheritance of traits, differential success, and change through time. The hypothesis that the extent of one's acceptance of evolution is a mitigating factor in how evolution content is evoked during SSI negotiation was supported by the data. This was seen in that evolution was the predominant science content used by participants for each of the three SSI scenarios used in this study and used consistently throughout the three SSI scenarios. In addition to

  13. The impact of user's perceived ability on online health information acceptance.

    Science.gov (United States)

    Kim, Nam Eun; Han, Sang Sook; Yoo, Keun Hee; Yun, Eun Kyoung

    2012-11-01

    The purpose of this study was to explain how perceived ability affects users' acceptance of online health information in Korea. Data were collected by a Web-based survey, and, in total, 449 samples were used for final analysis. The hypothetical model of this study was based on the Technology Acceptance Model. A structural equation modeling was used to evaluate the relationship between the included variables. The final model with appropriate relations exhibited an adequate fit to the data. This study provides evidence that perceived ease of use, perceived usefulness, and perceived credibility significantly affect how individuals use health information from the Internet. The subjective health knowledge and Internet efficacy exerted strong indirect effects on users' attitude and intention to use the online health information via the mediators of perceived ease of use, perceived usefulness, and perceived credibility. This study supports the hypothesis that the perceived ability of users is related to their acceptance of online health information. Users' perceived ability, including subjective health knowledge and Internet efficacy, was confirmed as a prerequisite for their health information use on the Internet. The results demonstrated that perceived ease of use, perceived usefulness, and perceived credibility are substantive mediators. Future research should consider a wider array of characteristics of health information and users and incorporate these characteristics for the provision of more useful, user-centered health information.

  14. Top management team composition and organizational ecology : A nested hierarchical selection theory of team reproduction and organizational diversity

    NARCIS (Netherlands)

    Boone, Christophe; Wezel, Filippo C.; van Witteloostuijn, Arjen; Baum, JAC; Dobrev, SD; VanWitteloostuijn, A

    2006-01-01

    The "upper echelon" literature has mainly produced static empirical studies on the impact of top management team composition on organizational outcomes, ignoring the dynamics of industrial demography. Organizational ecology explicitly studied the dynamics of organizational diversity at the populatio

  15. Duty hour restrictions: organizational dynamics, systems issues, and the impact on faculty.

    Science.gov (United States)

    Bandiera, Glen; Hynes, Melissa Kennedy; Spadafora, Salvatore M

    2014-01-01

    The potential impact of resident duty hour restrictions on faculty is likely significant; however, the extent of this impact has still not been well documented. We undertook a narrative review of the literature to determine the magnitude of that potential impact and the nature of the evolving discourse related to faculty members as individuals. The literature provides an inconsistent picture of the impact of duty hour restrictions on faculty. While some studies have reported a significant increase in faculty workload, others suggest that the impact of duty hour restrictions has been minimal. Some papers suggest that duty hour restrictions may fundamentally change the nature of resident-teacher interactions and, as a result, will necessitate significant changes to the way education is delivered. Overall, the majority of issues of concern relate to one of the following: volume and composition of work, impact on faculty career choice, evolving perceptions of residents as learners, and the need to find an appropriate balance between learning and the quality and quantity of patient care. In describing these themes we identify some potential solutions and future directions for reconciling duty hour restrictions with faculty perceptions, anxieties, and desired outcomes.

  16. From efficacy research to large-scale impact on undernutrition: the role of organizational cultures.

    Science.gov (United States)

    Pelletier, David; Pelto, Gretel

    2013-11-01

    Undernutrition in low-income countries is receiving unprecedented attention at global and national levels due to the convergence of many forces, including strong evidence concerning its magnitude, consequences, and potential solutions and effective advocacy by many organizations. The translation of this attention into large-scale reductions in undernutrition at the country level requires the alignment and support of many organizations in the development and implementation of a coherent policy agenda for nutrition, including the strengthening of operational and strategic capacities and a supportive research agenda. However, many countries experience difficulties achieving such alignment. This article uses the concept of organizational culture to better understand some of the reasons for these difficulties. This concept is applied to the constellation of organizations that make up the "National Nutrition Network" in a given country and some of the individual organizations within that network, including academic institutions that conduct research on undernutrition. We illustrate this concept through a case study involving a middle-income country. We conclude that efforts to align organizations in support of coherent nutrition agendas should do the following: 1) make intentional and sustained efforts to foster common understanding, shared learning, and socialization of new members and other elements of a shared culture among partners; 2) seek a way to frame problems and solutions in a fashion that enables individual organizations to secure some of their particular interests by joining the effort; and 3) not only advocate on the importance of nutrition but also insist that high-level officials hold organizations accountable for aligning in support of common-interest solutions (through some elements of a common culture) that can be effective and appropriate in the national context. We further conclude that a culture change is needed within academic departments if the

  17. Impact of "JOBM": ISI Impact Factor Places the "Journal of Organizational Behavior Management" Third in Applied Psychology

    Science.gov (United States)

    Hantula, Donald A.

    2006-01-01

    The ISI Impact Factor for "JOBM" is 1.793, placing it third in the JCR rankings for journals in applied psychology with a sharply accelerating linear trend over the past 5 years. This article reviews the Impact Factor and raises questions regarding its reliability and validity and then considers a citation analysis of "JOBM" in light of the…

  18. Impact of the disease: acceptability, ceiling and floor effects and reliability of an instrument on heart failure

    Directory of Open Access Journals (Sweden)

    Simey de Lima Lopes Rodrigues

    2013-03-01

    Full Text Available This study evaluated the acceptability, ceiling/floor effects, and the reliability of the instrument for measuring the Impact of the Disease on the Daily Life of Patients with Valvular Disease (IDCV when applied to 135 patients with heart failure (HF. Acceptability was evaluated by the percentage of unanswered items and by the proportion of patients who responded to all items; the ceiling/floor effects by the percentage of patients who scored in the top of 10% best and worst results of the scale, respectively. Reliability was estimated by internal consistency (Cronbach's alpha coefficient and stability of the measure (intraclass correlation coefficient - ICC. All patients responded to all items. Ceiling/floor effects evidenced were of moderate magnitude. The Cronbach's alpha was satisfactory for the majority of the domains and ICC> 0.90 in all the domains. The IDCV proved to be an easy to understand questionnaire, with evidence of reliability in patients with HF.

  19. The Impact of Organizational Factors on Safety. The Perspective of Experts from the Spanish Nuclear Sector; El Impacto de los Factores Organizativos en la Seguridad. La Vision de los Expertos del Sector Nuclear Espanol

    Energy Technology Data Exchange (ETDEWEB)

    German, S.; Silla, I.; Navajas, J.

    2014-07-01

    Previous research supports the importance of organizational factors on safety in high reliability organizations. This study aims to determine the impact of those factors in the Spanish nuclear sector. Particularly, this study focuses on examining the role of performance indicators, organizational culture, organizational factors, and organizational context. With that purpose, an electronic survey addressed to experts from the Spanish nuclear sector was carried out. Results showed that performance indicators are well-known among industry experts and are perceived as useful for improving performance. Behavioural norms that influence safety and some relevant factors that promote problem identification were identified. Additionally, findings suggested that organizational context must be taken into account to better understand the role of organizational culture. Moreover, industry experts pointed out organizational factors to be improved: organizational communication processes within the organization, positive reinforcement, and field supervisors practices. Finally, findings supported the influence of organizational context on safety. It is noteworthy the role of the social impact of international events (e.g., Chernobyl...), the relationship with the regulator and the legislative and governmental framework. (Author)

  20. An Empirical Study on the Impact of Individual and Organizational Supply Chain Orientation on Supply Chain Management

    Directory of Open Access Journals (Sweden)

    Taehee Lee

    2016-12-01

    Full Text Available This study empirically identifies individual supply chain orientation (SCO components as antecedents of organizational SCO and analyzes the causal relationships between organizational SCO and supply chain management (SCM. A survey was conducted with Korean firms and the partial least squares method was used to test the proposed hypotheses. The results show that individual SCO has a significant influence on organizational SCO. Organizational SCO has a significant influence on strategic SCM, whereas only information technology for SCO affects operational SCM. Strategic SCM has a significant influence on operational SCM. This study extends our understanding of the social and behavioral elements of SCM by classifying SCO into individual and organizational SCO and identifying the causal relationships between them.

  1. The Impact of Social Media and Crowdsourcing on Organizational Innovation Culture

    DEFF Research Database (Denmark)

    Scupola, Ada; Nicolajsen, Hanne Westh

    In this article we investigate how social media-based crowdsourcing systems can be used to reengineer the innovation culture in an organization. Based on a case study of a large engineering consultancy’s use of a social media crowdsourcing system we investigate the impact on the organizations...

  2. Örgütsel Güvenin Örgütsel Bağlılık Üzerine Etkisi: Tekstil Sektörü Çalışanlarına Yönelik Bir Araştırma(The Impact of Organizational Trust on Organizational Commitment: A Study of Employees in the Textile Industry

    Directory of Open Access Journals (Sweden)

    Yavuz DEMİREL

    2008-01-01

    Full Text Available The key objective of this research is to demonstrate the impact of organizational trust on organizational commitment. Accordingly, a research was conducted in the firm A, a textile industry enterprise in Istanbul. In the research, organizational trust has been examined in terms of the trust toward organization and manager; organizational commitment was has been examined in terms of affective commitment, continuity commitment and normative commitment. Within this framework, the effect of organizational trust on organizational commitment is established, exposing the relationship between the dimensions of organizational trust and the dimensions of organizational commitment. The findings reveal that the trust toward organization and manager have a positive effect on emotional commitment and continuity commitment and there exists a positive and moderately meaningful relationship between them; whereas there is no significant relationship between the trust --toward organization and manager-- and the normative commitment.

  3. Vegetable and Fruit Acceptance during Infancy: Impact of Ontogeny, Genetics, and Early Experiences.

    Science.gov (United States)

    Mennella, Julie A; Reiter, Ashley R; Daniels, Loran M

    2016-01-01

    Many of the chronic illnesses that plague modern society derive in large part from poor food choices. Thus, it is not surprising that the Dietary Guidelines for Americans, aimed at the population ≥2 y of age, recommends limiting consumption of salt, fat, and simple sugars, all of which have sensory properties that we humans find particularly palatable, and increasing the variety and contribution of fruits and vegetables in the diet, to promote health and prevent disease. Similar recommendations may soon be targeted at even younger Americans: the B-24 Project, led by the US Department of Health and Human Services and the USDA, is currently evaluating evidence to include infants and children from birth to 2 y of age in the dietary guidelines. This article reviews the underinvestigated behavioral phenomena surrounding how to introduce vegetables and fruits into infants' diets, for which there is much medical lore but, to our knowledge, little evidence-based research. Because the chemical senses are the major determinants of whether young children will accept a food (e.g., they eat only what they like), these senses take on even greater importance in understanding the bases for food choices in children. We focus on early life, in contrast with many other studies that attempt to modify food habits in older children and thus may miss sensitive periods that modulate long-term acceptance. Our review also takes into consideration ontogeny and sources of individual differences in taste perception, in particular, the role of genetic variation in bitter taste perception.

  4. The acceptability and impact of a randomised controlled trial of welfare rights advice accessed via primary health care: qualitative study

    Directory of Open Access Journals (Sweden)

    Howel Denise

    2006-06-01

    Full Text Available Abstract Background Qualitative research is increasingly used alongside randomised controlled trials (RCTs to study a range of factors including participants' experiences of a trial. The need for a sound evidence base within public health will increase the need for RCTs of non-clinical interventions. Welfare rights advice has been proposed as an intervention with potential to reduce health inequalities. This qualitative study, nested within an RCT of the impact of welfare rights advice, examined the acceptability of the intervention, the acceptability of the research process and the perceived impact of the intervention. Methods 25 men and women aged 60 years or over were recruited from four general practices in Newcastle upon Tyne (UK, a sub-sample of those who consented to be contacted (n = 96 during the RCT baseline interview. Semi-structured interviews were undertaken and analysed using the Framework Method. Results Participants viewed the trial positively although, despite agreeing that the information leaflet was clear, some had agreed to participate without being fully aware of what was involved. Some participants were unaware of the implications of randomisation. Most thought it fair, but a few concerns were raised about the control condition. The intervention was acceptable and made participants feel confident about applying for benefit entitlements. 14 out of 25 participants received some financial award; median weekly income gain was £57 (€84, $101. The perceived impact of additional finances was considerable and included: increased affordability of necessities and occasional expenses; increased capacity to deal with emergencies; and a reduction in stress related to financial worries. Overall, perceived independence and ability to participate in society increased. Most participants perceived benefits to their mental well-being, but no-one reported an improvement in physical health. The RCT showed little or no effect on a wide range

  5. Organizations and social worker wellbeing: the intra-organizational context of practice and its impact on a practitioner's subjective well-being.

    Science.gov (United States)

    Shier, Micheal L; Graham, John R

    2013-01-01

    This study aimed to better understand the varied factors that contribute to social worker subjective well-being (SWB) (the social science concept for happiness). Using qualitative methods of inquiry 19 social workers who reported having low to medium levels of workplace and profession satisfaction were interviewed to assess those factors within their lives that they perceived as impacting their well-being. One thematic category from the analysis was aspects of the intraorganizational context of workplaces that can impact social worker SWB. Respondents identified interpersonal workplace relationships, decision-making processes, management/supervisory dynamics, workload and workplace expectations, access to resources and infrastructure support, and inter-organizational relationships as key intra-organizational factors contributing to their overall wellbeing. In conclusion, these findings have practical application within organizations for structured policies and unstructured practices to improve social worker subjective well-being.

  6. A Descriptive Study on the Impact of Knowledge Creation Mechanism on Organizational Performance: A Case study in Malaysian Automotive industry

    Directory of Open Access Journals (Sweden)

    Hassan Bihamta

    2012-07-01

    Full Text Available The process of continues improvement is one of the significant and predominant programs in most of the manufacturers all over the world. These struggles constantly look for improvement breakthrough that it is necessary for achieving efficiency and effectiveness to maintain sustainable quality processes and competitive advantages as well. Moreover, quality is one of the major competitive advantages that it is crucial for improving efficiency. Nowadays, many of company in global market are developing programs to achieve and deploying this process. In this study, we are going to illustrate the influence of knowledge creation mechanism on improving the quality process and its impact on organizational performance. This study applied the framework from Nonaka (1994, called SECI model for creating knowledge. This research focused on an automotive manufacturer companies. Besides, the roles of six sigma and continuous improvement process (CIP were clearly discussed. Moreover, the profound roles of knowledge creation in terms of socialization, externalization, combination and internalization as a model on quality process were examined.

  7. THE IMPACT OF MEDICAL TOURISM ON THE QUALITY OF ORGANIZATIONAL AND FUNCTIONAL CHANGES IN THE POLISH HEALTHCARE SYSTEM

    Directory of Open Access Journals (Sweden)

    Marcin Olkiewicz

    2016-06-01

    Full Text Available The role of Medical Tourism in the process of a complex satisfaction of the prosumers and the impact played in the organizational and functional changes in the Polish healthcare system. The analysis of the literature on the subject as well as an analysis of the documentation were the inspiration to write this work. The main emphasis was put on stating the conditions stimulating the development of this sector of the economy as well as the risk factors determining the quality of process changes in the healthcare system (functioning of public hospitals. To approximate the characteristics of the involved risk within the framework of health tourism functioning in the conditions of a market economy. Selected research methods allowed to present the motives behind undertaken actions of both the regulators as well as participants of the health tourism. Polish accession to the EU was an important impulse changing the way of thinking about health tourism in healthcare as well as, what is important, changes in the institutional and financial policy in Poland. In order to meet health-oriented demands of a prosumer, there should be a coordinated and effective informational system, aimed at improving the quality, reliability, availability of information concerning health tourism.

  8. The impact of transformational CEOs on the performance of small- to medium-sized firms: does organizational context matter?

    Science.gov (United States)

    Ling, Yan; Simsek, Zeki; Lubatkin, Michael H; Veiga, John F

    2008-07-01

    Although theory suggests that CEOs who engage in transformational leadership should have a positive effect on firm performance, most empirical examinations using data drawn from larger firms have failed to find support for this linkage. Given that the organizational complexity associated with larger firms has been viewed as a central obstacle to establishing this important link, the authors examined the impact of CEO transformational leadership on firm performance in smaller, privately held firms. After first explaining why the less complex context of these firms provides a setting for transformational CEOs to play a more direct role in enhancing firm performance, they then further clarified the nature of this link by hypothesizing 3 contingencies that they argued are particularly salient: firm size, CEO founder status (founder or nonfounder), and CEO tenure. Results from a multisource survey of CEOs and their top management teams in 121 firms and 2 time-lagged measures of performance, 1 objective and 1 perceived, provided consistent support for these hypotheses.

  9. Employee Turnover Impact in Organizational Knowledge Management: The Portuguese Real Estate Case

    Directory of Open Access Journals (Sweden)

    Filipe FIDALGO

    2012-04-01

    Full Text Available Organizations make large investment on their employees concerning the training, developing, maintaining and the efforts to retaining them. Employee turnover is one of the most important issues to organizations, and one that needs special attention. This problem is even more relevant when business processes are less depending from machinery and heavily rely on human relationships, being real estate business one such good example. With the globalization phenomena, greater competition and economic crises, real estate organizations must provide and constantly innovate services which are based on strategies created by employees. Knowledge must be retained, in a way that it can be stored and disseminated through the organization. This paper examines the impact of employee turnover, and proposes a conceptual model based on a knowledge management approach supported by information and communication technologies on how to minimize the impact of employee turnover in organizations. The research used Grounded Theory to inform the model.

  10. The impact of Green Information Systems on sustainable supply chain and organizational performance

    OpenAIRE

    Ogunyemi, T; Aktas, E

    2013-01-01

    This paper reports about a research in progress focusing on the impact of green information systems on sustainable supply chain performance. Green information systems, supply chains and their relation to sustainability and performance measurement are explained. The preliminary literature review resulted in a draft conceptual framework where sustainable supply chain measures focusing on economic, environmental and social aspects are combined with traditional supply chain performance measures o...

  11. Organizational Sense: A Notion for Studying Emerging Organizational Professionalism at Work

    Directory of Open Access Journals (Sweden)

    Gérald Gaglio

    2014-03-01

    Full Text Available This article examines organizational professionalism at work and in action. I focus on how organizational professionalism emerges in the workplace and what kinds of situated skills are involved. Organizational professionalism is explored in three dimensions (activity, politics, and ethics, from which the notion of organizational senseis developed. Organizational sense has three accepted meanings. The first accepted meaning relates to everydayness and ecologies of action. It has collective, material, and informational dimensions, and is distributed between people and objects. The second accepted meaning concerns the political dimension of performing a professional activity and its sensitivity (attentiveness, discernment, etc.. The third accepted meaning concerns ethics and examines loyalty toward an organization. The notion of organizational sense is illustrated by means of fieldwork with a population of internal communicators working in seven major French organizations. 

  12. The influence of organizational culture on organizational preferences towards the choice of organizational change strategy

    Directory of Open Access Journals (Sweden)

    Janićijević Nebojša

    2012-01-01

    Full Text Available Organizational culture, through its assumptions, values, norms and symbols, determines the way in which the members of an organization perceive and interpret the reality within and around their organization, as well as the way they behave in that reality. For this reason we may assume that organizational culture has an impact on the way in which an organization changes, and that matching of organizational culture and change strategy will improve the efficiency of the change process. In this paper specific hypotheses about the causal relationship between certain types of organizational culture and certain change strategies are formulated. Types of organizational culture are differentiated according to Handy’s and Trompenaars’ classifications. Organizational change strategies have been differentiated according to previous work of Chin & Benne but one more strategy has been added. Classifications of both the organizational cultures and of the organizational change strategies are based on the same criteria of differentiation: distribution of power in an organization and orientation toward relationships or tasks. For this reason it is possible to formulate hypotheses about the causal relationship between certain types of organizational cultures and certain types of organizational change strategies. Thus, eight hypotheses are formulated in this paper, relating particular change strategies with particular types of organizational culture.

  13. The Impact of Corporate Reputation and Information Sharing on Value Creation for Organizational Customers

    Directory of Open Access Journals (Sweden)

    Žabkar Vesna

    2014-11-01

    Full Text Available The importance of corporate communication to build, protect and maintain corporate reputation has been advocated in numerous publications in recent years. The main goal of this paper is to provide an understanding of the impact of corporate reputation and information sharing on value creation. Both reputation and information sharing represent signals that customers observe in the process of value creation, which is seen as the end focus for corporate marketing. The paper draws on signaling theory and corporate marketing literature from the European and American schools of thought.

  14. The Effects of Organizational Training on Organizational Commitment

    Science.gov (United States)

    Bulut, Cagri; Culha, Osman

    2010-01-01

    This empirical study investigated the impact of organizational training on employee commitment focusing on employees' emotional and affective responses towards their organization. Organizational training is conceptualized within a multidimensional framework consisting of motivation for training, access to training, benefits from training and…

  15. An Organizational Economics Approach to Organizational Change in Emerging Economies

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    Meisam Karami

    2014-04-01

    Full Text Available Organizational change in Transitional economies is influenced by multiple political, historical and economic factors not present in established market economies. This study proposes an organizational economics approach to organizational change in emerging economies. Based on transaction cost economics and resource based view, the cost of change is proposed as a mediator of change and perceived commitment to transition is proposed as antecedents of cost of change for organizations in emerging economies. The proposed approach has practical implications for government and organizations concerned with long-term development in emerging economies. It may provide a useful lens in studying the impact of government policies on organizational change in transitional economies.

  16. Considering the Differential Impact of Three Facets of Organizational Health Climate on Employees’ Well-Being

    Directory of Open Access Journals (Sweden)

    Zandra M. Zweber

    2015-01-01

    Full Text Available One potential way that healthy organizations can impact employee health is by promoting a climate for health within the organization. Using a definition of health climate that includes support for health from multiple levels within the organization, this study examines whether all three facets of health climate—the workgroup, supervisor, and organization—work together to contribute to employee well-being. Two samples are used in this study to examine health climate at the individual level and group level in order to provide a clearer picture of the impact of the three health climate facets. k-means cluster analysis was used on each sample to determine groups of individuals based on their levels of the three health climate facets. A discriminant function analysis was then run on each sample to determine if clusters differed on a function of employee well-being variables. Results provide evidence that having strength in all three of the facets is the most beneficial in terms of employee well-being at work. Findings from this study suggest that organizations must consider how health is treated within workgroups, how supervisors support employee health, and what the organization does to support employee health when promoting employee health.

  17. Considering the Differential Impact of Three Facets of Organizational Health Climate on Employees' Well-Being.

    Science.gov (United States)

    Zweber, Zandra M; Henning, Robert A; Magley, Vicki J; Faghri, Pouran

    2015-01-01

    One potential way that healthy organizations can impact employee health is by promoting a climate for health within the organization. Using a definition of health climate that includes support for health from multiple levels within the organization, this study examines whether all three facets of health climate--the workgroup, supervisor, and organization--work together to contribute to employee well-being. Two samples are used in this study to examine health climate at the individual level and group level in order to provide a clearer picture of the impact of the three health climate facets. k-means cluster analysis was used on each sample to determine groups of individuals based on their levels of the three health climate facets. A discriminant function analysis was then run on each sample to determine if clusters differed on a function of employee well-being variables. Results provide evidence that having strength in all three of the facets is the most beneficial in terms of employee well-being at work. Findings from this study suggest that organizations must consider how health is treated within workgroups, how supervisors support employee health, and what the organization does to support employee health when promoting employee health.

  18. Workplace Based Assessment in an Asian Context: Trainees’ and Trainers’ Perception of Validity, Reliability, Feasibility, Acceptability, and Educational Impact

    Directory of Open Access Journals (Sweden)

    Jackson Tan

    2015-01-01

    Full Text Available Workplace based assessment (WPBA is commonplace in postgraduate training in many countries but is not widely practised and established in Asia. The WPBA tools that are used by the local programme are Mini-Clinical Examination (Mini-CEX, Directly Observed Practical Skills (DOPSs, Multisource Feedback (MSF, and Case Based Discussion (CBD. This cross-sectional study utilised a questionnaire to obtain feedback from both assessors and trainees. Participants rated the tools on a 5-point scale on validity, reliability, feasibility, educational impact, and acceptability. 30 assessors and 23 trainees participated in the study. The percentages of adequate ratings given by trainees for validity, reliability, feasibility, educational impact, and acceptability were 100%, 99%, 91%, 100%, and 100%, respectively, for all tools. There was no difference in perceptions between trainees and assessors for all WPBA tools except MSF (p<0.05. The common themes that have arisen suggested that applicability of WPBA could be affected by faculty development, endorsement from governing bodies, pervading cultural mindsets, and the complex relationships between doctors and patients; teachers and students; and educators and clinicians. The high level of satisfaction from our respondents indicates that WPBA can be successfully integrated in an Asian postgraduate training programme despite systemic, cultural, and language barriers.

  19. Organizational Relationship Termination Competence

    DEFF Research Database (Denmark)

    Ritter, Thomas; Geersbro, Jens

    2011-01-01

    that a firm's percentage of unwanted customers decreases significantly as acceptance of termination increases, if the firm's definition of unwanted customers is well understood, and if a firm has clear termination routines. In addition, general focus on profitability and external constraints on relationship...... termination are found to significantly affect a firm's relationship termination competence. The findings suggest that managers should regard termination as a legitimate option in customer relationship management. In order to decrease the number of unwanted customers, managers must accept termination......Most firms are involved in a number of customer relationships that drain the firm's resources. However, many firms are hesitant to address this problem. This paper investigates customer relationship termination at the organizational level. We develop and analyze the organizational dimensions...

  20. The Impact of Trajectory Prediction Uncertainty on Air Traffic Controller Performance and Acceptability

    Science.gov (United States)

    Mercer, Joey S.; Bienert, Nancy; Gomez, Ashley; Hunt, Sarah; Kraut, Joshua; Martin, Lynne; Morey, Susan; Green, Steven M.; Prevot, Thomas; Wu, Minghong G.

    2013-01-01

    A Human-In-The-Loop air traffic control simulation investigated the impact of uncertainties in trajectory predictions on NextGen Trajectory-Based Operations concepts, seeking to understand when the automation would become unacceptable to controllers or when performance targets could no longer be met. Retired air traffic controllers staffed two en route transition sectors, delivering arrival traffic to the northwest corner-post of Atlanta approach control under time-based metering operations. Using trajectory-based decision-support tools, the participants worked the traffic under varying levels of wind forecast error and aircraft performance model error, impacting the ground automations ability to make accurate predictions. Results suggest that the controllers were able to maintain high levels of performance, despite even the highest levels of trajectory prediction errors.

  1. Organizational Justice

    Science.gov (United States)

    Burns, Travis

    2013-01-01

    Helping principals understand the importance of organizational justice is the first step in enhancing learning outcomes for all learners, regardless of their social class, race, abilities, sex, or gender. In schools, organizational justice may be defined as teachers' perceptions of fairness, respect, and equity that relate to their interactions…

  2. LHC physics debris collimation studies and their impact on AFP detectors acceptance

    CERN Document Server

    Roncarolo, F; Potter, K; Bussey, P; Bracco, C

    2011-01-01

    The ATLAS Forward Proton (AFP) group is proposing to upgrade the forward region of ATLAS by installing forward proton detectors at 220 m and 420 m from the interaction point on both sides of the LHC ATLAS experiment. For this purpose, at both the 420 m and 220 m locations, it is proposed to install movable beam pipes which will host silicon tracking and fast timing detectors (i.e. four independent detector stations). The experimental acceptance at 220 m is dependent upon the setting of two collimators designed to protect the LHC straight section and dispersion suppressor around ATLAS (and CMS) from the physics debris generated at the two high luminosity experiments. This note presents the result of tracking studies showing that the installation of a new collimator in front of the Q6 magnet (or the displacement at this of location of the second of the already existing collimators) would ensure an improved protection of the LHC machine while allowing the AFP experiment at 220m.

  3. Organizational Socialization to Innovativeness,

    Science.gov (United States)

    1983-12-01

    Education , Fall, 1983. May, 1983. TR-i8 Barley, Stephen R. "Semiotics and the Study of Occupational and Organizational Cultures." Administrative Science...constrained and is thus -- to Innovite. Rebellion and conformity each tend toward .-’=at’.L spocs -,e, because the individual is either accepting the .’- ’ r...the spread in each age group on the basis of education (no degree, associate, Bachelors, Masters), years at LINC, years as a supervisor, gender

  4. O impacto dos valores pessoais e organizacionais no comprometimento com a organização The impact of personal and organizational values on commitment to the organization

    Directory of Open Access Journals (Sweden)

    Helenita de Araújo Fernandes

    2009-12-01

    Full Text Available O presente estudo objetivou investigar o impacto dos valores pessoais e organizacionais no comprometimento com a organização. A amostra foi composta por 311 empregados de ambos os sexos, provenientes de 11 organizações pertencentes a segmentos diversos, que responderam a um inventário de valores pessoais, um de valores organizacionais e a uma escala de comprometimento organizacional. Foi observado que o valor pessoal de conservação e os valores organizacionais de conservadorismo e hierarquia atuaram como preditores do comprometimento afetivo; o valor organizacional de autonomia predisse o comprometimento calculativo e os valores pessoais de conservação e autopromoção constituíram-se em preditores do comprometimento normativo. Tais resultados são discutidos à luz dos modelos teóricos que deram suporte à pesquisa e, à guisa de conclusão, são apresentadas algumas sugestões de estratégias com base em valores capazes de suscitar maior comprometimento do empregado.This study aimed to investigate the impact of personal and organizational values on commitment to the organization. The sample was composed of 311 employees from both sexes and from 11 companies, belonging to different segments. They answered to a personal values inventory, to an organizational values inventory and to an organizational commitment scale. It was observed that the personal value of conservation and the organizational values of conservatism and hierarchy were predictors of affective commitment; that the organizational value of autonomy was a predictor of calculative commitment and that the personal values of conservation and self-enhancement were predictors of normative commitment. These results are discussed in the light of the theoretical models that have given support to the research, and by means of conclusion, some suggestions of strategies based on values are presented, that are capable of arousing more commitment from the employees.

  5. Social Acceptance of Wind Energy: Managing and Evaluating Its Market Impacts (Presentation)

    Energy Technology Data Exchange (ETDEWEB)

    Baring-Gould, I.

    2012-06-01

    As with any industrial-scale technology, wind power has impacts. As wind technology deployment becomes more widespread, a defined opposition will form as a result of fear of change and competing energy technologies. As the easy-to-deploy sites are developed, the costs of developing at sites with deployment barriers will increase, therefore increasing the total cost of power. This presentation provides an overview of wind development stakeholders and related stakeholder engagement questions, Energy Department activities that provide wind project deployment information, and the quantification of deployment barriers and costs in the continental United States.

  6. Three Tails of Organizational Innovation: from the Value Creation Perspective

    DEFF Research Database (Denmark)

    Lin, Chih-Cheng; Ma, Zheng

    2012-01-01

    of presenting the organizational innovation process: two-way interactive triggers for organizational innovation integrating three levels – individual, group and organization, and three tails of organizational innovation process. By exploring the organizational innovation process, this study has extended...... the Rogers’ landmark article (1995) by indicating three different organizational innovation processes with different value impact, named “three tails”. It also contributed knowledge to the literature on organizational innovation process by describing value creation and transfer among individuals, groups...

  7. Study on the Impact of Knowledge Newcomer's Organizational Socialization to Organizational Commitment%知识型新员工组织社会化对组织承诺影响的追踪研究

    Institute of Scientific and Technical Information of China (English)

    李从容; 宋晓阳; 段兴民

    2011-01-01

    组织社会化能有效降低员工离职和提高员工满意度。本文采用追踪研究方法就知识型新员工组织社会化对组织承诺的影响进行了实证研究。在对知识型新员工组织社会化内容结构进行适合中国文化情境构建的基础上,通过对231名知识型新员工两个时点的组织社会化三要素和组织承诺两因素的测量,利用结构方程模型对假设进行了验证。结果表明,知识型新员工人际融洽、文化融合与情感承诺和持续承诺正相关,工作胜任与情感承诺正相关,但与持续承诺负相关。%Organizational commitmemt could reduce turnover and improve the satisfaction of employeer, however there were few study concerning about the cause of organizational commitmem. This thesis designed a structure model describing the impact of knowledge newco

  8. Conceptualization of Organizational Innovation Orientation and Its Impacts on Organizational Innovation Performance%组织创新导向的内涵及其对组织创新绩效的影响研究

    Institute of Scientific and Technical Information of China (English)

    李悦

    2012-01-01

    There has been a mix of conceptualization and meaning about innovation orientation. Based on the analysis of the existed literature , innovation orientation is delineated as an action logic which is comprised of innovation orientation, learning philosophy and creative climate cultivation. How innovation orientation drives organizational innovation action, which in turn influences organizational innovation performance is discussed, and innovation orientation is empirically showed to have significant positive impacts on innovation performance.%培育组织创新导向对于提升组织创新绩效具有重要意义,但现有研究对于组织创新导向的内涵并未形成统一、清晰的认识.在回顾现有研究的基础上,该文对组织创新导向的内涵进行了深入分析,验证了组织创新导向由“学习驱动”、“氛围塑造”和“创新承诺”这三个核心要素构成.分析了组织创新导向对组织创新绩效的影响机制,并验证了组织创新导向对组织创新绩效具有显著的正向影响.

  9. 员工职业成长与组织承诺--组织文化导向的调节作用%The Impact of Staff's Career Growth on Organizational Commitment:the Moderating Role of Organizational Culture Orientation

    Institute of Scientific and Technical Information of China (English)

    高新; 张玮

    2016-01-01

    This paper mainly studied on how employees'professional growth impacted on the organizational commitment through the survey of 385 valid samples and data analysis. Hierarchical regression and structural equation analysis indicates that organizational culture orientation played a regulatory role on organizational commitment during the employee career growth. If the employee orientation in organizational culture is higher, the professional growth of positive influence on organizational commitment is also enhanced.If the result orientation in organizational culture is higher, the professional growth of negative influence on organizational commitment is higher.The employee orientation and result orientation adj usted interactively for both employee's professional growth and organizational commitment.Higher employee orientation and higher result orientation in organizational culture played the biggest influence on the organizational commitment.%本文通过对385个有效样本的调查和数据分析,运用层次回归法和结构方程模型研究了员工职业成长对组织承诺的影响作用。分析结果表明:组织文化导向在员工职业成长对组织承诺的影响中发挥调节作用。高员工导向组织文化下,职业成长对组织承诺的正向影响也增强;高结果导向的组织文化下,职业成长对组织承诺的负向影响越强。对于员工职业成长与组织承诺,员工导向与结果导向具有交互调节作用,高员工-高结果导向文化下影响最大。

  10. Organizational Justice and the Intent to Share: Knowledge Sharing Practices among Forensic Experts in Turkey

    Directory of Open Access Journals (Sweden)

    Can, Ahmet

    2013-12-01

    Full Text Available Organizational climate and organization culture can be some of the leading factors in hindering knowledge sharing within the organization. It is generally accepted that successful knowledge management practice, including knowledge sharing, comes as a result of a conducive and knowledge sharing friendly environment. Organizations that promote and reward collective work generate a trustful and a more collaborative learning culture. The perception of fairness in an organization has been considered an important indicator of employee behavior, attitude, and motivation. This study investigates organizational justice perception and its impact on knowledge sharing practices among forensic experts in the Turkish National Police. The study findings revealed that senior officers, who are experts in the field, have the strongest organizational justice perception. Meanwhile, noncommissioned officers or technicians bear positive but comparatively weaker feelings about the existence of justice within the organization. The study argues that those who satisfy their career expectations tend to have a higher organizational justice perception.

  11. Biotechnological innovation impacts, social and ethical aspects and public acceptability; Sicurezza, implicazioni etico-sociali e percezione pubblica delle biotecnologie

    Energy Technology Data Exchange (ETDEWEB)

    Capuano, V. [ENEA, Centro Ricerche Casaccia, Rome (Italy). Dipt. Innovazione

    1997-11-01

    Biotechnology is a highly distinctive area of scientific activity and its applications can strongly influence human life. Biotechnological innovations impact on sanitary, environmental, social, ethical and economic aspects and it is particularly important a greater public understanding of biotechnology issues in the view of increasing its acceptability. Knowledge and acceptance do not go always in the same direction, as the last is influenced by various complex factors, but without a knowledgeable public there can be no effective democratic agreement. So it appears important that scientific community and industry can promote and diffuse more knowledge among citizens and consumers, taking into account also of social and ethical issues raised by public and public interest groups. In this report bio safety of biotechnology applications and social and ethical issues are analyzed. They receive much attention in the discussion in the biotechnology arena (scientists, industry, institutions and the public). In particular health and environmental risks, gene therapy, transgenic animals, patent issues and genetic resources access, consumers rights are considered. Since the media are central to the dissemination of information and views about science, is has been evidenced their role, in addition to a short analysis of public perception and communication strategies.

  12. 组织支持感对组织公民行为的影响机制--基于心理资本中介效应模型的研究%The Impact of Perceived Organizational Support on Organizational Citizenship Behaviors---A Study based on Psychological Capital Mediating Model

    Institute of Scientific and Technical Information of China (English)

    张红丽; 胡成林

    2015-01-01

    组织支持感对组织公民行为的影响作用已经得到管理者与研究者的重视,然而组织支持感通过怎样的具体机制影响组织公民行为尚未得到系统阐释。本文通过对467个企业员工进行问卷调查,探讨了组织支持感、心理资本以及主动性人格对组织公民行为的影响机制,结果表明:组织支持感显著正向影响心理资本与组织公民行为;心理资本显著正向影响组织公民行为,且心理资本在组织支持感与组织公民行为的关系中起完全中介作用;主动性人格在心理资本与组织公民行为的关系中起正向调节作用,同时,主动性人格还调节着心理资本对组织支持感与组织公民行为关系的中介效应。%The effects of perceived organizational support on organizational citizenship behaviors have attracted managers and researchers′attention, however, studies on the mechanisms between perceived organizational support and organiza-tional citizenship behaviors remain inconclusive and undeveloped.On the basis of 467 survey samples, this paper empir-ically investigates how the perceived organizational support, psychological capital and proactive personality affect organi-zational citizenship behaviors.Results show that perceived organizational support has significant positive effect on psycho-logical capital and organizational citizenship behaviors;psychological capital has a significant positive impact on organiza-tional citizenship behaviors, and also fully plays a mediating role in the relationship between perceived organizational support and organizational citizenship behaviors;proactive personality plays a positive moderation role in the relationship between psychological capital and organizational citizenship behaviors, furthermore, proactive personality also moderates the mediating role of psychological capital in the relationship between perceived organizational support and organizational citizenship

  13. Organizational Knowledge Management Structure

    Science.gov (United States)

    Walczak, Steven

    2005-01-01

    Purpose: To propose and evaluate a novel management structure that encourages knowledge sharing across an organization. Design/methodology/approach: The extant literature on the impact of organizational culture and its link to management structure is examined and used to develop a new knowledge sharing management structure. Roadblocks to…

  14. Organizational Blogging

    DEFF Research Database (Denmark)

    Agerdal-Hjermind, Annette

    2014-01-01

    The purpose of this paper is to address and discuss implications of blog usage in a corporate communication context from an employees’ perspective by analyzing the local context and the underlying motivations of corporate blogging as they are being discursively constructed by a group...... of organizational bloggers. The paper presents findings from a case study of a government agency’s corporate blogging activity, traced through focus group interviews with the organizational bloggers....

  15. Administrators' Power Usage Styles and Their Impact on the Organizational Culture in Colleges of Education: A Case Study

    Science.gov (United States)

    Ozcan, Kenan; Karatas, Ibrahim Hakan; Caglar, Çaglar; Polat, Murat

    2014-01-01

    The main purpose of this study is to determine how power usage styles of administrators of faculties of education influence the organizational culture in their respective faculties in Turkey. Using the phenomenological method, a qualitative research method, researchers studied a group comprised of 20 academics from 7 different colleges of…

  16. Choosing a Group Representative : The Impact of Perceived Organizational Support on the Preferences for Deviant Representatives in Work Negotiations

    NARCIS (Netherlands)

    Demoulin, Stephanie; Teixeira, Catia Pinto; Gillis, Celine; Goldoni, Edwine; Stinglhamber, Florence

    2016-01-01

    Group representative selection in negotiation is a topic that has only recently attracted researchers' attention. This article focuses on workplace negotiations and examines how employees' selection of representatives depends on their level of perceived organizational support (POS). We predict and s

  17. Entrepreneurial Orientation of Community College Workforce Divisions and the Impact of Organizational Structure: A Grounded Theory Study

    Science.gov (United States)

    Schiefen, Kathleen M.

    2010-01-01

    This research focused on how organizational structure of community colleges influenced the entrepreneurial orientation of deans, directors, vice presidents, and vice chancellors of workforce units. Using grounded theory methodology, the researcher identified three emergent theories applicable to both integrated and separate workforce units. These…

  18. The Impact of School-Wide Positive Behavioral Interventions and Supports (PBIS) on the Organizational Health of Elementary Schools

    Science.gov (United States)

    Bradshaw, Catherine P.; Koth, Christine W.; Bevans, Katherine B.; Ialongo, Nicholas; Leaf, Philip J.

    2008-01-01

    Positive Behavioral Interventions and Supports (PBIS) is a universal, school-wide prevention strategy that is currently implemented in over 7,500 schools across the nation to reduce disruptive behavior problems through the application of behavioral, social learning, and organizational behavioral principles. PBIS aims to alter school environments…

  19. The Inter-organizational Business Case in ES Implementations: Exploring the Impact of Coordination Structures and Their Properties

    NARCIS (Netherlands)

    Eckartz, Silja; Katsma, Christiaan; Daneva, Maya; Quintela Varajão, João Eduardo; Cruz-Cunha, Maria Manuela; Putnik, Goran D.; Trigo, António

    2010-01-01

    Developing the business case (BC) for an inter-organizational network is a major challenge. Factors like competition and differences in semantics between actors influence the stakeholders’ willingness to share information necessary for the BC development. In this paper we develop an exploratory fram

  20. The impact of market orientation, product advantage, and launch proficiency on new product performance and organizational performance

    NARCIS (Netherlands)

    Robben, H.S.J.; Langerak, F.; Hultink, E.J.

    2004-01-01

    Some scholars have suggested recently that a market-oriented culture leads to superior performance, at least in part, because of the new products that are developed and are brought to market. Others have reinforced this wisdom by revealing that a market-oriented culture enhances organizational innov

  1. How the Organizational Learning Process Mediates the Impact of Strategic Human Resource Management Practices on Performance in Korean Organizations

    Science.gov (United States)

    Cho, Sei Hyoung; Song, Ji Hoon; Yun, Suk Chun; Lee, Cheol Ki

    2013-01-01

    The primary purpose of this research is to examine the structural relationships among several workplace-related constructs, including strategic human resource management (HRM) practices, organizational learning processes, and performance improvement in the Korean business context. More specifically, the research examined the mediating effect of…

  2. Long-Term Youth Criminal Outcomes in MST Transport: The Impact of Therapist Adherence and Organizational Climate and Structure

    Science.gov (United States)

    Schoenwald, Sonja K.; Chapman, Jason E.; Sheidow, Ashli J.; Carter, Rickey E.

    2009-01-01

    This study investigated relations among therapist adherence to an evidence-based treatment for youth with serious antisocial behavior (i.e., Multisystemic Therapy), organizational climate and structure, and youth criminal charges on average 4 years posttreatment. Participants were 1,979 youth and families treated by 429 therapists across 45…

  3. A Study of the Impact of Perceived Organizational Justice on Employee\\\\\\'s Social Capital (Case Study: Health Network of Noshahr City

    Directory of Open Access Journals (Sweden)

    Ali Nasr Esfahani

    2013-07-01

    In recent years, increasing attention to the issue of organizational justice and its impacts on organizational outcome has urged organizations to strive for organizational justice in order to survive and reach their objectives. Perceiving injustice has a destructive impact on teamwork spirit and motivation of employees. Injustice and unfair distribution of organization's outputs and achievements demoralize employees and diminish their motivation to be active and assiduous. Besides, it probably reduces performance, production and commitment to the organization. In fact, justice does not mean to assign a single standard for all members. Rather, it means that we must enact responsibilities in certain conditions and act upon them in a fair way. Organizational justice determines how the employees must be treated so they feel they are being treated with justice. According to Lopaciuk (2011, p.63, while organizational justice have a positive effect on an organization's manpower in achieving objectives of employees and the organization, the employees' social capital is also instrumental in a way that chances of success in an organization with high levels of social capital is much more than those organization in which social capital is low. Social capital is a kind of latent wealth and property which is the result of mental preparedness of members of a society to give up their personal interests and engage in collaborative action. It could be considered as a manageable phenomenon in the sense that we can restructure it according to policies of the organization or help the process of its formation. Unlike other kinds of capital, social capital does not exist physically. Rather, it is the result of group and social norms and interactions whose increase causes the reduction of operational costs of the organization. Social capital is generative in nature and urges people to preserve values, perform tasks correctly, reach their goals and accomplish their life plans. In other

  4. Empirical Study on Impact of Organizational Silence on Organizational Commitment in Enterprises%企业组织沉默对组织承诺影响的实证研究

    Institute of Scientific and Technical Information of China (English)

    何丽红; 张文娟; 杜军丽

    2011-01-01

    This paper argues that organizational silence as the antecedent variables of organizational commitment and the organizational commitment as the consequence variables of the organizational silence,build the structural equation mode of affecting between the dimensions of organizational commitment and the dimensions of organizational silence.Using structural equation model and combining with 258 employees three cities as the research object of research,from the perspective of empirical study,it analyzes the influence the dimensions of organizational silence on the dimensions of organizational commitment.It has been found that there are significant negative influences of the dimensions of organizational silence on the dimensions of organizational commitment.The paper further more discusses the study's management of the research results.%以组织沉默作为组织承诺的前因变量、组织承诺作为组织沉默的后果变量来构建组织沉默各维度对组织承诺各维度影响的结构方程模型,在运用结构方程模型的分析方法并运用相关软件处理调查研究数据的基础上,从实证的视角检验了组织沉默各维度对组织承诺各维度的负向影响效应。

  5. AN ANALYSIS ON THE ORGANIZATIONAL IMAGE AND INNOVATIVE ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN MODERN

    Directory of Open Access Journals (Sweden)

    Fuat OKTAY

    2016-01-01

    Full Text Available This study examines the relationship between the organizational image and innovative organizational citizenship behavior and how these variables vary with of socio-demographic factors. The research uses both the relational and descriptive methods. Scores of both organizational image and innovative organi- zational citizenship behavior are obtained from a 937 survey with 5-point Likert scale. Regression analysis results showed that the organizational image is a statistically significant determinant of the innovative organizational citizenship behavior. The ANOVA and post-hoc analyses results show that age, experience, position, permanent or temporary work status, title, and education show that both the organizational image perception and the innovative organizational citizenship behavior scores significantly improves with age, experience, title level. However, as the level of education rises the organizational image scores significantly declines, but no significant impact of education level on innovative organizational citizenship behavior is observed.

  6. Responsible technology acceptance

    DEFF Research Database (Denmark)

    Toft, Madeleine Broman; Schuitema, Geertje; Thøgersen, John

    2014-01-01

    on private consumers’ acceptance of having Smart Grid technology installed in their home. We analyse acceptance in a combined framework of the Technology Acceptance Model and the Norm Activation Model. We propose that individuals are only likely to accept Smart Grid technology if they assess usefulness...... in terms of a positive impact for society and the environment. Therefore, we expect that Smart Grid technology acceptance can be better explained when the well-known technology acceptance parameters included in the Technology Acceptance Model are supplemented by moral norms as suggested by the Norm...... Activation Model. We tested this proposition by means of an online survey of Danish (N=323), Norwegian (N=303) and Swiss (N=324) private consumers. The study confirms that adding personal norms to the independent variables of the Technology Acceptance Model leads to a significant increase in the explained...

  7. The Influence of Organizational Culture on Market Orientation, with Emphasis on the Mediator Role of Organizational Conflict (Case Study: The Furniture Industry in Mashhad City

    Directory of Open Access Journals (Sweden)

    Habibolah Doaei

    2013-08-01

    To analyze the hypothesis of a two-step approach suggested by Anderson and Jerbing (1988, structural equation modeling is used. Firstly, the model can be fitted to measure and confirm the measurement model. In the second step of the analysis, assumptions are tested. The fit criteria are the most important steps in the analysis of structural equation modeling. According to research findings, the fitted values are acceptable; all fit indices show good condition. The results showed that the proposed structural model of the main goals of this study was fitted well. Another goal of this research is to provide a conceptual model for the analysis of assumptions as to provide key solutions. One of the purposes of determining the orientation of organizational culture has a significant impact in investigating the first hypothesis. This hypothesis was confirmed with the following three sub-hypothesis. There is no direct link between corporate culture and orientation of its existence. Another objective of the present study was to determine the significant impact of organizational culture on organizational conflicts that was shown in the second hypothesis. This hypothesis was confirmed. In fact, we can say that organizational culture can serve as a powerful resource for increasing the competitive position of the organization. Ultimately, the goal of the present study was to investigate the effect of organizational conflict as a mediator variable in the relationship between organizational culture and marker orientation. The analysis was performed using the indicated Organizational conflict as a mediator and it can tell how significant the role of organizational culture on market orientation is.

  8. Organizational Campaigning

    DEFF Research Database (Denmark)

    Hertel, Frederik

    2015-01-01

    This conference paper will explore the difference between communicating changes and changing communication. Based on a case study in which a manager applies two quite different approaches to organizational communication in order to change the organization he is leading. The first and failing...... approach will in be named: organizational campaigning and means (e.g. Kotter, 2012, p. 9 and Clegg, Kornberger & Pitsis, 2009) that the manager takes control with communication and communication cannels in order to ensure successful organizational changes. Since the changes were not succeeding the approach...... is replaced with a new approach which will be named organizing communication. During the case analysis we will see that this change in approach not only change the managers perception of communication but also his perception of the organization he is leading....

  9. 非营利组织服务导向对组织公民行为与组织绩效的影响%The Impact of Non-profit Organization Service Orientation on Organizational Citizenship Behavior and Organizational Performance

    Institute of Scientific and Technical Information of China (English)

    沈鹏熠; 张雅

    2016-01-01

    The paper,based on the questionnaire survey of non-profit organization supervisors and employees,makes an empirical analysis on the influencing mechanism of non-profit organization service orientation on organizational citizenship behavior and organizational performance. The results indicate that non-profit organization service orientation consists of five dimensions:employee personality management,customer relationship management,service encounter management,human resources management and service system management. Employee personality management,customer relationship management, service encounter management and human resources management have positive impacts on employee job satisfaction ,while employee personality management,customer relationship management,human resources management and service system management have positive impacts on organizational commitment. Meanwhile,employee job satisfaction has a positive impact on organizational commitment and organizational citizenship behavior,organizational commitment has a positive impact on organizational citizenship behavior and organizational performance,and organizational citizenship behavior has a positive impact on organizational performance. Therefore,non-profit organization service orientation has an indirect impact on organi-zational citizenship behavior and organizational performance through employee job satisfaction and organizational commit-ment. In addition,the analysis of multi group structural equation model shows that the impacts of non-profit organization characteristic variables varies significantly in different hypothetical paths.%文章基于非营利组织主管和员工的问卷调查,实证分析了非营利组织服务导向对组织公民行为与组织绩效的影响机制.结果表明,非营利组织服务导向由员工个性管理、顾客关系管理、服务接触管理、人力资源管理和服务系统管理五维度构成;员工个性管理、顾客关系管理、服务接触管

  10. Organizational Culture

    Directory of Open Access Journals (Sweden)

    Adrian HUDREA

    2006-02-01

    Full Text Available Cultural orientations of an organization can be its greatest strength, providing the basis for problem solving, cooperation, and communication. Culture, however, can also inhibit needed changes. Cultural changes typically happen slowly – but without cultural change, many other organizational changes are doomed to fail. The dominant culture of an organization is a major contributor to its success. But, of course, no organizational culture is purely one type or another. And the existence of secondary cultures can provide the basis for change. Therefore, organizations need to understand the cultural environments and values.

  11. Organizational Identity

    DEFF Research Database (Denmark)

    Hatch, Mary Jo; Schultz, Majken

    This text presents the classic works on organizational identity alongside more current thinking on the issues. Ranging from theoretical contributions to empirical studies, the readings in this volume address the key issues of organizational identity, and show how these issues have developed through...... contributions from such diverse fields of study as sociology, psychology, management studies and cultural studies. The readings examine questions such as how organizations understand who they are, why organizations develop a sense of identity and belonging, where the boundaries of identity lie...... and the implications of postmodern and critical theories' challenges to the concept of identity as deeply-rooted and authentic....

  12. Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework

    Directory of Open Access Journals (Sweden)

    Tavleen Kaur

    2014-12-01

    Full Text Available Extant literature on recruitment has focused on the traditional sources of recruitment like company brochures, career fairs, and impact of such sources on intent to join the organization, productivity and turnover intention. The influence of recruitment related information on pre hire outcomes is still scarce and inconclusive. With the advent of technology and access to Internet, company websites have become an important source of recruitment. Apart from company websites, job seekers are now using company independent websites, forums or online communities to gather a more truthful picture and information about the job and organizational attributes. Social media too has become increasingly important medium where the current employees’ share how it is to work with the organization However research on web based recruitment is limited to company websites. Despite the widespread growth and practical use of these new and innovative media very little is known about how these independent sites influence recruitment pre hire outcomes. In this direction the proposed study presents a conceptual framework about how job seekers perceive company independent websites as a tool for providing recruitment communication and their impact on organizational attractiveness using Information Realism, Person-Environment fit framework, Source Credibility framework.

  13. Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff

    OpenAIRE

    Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu; Kung, Jung-Yuan; Weng, Hui-Ching; Lin, Yu-Tz; Lee, Shu-I

    2015-01-01

    Background It is of importance and urgency for hospitals to retain excellent nursing staff in order to improve patient satisfaction and hospital performance. However, it was found that simply increasing the salary is not the best method to resolve the problem of lacking nursing staff; it is necessary to focus on the impact of non-monetary factors. The delicate relationship between organizational justice, organizational trust, organizational identification, and organizational commitment requir...

  14. Social support moderates the impact of demands on burnout and organizational connectedness: a two-wave study of volunteer firefighters.

    Science.gov (United States)

    Huynh, Jasmine Y; Xanthopoulou, Despoina; Winefield, Anthony H

    2013-01-01

    This two-wave study of volunteers examined the effect of family and friend support on the relationship between volunteer demands (emotional demands and work-home conflict) on the one hand, and burnout (exhaustion and cynicism) and organizational connectedness on the other hand. It was hypothesized that family and friend support would moderate the relationship between (a) demands at Time 1 (T1) and burnout at Time 2 (T2); and (b) demands at T1 and organizational connectedness at T2. Hypotheses were tested among 126 Australian volunteer firefighters, who were followed up over 1 year. Results showed that support moderated the relationship between work-home conflict and exhaustion, but not between emotional demands and exhaustion. In addition, family and friend support moderated the relationship between both volunteer demands at T1 and cynicism and organizational connectedness at T2. These results suggest that support from family and friends is a critical resource in coping with the demands related to volunteer work and may protect volunteers from burnout, while helping them to stay connected to volunteering. (PsycINFO Database Record (c) 2013 APA, all rights reserved).

  15. Organizational culture in public institutions and its impact in the process of implementation of total quality management (case of Kosovo

    Directory of Open Access Journals (Sweden)

    Mr.Sc. Ilir Rexhepi

    2012-12-01

    Full Text Available Total Quality Management (TQM is a management philosophy and approach, whose importance is growing evermore after the 90s. Kosovo's public institutions for a short time now organise activities as part of an independent state and as such they are facing ahead management challenges which are becoming more acute and in the framework of the EU integration processes. Total Quality Management in public institutions, is preceded by establishment and implementation phase ISO 9001 systems. In this paper we tried that through an empirical study in three public institutions of Kosovo, evidence the factors that facilitate or impede timely and successful implementation of quality systems and therefore of TQM. Moreover, we will concentrate on organizational culture. Analysis on the norms, beliefs, principles that characterize the organizational culture of Kosovo institutions and furthermore intertwined with the Law on Public Administration and the political context, will serve to shape the changes that need to be designed to proceed to successful implementation of TQM. In function of the analysis of impeding factors, elements of organizational culture as well as modeling the changes there will be used a number of interviews and questionnaires.

  16. THE EFFECTS OF ORGANIZATIONAL STRUCTURE ON ORGANIZATIONAL TRUST AND EFFECTIVENESS

    OpenAIRE

    Meisam Latifi; Zakieh Shooshtarian

    2014-01-01

    Employees in all organizations want to work in an environment of trust where they make a real contribution to achieve the goals and objectives. This article is on defining and measuring of organizational structure and its impact on the organizational effectiveness and trust. The population from which we drew our sample consisted of all employees of corporations operating in medium and large industries in Fars Province in Iran. The results have shown that there is a significant relationship be...

  17. Inter-Organizational Coordination, IT Support, and Environment

    Institute of Scientific and Technical Information of China (English)

    QU Gang; JI Shaobo; MIN Qingfei

    2008-01-01

    Manufacturing organizations must know how to deal with uncertainty, manage environmental impact, effectively coordinate with suppliers, and use information technology (IT) to support coordination. Applying cybernetics and information processing theories, this study explores the relationship between organizational environment, inter-organizational coordination, IT support, and the effectiveness of inter-organizational coordination. Using the case study method, data was collected from six manufacturing firms in China. The results show that inter-organizational system adoption is affected by organizational environment and is related to the management of inter-organizational coordination. Coordination and IT application affect the performance of inter-organizational coordination.

  18. The Impact of Employee Information Privacy Concerns on Organizational Human Resource Management%员工信息隐私关注对组织人力资源管理实践的影响

    Institute of Scientific and Technical Information of China (English)

    杨宏玲; 张婷; 赵妍

    2013-01-01

    网络环境和信息技术的发展使个人隐私面临巨大挑战。本文从组织内部员工信息隐私关注的角度,研究其对组织信任、组织公民行为和员工满意度的影响。结构方程模型分析的结果表明,员工信息隐私关注对其组织信任有显著的负向影响;信息隐私关注通过组织信任对组织公民行为有一定的影响;信息隐私关注不仅对员工满意度有直接的影响,也通过组织信任对其有间接的影响。%As the development of Network environment and information technology, personal privacy faces great challenges. This paper studies information privacy concerns from the internal staff and its impact on organizational trust, organizational citizenship behavior and employee satisfaction. Structural equation modeling analysis shows that the employee information privacy concerns have a significant negative impact on organizational trust; information privacy concerns have a certain impact on organizational citizenship behavior through organizational trust; information privacy concerns not only have a direct impact on employee satisfaction but also have an indirect impact through organizational trust.

  19. Early Adoption of Innovative Analytical Approach and Its Impact on Organizational Analytics Maturity and Sustainability: A Longitudinal Study from a U.S. Pharmaceutical Company

    Directory of Open Access Journals (Sweden)

    John C. Yi

    2016-08-01

    Full Text Available We investigate the impact of early adoption of an innovative analytics approach on organizational analytics maturity and sustainability. With the sales operation planning involving the accurate determination of physician detailing frequency, multiple product sequencing, nonlinear promotional response functions and achievement of the right level of share of voice (SOV, an analytical approach was developed by integrating domain knowledge, neural network (NN’s pattern-recognition capability and nonlinear mathematical programming to address these challenges. A pharmaceutical company headquartered in the U.S. championed this initial research in 2005 and became the first major firm to implement the recommendations. The company improved its profitability by 12% when piloted to a sales district with 481 physicians; then it launched this approach nationally. In 2014, the firm again gave us its data, performance of the analytical approach and access to key stakeholders to better understand the changes in the pharmaceutical sales operations landscape, the firm’s analytics maturity and sustainability of analytics. Results suggest that being the early adopter of innovation doubled the firm’s technology utilization from 2005 to 2014, as well as doubling the firm’s ability to continuously improve the sales operations process; it outperformed the standard industry practice by 23%. Moreover, the infusion of analytics from the corporate office to sales, improvement in management commitment to analytics, increased communications for continuous process improvement and the successes from this approach has created the environment for sustainable organizational growth in analytics.

  20. Organizational Ignorance

    DEFF Research Database (Denmark)

    Lange, Ann-Christina

    2016-01-01

    This paper provides an analysis of strategic uses of ignorance or not-knowing in one of the most secretive industries within the financial sector. The focus of the paper is on the relation between imitation and ignorance within the organizational structure of high-frequency trading (HFT) firms...... and investigate the kinds of imitations that might be produced from structures of not-knowing (i.e. structures intended to divide, obscure and protect knowledge). This point is illustrated through ethnographic studies and interviews within five HFT firms. The data show how a black-box structure of ignorance...... is replicated within the organizational setting of these firms and re-enacted by the traders. Towards the end of the paper the politics of the relationship between imitation and ignorance is discussed....

  1. [Mobbing: its relationships with organizational culture and personal outcomes].

    Science.gov (United States)

    Topa Cantisano, Gabriela; Morales Domínguez, José Francisco; Gallastegui Galán, José Antonio

    2006-11-01

    A study dealing with the effects of both organizational culture and mobbing on personal and organizational outcomes of a sample of Spanish emergency workers, is reported here. It was found that there is a strong impact of organizational culture dimensions on mobbing, and that mobbing affects job satisfaction, organizational commitment and organizational citizenship behaviour. Results concerning organizational commitment show that this variable is not a mere effect of mobbing in general, but rather that it is also a direct impact of culture on this outcome.

  2. Organizational Behavior.

    Science.gov (United States)

    1984-08-01

    Schermerhorn , J. R., Jr. 1983. Work and nonwork influences on health: A research agenda using inability to leave as a critical variable. Acad. Manage . Rev...7115 Chapter to appear in the 1985 Annual Review of Psychology Accps ;Ion For Di t St Ila r Contents INTRODUCTION 1 What is OB? 1 Chapter Organization...Socialization 18 Turnover 19 Summary 23 GROUP AND ORGANIZATIONAL FOCI 24 Leadership and Management 25 Groups 31 Intergroup Theory 32 Demographics 34

  3. Organizational Decisions.

    Science.gov (United States)

    1982-03-01

    the customer is the Federal Government subjective bases for decisions were mentioned over three times as frequently as sophisticated methods of... satisfcations ? Much of the answer will depend on organizational antecedents and consequences (Bass, 1981). The Cascade. Based on dissatisfaction with his current...transactions (such as discounts to customers during off-seasons), by anticipating needed changes requiring technical adaptation (e.g. maintaining

  4. Banking Models Under the Impact of the Post-Crisis Organizational Changes Apt to Confer Sustainable Financial Stability - Romanian Experience

    Directory of Open Access Journals (Sweden)

    Claudia Gabriela Baicu

    2012-06-01

    Full Text Available The global financial crisis led to substantial changes in the operating environment of banks. Reforming the regulatory framework of financial and banking activity and the increase role of state in banking systems in many countries are important factors that involve major changes in the organizing of banking activity, the strategies adopted, the business models practiced, etc. Based on these considerations, the paper examines trends in banking models after the 2007 crisis. The analysis of the banking models is performed from the perspective of the deep organizational changes that affected the banking environment and sustainable financial stability. The study focuses on the analysis of the banking sustenability and the business model in the Romanian banking system, in the context of the post-crisis organizational changes. The profound interdependence of the Romanian banking system with the banking systems of the European countries and the international tendencies in financial regulation are important factors that influence the business models of the Romanian banks. The banking model practiced in Romania continues to be the traditional one. Currently, the most important challenges of the Romanian banking system are the growth of the non-performing loans, the loans in foreign currency to unhedged borrowers, the pressure to meet the Basel III requirements, as well as the possibility that the exposure of foreign banks towards Romania to decrease.

  5. The Impact of Role Conflict, Role Ambiguity and Organizational Climate on the Job Satisfaction of Academic Staff in Research-Intensive Universities in the UK

    Science.gov (United States)

    Schulz, John

    2013-01-01

    This study focuses on academics in research-intensive universities in the UK and explores their perceptions of organizational climate, role conflict, role ambiguity and job satisfaction. The findings suggest that the universities have multiple organizational climates. Three organizational climate types -- the Clan, the Hierarchy and the Adhocracy…

  6. ORGANIZATIONAL CHANGE IN KNOWLEDGE-BASED FIRM

    Directory of Open Access Journals (Sweden)

    VLADIMIR-CODRIN IONESCU

    2011-04-01

    Full Text Available For sustainable competitive advantages gain, modern organizations, knowledge-based, must promote a proactive and flexible management, permanently connected to change which occur in business environment. Contextually, the paper analyses impact factors of the environment which could determine a firm to initiate a programme strategic organizational change. Likewise, the paper identifies the main organizational variables involved in a changing process and emphasizes the essential role which managers and entrepreneurs have in substantiation, elaboration and implementation of organizational change models.

  7. SERVANT LEADERSHIP AND ORGANIZATIONAL TRUST: THE MEDIATING EFFECT OF THE LEADER TRUST AND ORGANIZATIONAL COMMUNICATION

    Directory of Open Access Journals (Sweden)

    Morad Rezaei

    2012-01-01

    Full Text Available The purpose of this paper aims to clarify the relationship between servant leadership and organizational trust, and tries to demonstrate the mediator role of leader trust and organizational communication in this relationship. The study sample included 258 employees of Guilan province Tax Administration and for sampling we used cluster method. Previous studies have also focused on the positive impact of servant leadership in organizational trust and in this article the results show that there is a significant relationship between servant leadership, organizational trust, leader trust and organizational communication.

  8. Impacts of National Political Processes on the Organizational Initiatives of Piaroa Women in the Colombo-Venezuelan Amazon

    Directory of Open Access Journals (Sweden)

    Vivian Paulina Rosado Cárdenas

    2011-01-01

    Full Text Available This article analyses the incidence of the national political processes in the Colombia-Venezuela border on the organizational process of Piaroa indigenous women living along the middle Orinoco River. From their grassroots organizations, these women seek to cooperate amongst themselves and build a regional ethnic identity, without geopolitical borders, that allows them to strengthen their roles in their communities, in face of the current process of urbanization. However, the policies of the two countries offer different strategies for reclaiming and rebuilding this new cultural identity and for reassessing their position as indigenous women and citizens. This is made evident in their demands to the State and in the new ‘plans of life’ (planes de vida they have proposed for the future generations.  

  9. The impact of public service motivation in an international organization : job satisfaction and organizational commitment in the European Commission. Paper

    NARCIS (Netherlands)

    Vandenabeele, W.V.; Ban, C.

    2009-01-01

    Public service motivation has increasingly been accepted as a central construct in public personnel management and public HRM research. In recent years, research on public service motivation has grown substantially (Perry and Hondeghem, 2008) and has now reached a point where it finally lives up to

  10. Organizational Behavior.

    Science.gov (United States)

    1981-08-03

    5s CSL SIN 102-P4144401SE[CURItY? CLASSIFICATION 09 TWOS PAkGX10fen DRol 90. 005i. La’ fA SECURITV CLASIFICATIOh ofit T t S 6 eWhai Daa am- uso ...that the following influence an employee’s perceptions of task charac- tertistics, frequently in interaction with the objective characteris- tics of...systema- tic relationships to organizational design, it is no: to be considered as the primary determinant of variations in design and that size has

  11. Dimensions of Organizational Coordination

    DEFF Research Database (Denmark)

    Jensen, Andreas Schmidt; Aldewereld, Huib; Dignum, Virginia

    2013-01-01

    be supported to include organizational objectives and constraints into their reasoning processes by considering two alternatives: agent reasoning and middleware regulation. We show how agents can use an organizational specification to achieve organizational objectives by delegating and coordinating...

  12. DSS FOR ORGANIZATIONAL DIAGNOSIS

    NARCIS (Netherlands)

    FROWEIN, JC; POSTMA, TJBM

    1992-01-01

    Information technology in relation to organizational diagnosis and organizational change is the subject of extensive and increasing discussion. A condition for change is insight into organizational problems. This paper discusses the relation between the concepts ''problem'', ''decision making'' and

  13. Impact of Organizational Support on Organizational Justice and Job Engagement of Teachers in Higher Medical Universities, Heilongjiang%组织支持对黑龙江省高等医学院校教师组织公平感及工作投入的影响

    Institute of Scientific and Technical Information of China (English)

    段孝建; 樊立华; 邹路琦; 孙涛; 白诗萌; 葛思澳; 张薇; 关欣

    2015-01-01

    目的:探讨组织支持对黑龙江省高等医学院校教师组织公平感及工作投入的影响及其作用机制。方法:采用问卷调查法收集数据,研究工具采用组织支持量表、组织公平量表及工作投入量表。结果:高等医学院校教师组织支持与组织公平感(β=0�653,P<0.01)和工作投入(β=0.268,P<0.01)呈积极的正向相关性,组织公平感在组织支持与工作投入关系间扮演完全中介作用(β=0.175,P<0.01)。结论:高等医学院校教师感知到的组织支持有助于提升其对组织公平的感知,进而正向激励其努力投入工作。%Objective:To explore impact and mechanism of organizational support on organizational justice and job engagement of teachers in higher medical university. Methods:Questionnaires were used to collect data,including organizational justice scale, organizational support scale and job engagement scale. Results:Organizational support and organizational justice (beta = 0. 653, P< 0. 01) was positive correlation with job engagement of teachers in higher medical university (beta = 0. 268, P< 0. 01), organizational justice play a full mediating role in the relation⁃ship between organizational support and job engagement (beta = 0. 175,P< 0. 01). Conclusion:Because of improving perception of organization justice of teachers in higher medical university through enhancing a sense of perceived organizational support, and to motivate them to work hard.

  14. The Impact of Organizational Factors on the Level of Work Ethic among State Office Employee (Case of Study: Khansar City Employees

    Directory of Open Access Journals (Sweden)

    Mehrangiz Mohammadkhani

    2013-07-01

    The Results of the study show that there are relationships between organizational factors and level of work ethic and this relationships are positive and significant, but are weak. Among variables, meritocracy, style of management, environmental conditions of work have positive relationships with work ethic. Regression analysis of organizational factors and work ethic show that there is a linear relation between them. Adjusted r – squares change from .27 to .2 from model 1 to 3. Based on the third model, independent variables explain 27 percent of the variance of the dependent variable. According to standard regression coefficients, environmental conditions, meritocracy and style of management have the most impacts on dependent variable, respectively. The results show that relationships of all variables with work ethic are significant only when they are viewed with each other, but in regression model only environmental conditions, meritocracy and style of management had significant and linear relationships with work ethic. In the analysis of the relationship between meritocracy and work ethic, it could be said that when employees understand that without commitment and merit they cannot move to higher orders, they try to achieve merit with endeavor and education. Of course, this should be done in accordance with society’s dominant values. Inattention to merit, specialization and skill causes a weakness in spirit and domination of selfishness, Work environment conditions have also an important impact on job satisfaction. If suitable work environment conditions prevail in an organization, feelings of being valuable and likable are created among employees. In this respect, job security has more impact on work ethic by creating spiritual security at work environment. Unfortunately in our organizations, job satisfaction is weak. From one point of view, this is because historically the government has seen itself as competent for any action and can break its contracts

  15. Organizational wisdom.

    Science.gov (United States)

    Limas, Michael J; Hansson, Robert O

    2004-01-01

    In recent years, much theoretical and empirical attention has focused on wisdom as a psychological construct. The development of wisdom is viewed as a positive aspect of aging, but also has a complement to more traditionally-studied domains of intelligence. Two studies, involving a total of 327 adults, examined how our understanding of the construct might be furthered by its application into specific, problematic contexts, and by having its utility assessed. This involved: 1) development of an instrument that related the elements of wisdom to the context of work organizations; 2) identification of the primary ways in which wisdom contributes to well-being in work organizations; and 3) identification of types of organizations (organizational cultures) most likely to need and value wise persons of influence in their midst. Results suggest that wisdom is of greatest consequence when it fills an important gap in what is offered by the organization's (or society's) formal structure. Where the culture has developed more formal institutions, structure, and principles to guide its activities and ensure fairness in how people are treated, there may be less need for informal sources of organizational wisdom.

  16. A Psychoanalytic Approach to Organizational Diagnosis.

    Science.gov (United States)

    Mark, Barbara

    1980-01-01

    Evaluation of leadership is a central task in organizational consultation, but too often ignores the relationship between task definition and administrative structure, and the availability of scarce resources. A systems approach focuses on the reciprocal impact of individual psychodynamics and organizational characteristics on leadership…

  17. Computerized management information systems and organizational structures

    Science.gov (United States)

    Zannetos, Z. S.; Sertel, M. R.

    1970-01-01

    The computerized management of information systems and organizational structures is discussed. The subjects presented are: (1) critical factors favoring centralization and decentralization of organizations, (2) classification of organizations by relative structure, (3) attempts to measure change in organization structure, and (4) impact of information technology developments on organizational structure changes.

  18. An investigation on the role of organizational climate on organizational citizenship behavior

    Directory of Open Access Journals (Sweden)

    Mahsan Hajirasouliha

    2014-04-01

    Full Text Available This paper presents an empirical study to investigate the effect of organizational climate on organizational citizenship behavior in one of Iranian automakers. The proposed study uses a standard questionnaire for measuring organizational citizenship behavior, which is adopted from Podsakoff et al. (2000 [Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000. Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of management, 26(3, 513-563.]. The study also uses another questionnaire, which measures organizational climate, which is adopted from Arabacı (2010 [Arabacı, I. B. (2010. Academic and administration personnel's perceptions of organizational climate (Sample of Educational Faculty of Fırat University. Procedia-Social and Behavioral Sciences, 2(2, 4445-4450.] and both questionnaires are designed in Likert scale. Cronbach alphas for organizational citizenship behavior and organizational climate are measured as 0.78 and 0.84, respectively, which are above the acceptance level of 0.70. Therefore, we can confirm the validity of both questionnaires. The study is implemented among 200 experts in Iranian automaker, randomly and using Spearman correlation ratio as well as stepwise regression techniques, the study has detected a meaningful relationship between components of organizational climate and organizational citizenship behavior.

  19. Organizational Learning in Health Care Organizations

    Directory of Open Access Journals (Sweden)

    Savithiri Ratnapalan

    2014-02-01

    Full Text Available The process of collective education in an organization that has the capacity to impact an organization’s operations, performance and outcomes is called organizational learning. In health care organizations, patient care is provided through one or more visible and invisible teams. These teams are composed of experts and novices from diverse backgrounds working together to provide coordinated care. The number of teams involved in providing care and the possibility of breakdowns in communication and coordinated care increases in direct proportion to sophisticated technology and treatment strategies of complex disease processes. Safe patient care is facilitated by individual professional learning; inter-professional team learning and system based organizational learning, which encompass modified context specific learning by multiple teams and team members in a health care organization. Organizational learning in health care systems is central to managing the learning requirements in complex interconnected dynamic systems where all have to know common background knowledge along with shared meta-knowledge of roles and responsibilities to execute their assigned functions, communicate and transfer the flow of pertinent information and collectively provide safe patient care. Organizational learning in health care is not a onetime intervention, but a continuing organizational phenomenon that occurs through formal and informal learning which has reciprocal association with organizational change. As such, organizational changes elicit organizational learning and organizational learning implements new knowledge and practices to create organizational changes.

  20. Creating a winning organizational culture.

    Science.gov (United States)

    Campbell, Robert James

    2009-01-01

    This article explores the idea of how to create a winning organizational culture. By definition, a winning organizational culture is one that is able to make current innovations stick, while continuously changing based on the demands of the marketplace. More importantly, the article explores the notion that a winning organizational culture can have a profound impact on the conscious of the workforce, helping each individual to become a better, more productive person, who provides important services and products to the community. To form a basis toward defining the structure of what a winning organization culture looks like, 4 experts were asked 12 questions related to the development of an organizational culture. Three of the experts have worked intimately within the health care industry, while a fourth has been charged with turning around an organization that has had a losing culture for 17 years. The article provides insight into the role that values, norms, goals, leadership style, familiarity, and hiring practices play in developing a winning organizational culture. The article also emphasizes the important role that leaders perform in developing an organizational culture.

  1. The impact of ISO/TS 16949 on automotive industries and created organizational capabilities from its implementation

    Directory of Open Access Journals (Sweden)

    Bakhtiar Ostadi

    2010-12-01

    Full Text Available ISO/TS 16949 is an ISO Technical Specification. ISO/TS 16949 achieves the objectives which are continually to improve the production of automobile parts and related services, and to strengthen the international competition for the automotive industry and its suppliers. By applying this quality system standard, automotive manufacturers could offer superior products and good services to customers. The more the companies know about the benefits if quality management systems such as ISO/TS 16949, better they can seek interest and determine indices of these systems. So, this standard has been implemented in companies considering a number of benefits. In this paper, we carry out an empirical study in order to verify the importance these benefits and ranking them based on the value of importance. Finally, the study tends to provide a reference guide considering benefits assessment and created organizational capabilities from this standard for the automotive industry in pursuing ISO/TS 16949 and procuring maximum benefit from the results.

  2. Organizational Commitment through Organizational Socialization Tactics

    Science.gov (United States)

    Filstad, Cathrine

    2011-01-01

    Purpose: The aim of this paper is to investigate how organizational socialization tactics affect newcomers' organizational commitment and learning processes. Design/methodology/approach: A survey was conducted using a measurement tool based on Van Maanen and Schein's theory on organizational socialization tactics and Kuvaas' measurement tools of…

  3. Organizational Support for Action Learning in South Korean Organizations

    Science.gov (United States)

    Cho, Yonjoo; Egan, Toby

    2013-01-01

    The purpose of this study was (1) to examine the impact of organizational support on employee learning and performance and (2) to elaborate on the context of organizational support for action learning in South Korean organizations. For this inquiry, two central questions were posed: What are employee reactions to organizational support for action…

  4. Women in biomedical engineering and health informatics and its impact on gender representation for accepted publications at IEEE EMBC 2007.

    Science.gov (United States)

    McGregor, Carolyn; Smith, Kathleen P; Percival, Jennifer

    2008-01-01

    The study of women within the professions of Engineering and Computer Science has consistently been found to demonstrate women as a minority within these professions. However none of that previous work has assessed publication behaviours based on gender. This paper presents research findings on gender distribution of authors of accepted papers for the IEEE Engineering and Medicine Society annual conference for 2007 (EMBC '07) held in Lyon, France. This information is used to present a position statement of the current state of gender representation for conference publication within the domain of biomedical engineering and health informatics. Issues in data preparation resulting from the lack of inclusion of gender in information gathered from accepted authors are presented and discussed.

  5. A Study on the Relationship between Organizational Culture and Organizational Performance and a Model Suggestion

    Directory of Open Access Journals (Sweden)

    Ebru Yildiz

    2016-01-01

    Full Text Available Organizational culture is defined as set of goals and values shared by employees in the organization. Recently it has also come to be perceived as a resource of knowledge in the organization. In the literature, along with the studies aiming at identifying the elements of organizational culture, there are some research that study the relationship between organizational culture and performance. This article is a theoretical study of the two concepts and suggests a research model for further research. Recently, knowledge management and innovation strategy have started to be regarded as features of organizational culture. Research shows that these two variables also have significant impacts on organizational performance. Our model suggests measuring the effect of organizational culture on performance along with the supportive impacts of knowledge management and innovation strategy.

  6. The Impact of Rendered Protein Meal Oxidation Level on Shelf-Life, Sensory Characteristics, and Acceptability in Extruded Pet Food

    Science.gov (United States)

    Chanadang, Sirichat; Koppel, Kadri; Aldrich, Greg

    2016-01-01

    Simple Summary Sensory analysis was used to determine the changes due to the storage time on extruded pet food prepared from two different rendered protein meals: (i) beef meat and bone meal (BMBM); (ii) chicken byproduct meal (CPBM). Extrusion is a process where feed is pressed through a die in order to create shapes and increase digestibility. Descriptive sensory analysis using a human panel found an increase in undesirable sensory attributes (e.g., oxidized oil, rancid) in extruded pet food over storage time, especially the one prepared from chicken by product meal without antioxidants. The small increase in oxidized and rancid aromas of BMBM samples did not affect pet owners’ acceptability of the products. CPBM samples without antioxidants showed a notable increase in oxidized and rancid aroma over storage time and, thus, affected product acceptability negatively. This finding indicated that human sensory analysis can be used as a tool to track the changes of pet food characteristics due to storage, as well as estimate the shelf-life of the products. Abstract Pet foods are expected to have a shelf-life for 12 months or more. Sensory analysis can be used to determine changes in products and to estimate products’ shelf-life. The objectives of this study were to (1) investigate how increasing levels of oxidation in rendered protein meals used to produce extruded pet food affected the sensory properties and (2) determine the effect of shelf-life on pet owners’ acceptability of extruded pet food diet formulated without the use of preservative. Pet food diets contained beef meat bone meal (BMBM) and chicken byproduct meal (CBPM) in which the oxidation was retarded with ethoxyquin, mixed tocopherols, or none at all, and then extruded into dry pet foods. These samples represented low, medium, and high oxidation levels, respectively. Samples were stored for 0, 3, 6, 9, and 12 months at ambient temperature. Each time point, samples were evaluated by six highly

  7. Which Dominates? The Relative Importance of Work-Family Organizational Support and General Organizational Context on Employee Outcomes.

    Science.gov (United States)

    Behson, Scott J.

    2002-01-01

    Dominance analysis investigated the effects of organizational context and work-family organizational support on several outcomes for 147 employees. Work-family support contributes to job satisfaction and organizational commitment most strongly through its impact on work-family conflict. However, variance in employee affect is better explained by…

  8. Organizational Commitment for Knowledge Workers: The Roles of Perceived Organizational Learning Culture, Leader-Member Exchange Quality, and Turnover Intention

    Science.gov (United States)

    Joo, Baek-Kyoo

    2010-01-01

    This article investigates the impact of perceived organizational learning culture and leader-member exchange (LMX) quality on organizational commitment and eventually on employee turnover intention. Employees exhibited the highest organizational commitment when they perceived a higher learning culture and when they were supervised in a supportive…

  9. MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR. SOME BASIC ASPECTS

    Directory of Open Access Journals (Sweden)

    Jaroslav NEKORANEC

    2013-01-01

    Full Text Available Experience has shown that it is necessary to focus more on organizational behaviour. This requires managers to get familiar with several social and psychological scientific disciplines which can help them answer the questions related to the impact of the organization and organizational philosophy on the behaviour of managers and employees. In addition, organizational behaviour includes knowing individual differences between people in the organization and their impact on fulfilling organization’s objectives. It also explains the relationships between people in connection to organizational culture, functioning of work teams, communication, etc. Analysis and interpretation of organizational behaviour should become part of managers’ training so that they are able to explain and predict behaviour of people in the organization they manage.

  10. Relationship between Organizational Communication Satisfaction and Organizational Justice: An Empirical Study

    OpenAIRE

    Gök, Sibel; Karatuna, Işıl; Özkılıçcı, Gökçe

    2013-01-01

    This study aimed to investigate the relationship between organizational communication satisfaction and organizational justice and to explore the impact of communication satisfaction on perceived justice in a group of university employees. Data were obtained through questionnaires among 481 academics working in public and private universities in Turkey. The research measures used in this study were the Communication Satisfaction Questionnaire of Downs and Hazen and the Organizational Justice S...

  11. The Impact of Rendered Protein Meal Oxidation Level on Shelf-Life, Sensory Characteristics, and Acceptability in Extruded Pet Food.

    Science.gov (United States)

    Chanadang, Sirichat; Koppel, Kadri; Aldrich, Greg

    2016-07-28

    Pet foods are expected to have a shelf-life for 12 months or more. Sensory analysis can be used to determine changes in products and to estimate products' shelf-life. The objectives of this study were to (1) investigate how increasing levels of oxidation in rendered protein meals used to produce extruded pet food affected the sensory properties and (2) determine the effect of shelf-life on pet owners' acceptability of extruded pet food diet formulated without the use of preservative. Pet food diets contained beef meat bone meal (BMBM) and chicken byproduct meal (CBPM) in which the oxidation was retarded with ethoxyquin, mixed tocopherols, or none at all, and then extruded into dry pet foods. These samples represented low, medium, and high oxidation levels, respectively. Samples were stored for 0, 3, 6, 9, and 12 months at ambient temperature. Each time point, samples were evaluated by six highly trained descriptive panelists for sensory attributes related to oxidation. Samples without preservatives were chosen for the acceptability test, since the differences in sensory characteristics over storage time were more distinguishable in those samples. Pet owners evaluated samples for aroma, appearance and overall liking. Descriptive sensory analysis detected significant changes in oxidized-related sensory characteristics over storage time. However, the differences for CBPM samples were more pronounced and directional. The consumer study showed no differences in pet owners' acceptability for BMBM samples. However, the noticeable increase in aroma characteristics (rancid aroma 0.33-4.21) in CBPM samples over storage time did have a negative effect on consumer's liking (overall liking 5.52-4.95).

  12. In search for effective public-private partnerships : An assessment of the impact of organizational form and managerial strategies in urban

    NARCIS (Netherlands)

    Kort, Michiel; Verweij, Stefan; Klijn, Erik-Hans

    2016-01-01

    A public-private partnership (PPP) is an organizational arrangement in which knowledge and resources are pooled in order to realize outcomes. Although PPPs have become common practice in spatial planning and development, there is a continuous search for their ideal organizational form and management

  13. The Impact of Organizational Features and Student Experiences on Spiritual Development during the First Year of College

    Science.gov (United States)

    Lovik, Eric G.

    2011-01-01

    The researcher analyzed National Survey of Student Engagement (NSSE) data for over 7,000 first-year students at nearly 450 institutions to examine the impacts on spiritual development. International, Asian, and first generation students reported gains in spirituality. Participating in worshipful activities, engaging in service learning and…

  14. Impact of saliva collection methods on sIgA and cortisol assays and acceptability to participants.

    Science.gov (United States)

    Strazdins, Lyndall; Meyerkort, Shannon; Brent, Vicki; D'Souza, Rennie M; Broom, Dorothy H; Kyd, Jennelle M

    2005-12-20

    In community-based studies of stress and immunity, saliva samples offer a non-intrusive way of gathering biological data. Cotton-based devices are widely used in cortisol research, but some may affect assay results. We compared assay reliability and perceived acceptability of three saliva collection methods: passive, cotton 'salivettes' and cellulose-cotton tip 'eyespears'. Compared to passive collection, salivettes reduced the concentration of cortisol (p = .001) and sIgA (p = .002). Eyespears did not reduce cortisol or sIgA concentration, and showed less interference in the rank ordering of cortisol (r(eyespear with passive) = .90) and sIgA scores (r(eyespear with passive) = .96) compared to salivettes (r cortisol(salivette with passive) = .79; r sIgA(salivette with passive) = .66). The comfort and acceptability of both cotton-based devices were rated positively. Cotton-cellulose eyespears could offer methodological advantages for collecting saliva to measure cortisol and sIgA levels, and, because they can be held during sampling, may be useful for research with children and the frail elderly.

  15. The impact of grape skin bioactive functionality information on the acceptability of tea infusions made from wine by-products.

    Science.gov (United States)

    Cheng, Vern Jou; Bekhit, Alaa El-Din A; Sedcole, Richard; Hamid, Nazimah

    2010-05-01

    The effect of information on the health benefits of bio-active compounds on the acceptability of 5 tea infusions made from grape skins generated from wine processing waste (from Vitis vinifera var. Pinot Noir and Pinot Gris) was investigated. Samples of tea infusions with natural additives (PNHGT25 and PGGT50) and without additives (control PN, control PG, and PNPG50) were evaluated by 45 in-home consumer panels (30 female, 15 male) before and after information on the health benefits of grape skins were provided. Information significantly increased the overall acceptability, overall aroma, flavor, and aftertaste of the infusions. The results obtained showed a clear tendency toward increased purchase intention (by 29%) when information on the health benefits of the tea infusion samples was provided to consumers. Interactions existed between gender/infusion samples and stage of information on the purchase intention. Females recorded a significant increase (by 53%) in purchase intention, whereas no change in the males' purchase intention was found after information was provided.

  16. The Valuation of Organizational Capital

    Directory of Open Access Journals (Sweden)

    Fiala Roman, Borůvková Jana

    2012-12-01

    Full Text Available The authors’ aim was to create a model suitable for measuring organization capital. This model was produced by means of the Forward and Backward Stepwise methods, on the basis of company information. Low p-levels (approaching 0 show the statistical significance of all regression coefficients, including the intercept. Organizational capital of 2,796 companies in the Czech Republic was quantified. A statistically significant correlation between organizational capital and return on equity (ROE, as well as between organizational capital and return on assets (ROA, has been established. This article is a part of the results of the project No. 402/09/2057 ‘‘Measurement and Management of Intangible Assets Impact on Firm Performance’’ financed by Czech Science Foundation.

  17. Achieving organizational change: findings from a case study of health promoting hospitals in Taiwan.

    Science.gov (United States)

    Lee, Chiachi Bonnie; Chen, Michael S; Powell, Michael; Chu, Cordia Ming-Yeuk

    2014-06-01

    The Taiwanese Network of Health Promoting Hospitals (HPH) has been in place since 2006 and developing rapidly. The criticism of inadequate evaluation of the HPH approach taken elsewhere also holds true for the Taiwan HPH Network. Organizational change is a key to sustainable and effective health promotion, and it is also an important aspect in the European HPH movement. Therefore, this study aims to evaluate changes in organizational capacity for the implementation of HPH in Taiwan. All 55 HPH coordinators were invited to participate in the study, and 52 of them completed the questionnaires. The survey covered seven dimensions of HPH organizational capacity, and a total score of each dimension was calculated and converted to a figure on a scale of 10. This study has shown that HPH made a positive impact on HP hospitals in Taiwan regarding organizational change in capacity building for HPH. Leadership, organization culture and mission and strategy received the top three highest mean scores (8.19 ± 1.25, 8.08 ± 1.39, 7.99 ± 1.42), while staff participation received the lowest score (7.62 ± 1.26). The high level of organizational change was associated with the high satisfaction levels of organizational support from the viewpoint of the HPH coordinators. Based on a cluster analysis, a majority of the HP hospitals in Taiwan seemed to have adopted the addition model in putting the HPH initiative into practice; a few hospitals appeared to have accepted HPH initiative well through the integration model. These results presented evidence that HPH contributed to organizational capacity building of hospitals for health promotion.

  18. The Impact of Percieved Usefulness, Ease of Use and Trust on Managers’ Acceptance of e-Commerce Services in Small and Medium-Sized Enterprises (SMEs in Palestine

    Directory of Open Access Journals (Sweden)

    Fadi Herzallah

    2016-12-01

    Full Text Available The internet revolution, specifically using the internet in business environment has resulted into significant changes in how business is conducted in small and medium-sized enterprises (SMEs. Recent research has pointed to the important role that electronic commerce (EC plays in improving the performance of SMEs. Yet, in the context of Palestine, adoption of EC in SMEs is still slow. Therefore, the current study aimed to investigate the effect of perceived ease of use, perceived usefulness and perceived trust on managers’ acceptance of EC in SMEs. In order to achieve this, the study used the technology acceptance model (TAM. The study used a survey that was administered to 250 managers of SMEs from Palestine. The data was analysed employing a structural equation modelling (SEM approach through partial least square (PLS software. The results revealed that perceived trust and perceived usefulness had positive effect on the participating managers’ behavioural intention to adopt EC services. It was also found that the manager’s perception, including their perceived ease of use significantly affected their perceived trust of using EC services. Moreover, perceived ease of use had a significant impact on perceived usefulness. However, the managers’ perceived ease of use failed to predict their intention to adopt such EC services, and perceived usefulness failed to predict their perceived trust. Based on these results, the study offers a developed research model of the major factors that affect managers’ trust to accept and use EC services in SMEs.

  19. Organizational Values and Innovative Organizational Knowledge Creation

    Directory of Open Access Journals (Sweden)

    Lilian Aparecida Pasquini Miguel

    2009-01-01

    Full Text Available Innovation is a source of competitive advantage and is based on the continuous creation of organizational knowledge, which is supported by the individual learning. The individual learning of traditional / comportamentalist and constructivist nature can be understood, by extension, as organizational learning. The knowledge can be innovative if, along with the enabling conditions that characterize it - intention, fluctuation or chaos, autonomy, redundancy and variety of requirements – the process of learning is based on a constructivist nature, the only one capable to generate new learning solutions. The organizational values are beliefs that guide the organizations behavior and constitute motivational goals. This work had as aim to identify the relationship between organizational values and the creation of knowledge. The descriptive exploratory research used the quantitative method. The organizational values appeared in this study mainly associated to the knowledge creation aspects in the internal sphere of the organizations. The orientation towards the external environment appeared less related to the organizational values.

  20. Job insecurity and organizational consequences: How justice moderates this relationship

    Directory of Open Access Journals (Sweden)

    Piccoli, Beatrice

    2011-12-01

    Full Text Available The experience of job insecurity has been related to several organizational outcomes, both immediate and long-term. However, since the strength of these effects have been found to vary across studies, it is essential to identify factors that could influence the relationships. The current study examines interaction effects between job insecurity and organizational justice (distributive, procedural and interactional for various organizational consequences (affective organizational commitment, citizenship behaviours and perceived performance, some of which have received little research attention. Data from 248 blue collar workers in the Italian organizational context showed the buffer effects of procedural and interactional justice on affective organizational commitment and citizenship behaviours. However, contrary to expectations, the results also indicated that high organizational justice exacerbated the negative impact of job insecurity on perceived performance. Implications for research on job insecurity and the moderating role of organizational justice are discussed.

  1. The impact of chief executive officer personality on top management team dynamics:one mechanism by which leadership affects organizational performance.

    Science.gov (United States)

    Peterson, Randall S; Smith, D Brent; Martorana, Paul V; Owens, Pamela D

    2003-10-01

    This article explores 1 mechanism by which leader personality affects organizational performance. The authors hypothesized and tested the effects of leader personality on the group dynamics of the top management team (TMT) and of TMT dynamics on organizational performance. To test their hypotheses, the authors used the group dynamics q-sort method, which is designed to permit rigorous, quantitative comparisons of data derived from qualitative sources. Results from independent observations of chief executive officer (CEO) personality and TMT dynamics for 17 CEOs supported the authors' hypothesized relationships both between CEO personality and TMT group dynamics and between TMT dynamics and organizational performance.

  2. Software Process Improvement as Organizational Change

    DEFF Research Database (Denmark)

    Mûller, Sune Dueholm; Mathiassen, Lars; Balshøj, Hans Henrik

    2010-01-01

    Software Process Improvement (SPI) typically involves rather complex organizational changes. Acknowledging that managers can approach these changes in quite different ways, this paper addresses the following question: What perspectives do the research literature offer on SPI as organizational...... change and how is this knowledge presented and published? To answer this question, we analyzed SPI research publications with a main emphasis on organizational change using Gareth Morgan’s organizational metaphors (1996) as analytical lenses. In addition, we characterized each article along the following...... that present new avenues for research. The current literature offers important insights into organizational change in SPI when viewed through machine, organism, flux and transformation, and brain metaphors. Practitioners may use these articles to guide SPI initiatives. In contrast, the impact of culture...

  3. The Impact of Total Quality Management Practices towards Competitive Advantage and Organizational Performance: Case of Fishery Industry in South Sulawesi Province of Indonesia

    Directory of Open Access Journals (Sweden)

    Musran Munizu

    2013-05-01

    Full Text Available This study attempt to test the effect of Total Quality Management (TQM practices towards competitive advantage and organizational performance. The design of this research has quantitative approach. Data was collected by questionnaire instrument. The unit of analysis is big and medium scale fishery companies. The respondents in this research are the managers of fishery companies. The study utilized primary data which is obtained through questionnaire. The number of population was 66 fishery companies in South Sulawesi Province, Indonesia. Random sampling is used in the study. 55 complete questionnaires were returned as a final sample. Three hypotheses have been developed through literature review and tested using Path Analysis performed by SPSS 18.00 software. The results show that TQM practices have positive and significant effect both on organizational performance and competitive advantage. Competitive advantage has a positive and significant effect on organizational performance. Organizational performance is more influenced by competitive advantage than TQM practices.

  4. Approaches to Teaching Organizational Communication.

    Science.gov (United States)

    Applebaum, Ronald L.

    1998-01-01

    Discusses fundamental problems in selecting an approach to organizational communications; the purpose of an organizational communication course; the structure and content of organizational communication coursework; and teaching strategies used in the basic course in organizational communication. (RS)

  5. The Study of Three Organizational Enigmas; Organizational Economy, Organizational Business and Organizational Skills

    Directory of Open Access Journals (Sweden)

    José G. Vargas Hernández

    2010-03-01

    Full Text Available Organizational economics makes important contributions to management theory. The focus of structural contingency theory is on the phenomena of the economy significant in organizational management theory and other new paradigms of organizational theories. However, the theory of organizational economics has hardly taken the multiple disciplines of organizational behaviour, strategy and theory, but is aligned with the management theories of psychology, sociology and policy dealing with human motivation, induction and enforcement as distinct from the theories of structures, strategies and planning to deal with designs appropriate for a computer on which the will of member compliance is not problematic (Donaldson, 1990. This paper aims at reviewing the organizational economics in detail, its definitions, implications and feature and Elements of organizational economics and also the prescriptive and descriptive organizational economics.

  6. Organizational Behaviour in Construction

    DEFF Research Database (Denmark)

    Kreiner, Kristian

    2013-01-01

    Review of: Organizational Behaviour in Construction / Anthony Walker (Wiley-Blackwell,2011 336 pp)......Review of: Organizational Behaviour in Construction / Anthony Walker (Wiley-Blackwell,2011 336 pp)...

  7. Organizational learning in the theory of organizational change

    Directory of Open Access Journals (Sweden)

    Janićijević Nebojša

    2006-01-01

    Full Text Available The concept of organizational learning has been presented and placed within the referential frame of the organizational change theory. It appears that organizational changes shows to be a wider concept than organizational learning, since every learning includes change, but every change does not necessarily include learning. Organizational learning presents a particular type of organizational change, one which comprises creation and utilization of knowledge, includes changes of both cognitive structures and behaviors of organizational members, and necessarily is normative by its nature. The referential frame of the theory of organizational change is based on the classification of organizational changes and put together all theories into four perspectives: organizational development, organizational transformation, organizational adaptation and process perspective. It can be concluded that the concept of organizational learning is eclectic one, since it includes all types of organizational changes and encompasses all mentioned perspectives of organizational changes. .

  8. Organizational knowledge dynamics

    OpenAIRE

    Simona VASILACHE

    2008-01-01

    The paper addresses the main issues concerning knowledge conceptualization and knowledge dynamics, in the context of Romanian organizations. The links between organizational knowledge, organizational learning and organizational culture are being investigated, with the aim of conceptual clarification and paradigm unification, in a domain of increasing research interest, where increasing complexity implies the risk of increasing confusion.

  9. Culture and Organizational Learning

    NARCIS (Netherlands)

    Cook, N.; Yanow, D.

    2011-01-01

    Traditionally, theories of organizational learning have taken one of two approaches that share a common characterization of learning but differ in focus. One approach focuses on learning by individuals in organizational contexts; the other, on individual learning as a model for organizational action

  10. 管理创新能力对组织绩效影响的实证研究%An Empirical Research on the Impact of Management Innovation Capability on Organizational Performance

    Institute of Scientific and Technical Information of China (English)

    刘立波; 沈玉志

    2015-01-01

    Based on the theoretical study,the paper explores the impact of management innovation capability on organization⁃al performance. It makes an empirical test on 162 questionnaires by constructing the basic hypothesis and employing structur⁃al equation model (SEM). The results show that both ideational innovation capability and organizational learning capability have no a direct impact on organizational performance,but have an indirect impact on organizational performance through dy⁃namic capability. Dynamic capability,knowledge management capability and environmental adaptability have a direct impact on organizational performance. Moreover,this paper identifies the interaction relations among the dimensions of management innovation capability, among them dynamic capability is the core and environmental adaptability is the basis. The research can provide reference for enterprises to foster management innovation capability in order to improve organizational perfor⁃mance.%文章在理论研究基础上,探析管理创新能力对组织绩效的影响,建立基本假设,并利用结构方程模型方法对162份有效问卷进行实证检验。结果表明:理念创新能力和组织学习能力对组织绩效无直接影响,但可通过动态能力产生间接影响;动态能力、知识管理能力和环境适应能力对组织绩效具有直接影响,且明确了管理创新能力维度间的相互影响关系,动态能力是核心,环境适应能力是基础。研究结果可为企业培育管理创新能力以提升组织绩效提供借鉴。

  11. Les impacts humains des changements organisationnels autour des TIC Human impacts of organizational changes based on ITC Impactos humanos de los cambios organizacionales en torno a los TIC

    Directory of Open Access Journals (Sweden)

    Robert Picard

    2007-10-01

    Full Text Available La taille des systèmes mis en place dans les grandes organisations, leur caractère exogène par rapport aux pratiques de l’entreprise (progiciels de gestion intégrés, posent des défis relativement nouveaux, difficiles à relever pour les acteurs. En effet, les métiers des informaticiens comme ceux des utilisateurs en sont le plus souvent profondément affectés.Les informaticiens doivent réviser leur mode d’action, révision qui s’accompagne d’une moindre autonomie, d’exigences de coopération plus élevées, et d’une multidisciplinarité à laquelle ils n’ont pas nécessairement été préparés.Les professionnels utilisateurs peuvent perdre des repères professionnels historiques, changement accompagné d’une révision des pratiques, de la modification des structures et de l’environnement de travail. Ils doivent parfois acquérir de nouvelles qualifications, de façon coûteuse, et certains peuvent perdre leur travail.Ces problématiques seront illustrées par deux situations concrètes très récentes, observées dans un grand groupe de service, pour chacune des populations.Many organizational changes are related to (or initiated by the introduction of information and communication technology (ICT tools.The size of the systems implemented in large organizations, their external nature vis-à-vis the company’s practices (Enterprise Resource Planning are rather new challenges, which are difficult for the actors to tackle. In fact, the jobs of data processing people as well as of professional users are often the most affected.Data processing people must revise their way of doing things, a change that is accompanied by a loss of autonomy and greater demands for cooperation and multidisciplinarity that they are not necessarily prepared for.Professional users may lose some historical guidelines, a change that is accompanied by a review of their practices, organizational changes, and changes in the work environment. They

  12. 组织间信任、社会互动、知识获取对组织创新绩效的影响研究——以浙江企业为例%Impact of Inter-organizational Trust, Social Interaction and Knowledge Acquisition on Organizational Innovation Performance——Samples from Zhejiang Enterprises

    Institute of Scientific and Technical Information of China (English)

    曾宇容; 杨静

    2013-01-01

    依赖组织间的合作提高创新绩效,不能忽略信任的重要作用.东方文化背景下组织间的信任关系比较复杂.以社会互动为中介,通过实证数据探讨组织间信任通过社会互动和知识获取对企业创新绩效产生影响的作用机制.研究以浙江省高新制造企业为样本,采用结构方程方法,得到的主要结论有:组织间信任通过社会互动才能对知识获取产生影响;组织间不同的信任类型对创新绩效的影响不同,关系型信任较计算型信任对互动强度和质量更具影响性.%The important role of trust can't be ignored when depending on the cooperation between enterprises in improving the innovation performance.The eastern culture inter-organizational trust is more complicated.Taking social interaction as a mediator,the paper explores the mechanism of inter-organizational trust and innovation performance by empirical data.The study investigates high-tech manufacture enterprises in Zhejiang province,adopts structure equation,and concluds that:the inter-organizational trust affects the knowledge acquisition through social interaction; the different kinds of inter -organizational trust has different effect on enterprise's innovation performance,and the relational trust has a greater impact on social interaction than the calculation of interaction-based trust.

  13. Relationship Between Leadership Styles and Organizational Creativity

    Directory of Open Access Journals (Sweden)

    Katarzyna Bratnicka

    2015-03-01

    Full Text Available Purpose: Empirical research on entrepreneurship in organizations has brought disparate and often contradictory evidence related to the impact of leadership on creativity in organizations. The purpose of this paper is to explore and discuss the impact of different leadership styles on creativity, with the view to formulating an integrated conceptual model that links creative novelty and creative practicality with leadership. Methodology: The author applied the methodology of meta-theoretical review. In accordance with the principles of theoretical bricolage, a new conceptual model was built on the basis of the multidimensional creativity theory and the leadership theory. In her analysis, the author took into account leadership styles that have already been subject to research; each of them was mapped in the two-dimensional space of organizational creativity. Findings: In order to fully understand the reasons for differences in organizational creativity, the drivers of divergences in the space of creative novelty and creative practicality need to be clarified. Greater knowledge about the impact of leadership styles on the structure and configuration of organizational creativity is necessary. In this paper, the author provides a theoretical framework that illustrates manners in which leadership influences organizational creativity. The model clarifies the role that leadership plays in shaping a unique configuration of organizational creativity, and consequently in ensuring the necessary internal adaptation of an organization. Originality: The value of this research lies in the situational interpretation of various leadership styles in the context of their impact on organizational creativity. The analysis goes beyond the conventional discussion about leadership and creativity, focused on establishing whether a given leadership style proves beneficial or not for organizational creativity. The paper identifies particular effects that several key

  14. Organizational Remembering as Narrative

    DEFF Research Database (Denmark)

    Musacchio Adorisio, Anna Linda

    2014-01-01

    This article focuses on organizational remembering in banking. To provide an alternative to the repository image of memory in organization, organizational remembering is conceptualized as narrative, where narrative represents a way to organize the selection and interpretation of the past....... The narrative perspective deals with both the experiential and contextual nature of remembering by addressing concerns raised by critiques of organizational memory studies, namely, the subjective experience of remembering and the social and historical context in which remembering takes place. Antenarrative...... the narrative perspective reveals ruptures and ambiguities that characterize organizational remembering that would remain hidden in the organizational memory studies approach....

  15. Organizational Business Interest as Organizational Request

    Directory of Open Access Journals (Sweden)

    Nasser Fegh-hi Farahmand

    2012-11-01

    Full Text Available Making a difference in organization or creating the very best product or service on themarket or simply doing something loves to do. Furthermore, it seems that the emphasis onorganizational empowerment as structure, and systems has not yielded the desired results assome of the companies where these variables have been changed, after sometime, wentback to experiencing declining performance. It is therefore obvious that more researchneeds to be done to identify characteristics that enhance organizational performance.Implementing good environmental and organizational practices is good organizationalbusiness it can give a competitive advantage. This article attempts to explain theorganizational business interest by patterns of thinking. Organizations use organizationalresources as the basic ingredient for all that is required for their operations. They aretherefore eager to maintain and improve the quantity of expendable organizationalresources by not only resources utilization, but by also identifying, nurturing andmaintaining characteristics that promote organizational performance. The key toorganization success is having a organizational business interest in place. Whetherorganization is about to launch a start-up or organization have been in organizationalbusiness for years, organizational business' direction is guided by your organizationalbusiness interest. In spite of this general awareness, such long-term organizational business,strategic-level interest of organizational business has been lacking in most organizations.

  16. Organizational Business Interest as Organizational Request

    Directory of Open Access Journals (Sweden)

    Nasser Fegh-hi Farahmand

    2014-04-01

    Full Text Available Making a difference in organization or creating the very best product or service on themarket or simply doing something loves to do. Furthermore, it seems that the emphasis onorganizational empowerment as structure, and systems has not yielded the desired results assome of the companies where these variables have been changed, after sometime, wentback to experiencing declining performance. It is therefore obvious that more researchneeds to be done to identify characteristics that enhance organizational performance.Implementing good environmental and organizational practices is good organizationalbusiness it can give a competitive advantage. This article attempts to explain theorganizational business interest by patterns of thinking. Organizations use organizationalresources as the basic ingredient for all that is required for their operations. They aretherefore eager to maintain and improve the quantity of expendable organizationalresources by not only resources utilization, but by also identifying, nurturing andmaintaining characteristics that promote organizational performance. The key toorganization success is having a organizational business interest in place. Whetherorganization is about to launch a start-up or organization have been in organizationalbusiness for years, organizational business' direction is guided by your organizationalbusiness interest. In spite of this general awareness, such long-term organizational business,strategic-level interest of organizational business has been lacking in most organizations.

  17. DWPF COAL-CARBON WASTE ACCEPTANCE CRITERIA LIMIT EVALUATION BASED ON EXPERIMENTAL WORK (TANK 48 IMPACT STUDY)

    Energy Technology Data Exchange (ETDEWEB)

    Lambert, D.; Choi, A.

    2010-10-15

    This report summarizes the results of both experimental and modeling studies performed using Sludge Batch 10 (SB10) simulants and FBSR product from Tank 48 simulant testing in order to develop higher levels of coal-carbon that can be managed by DWPF. Once the Fluidized Bed Steam Reforming (FBSR) process starts up for treatment of Tank 48 legacy waste, the FBSR product stream will contribute higher levels of coal-carbon in the sludge batch for processing at DWPF. Coal-carbon is added into the FBSR process as a reductant and some of it will be present in the FBSR product as unreacted coal. The FBSR product will be slurried in water, transferred to Tank Farm and will be combined with sludge and washed to produce the sludge batch that DWPF will process. The FBSR product is high in both water soluble sodium carbonate and unreacted coal-carbon. Most of the sodium carbonate is removed during washing but all of the coal-carbon will remain and become part of the DWPF sludge batch. A paper study was performed earlier to assess the impact of FBSR coal-carbon on the DWPF Chemical Processing Cell (CPC) operation and melter off-gas flammability by combining it with SB10-SB13. The results of the paper study are documented in Ref. 7 and the key findings included that SB10 would be the most difficult batch to process with the FBSR coal present and up to 5,000 mg/kg of coal-carbon could be fed to the melter without exceeding the off-gas flammability safety basis limits. In the present study, a bench-scale demonstration of the DWPF CPC processing was performed using SB10 simulants spiked with varying amounts of coal, and the resulting seven CPC products were fed to the DWPF melter cold cap and off-gas dynamics models to determine the maximum coal that can be processed through the melter without exceeding the off-gas flammability safety basis limits. Based on the results of these experimental and modeling studies, the presence of coal-carbon in the sludge feed to DWPF is found to have

  18. DWPF COAL-CARBON WASTE ACCEPTANCE CRITERIA LIMIT EVALUATION BASED ON EXPERIMENTAL WORK (TANK 48 IMPACT STUDY)

    Energy Technology Data Exchange (ETDEWEB)

    Lambert, D.; Choi, A.

    2010-10-15

    This report summarizes the results of both experimental and modeling studies performed using Sludge Batch 10 (SB10) simulants and FBSR product from Tank 48 simulant testing in order to develop higher levels of coal-carbon that can be managed by DWPF. Once the Fluidized Bed Steam Reforming (FBSR) process starts up for treatment of Tank 48 legacy waste, the FBSR product stream will contribute higher levels of coal-carbon in the sludge batch for processing at DWPF. Coal-carbon is added into the FBSR process as a reductant and some of it will be present in the FBSR product as unreacted coal. The FBSR product will be slurried in water, transferred to Tank Farm and will be combined with sludge and washed to produce the sludge batch that DWPF will process. The FBSR product is high in both water soluble sodium carbonate and unreacted coal-carbon. Most of the sodium carbonate is removed during washing but all of the coal-carbon will remain and become part of the DWPF sludge batch. A paper study was performed earlier to assess the impact of FBSR coal-carbon on the DWPF Chemical Processing Cell (CPC) operation and melter off-gas flammability by combining it with SB10-SB13. The results of the paper study are documented in Ref. 7 and the key findings included that SB10 would be the most difficult batch to process with the FBSR coal present and up to 5,000 mg/kg of coal-carbon could be fed to the melter without exceeding the off-gas flammability safety basis limits. In the present study, a bench-scale demonstration of the DWPF CPC processing was performed using SB10 simulants spiked with varying amounts of coal, and the resulting seven CPC products were fed to the DWPF melter cold cap and off-gas dynamics models to determine the maximum coal that can be processed through the melter without exceeding the off-gas flammability safety basis limits. Based on the results of these experimental and modeling studies, the presence of coal-carbon in the sludge feed to DWPF is found to have

  19. Human and organizational factors in nuclear safety; Factores humanos y organizativos en la seguridad nuclear

    Energy Technology Data Exchange (ETDEWEB)

    Garcia, A.; Barrientos, M.; Gil, B.

    2015-07-01

    Nuclear installations are socio technical systems where human and organizational factors, in both utilities and regulators, have a significant impact on safety. Three Mile Island (TMI) accident, original of several initiatives in the human factors field, nevertheless became a lost opportunity to timely acquire lessons related to the upper tiers of the system. Nowadays, Spanish nuclear installations have integrated in their processes specialists and activities in human and organizational factors, promoted by the licensees After many years of hard work, Spanish installations have achieved a better position to face new challenges, such as those posed by Fukushima. With this experience, only technology-centered action plan would not be acceptable, turning this accident in yet another lost opportunity. (Author)

  20. Development and validation of the Survey of Organizational Research Climate (SORC).

    Science.gov (United States)

    Martinson, Brian C; Thrush, Carol R; Lauren Crain, A

    2013-09-01

    Development and targeting efforts by academic organizations to effectively promote research integrity can be enhanced if they are able to collect reliable data to benchmark baseline conditions, to assess areas needing improvement, and to subsequently assess the impact of specific initiatives. To date, no standardized and validated tool has existed to serve this need. A web- and mail-based survey was administered in the second half of 2009 to 2,837 randomly selected biomedical and social science faculty and postdoctoral fellows at 40 academic health centers in top-tier research universities in the United States. Measures included the Survey of Organizational Research Climate (SORC) as well as measures of perceptions of organizational justice. Exploratory and confirmatory factor analyses yielded seven subscales of organizational research climate, all of which demonstrated acceptable internal consistency (Cronbach's α ranging from 0.81 to 0.87) and adequate test-retest reliability (Pearson r ranging from 0.72 to 0.83). A broad range of correlations between the seven subscales and five measures of organizational justice (unadjusted regression coefficients ranging from 0.13 to 0.95) document both construct and discriminant validity of the instrument. The SORC demonstrates good internal (alpha) and external reliability (test-retest) as well as both construct and discriminant validity.

  1. Predicting Organizational Commitment from Organizational Culture in Turkish Primary Schools

    Science.gov (United States)

    Ipek, Cemalettin

    2010-01-01

    This study aims to describe organizational culture and commitment and to predict organizational commitment from organizational culture in Turkish primary schools. Organizational Culture Scale (Ipek "1999") and Organizational Commitment Scale (Balay "2000") were used in the data gathering process. The data were collected from…

  2. Investigation of the Relationship between Organizational Trust and Organizational Commitment

    Science.gov (United States)

    Bastug, Gülsüm; Pala, Adem; Kumartasli, Mehmet; Günel, Ilker; Duyan, Mehdi

    2016-01-01

    Organizational trust and organizational commitment are considered as the most important entraining factors for organizational success. The most important factor in the formation of organizational commitment is trust that employees have in their organizations. In this study, the relationship between organizational trust and organizational…

  3. Predicting Organizational Commitment from Organizational Culture in Turkish Primary Schools

    Science.gov (United States)

    Ipek, Cemalettin

    2010-01-01

    This study aims to describe organizational culture and commitment and to predict organizational commitment from organizational culture in Turkish primary schools. Organizational Culture Scale (Ipek "1999") and Organizational Commitment Scale (Balay "2000") were used in the data gathering process. The data were collected from 415 primary teachers…

  4. The impact of the organizational transfer climate on the use of teacher leadership competences developed in a post-initial Master's program

    NARCIS (Netherlands)

    Snoek, M.; Volman, M.

    2014-01-01

    The transfer of learning outcomes of Master's programs for teachers is not self-evident. In this study, 18 teachers who recently graduated and their supervisors were interviewed on the transfer of leadership competences developed during their Master's program and on how the organizational transfer c

  5. Elements of Terrorism Preparedness in Local Police Agencies, 2003-2007: Impact of Vulnerability, Organizational Characteristics, and Contagion in the Post-9/11 Era

    Science.gov (United States)

    Roberts, Aki; Roberts, John M., Jr.; Liedka, Raymond V.

    2012-01-01

    Different elements of local police agencies' terrorism preparedness may be associated with different organizational/environmental variables. We use 2003-2007 data (showing considerable adoption and desistance of practices) on medium-to-large-sized local agencies to examine relationships between contingency (vulnerability, organizational…

  6. A Study of the Impact of Organizational Social Capital on the Improvement of Knowledge Management in Yazd\\\\\\'s Welfare Organization

    Directory of Open Access Journals (Sweden)

    Gholamreza Bordbar

    2014-01-01

    In general and with respect to these findings, it is concluded that social organizations should try to promote their social capital for an effective management of organizational knowledge. They can invest in social capital by means of effective communicational training programs, and cultivating a proper climate in the relationships of managers and employees so they can become learning and creative organizations.

  7. PERFORMANCE BENEFITS OF HARMONIZING ORGANIZATIONAL STRATEGY WITH STRATEGY AT SUPPLY CHAIN LEVEL

    OpenAIRE

    Florian Gyula Laszlo

    2013-01-01

    Harmonizing organizational strategy with strategy at supply chain level can maximize the overall benefits for supply chain participants. After a discussion of the performance transmission tools and their mechanism, this paper focuses on estimating the impact of harmonizing organizational strategy with strategy at supply chain level on the organizational performance. Results document the statistically significant impact of customersâ€(tm) orientation and integration efforts on organizational p...

  8. The acceptability, feasibility and impact of a lay health counsellor delivered health promoting schools programme in India: a case study evaluation

    Directory of Open Access Journals (Sweden)

    Rajaraman Divya

    2012-05-01

    Full Text Available Abstract Background Studies in resource-limited settings have shown that there are constraints to the use of teachers, peers or health professionals to deliver school health promotion interventions. School health programmes delivered by trained lay health counsellors could offer a cost-effective alternative. This paper presents a case study of a multi-component school health promotion intervention in India that was delivered by lay school health counsellors, who possessed neither formal educational nor health provider qualifications. Methods The intervention was based on the WHO’s Health Promoting Schools framework, and included health screening camps; an anonymous letter box for student questions and complaints; classroom-based life skills training; and, individual psycho-social and academic counselling for students. The intervention was delivered by a lay school health counsellor who had attained a minimum of a high school education. The counsellor was trained over four weeks and received structured supervision from health professionals working for the implementing NGO. The evaluation design was a mixed methods case study. Quantitative process indicators were collected to assess the extent to which the programme was delivered as planned (feasibility, the uptake of services (acceptability, and the number of students who received corrective health treatment (evidence of impact. Semi-structured interviews were conducted over two years with 108 stakeholders, and were analysed to identify barriers and facilitators for the programme (feasibility, evaluate acceptability, and gather evidence of positive or negative effects of the programme. Results Feasibility was established by the high reported coverage of all the targeted activities by the school health counsellor. Acceptability was indicated by a growing number of submissions to the students’ anonymous letter-box; more students self-referring for counselling services over time; and, the

  9. Organizational justice and health; review of evidence.

    Science.gov (United States)

    Elovainio, Marko; Heponiemi, Tarja; Sinervo, Timo; Magnavita, Nicola

    2010-01-01

    Organizational justice is a construct defining the quality of social interaction at work. Organizational justice can be divided into three categories: procedural justice (fairness of the decision-making procedures), distributive justice (fairness of outcomes) and relational justice (equity and fairness in the interpersonal treatment of employees by their supervisors). Organizational justice is related to employees' health and well-being. Low perceived justice has been shown to be associated with experienced stress reactions and related physiological and behavioral reactions, such as inflammation, sleeping problems, cardiovascular regulation and cognitive impairments, and with a high rate of work absenteeism. This paper is a review of the literature on organizational justice and its impact on workers' health.

  10. Designing a Model of Organizational Agility: A Case Study of Ardabil Gas Company

    Directory of Open Access Journals (Sweden)

    Behrooz Razmi

    2015-06-01

    Full Text Available Organizational agility means the ability of every organization in sensation, perception, and prediction of available changes in the business environment. The importance of organizational agility in a competitive environment is nowadays widely recognized and accepted. The aim of this research was to design a unified theoretical model of organizational agility for Ardabil Gas Company based upon the theoretical principles of organizational agility proposed by Goldman (1995. Independent variables including organizational intelligence, organizational commitment, and organizational trust were considered as mediator variable and other four essential components of organizational agility such as forming of virtual participation valorize to humanistic knowledge and skills, change readiness, and customers answering were known as dependent variables of research. This is an applied, descriptive-correlation research, conducted by survey methodology. In this study, 568 employees, contractors, and subscribers of Ardabil Gas Company were chosen as the statistical population of the study. For the purpose of the study a questionnaire for data collection was used. Using Structural Equation Modeling (SEM, it is straightforward to test hypotheses of the equality of various correlation coefficients with any number of covariates across multiple groups. The gathered data was analyzed by using SPSS and LISREL software packages. The results of statistical analysis indicate that organizational trust has a significant positive relationship with organizational agility and organizational trust is the moderator of the relationship between technology intelligence and organizational agility and the relationship between organizational commitment and organizational agility.

  11. Organizational Enablers for Project Governance

    DEFF Research Database (Denmark)

    Müller, Ralf; Shao, Jingting; Pemsel, Sofia

    for the studies was collected through interviews with six companies in Sweden and China and a global web-based questionnaire that garnered 208 responses. Using this data the authors conducted four studies, employing various research methodologies, to investigate the different systems of governance...... and their relationships to organizational success. Based on these results, the authors discovered that organizational enablers (including key factors such as leadership, governance, and influence of project managers) have a critical impact on how organizations operate, adapt to market fluctuations and forces, and make...... essential changes over time. This must-read book is a practical guide for executives and project managers alike. The insights and industry examples provided can be applied to any project-based organization....

  12. 组织承诺对三级医院护士情绪劳动的影响%The impact of organizational commitment on nurses' emotional labor

    Institute of Scientific and Technical Information of China (English)

    李潘; 欧阳璐; 段功香

    2012-01-01

    目的 探讨护士组织承诺水平对其情绪劳动的影响.方法 对595名在岗护士进行组织承诺与情绪劳动的问卷调查,了解护士组织承诺水平和情绪劳动水平的现状,并探讨二者之间的关系.结果 护士情绪劳动总均分为(3.56±0.68)分;组织承诺总均分为(3.06±0.43)分.护士情绪劳动与组织承诺呈显著正相关.回归分析显示,控制人口学变量后,组织承诺可独立预测情绪劳动的25.9%,其进入回归方程的3个影响因素为感情承诺、规范承诺和理想承诺.结论 提高护士组织承诺水平是促使护士在情绪劳动中有效管理情绪,改善护理服务质量的重要手段.%Objective To investigate nurses' perception of organizational commitment and emotional labor,and analyze the relationships between them. Method A total of 595 nurses were recruited by convenience sampling method and investigated with Nurse's Organizational Commitment Scale and Emotional Labor Scale. Result The mean score of emotional labor was 3.56±0.68. The mean score of organizational commitment was 3.06±0.43. There was a positive correlation between emotional labor and organizational commitment among nurses. Regression analysis showed that the factor scores of organizational commitment such as affection commitment, normative commitment and ideal commitment could explain 25.9 percent of the variance for nurses' emotional labor after controlling demographic variables. Conclusion Improving nurses' organizational commitment will be an effective mean to enhance nurses" emotional control in emotional labor and thereby to improve the quality of nursing.

  13. Motives and decisions for and against having children among nonheterosexuals and the impact of experiences of discrimination, internalized stigma, and social acceptance.

    Science.gov (United States)

    Kleinert, Evelyn; Martin, Olaf; Brähler, Elmar; Stöbel-Richter, Yve

    2015-01-01

    Same-sex parents are increasingly a topic of public discourse. A growing number of homosexuals openly speak about their desire to have children or are already living together in different family constellations. The current study examined the decisions for or against having children and the motivations behind those decisions among nonheterosexuals living in Germany. A sample of 1,283 nonheterosexuals participated by means of an online survey. As some nonheterosexual individuals do not identify themselves with a male or female gender identity, a third category, "gender different," was generated. Motives for (not) having children, perceptions of social acceptance, experiences of discrimination in relation to one's sexual orientation, and levels of internalized stigma were taken into account regarding their influence on the decision about parenthood. Most respondents (80%) reported that they did not have children. However, among this group, 43% stated that they had decided to have children later in their lives, 24% were undecided, and 11% had already decided against having children. The most important influences on the decision of whether to have children were respondents' age and their desire for emotional stabilization. Negative experiences as a result of sexual orientation and internalized stigma had no impact on the decisions regarding parenthood.

  14. THE IMPACT OF THE BUSINESS AND ORGANIZATIONAL SIZE OF A COMPANY ALONG WITH GRI AND CSR ADOPTION ON INTEGRATING SUSTAINABILITY REPORTING PRACTICES

    Directory of Open Access Journals (Sweden)

    Tiron-Tudor Adriana

    2012-07-01

    Full Text Available This paper intends to investigate the correlation between the business and organizational size of companies as well as GRI and CSR practices adoption, and the level of sustainability disclosure. The correlation is highlighted through SPSS statistic analysis and determination of an econometric model between a dependent variable - sustainability information disclosure - and five independent ones- sales, number of employees, GRI and CSR policies and ultimately reporting period/year -. We use the Deloitte Sustainability Scorecard for measuring the sustainability reporting practices. Our sample comprises companies that adopted integrated reporting for the period 2009-2010. Sample selection was made on the basis that sustainability reports are incorporated within the integrated reports. We assume to obtain a high correlation between the business and organizational size of companies, GRI and/or CSR polities and the level of sustainability information disclosed in our integrated reports.

  15. Founder’s influence on the creation of the organizational culture and its impact on the sustainability of a family business

    Directory of Open Access Journals (Sweden)

    Oscar Hernán López M.

    2014-07-01

    Full Text Available Family businesses are an important part of the functioning of one economy, and how this is constructed is one of the keys to its performance on time.In 2009 in Colombia about 70% of companies were family owned, according to Superintendencia de Sociedades with a low participation in economic metrics. About 72.8 % were founded after 1970 (Dynamic EF FUNDES, and 2003 surveys indicated that they generated 73% of national employment and 53% of the gross production of main economic sectors (Jaramillo,2005.This case outlines organizational situations experienced by Trujillo Ortiz y Compañía S. en C., founded in 1985, during its rise until 1998, and its end, since 2000, showing the organizational characteristics and values of their main guiding, presenting how these, and their influence in the organization, determined the end of the company in this year

  16. A high level of employees' organizational identification in early merger integration : its impact on leader behavior effectiveness : an empirical analysis on StatoilHydro merger

    OpenAIRE

    Effendi, Santi

    2009-01-01

    StatiolHydro’s internal survey result reveals that employees have already identified themselves strongly with the firm in current merger integration phase. The purpose of the thesis is to learn how such employees’ organizational identification as leadership context influences the effectiveness of leader behavior at StatoilHydro. Although the analysis result shows that this particular leadership context does not affect the effectiveness of leader behavior, the analysis also discove...

  17. Transforming the U.S. immigration system after 9/11 the impact of organizational change and collaboration in the context of homeland security

    OpenAIRE

    Wolfe, David

    2008-01-01

    CHDS State/Local The terrorist attacks on 9/11 led to a fundamental reorganization of the U.S. immigration structure. The Immigration and Naturalization Service (INS) was abolished in 2003 and its missions were transferred into three distinct components within DHS: U.S. Citizenship and Immigration Services (USCIS), Immigration and Customs Enforcement (ICE), and Customs and Border Protection (CBP). This thesis focuses on the perceptions of USCIS employees on organizational change and collab...

  18. Routines and Organizational Change

    DEFF Research Database (Denmark)

    Yi, Sangyoon; Becker, Markus; Knudsen, Thorbjørn

    2014-01-01

    Routines have been perceived as a source of inertia in the process of organizational change. In this study, we suggest an overlooked, but prevalent, mechanism by which the inertial nature of routines helps, rather than hinders, organizational adaptation. Routine-level inertia plays a hidden role...

  19. Hayek and Organizational Studies

    DEFF Research Database (Denmark)

    Foss, Nicolai Juul; Klein, Peter G.

    We briefly survey Hayek’s work and argue for its increasing relevance for organizational scholars. Hayek’s work inspired aspects of the transaction cost approach to the firm as well as knowledge management and knowledge-based view of the firm. But Hayek is usually seen within organizational...

  20. Organizational Behaviour Study Material

    OpenAIRE

    P. Sreeramana Aithal

    2016-01-01

    An overview of Organizational Behaviour – History of Organisational Behaviour and its  emergence as a disciple-emerging perspective Organizational Behaviour.  Individual process in organisation – Learning, perception and attribution- Individual differences - Basic concepts of motivation - Advanced concepts of motivation. Group process in Organisation – Group dynamics, leadership theories - Power, politics and conflict - inter- personal communication. Enhancing individu...

  1. 组织文化传播方式对组织成员心理图式影响的实证研究--基于媒介丰富度视角%An Empirical Study of Impacting on the Schemas of Organizational Members by Organizational Culture Communication Way---Based on Media Richness Perspective

    Institute of Scientific and Technical Information of China (English)

    张莉莉; 刘延平

    2014-01-01

    Based on the different dissemination of richness information, the communication ways of organizational culture can be divided into four different kinds:the high richness, the multiplicity of cues, the personal focus and the low rich-ness. The purpose of the organization cultural communication is to reshaping the schemas of organizational members, which shall meet the need of organizational development. The influence of these four kind of communication methods on the schemas of members is studied by SEM. The conclusions show that the high richness method is the most important way, followed by the multiplicity of cues and the personal focus, while the low richness does not make the schema of members changing;organization managers' attitude has significant impact on the first three methods, but smaller effects on the low richness way; cultural consistency and members personal qualities are not relevant of this communication process, indicating that organizational culture communication is relatively easy in China.%基于信息传播丰富程度的不同,可将组织文化传播方式分为高丰富度、线索多重性、个人化焦点和低丰富度四种不同媒介丰富度的传播方式。组织文化传播的目的是促进组织成员构建出符合组织发展需要的心理图式,本文采用结构方程方法从实证角度研究这四种传播方式对于成员心理图式的影响。研究结果表明,高丰富度传播方式的影响最大,其次为线索多重性传播方式和个人化焦点传播方式,而低丰富度传播方式不会使成员心理图式发生改变;管理者的态度对前三种传播方式有重要影响,但对于低丰富度传播方式的影响较小;文化一致性和成员个人特质对于传播过程的调节效应不显著,说明我国组织文化传播方式发挥作用相对较为容易。

  2. How Knowledge Management Is Affected by Organizational Structure

    Science.gov (United States)

    Mahmoudsalehi, Mehdi; Moradkhannejad, Roya; Safari, Khalil

    2012-01-01

    Purpose: Identifying the impact of organizational structure on knowledge management (KM) is the aim of this study, as well as recognizing the importance of each variable indicator in creating, sharing and utility of knowledge. Design/methodology/approach: For understanding relationships between the main variables (organizational structure-KM), the…

  3. Sustaining Motivation and Productivity during Significant Organizational Change.

    Science.gov (United States)

    Pellak, Mary T.

    2001-01-01

    Discussion of organizational change and possible negative effects which can impact organizational performance focuses on ways a manager can identify problems with employee motivation and productivity and address them in a supportive manner. Topics include clear expectations, open communication, and recognizing employee efforts. (Author/LRW)

  4. Organizational Justice and Social Workers' Intentions to Leave Agency Positions

    Science.gov (United States)

    Kim, Tae Kuen; Solomon, Phyllis; Jang, Cinjae

    2012-01-01

    The authors investigated the impact of organizational justice on social workers' intention to leave Korean social service agencies. Specifically, this study concentrated on the moderating effect of organizational justice on the relationship between burnout and intention to leave. The authors surveyed 218 front-line social workers from 51 social…

  5. Job Stress and Organizational Commitment among Mentoring Coordinators

    Science.gov (United States)

    Michael, Orly; Court, Deborah; Petal, Pnina

    2009-01-01

    Purpose: This research aims to examine the impact of job stress on the organizational commitment of a random, representative sample of coordinators in the Israeli educational mentoring organization PMP. Organizational commitment, including affective, continuance and normative commitment, refers to worker relations in the organization, and how…

  6. Organizational Culture and Internationalization: A Brief Literature Review

    Science.gov (United States)

    Nussbaumer, Alison

    2013-01-01

    This brief literature review introduces an area of emerging research about the impact of organizational culture on institutional strategies for internationalization. The review begins by introducing the concept of organizational culture, particularly within higher education. Five articles published between 2003 and 2012 are examined that introduce…

  7. Survivors' Discursive Construction of Organizational Identification after a Downsizing

    DEFF Research Database (Denmark)

    Aggerholm, Helle Kryger; Andersen, Mona Agerholm

    This study examines how surviving employees discursively construct organizational identifications after a downsizing in a large Scandinavian telecommunications company. Further, the analysis reveals which factors in survivors´ discourse are determining for the creation of their organizational...... identifications. Discourse analysis of the interview data indicate four types of employee identification response categories: 1) non-identification caused by indifference, 2) identification fuelled by job identification, consensus as to the downsizing strategy, sense of procedural justice and acceptance...

  8. O impacto do macro-ambiente na estrutura organizacional de bibliotecas universitárias The macro-environmental impact on the organizational structure of the university libraries

    Directory of Open Access Journals (Sweden)

    Silas Marques de Oliveira

    2003-06-01

    Full Text Available O objetivo do trabalho é provocar reflexão em torno de aspectos críticos para o gerenciamento eficaz de bibliotecas universitárias sob o ponto de vista organizacional. A discussão se baseia no tripé que alicerça uma organização, ou seja, pessoas, estrutura e tecnologia. Apresenta e discorre sobre os fatores que determinam e/ou influenciam a estrutura da biblioteca universitária, enfatizando o papel que desempenha em seu gerenciamento.The main aim of this paper is to start reflection around critical aspects for the effective management of university libraries from the organizational point of view. The discussion is based on the tripod that serves as the organizational foundation, that is, people, structure, and technology. It presents factors that determine and/or influence the organizational structure of the university library, emphasizing the role that it plays in its efficient management.

  9. Implementation of evidence-based practice and organizational performance.

    Science.gov (United States)

    Hovmand, Peter S; Gillespie, David F

    2010-01-01

    Administrators of mental health services may expect evidence-based practice (EBP) to offer strategic benefits. Existing theory suggests that the benefits of implementing EBP vary by organizational characteristics. This paper presents a conceptual framework for considering how implementation impacts organizational performance. The framework is developed as a system dynamics simulation model based on existing literature, organizational theory, and key informant interviews with mental health services administrators and clinical directors. Results from the simulations show how gains in performance depended on organizations' initial inertia and initial efficiency and that only the most efficient organizations may see benefits in organizational performance from implementing EBP. Implications for administrators, policy makers, and services researchers are discussed.

  10. Organizational Learning with Crowdsourcing

    DEFF Research Database (Denmark)

    Schlagwein, Daniel; Bjørn-Andersen, Niels

    2014-01-01

    Extant organizational learning theory conceptualizes organizational learning as an internal, member-based process, sometimes supported by, yet often independent of, IT. Recently, however, several organizations have begun to involve non-members systematically in their learning by using crowdsourcing......, a form of open innovation enabled by state-of-the-art IT. We examine the phenomenon of IT-enabled organizational learning with crowdsourcing in a longitudinal revelatory case study of one such organization, LEGO (2010-14). We studied the LEGO Cuusoo crowdsourcing platform’s secret test in Japan, its...... widely recognized global launch, and its success in generating top-selling LEGO models. Based on an analysis of how crowdsourcing contributes to the organizational learning at LEGO, we propose the “ambient organizational learning” framework. The framework accommodates both traditional, member...

  11. COMPARATIVE ANALYSIS OF THE ORGANIZATIONAL STRUCTURES IN SOME EU COUNTRIES

    Directory of Open Access Journals (Sweden)

    Ioana Raluca Goldbach

    2016-03-01

    Full Text Available The comparative analysis of organizational structures highlights similarities and differences between different factors influencing a company in its way of operation with the internal and/or external environment. The paper analyzes the organizational structures of some top companies from England, France and Romania that influence/determine the cultural organizational values and the norms elaborated and implemented, which, in time, become moral values and norms that acquire a social meaning, which means that they have been accepted by all the members of the organization.

  12. 组织气氛对护士工作投入的影响%The impact of organizational climate on nurses' work engagement

    Institute of Scientific and Technical Information of China (English)

    何叶; 侯爱和; 曹美嫦

    2011-01-01

    目的 研究护士感知的组织气氛对其工作投入的影响.方法 对840名临床护士进行组织气氛与工作投入的问卷调查,了解护士感知的组织气氛和护士工作投入的现状并探讨二者之间的关系.结果:护士感知到的组织气氛总均分为(2.79±0.52)分;而工作投入总均分为(2.99±1.23)分.回归分析显示,控制人口学变量后,组织气氛作为自变量可独立预测工作投入的41.0%,其进入回归方程的4个影响因素为管理支持、团队行为、资源保障、质量管理.结论:从组织层面采取措施,提高组织气氛,对促使护士以积极状态投入工作,改善护理服务质量有重要的作用.%Objective To investigate the nurses' perception of organizational climate and work engagement,and analyze the relationships between them. Methods A total of 840 nurses in 5 hospitals were recruited by convenience sampling method and investigated with Nurse's Organizational Climate Scale and Utrecht Work Engagement Scale(UWES). Results Totally 840 questionnaires were issued,and valid questionnaires were 706. The mean score of nurses' perception of organizational climate was 2.79±0.52. The mean score of work engagement was 2.99±1.23. The organizational climate factors including the support of management,group behavior,resources and guarantee,quality management,could predict 41.0 percent of the variance for nurses'work engagement. Conclusion Improving organizational climate has significant role to raise levels of nursers' work engagement,and improve quality of nursing service.

  13. A Cross-Cultural Examination of the Impact of Social, Organisational and Individual Factors on Educational Technology Acceptance between British and Lebanese University Students

    Science.gov (United States)

    Tarhini, Ali; Hone, Kate; Liu, Xiaohui

    2015-01-01

    This paper examines the social, organisational and individual factors that may affect students' acceptance of e-learning systems in higher education in a cross-cultural context. A questionnaire was developed based on an extended technology acceptance model (TAM). A total sample of 1173 university students from two private universities in Lebanon…

  14. Exploring the Strategic Role of Human Resource Development in Organizational Crisis Management

    Science.gov (United States)

    Wang, Jia; Hutchins, Holly M.; Garavan, Thomas N.

    2009-01-01

    Crisis management has been a largely overlooked territory in human resource development (HRD) despite the increasingly recognized impact of organizational crises on the individual and organizational performance. This article explores the strategic role of HRD in the context of organizational crisis management using Garavan's strategic HRD model as…

  15. Organizational climate and culture.

    Science.gov (United States)

    Schneider, Benjamin; Ehrhart, Mark G; Macey, William H

    2013-01-01

    Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research.

  16. Research evaluation and organizational learning

    DEFF Research Database (Denmark)

    Hansson, Finn

    The paper will address the role of the recent implementation of systems of research evaluation in universities. The role of classic quality control system, the peer review, is to produce the most trustworthy knowledge and at the same time function as a learning system in a peer-to-peer learning...... process based on the norms of science. Scientific work was and to a large degree still is organized as a craft guild with an apprenticeship kind of training function for young scientists, who tacitly have accepted the authoritative hierarchical system normally associated with organizations one or two...... centuries ago. Recent studies of knowledge creation and learning in organizational learning theory have demonstrated the complexity of the process of knowledge in organizations. But in the university the very accidental and random model for learning is still state of the art, leaving the important learning...

  17. Leadership and Organizational Culture

    Institute of Scientific and Technical Information of China (English)

    宋丽娜

    2015-01-01

    This essay attempts to explore the relationship between leaders, organizational culture, and national culture. Leaders cre⁃ate“climate of the organization”with six mechanisms. Furthermore, leaders style of management is considerably influenced by their national culture based on Hofstede’s organizational culture theory. Varieties of examples and cases are analyzed to illustrate that leadership beliefs and practices have direct relationship with organizational culture and shape their individualistic communica⁃tion styles and goals that influence to a significant degree in establishing shared values, beliefs and practices among employees within an organization.

  18. Perceived Organizational Support Impacts on the Associations of Work-Family Conflict or Family-Work Conflict with Depressive Symptoms among Chinese Doctors.

    Science.gov (United States)

    Hao, Junhui; Wang, Jiana; Liu, Li; Wu, Wei; Wu, Hui

    2016-03-16

    As a common mental disorder, depressive symptoms had been studied extensively all over the world. However, positive resources for combating depressive symptoms among Chinese doctors were rarely studied. Our study aimed to investigate the relationships between work-family conflict (WFC) and family-work conflict (FWC) with depressive symptoms among Chinese doctors. Meanwhile, the role of perceived organizational support (POS) in this association was explored at an organizational level. The investigation was conducted between March and April 2014. Questionnaires that measured WFC, FWC, depressive symptoms and POS were distributed to 1200 doctors in Shenyang, China. The final study subjects were 931 doctors (effective response rate: 77.6%). In all analyses, male and female doctors were analyzed separately because of possible gender differences. Hierarchical linear regression analyses were used to examine the moderating role of POS. Baron and Kenny's technique and asymptotic and resampling strategies were used to explore the mediating role of POS on the associations of WFC or FWC with depressive symptoms. WFC and FWC had positive relations with depressive symptoms among doctors. POS played a partial mediating role on the correlation of FWC with depressive symptoms among male doctors, and POS played a partial mediating role on the correlation of WFC with depressive symptoms among female doctors. POS had a positive moderating effect on the relationship between WFC and depressive symptoms among doctors. WFC and FWC could aggravate doctors' depressive symptoms, and POS, as an organizational resource, could fight against doctors' depressive symptoms. When POS functioned as a mediator, FWC had a negative effect on POS, which could increase male doctors' depressive symptoms, and WFC had a negative effect on POS, which could increase female doctors' depressive symptoms. In the meantime, POS, as a moderator, could enhance the effects of WFC on depressive symptoms.

  19. Organizational Culture as the Driver of Dense Intra-organizational Networks

    Directory of Open Access Journals (Sweden)

    Eckenhofer Eva

    2011-06-01

    Full Text Available Shared norms and values are essential for connecting individuals in social networks as well as triggering exchange of information and joint cooperation. Trust, proximity and reciprocity are also relevant to having a positive outcome within social networks as they are linked to Social Capital, competitiveness of organizations, advantages of the economies of scales and scope as well as decrease in transaction-costs. Organizational culture impacts on most aspects of organizational life, especially when it comes to people and their relationships. Even though it is widely acknowledged that culture plays an important role in social network building and the qualities of these connections, there has not been much research on it. Therefore, the question which usually arises is which type of organizational culture is most likely to have a positive influence on the intra-organizational networks and lead to a higher density of the network. Based on a literature study and a case study analysis of two Austrian organizations, the authors’ aimed at providing some clarifications on the impact of organizational culture on the density of intra-organizational networks. This paper uses the Competing Values Framework and the Social Network Analysis for that purpose.

  20. A survey relation of organizational culture and organizational citizenship behavior with employees’ empowerment

    Directory of Open Access Journals (Sweden)

    Seyyed Ebrahim Sadati

    2012-10-01

    Full Text Available The aim of this study is to study the relationship between organizational culture and organizational citizenship behavior (OCB with employees’ empowerment. Empowering employee’s breeds success by providing a suitable framework to utilize the necessary skills in an attempt to realize organizational goals. In this paper, four dimensions of employees’ empowerment including meaningfulness, choice, competence and impact are investigated. We also identify four dimensions for organizational culture including adaptability, consistency, involvement and mission. The paper also specifies five basic dimensions of OCB, which consists of altruism, conscientiousness, sportsmanship, courtesy and civic virtue. These basic dimensions of both independent and dependent variables construct the research conceptual model and the required data is gathered from the Tehran Municipality. This proposed study considers 180 employees who participated in our survey. The investigation of the proposed model is also performed based on the Structural Equation Modeling (SEM.

  1. Çalışanların Örgütsel Güven ve Sinizm Algılarının Örgütsel Bağlılıkları Üzerindeki Rolü(The Role of Employees’ Organizational Trust and Cynicism Perceptions on Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Tolga TÜRKÖZ

    2013-12-01

    Full Text Available Organizational commitment perceptions, can have positive effects in organizations and may have advantageous impacts on individual and organizational job performance. Various organizational perceptions such as trust in the positive way and cynicism in the negative way may influence individuals’ behaviors within organizations and these organizational perceptions may also have effects on the organizational commitment perceptions. This study was conducted to reveal the role of employees’ organizational trust and cynicism perceptions on organizational commitment. For this aim, the data were collected from 371 employees in manufactoring sector and analyzed in the structural equation model framework. According to the results of the research, it was found that there is significant positive relationship between organizational trust and organizational commitment, on the contrary negative relation with organizational cynicism and commitment. Furthernore, this research consequence indicates that organizational trust and organizational cynicism perceptions of employees predict organizational commitment.

  2. 探讨BIM应用对工程项目组织流程的影响%The Discussion of the Impact of BIM Application of the Project Organizational Process

    Institute of Scientific and Technical Information of China (English)

    应宇垦; 王婷

    2012-01-01

    During the BIM implementation process, we found that the BIM application more or less will have an impact on the traditional project process. The organizational theory of project management tells us, if diagnosing project management of a construction project, the first is to analyze its organization and processes, because the processes reflect the the dynamic logical relationship of the various tasks of the project organization. This article is intended to investigate BIM application and its improvement of project organizational process, which is to provide a reference for BIM implementation planning.%在BIM实施过程中,我们发现BIM应用或多或少都会对现有工程项目流程有所影响。工程项目管理的组织论告诉我们,如果对一个建设工程的项目管理进行诊断,首先应分析其组织和流程,因为业务流程反映了3-.程项目组织各个任务的动态的逻辑关系。本文意在探讨BIM应用对工程项目组织流程的改进,给BIM实施策略的制定提供参考。

  3. 组织支持感与心理授权对护士工作生活质量的影响%The impact of perceived organizational support and psychological empowerment on nurses' quality of work life

    Institute of Scientific and Technical Information of China (English)

    罗鸿超; 黎燕英; 孙妍; 陈玲; 邓爱辉

    2012-01-01

    Objective To investigate the impact of perceived organizational support and psychological empowerment on nurses' quality of work life. Methods A total of 522 nurses were recruited by cluster sampling method from three 3-A hospitals. Results The mean score of nurses' quality of work life was 2.951 ±0.576. The nurses showed the lowest level of satisfaction in the factors of promotion system and work welfare. The score of quality of work life was significantly correlated with the score of perceived organizational support and psychological empowerment. Psychological empowerment partly mediated the relationship between organizational support and nurses' quality of work life. Conclusions Nursing administrators should pay close attention to nurses' quality of work life,and take actions to create favorable organizational support for nurses in order to enhance nurses' perception of psychological empowerment work environment, and thereby to promote the quality of work life.%目的 探讨组织支持感、心理授权对护士工作生活质量的影响.方法 使用整群抽样法对衡阳市3所三级甲等综合医院522名护士进行调查.结果 护士工作生活质量得分为(2.951±0.576)分,以升迁制度和工作福利两个维度得分最低.组织支持感、心理授权与护士工作生活质量存在显著正相关,心理授权在组织支持感对护士工作生活质量的影响中起部分中介作用.结论 管理者应重视护士工作生活质量,创造良好的组织支持系统,以利于护士心理授权环境的形成,进而提升护士工作生活质量.

  4. Translating organizational change

    DEFF Research Database (Denmark)

    Scheuer, John Damm

    2016-01-01

    This paper takes it point of departure in actor-network-theory (ANT). It responds to the Next Management Theory tracks call for papers that address and further develops our understanding of organizational change as translation processes. It moreover addresses a critique of ANT researchers...... in organizational studies for making descriptions of studied empirical phenomena rather than developing theories and giving normative advice about how organizations or organizational change processes may be theorized, analyzed, managed and/or organized better. A new ANT-inspired theory about the characteristics...... of organizations, organizational change and change agents is therefore developed combining ANT with other theories. The relevance of this view is demonstrated in an analysis of a case where a nurse and the leader of a clinic for orthopedic surgery try to translate and thus implement a risk-management and deviation...

  5. Varieties of Organizational Conflict

    Science.gov (United States)

    Pondy, Louis R.

    1969-01-01

    The viewpoints and findings of the seven empirical studies of organizational conflict contained in this issue are compared and contrasted. A distinction is made between conflict within a stable organization structure and conflict aimed at changing the organization structure. (Author)

  6. Organizational Development and Evaluation.

    Science.gov (United States)

    Patton, Michael Quinn

    1999-01-01

    Explores some opportunities open to evaluators as practitioners of organizational development and the advantages and competencies evaluators can bring to such initiatives. Presents eight examples of such opportunities. (SLD)

  7. Outsource the Clients Management? A Study about the Impact of the Facilities Management Activity Outsourcing in the Satisfaction of Organizational Clients

    Directory of Open Access Journals (Sweden)

    Hellio Calian Martins

    2014-04-01

    Full Text Available Satisfaction is the subject of several studies because of the managerial implications related to customer loyalty and business sustainability. This study aims to assess the satisfaction of organizational clients of Shopping Centers (SC with the technical and environmental services that provide the necessary conditions for the retail practice denominated facilities management (FM. FM involves a wide range of services to retailers to ensure normal operation (HR and finance management, real estate and Legal advice, IT repairs .... The services can be managed and/or performed by internal or external staff. FM activities are quite subject to contractual and environmental problems. Although most of the time they are invisible to consumers attending the SC, when they are poorly performed, the effects can be devastating, causing dissatisfaction among consumers and retailers. Data collected at two big SC in Rio de Janeiro were statistically analyzed. Results show evidence that this management option has significant relevance in customer satisfaction and there is also evidence that the shopkeeper satisfaction is lower when the FM is outsourced. This work aims to contribute to retail management, specifically SC management, by analyzing the satisfaction of organizational clients with services of FM and may provide more information for better decision making.

  8. Communication in Organizational Groups

    OpenAIRE

    Monica RADU

    2007-01-01

    Organizational group can be defined as some persons between who exist interactive connections (functional, communication, affective, normative type). Classification of these groups can reflect the dimension, type of relationship or type of rules included. Organizational groups and their influence over the individual efficiency and the efficiency of the entire group are interconnected. Spontaneous roles in these groups sustain the structure of the relationship, and the personality of each indi...

  9. Organizational Commitment in Nurses

    Directory of Open Access Journals (Sweden)

    Azizollah Arbabisarjou

    2016-12-01

    Full Text Available Introduction: As increase in nursing shortages, absenteeism and turn over, organizational commitment is extensively important for retention of nurses. Organizational committed staff has higher efficiency; thus, more tendency to stay and less absenteeism are their characteristics. Being aware of nursing staff’s organizational commitment provides adequate information to authorities to make- decision and lead in adopting proper methods to determine the effectiveness of the Health Centers in the country. Hence, the present study carried out to examine the amount of nurses’ organizational commitment. Materials and Methods: The nurses were 200 subjects who participated in this descriptive- analytical study. They were engaged in teaching hospitals in Zahedan in 2016. Data were collected from 200 nurses in major hospitals. Samples were selected by a random sampling method. Questionnaires, including Demographic data, Organizational Commitment Questionnaires. Data were analyzed by SPSS version 21.0 using descriptive statistics, Pearson correlation, variance analysis and t-test. Findings: The results showed nurses’ average age was 30.05±6.56. The female subjects were 162. The average level of organizational commitment among nurses was 74.24±8.36, emotional commitment was 25.58±3.26. The component, and continued commitment was 24.36±4.05 and 24.30±3.48 for normative commitment. There was no relationship between the age and organizational commitment, emotional and continuing commitment, but their relation was significant with normative commitment. Conclusion: The result of the present study indicated that the grade of the organizational commitment of participating nurses in was moderate, in this study. An organization requires to the staff foe gaining to its goals, who do their duty along love and enthusiasm and are committed to this organization. Proper ground should be established in order to make and maintain these features in the staff.

  10. When do employees identify? An analysis of cross-sectional and longitudinal predictors of training group and organizational identification

    NARCIS (Netherlands)

    Eisenbeiss, Kerstin K.; Ottenz, Sabine

    2008-01-01

    Organizational research has shown the impact of organizational identification on employees' attitudes and behavior, and its relevance for economic success (Haslam, 2004). Furthermore, the necessity to differentiate levels of identification within organizations has been emphasized (van Knippenberg &

  11. 基于上下级关系的沟通开放性对组织承诺的影响研究%Impact of Communication Openness to Organizational Commitment Based on Superior-Subordinate Relationships

    Institute of Scientific and Technical Information of China (English)

    刘彧彧; 黄小科; 丁国林; 严肃

    2011-01-01

    This research is established in Chinese context, and by measuring a sample of 315 employees from Chinese enterprises, it attempts to examine the impacts of communication openness on organizational commitment and the mediating effects of leader-member exchange and Guanxi in this process. Also, we explore the impacts of age, education, position level on these variables. The main findings are shown as follows. Firstly, communication openness is significantly related to LMX,guanxi and organizational commitment. Secondly, guanxi fully mediates the relationship between communication openness and organizational commitment. Thirdly, LMX doesn't mediate the relationship between communication openness and organizational commitment directly. This research finds that personal guanxi between supervisor and subordinate plays an important role in Chinese enterprises, and the suggestions for Chinese enterprises from the result are as follows. Chinese enterprises should build effective formal communication networks to ensure that any information can transmit without obstacle. Supervisors should be more open to subordinates, especially strengthen the initiative of communication. In addition to formal LMX, supervisors need to keep good personal guanxi with subordinates, and spend time caring them to win subordinates' commitment, thus increase employees' organizational commitment.%对315位中国企业的员工进行测试,探讨沟通开放性对组织承诺的影响以及领导-成员交换和"关系"在此过程中的中介作用,并考察年龄、学历、职位级别等个人特征对各变量的影响.研究结论表明:①组织中沟通开放性对员工组织承诺有正向的影响;②沟通开放性对领导-成员交换和上下级"关系"均有正向的影响;③"关系"在沟通开放性与员工组织承诺的关系中起完全中介作用;④领导-成员交换不直接在沟通开放性与员工组织承诺的关系中起中介作用.在此基础上对中国企业提

  12. Role of job satisfaction components in organizational efficiency (Case Study: Fars Pegah Company

    Directory of Open Access Journals (Sweden)

    Mohammad Hussein Motaghi Pisheh

    2014-06-01

    Full Text Available This study aims to evaluate the role of job satisfaction components in organizational efficiency, the statistical population of this study consisted of staff working in human resource management and finance and accounting units of Fars Pegah Milk Company including 40 people, among them 15% was selected as a sample. To collect information both job satisfaction and organizational efficiency questionnaires were used and their reliability were determined 84% and 88%, respectively. In this study, Pearson correlation coefficients test was used to identify the relationship between independent variables and dependent variables, and Friedman ANOVA test was used to rank each of the independent variables included in the study based on the importance and impact that they have on the dependent variable. The research results show that in 95% validity, Sig =0.004, so we reject the null hypothesis and accept the other hypothesis. According to the respondents, there is a significant relationship between job satisfaction and organizational efficiency, and since Pearson correlation coefficient is 0.472 for the test, therefore, so it is a direct relationship Normal 0 false false false EN-US X-NONE AR-SA

  13. Quality assurance and organizational effectiveness in hospitals.

    Science.gov (United States)

    Hetherington, R W

    1982-01-01

    The purpose of this paper is to explore some aspects of a general theoretical model within which research on the organizational impacts of quality assurance programs in hospitals may be examined. Quality assurance is conceptualized as an organizational control mechanism, operating primarily through increased formalization of structures and specification of procedures. Organizational effectiveness is discussed from the perspective of the problem-solving theory of organizations, wherein effective organizations are those which maintain at least average performance in all four system problem areas simultaneously (goal-attainment, integration, adaptation and pattern-maintenance). It is proposed that through the realization of mutual benefits for both professionals and the bureaucracy, quality assurance programs can maximize such effective performance in hospitals.

  14. Influence of organizational factors on safety

    Energy Technology Data Exchange (ETDEWEB)

    Haber, S.B.; Metlay, D.S.; Crouch, D.A.

    1990-01-01

    There is a need for a better understanding of exactly how organizational management factors at a nuclear power plant (NPP) affect plant safety performance, either directly or indirectly, and how these factors might be observed, measured, and evaluated. The purpose of this research project is to respond to that need by developing a general methodology for characterizing these organizational and management factors, systematically collecting information on their status and integrating that information into various types of evaluative activities. Research to date has included the development of the Nuclear Organization and Management Analysis Concept (NOMAC) of a NPP, the identification of key organizational and management factors, and the identification of the methods for systematically measuring and analyzing the influence of these factors on performance. Most recently, two field studies, one at a fossil fuel plant and the other at a NPP, were conducted using the developed methodology. Results are presented from both studies highlighting the acceptability, practicality, and usefulness of the methods used to assess the influence of various organizational and management factors including culture, communication, decision-making, standardization, and oversight. 6 refs., 3 figs., 1 tab.

  15. Institutional pressures and marketing ethics initiatives: the focal role of organizational identity

    NARCIS (Netherlands)

    Martin, K.D.; Johnson, J.L.; French, J.J.

    2011-01-01

    Institutional theory implies that normative societal expectations create pressures for organizations to respond acceptably to important institutional constituents. Although the role of the institutional environment on marketing has been studied, the organizational mechanisms by which firms respond t

  16. THE COMPLEX METHOD OF MEASURING ORGANIZATIONAL COMMUNICATIONS

    OpenAIRE

    I.A. Maltsev; L.S. Nikolaeva

    2008-01-01

    The role of organizational communications constantly increases. The paper is focused on organizational communications management by creating complex method of organizational communication’s diagnostics.

  17. THE COMPLEX METHOD OF MEASURING ORGANIZATIONAL COMMUNICATIONS

    Directory of Open Access Journals (Sweden)

    I.A. Maltsev

    2008-12-01

    Full Text Available The role of organizational communications constantly increases. The paper is focused on organizational communications management by creating complex method of organizational communication’s diagnostics.

  18. 政府公职人员微博接受意愿的影响因素研究%Impact Factors of Public Acceptance Intention of Microblogging with Government Officials

    Institute of Scientific and Technical Information of China (English)

    关欣; 张钟文; 张楠; 孟庆国

    2012-01-01

    对政府公职人员微博接受意愿的影响因素进行实证研究,结果表明:政府公职人员的微博接受意愿会受到主观人文认知和客观技术环境两个层面的影响;感知风险对于微博接受意愿的负向影响最为显著;绩效期望、付出期望、便利条件、信任网络、社会影响这些要素对微博接受意愿均存在显著正向影响。%This paper does an empirical study on impacting factors of public acceptance intention of microblogging with government officials group. The research indicates: The acceptance intention would be affected by two aspects of subjective humanistic cognition and objective technology environment. The negative impact on perceived risk to acceptance intention of microblogging is the most signif- icant. But performance expectancy, effort expectancy, facilitating conditions, trust networks and social influence have the significant positive effects to acceptance intention.

  19. The impact of nurses' perceived organizational support and job satisfaction on their turnover intention%护士组织支持感、工作满意度对离职倾向的影响分析

    Institute of Scientific and Technical Information of China (English)

    赵瑾; 冯晨秋; 赵菁

    2015-01-01

    目的:探讨护士组织支持感、工作满意度对离职倾向的影响,并建立三者的关系模型。方法:应用护士组织支持感问卷、卡劳斯克/米勒满意度量表和离职倾向量表对某三级甲等综合医院592名注册护士进行调查,应用SPSS 17.0和AMOS17.0统计软件对结果进行分析。结果:护士组织支持感平均得分为(3.23±0.76)分,工作满意度的平均得分为(3.06±0.56)分,离职倾向的平均得分为(12.87±3.77)分。护士组织支持感与工作满意度呈显著正相关,与离职倾向呈显著负相关,工作满意度与离职倾向呈显著负相关;工作满意度在护士组织支持感对离职倾向的影响中起部分中介作用,中介效应为-0.224,占总效应的43.6%。结论:管理者应创造良好的组织支持系统,通过提高工作满意度降低护士离职倾向。%Objective: To investigate the impact of nurses' perceived organizational support and job satisfaction on their turnover intention, and to establish a model of this relationship. Methods: Totally 592 nurses from a 3-A grade hospital were investigated with Survey of Nurse Perceived Organizational Support (SNPOS), McCloskey/Mueller Satisfaction Scale (MMSS) and Turnover Intention Scale. The data were analyzed by SPSS 17.0 and AMOS 17.0. Results: The mean scores of SNPOS, MMSS, Turnover Intention Scale were 3.23±0.76, 3.06±0.56, and 12.87±3.77, respectively. Perceived organizational support had positive correlation with job satisfaction and negative correlation with turnover intention. The job satisfaction had negative correlation with turnover intention. The job satisfaction mediated between nurse perceived organizational support and turnover intention, with the mediation effect of -0.224, and explained 43.6% of the total effects. Conclusion: Nursing administrators should provide favorable organizational support to nurses in order to enhance their job satisfaction and decrease

  20. Types of social support and parental acceptance among transfemale youth and their impact on mental health, sexual debut, history of sex work and condomless anal intercourse

    Directory of Open Access Journals (Sweden)

    Victory Le

    2016-07-01

    Full Text Available Introduction: Transfemale youth (TFY are an underserved and understudied population at risk for numerous poor physical and mental health outcomes, most notably HIV. Research suggests that parental acceptance and social support may serve as protective factors against HIV and other risks for TFY; however, it is unclear whether TFY receive primary social support from parents with or without parental acceptance of their gender identity. This study examines differences in parental acceptance, mental health and the HIV risk factors of history of sex work, age at sexual debut and engagement in condomless anal intercourse between TFY with two types of primary social support – non-parental primary social support (NPPSS and parental primary social support (PPSS. Methods: Cross-sectional data collected from 301 TFY from 2012 to 2014 in the San Francisco Bay Area were analyzed to determine differences in parental acceptance, mental health and HIV risk factors between youth with and without PPSS. Univariate statistics and chi-squared tests were conducted to determine if parental acceptance and health outcomes were correlated with type of social support. Results: Two-hundred fifty-one participants (83.7% reported having NPPSS, and 49 (16.3% reported PPSS. Significantly more youth with PPSS reported affirmative responses on parental acceptance items than their NPPSS counterparts. For example, 87.8% of youth with PPSS reported that their parents believed they could have a happy future as a trans adult, compared with 51.6% of youth with NPPSS (p<0.001. Fewer participants with PPSS reported symptoms of psychological distress (2.0% vs. 12.5%, p=0.057, though this finding was not statistically significant; no significant associations were found between primary social support type and HIV risk factors. Conclusions: These results suggest that TFY with parental acceptance of their gender identity may be more likely to reach out to their parents as their primary

  1. Achieveing Organizational Excellence Through

    Directory of Open Access Journals (Sweden)

    Mehdi Abzari

    2009-04-01

    Full Text Available AbstractToday, In order to create motivation and desirable behavior in employees, to obtain organizational goals,to increase human resources productivity and finally to achieve organizational excellence, top managers oforganizations apply new and effective strategies. One of these strategies to achieve organizational excellenceis creating desirable corporate culture. This research has been conducted to identify the path to reachorganizational excellence by creating corporate culture according to the standards and criteria oforganizational excellence. The result of the so-called research is this paper in which researchers foundtwenty models and components of corporate culture and based on the Industry, organizational goals andEFQM model developed a model called "The Eskimo model of Culture-Excellence". The method of theresearch is survey and field study and the questionnaires were distributed among 116 managers andemployees. To assess the reliability of questionnaires, Cronbach alpha was measured to be 95% in the idealsituation and 0/97 in the current situation. Systematic sampling was done and in the pre-test stage 45questionnaires were distributed. A comparison between the current and the ideal corporate culture based onthe views of managers and employees was done and finally it has been concluded that corporate culture isthe main factor to facilitate corporate excellence and success in order to achieve organizational effectiveness.The contribution of this paper is that it proposes a localized –applicable model of corporate excellencethrough reinforcing corporate culture.

  2. Dehumanization in organizational settings: some scientific and ethical considerations.

    Science.gov (United States)

    Christoff, Kalina

    2014-01-01

    Dehumanizing attitudes and behaviors frequently occur in organizational settings and are often viewed as an acceptable, and even necessary, strategy for pursuing personal and organizational goals. Here I examine a number of commonly held beliefs about dehumanization and argue that there is relatively little support for them in light of the evidence emerging from social psychological and neuroscientific research. Contrary to the commonly held belief that everyday forms of dehumanization are innocent and inconsequential, the evidence shows profoundly negative consequences for both victims and perpetrators. As well, the belief that suppressing empathy automatically leads to improved problem solving is not supported by the evidence. The more general belief that empathy interferes with problem solving receives partial support, but only in the case of mechanistic problem solving. Overall, I question the usefulness of dehumanization in organizational settings and argue that it can be replaced by superior strategies that are ethically more acceptable and do not entail the severely negative consequences associated with dehumanization.

  3. Knowledge management, innovativeness, and organizational performance: Evidence from Serbia

    Directory of Open Access Journals (Sweden)

    Slavković Marko

    2013-01-01

    Full Text Available The importance of knowledge management and its contribution to organizational performance and innovativeness has been the subject of many studies and is increasingly gaining recognition worldwide. Our study analyses the impact of knowledge management on perceived organizational performance and innovativeness in the context of the Serbian economy. The results of the empirical research on leading Serbian firms demonstrates the direct and positive effect of knowledge management. The regression results show that knowledge management generally has a positive effect on organizational performance. Also, the results show that knowledge management is positively related to the different dimensions of organizational innovation (process innovation and administrative innovation. The mediating effects of process innovation and administrative innovation on the relationship between knowledge management and organizational performance are only partially supported.

  4. The Organizational Economics of Organizational Capability and Heterogeneity

    DEFF Research Database (Denmark)

    Foss, Nicolai Juul; Argyres, Nicholas; Felin, Teppo

    For decades, the literatures on firm capabilities and organizational economics have been at odds with each other, specifically relative to explaining organizational boundaries and heterogeneity. We briefly trace the history of the relationship between the capabilities literature and organizationa...

  5. Organizational Silence in Universities as the Predictor of Organizational Culture

    Directory of Open Access Journals (Sweden)

    Erkan YAMAN

    2014-04-01

    Full Text Available The aim of this study is to determine the relationship between the sense of organizational silence and the organizational culture the instructors perceived. In this study, the scale for determining organizational culture developed by İpek (1999 and the scale for measuring organizational silence developed by Çakıcı (2007 and adapted by Soycan (2010 are used. No remarkable difference was found in the academic staff's sense of organizational silence degree according to their genders and educational backgrounds. It was seen that the instructors' sense of organizational silence had remarkable differences according to their age group, faculty, sense of administration type in their institutions, frequency of their face-to-face communication with their administrators and their thoughts of speaking clearly with their administrators. It was observed that research assistants had a significantly higher sense of organizational silence than the lecturers in the sense of ‘Lack of Experience'. It was seen that academicians who had 1-5 years of employment period had the highest sense of organizational silence while those who had 21 years or more employment period had the lowest sense of organizational silence in the sense of ‘Lack of Experience' of organizational silence. When the points that participant academicians got from organizational silence and organizational culture scales analyzed in the correlation table, it was found out that there was a remarkable relationship between the academicians' sense of organizational silence and sense of organizational culture. This relationship was a medium-level negative relationship between subdimensions of two scales. A medium-level negative relationship between the organizational silence (total and the organizational culture was also seen. Based on the findings, university administrators were proposed to create a participant culture in their institutions as well as to encourage instructors to speak clearly and

  6. Creativity and organizational learning as means to foster sustainability

    NARCIS (Netherlands)

    Lozano, Rodrigo

    2014-01-01

    This article argues that creativity and organizational learning can help to challenge the traditional Newtonian and Cartesian mental models and foster more sustainable societies. The recognition and acceptance of creativity by individuals, groups, organizations, and finally society can create new kn

  7. The Impact of Subjective Norm and Facilitating Conditions on Pre-Service Teachers' Attitude toward Computer Use: A Structural Equation Modeling of an Extended Technology Acceptance Model

    Science.gov (United States)

    Teo, Timothy

    2009-01-01

    This study examined pre-service teachers' self-report on their attitude toward computer use. Participants were 285 pre-service teachers at a teacher training institution in Singapore. They completed a survey questionnaire measuring their responses to five constructs which formed a research model using the Technology Acceptance Model (TAM) as a…

  8. Using diffusion of innovation theory to understand the factors impacting patient acceptance and use of consumer e-health innovations: a case study in a primary care clinic

    NARCIS (Netherlands)

    Zhang, Xiaojun; Yu, Ping; Yan, Jun; Spil, Ton

    2015-01-01

    Background Consumer e-Health is a potential solution to the problems of accessibility, quality and costs of delivering public healthcare services to patients. Although consumer e-Health has proliferated in recent years, it remains unclear if patients are willing and able to accept and use this new

  9. The effect of transformational leadership style and organizational culture on the formation of organizational cynicism in the Agricultural Bank of Tehran

    Directory of Open Access Journals (Sweden)

    Narges Rabie

    2016-06-01

    Full Text Available The purpose of this study was to evaluate the effect of transformational leadership style and organizational culture on the formation of organizational cynicism in the Agricultural Bank in city of Tehran. The population of this study consisted of 1022 employees of the Agricultural Bank of Tehran. A total of 304 questionnaires were distributed, of which 264 valid questionnaires were collected. These questionnaires were distributed randomly among the male and female employees in Tehran branches of Agricultural Bank. Standard questionnaire of transformational leadership model, standard questionnaire of organizational culture model and organizational cynicism were applied in this study. In this study SPSS19 and Smart PLS software were used to analyze the collected data. Hypothesis testing showed that at first, Transformational leadership style had no significant effect on the formation of organizational cynicism in the Agricultural Bank in Tehran, and organizational culture had a significant negative impact on the formation of organizational cynicism in the Agricultural Bank in the second hypothesis.

  10. Organizational Communication and Media

    DEFF Research Database (Denmark)

    Tække, Jesper

      The paper reflects an interest in the relation between organizational communication and media. It tries to answer the question, how we can observe the relationship between organizational communication and media. It is a work-in-progress which tries to combine organizational studies inspired...... of Niklas Luhmann (Tække & Paulsen 2008, Tække 2008a) with analysis of how organizations communicate in and about media. Using systems theory and form theory, it puts forward a theoretical framework and a strategy for analysing organisational communication in and about media. The medium aspect is inspired...... is a possible framework to draw the two disciplines together in, because it is a theory about the relation between the social and the media it is based on. First the paper sum up the Luhmann inspired theory about organizations, fleshing out how organizations are thought to communicate in and about media and how...

  11. Creating Organizational Cultures

    DEFF Research Database (Denmark)

    Mouton, Nico; Just, Sine Nørholm; Gabrielsen, Jonas

    2012-01-01

    Purpose – The purpose of this paper is to re-conceptualize the relations between rhetorical strategies and material practices in the processes whereby leaders create or change organizational cultures. Design/methodology/approach – The authors compare and contrast two broad perspectives on cultural...... insights. The authors propose an integrated perspective in which material practices and rhetorical strategies are seen as two analytical sides of the same ontological coin. This enables a fuller and more detailed explanation of how organizational cultures are created or changed. A brief illustration...... is provided of the merits of this approach by revisiting the case of Enron. Originality/value – The paper constitutes an initial exploration of how social scientific and rhetorical perspectives on organizational change may be brought closer together. It may provide the first step towards the development...

  12. Organizational change, new information and communication technologies and the demand for labor in services

    OpenAIRE

    Falk, Martin

    2001-01-01

    Between 1993 and 1995, the majority of German firms in services introduced new organizational practices (OC), in particular total quality management systems, certified ISO 9000, lean administration, flatter hierarchies, delegation of authority and ICT-enabled organizational changes). This paper analyzes the impact of organizational change as well as the impact of the introduction of information and communication technology (ICT) on actual labor demand as well as on employment expectations. Th...

  13. Does Organizational Forgetting Matter? Organizational Survival for Life Coaching Companies

    Science.gov (United States)

    Aydin, Erhan; Gormus, Alparslan Sahin

    2015-01-01

    Purpose: The purposes of this paper are to determine the role of organizational forgetting in different type of coaching companies and to determine organizational survival based on both knowledge structure of coaching companies and organizational forgetting with core features of organizations. Design/methodology/approach: Within the context of…

  14. Organizational Justice As a Predictor of Organizational Silence

    Science.gov (United States)

    Tan, Çetin

    2014-01-01

    In this study, relation between teachers' perception for organizational justice and their organizational silence was examined. Sample of this study consists of 300 teachers who work at elementary schools in Siirt. Relational Scanning model was utilized in performance of this study. In this study, Organizational Justice Scale and Organizational…

  15. Organizational Citizenship and Organizational Justice in Turkish Primary Schools

    Science.gov (United States)

    Yilmaz, Kursad; Tasdan, Murat

    2009-01-01

    Purpose: The purpose of this study is to determine primary school teachers' perceptions regarding organizational citizenship and organizational justice. The study also aims to determine whether such perceptions vary depending on the variables of gender, field of study and seniority, and whether organizational citizenship behaviors and…

  16. Anticipating Organizational Change

    DEFF Research Database (Denmark)

    Krogh, Simon

    of organizational members waiting for changes to take effect. The 3-year period leading up to the ‘go-live’ of Sundhedsplatformen has been a unique opportunity to study the anticipatory phase in connection with large scale IT project and has resulted in the development of a theoretical / conceptual framework......This study reports on the extended time period prior to the introduction of the largest ever Health IT implementation in Denmark – Sundhedsplatformen. The focus of the dissertation is on organizational implications of introducing new technology and more specifically the anticipation...

  17. 上级反馈和工作反馈对公务员组织公民行为的影响%The Impact of Feedback from Supervisor and Job Itself on Civil Servants' Organizational Citizenship Behaviors

    Institute of Scientific and Technical Information of China (English)

    李旭培; 石密; 王桢; 时勘

    2012-01-01

    The aims of this study were to investigate the impacts of feedbacks from supervisor and job itself on organi zational citizenship behaviors. Two hundred and nineteen Civil Servants were selected to fulfill self - report question naire. Results of hierarchical regression analysis indicated that, after controlling for the demographic variables, feedback from supervisor showed significant positive associations with helping and advice behaviors, and these relationships were moderated by feedback from job itself. However, the relationships between feedback from job itself and organizational citizenship behaviors were not significant in this study. A further analysis indicated the modifying response of job feedback to the relations of supervisor feedback with support behaviors and that of supervisor feedback with advice behaviors. Results suggested that feedbacks from different sources may have different effects on organizational citizenship behaviors.%为考察来自上级的反馈和来自工作本身的反馈对公务员组织公民行为的影响,研究选取219名政府机关普通公务员进行了问卷调查.层次回归分析结果表明,在控制了人口统计学变量之后,上级反馈对帮助和谏言两种组织公民行为有显著正向预测作用,工作反馈的预测作用并不显著;进一步分析发现,工作反馈在上级反馈与帮助行为、上级反馈与谏言行为的关系上具有调节作用.结果表明不同来源反馈对组织公民行为的影响机制不同.

  18. ORGANIZATIONAL CAPITAL IN ENTERPRISE ARCHITECTURE

    Directory of Open Access Journals (Sweden)

    Kirill G. Skripkin

    2016-01-01

    Full Text Available The paper describes a new approach to the description of organizational capital in enterprise architecture. This approach is focused on internal consistency of organizational mechanisms and their fit to the requirements of technologies in use and key employees. The description rests on Henry Mintzberg organizational design theory. The value of this description is demonstrated for the case of influence of Ministry of Education and Science policy on the organizational capital of the Russian university.

  19. Organizational Performance and Customer Value

    Science.gov (United States)

    Tosti, Donald; Herbst, Scott A.

    2009-01-01

    While behavior systems analysts have recognized the importance of the consumer of organizational products (i.e., receiving system) in developing models of organizational change, few have offered a systematic assessment of the relationship between consumer and organizational practices. In this article we will discuss how a behavior systems approach…

  20. Organizational Reconfiguration and Strategic Response

    DEFF Research Database (Denmark)

    Møller Larsen, Marcus; Pedersen, Torben

    2014-01-01

    The purpose of this paper is to investigate the effect of the organizational reconfiguration of offshoring on firms’ strategies. A consequence of offshoring is the need to reintegrate the geographically relocated organizational activities into a coherent organizational architecture. In order to do...

  1. Organizational Culture and the Military

    Science.gov (United States)

    2007-11-02

    This project reviews key concepts of organizational culture and examines how our military culture may change as a result of various social and...of the society it is sworn to defend. This study examined the military’s organizational culture through the use of an organizational culture /climate

  2. Organizational Theory and Leadership Navigation

    Science.gov (United States)

    Brazer, S. David; Kruse, Sharon D.; Conley, Sharon

    2014-01-01

    Teaching organizational theory in a way that bridges to leadership practice is vital to preparing deft educational leaders who understand the organizational behavior of schools and districts. Organizational theory guides understanding of the complexities of schools and districts and can be a basis for collaborative and effective decision making.…

  3. Organizational Learning Theory in Schools

    Science.gov (United States)

    Fauske, Janice R.; Raybould, Rebecca

    2005-01-01

    Purpose: The paper's purposes are to establish organizational learning theory as evolving from the theoretical and empirical study of organizations and to build grounded theory explaining organizational learning in schools. Design/methodology/approach: Implementation of instructional technology as a process of organizational learning was explored…

  4. A study on the effect of organizational climate on organizational commitment: A case study of educational system

    Directory of Open Access Journals (Sweden)

    Bahman Saeidipou

    2013-01-01

    Full Text Available Building strong commitment among organizational employees plays an important role in reducing delays and displacement. It can also increase employee efficiency, employees' mental freshness and manifesting both organizational admirable targets and personal goals. The purpose of this study is to detect and to forecast the impact of organizational climate on level of organizational commitment among staff education in city of Kermanshah located in west part Iran. The survey designs questionnaires and collects necessary information using a descriptive survey. The statistical population includes all 921 employees who were either enrolled in administration level or work as teacher in all areas of city of Kermanshah. The study selects 300 individuals from the statistical population randomly. The proposed model of this paper uses factor analysis to determine the most important factors influencing organizational commitment and Cronbach alpha is used to validate the results. The results show that there is a significant relationship between the components of role and paying enough attention to goals, the variable organizational climate, and the whole variable dimensions of organizational commitment. The other observation is that there was a weak relationship with some components of social commitment, and there was not any significant relationship with other aspects. Results of multivariate regression analysis shows that there was a high correlation between organizational climate and social commitment (t-student=6.208.

  5. Physiological, biochemical, and genome-wide transcriptional analysis reveals that elevated CO2 mitigates the impact of combined heat wave and drought stress in Arabidopsis thaliana at multiple organizational levels.

    Science.gov (United States)

    Zinta, Gaurav; AbdElgawad, Hamada; Domagalska, Malgorzata A; Vergauwen, Lucia; Knapen, Dries; Nijs, Ivan; Janssens, Ivan A; Beemster, Gerrit T S; Asard, Han

    2014-12-01

    Climate changes increasingly threaten plant growth and productivity. Such changes are complex and involve multiple environmental factors, including rising CO2 levels and climate extreme events. As the molecular and physiological mechanisms underlying plant responses to realistic future climate extreme conditions are still poorly understood, a multiple organizational level analysis (i.e. eco-physiological, biochemical, and transcriptional) was performed, using Arabidopsis exposed to incremental heat wave and water deficit under ambient and elevated CO2 . The climate extreme resulted in biomass reduction, photosynthesis inhibition, and considerable increases in stress parameters. Photosynthesis was a major target as demonstrated at the physiological and transcriptional levels. In contrast, the climate extreme treatment induced a protective effect on oxidative membrane damage, most likely as a result of strongly increased lipophilic antioxidants and membrane-protecting enzymes. Elevated CO2 significantly mitigated the negative impact of a combined heat and drought, as apparent in biomass reduction, photosynthesis inhibition, chlorophyll fluorescence decline, H2 O2 production, and protein oxidation. Analysis of enzymatic and molecular antioxidants revealed that the stress-mitigating CO2 effect operates through up-regulation of antioxidant defense metabolism, as well as by reduced photorespiration resulting in lowered oxidative pressure. Therefore, exposure to future climate extreme episodes will negatively impact plant growth and production, but elevated CO2 is likely to mitigate this effect.

  6. The Effect of Production Planning and Budgeting on Organizational Productivity

    Directory of Open Access Journals (Sweden)

    Patrick Adebisi Olusegun ADEGBUYI

    2010-12-01

    Full Text Available Improved productivity and proper organizational structure are desired by most manufacturing outfits within the highly turbulent business environment of Nigeria. With various contributing factors, scientific basis for decision making that will lead to enhanced policies for organizational operations is stronlgy established. Five statistical hypotheses which are influence of education, government policies, planning and organizational output, and production planning/budgeting and technological advancement, propounded in this work were investigated to establish a valid decision basis on a confidence level assumed to be 0.05. The work finally examined the impact of the hypotheses on productivity.

  7. Ethnography and Organizational Processes

    NARCIS (Netherlands)

    Hulst, van M..; Ybema, S.B.; Yanow, D.

    2017-01-01

    In recent decades, organizational scholars have set out to explore the processual character of organizations. They have investigated both the overtly ephemeral and sometimes dramatically unstable aspects of contemporary organizing and the social flux and flow of everyday organizing hiding beneath or

  8. ORGANIZATIONAL RISK COMMUNICATION

    Science.gov (United States)

    Ris communication tools in organizations differs in several ways from many of tools and techniques developed for public meetings. The traditional view of risk communication seeks to manage the public outrage ssociated with site-based issues. Organizational risk communication seek...

  9. Organizational Learning and Unlearning

    Science.gov (United States)

    Starbuck, William H.

    2017-01-01

    Purpose: This paper aims to summarize four decades of research into organizational adaptation, learning and unlearning. Design/methodology/approach: The most important contributions to this stream of research have been case studies of organizations struggling to survive serious crises. Findings: Very diverse kinds of organizations run into serious…

  10. Organizational culture, Anthropology of

    DEFF Research Database (Denmark)

    Krause-Jensen, Jakob; Wright, Susan

    2015-01-01

    cultures’ into transnational corporations and organizations concerned with international governance. In such organizations, anthropology graduates are increasingly employed as ‘cultural experts.’ We track the anthropological research on organizational culture and argue that the sensibilities and analytical...... skills acquired and the concepts developed through the ethnographic encounter gives anthropology a unique voice in the study of cultural matters in organizations....

  11. Fluidity, Identity, and Organizationality

    DEFF Research Database (Denmark)

    Dobusch, Leonhard; Schoeneborn, Dennis

    2015-01-01

    that the organizationality of a social collective is accomplished through “identity claims”—i.e., speech acts that concern what the social collective is or does—and negotiations on whether or not these claims have been made on the collective's behalf. We empirically examine the case of the hacker collective Anonymous...

  12. Accounting for Organizational Innovations

    DEFF Research Database (Denmark)

    Waldorff, Susanne Boch

    2013-01-01

    institutional logics to account for their creation of three different organizational innovations. While the concept of ‘institutional logic’ helped exploring the legitimizing social meanings embedded in the national reform and locally, the concept of ‘translation’ from actor-network theory shed light...

  13. THE EFFECTS OF THE ORGANIZATIONAL CULTURE ON DIVERSITY

    Directory of Open Access Journals (Sweden)

    Hakan Sezerel

    2016-12-01

    Full Text Available The success of diversity management practices relies on the combination of a series of variables properly. The relevant literature suggests that diversity management is highly depended on an adequate organizational culture. Thus, a research model that proposes that organizational culture has impact on diversity management perceptions of employees. There are two data sets in this research. The independent variable of the research is organizational culture and the dependent variable of the research is the level of diversity management perceptions. The research is adopted in quantitative method and the data collected via questionnaires. This research which is conducted in a hotel chain finds that the mission dimension of organizational culture impacts all three levels of diversity management.

  14. Study on Impact of Paternalistic Leadership Style to Organizational Change%家长式领导风格对组织变革影响研究

    Institute of Scientific and Technical Information of China (English)

    尹晓峰; 王军

    2014-01-01

    China South Industries Group Corporation Leadership style theory has attracted more and more attention of scholars at home and abroad,especially domestic scholars and Chinese enterprises. Based on the study of the paternalistic leadership theory,after empirical research in the influence of paternalistic leadership style on organizational change through the form of questionnaire,we give the final conclusion:the authority leader under paternalistic leadership style has a significant negative effect on the prediction of cultural diversity,and benevolent leadership has positive prediction signifi-cantly on risky innovation,dynamic integration and cultural diversity,which can be used in practice to provide management consulting organization reform proposals for Chinese enterprises.%领导风格理论受到越来越多国内外学者的关注,家长式领导风格理论受到本土学者的认可和华人企业的重视,本文在基于学者对家长式领导风格理论研究的基础上,通过问卷调查的形式,实证研究了家长式领导风格对组织变革的影响,最终得出结论:家长式风格中的权威领导对文化多样性具有显著的负向预测效果;仁慈领导对风险创新性、动态整合性和文化多样性具有显著的正向预测效果。这一结论可在实践中为中国企业进行组织变革提供管理咨询的建议。

  15. A review of organizational culture instruments for nurse executives.

    Science.gov (United States)

    King, Tracey; Byers, Jacqueline Fowler

    2007-01-01

    Nurse executives are aware of the complexities of organizational culture. It impacts the nursing work environment and patient care safety and quality. The authors describe several widely available tools that nurse leaders can use to assess organizational culture in the work environment. The psychometric and conceptual strengths and weaknesses of the measures are described and recommendations for use in nursing and patient care administration are provided.

  16. Offer/Acceptance Ratio.

    Science.gov (United States)

    Collins, Mimi

    1997-01-01

    Explores how human resource professionals, with above average offer/acceptance ratios, streamline their recruitment efforts. Profiles company strategies with internships, internal promotion, cooperative education programs, and how to get candidates to accept offers. Also discusses how to use the offer/acceptance ratio as a measure of program…

  17. A Study of Impact to Employee Organizational Commitment Over Enterprise Internal Ethical Behavior%企业内部伦理与员工组织承诺关系研究

    Institute of Scientific and Technical Information of China (English)

    马志强; 刘晗; 朱永跃

    2013-01-01

    This study focuses on the relationship between enterprise and employee, studies the impact to employee organiza-tion commitment over enterprise internal ethical behavior and studies the the regulatory role played by the psychological contract relationship between enterprise internal ethical behavior and organizational commitment. By randomly selected and the electronic questionnaire to collect data, results show that the internal ethical behavior can be divided into four dimensions: compensation management, work environment, corporate ethics support, career development planning. The four dimensions were associated with affective commitment and sustained commitment. Compensation management and employee normative commitment were positively correlated. The psychological contract in enterprise internal ethical behavior of each dimension of the impact on organizational com-mitment plays a moderating role, but the effect is different. It shows a significant regulation between the internal ethical behavior re-lationship and emotional commitment or normative commitment, not a significant significant role of continuing commitment.%  文章以企业-员工关系为主线,研究企业内部伦理行为对员工组织承诺的影响,并探讨心理契约在影响关系中的调节作用。通过问卷调查收集相关数据对提出的研究假设进行检验,结果显示:企业内部伦理行为可分为四个维度,即薪酬管理、工作环境构建、企业伦理支持、职业发展规划;四个维度均与组织承诺中的情感承诺、持续承诺正相关,其中薪酬管理与员工规范承诺正相关;心理契约在企业内部伦理行为对组织承诺各维度的影响中起到一定的调节作用,但作用的效果有所差异,其中在企业内部伦理行为对情感承诺和规范承诺的影响关系中调节作用显著,对持续承诺的调节作用不显著。

  18. 组织承诺及领导-成员交换关系对护士组织公民行为的影响%The impact of organizational commitment and leader-member exchange on nurses' organizational citizenship behavior

    Institute of Scientific and Technical Information of China (English)

    陈菲菲; 代朋飞; 高伟; 刘晔; 李丽; 焦建芬

    2015-01-01

    Objective The study aimed to explore the relationship between organizational commit ment,leader-member exchange and nurses' organizational citizenship behavior based on an empirical study.Methods A total of 264 nurses recruited from four general hospitals were investigated with the Organizational Commitment Scale,Leader-Member Exchange Scale,and Organizational Citizenship Behavior Scale.Results Affective organizational commitment and leader-member exchange correlated with every factor of organizational citizenship behavior.Both affective organizational commitment and leader-member exchange predicted the variance of identification with organization 0.29,altruism toward colleagues 0.06,interpersonal harmony 0.09,protecting organizational resources 0.12,and conscientiousness 0.28.Conclusions Affective organizational commitment and leader-member exchange had a positive influence on nurses' organizational citizenship behavior,thus,hospital managers should strengthen nurses' affective organizational commitment and leader-member exchange to promote their organizational citizenship behaviors.%目的 通过实证研究探讨组织承诺、领导-成员交换关系、护士组织公民行为三者之间的关系.方法 采用组织承诺量表、领导-成员交换关系量表、组织公民行为量表对4所三级甲等医院的264名护士进行调查.结果 情感承诺和领导-成员交换关系与组织公民行为各因子显著相关.情感承诺和领导-成员交换关系对组织认同、协助同事、人际和谐、保护组织资源和敬业守法的预测力分别是0.29、0.06、0.09、0.12和0.28.结论 情感承诺和领导-成员交换关系对护士的组织公民行为产生积极的作用,因此,管理者应增强护士的情感承诺和领导-成员交换关系以促进护士的组织公民行为.

  19. TRUST AND EMOTIONS ENERGIZE ORGANIZATIONAL PERFORMANCE

    Directory of Open Access Journals (Sweden)

    Ana Martins

    2017-02-01

    Full Text Available The aim of this paper is to shed more light on the significant effect that leadership self-efficacy and shared leadership have on organizational performance. The purpose of this study is to contribute to the research on shared leadership that is still in its early stages. Trust, as a component of social capital, is considered the essential criteria for an emotionally aware leader. Trust enables individuals to channel their energy on those aspects of work for which they have real passion. Emotions, whether positive or negative, stimulate and steer organizational performance and behavior. Humor can reduce absenteeism; improve levels of effort, health and energy, all of which influence the levels of performance. The case study methodology focused on a profit-oriented Information Technology SME. A questionnaire was distributed to ascertain how leadership self-efficacy might influence shared leadership and affect organizational performance. The study entails the presupposition that those managers who have regard for the self-efficacy leadership attributes cluster will have a higher probability of improving both perceived and actual employee performance. The results of this study seem to demonstrate that emphasis is placed on the problem-solving attributes of leadership self-efficacy. This will result in a positive impact on the organizational performance as a whole. This paper is of added value for scholars and organizations in the knowledge economy.

  20. Perceived organizational support and organizational trust in primary schools

    Directory of Open Access Journals (Sweden)

    Sultan Bilge Keskinkılıç Kara

    2015-08-01

    Full Text Available The purpose of the present study is to determine the relationship between organizational support and organizational trust of teachers. Organizational support is recognizing the contribution of employees, appreciating and paying attention to them in the organizations. Organizational trust refers to an organizational climate that the employees behave each other in an honest, realistic, helpful and coherent way. The study sample involves 470 primary school teachers working in Tuzla during 2013-2014 educational year. In the present study, the data was collected through the perceived organizational support scale and trust scale. SPSS 21.00 programs were used in analysis of the data. The relationships was tested by Pearson Moments Product Correlation Coefficient. Regression Analysis was used for testing predictive power. Positive, low-level and significant correlations were found towards perceived organizational support and sub-dimensions with organizational trust. Regression analyzes revealed that organizational trust was positively predicted from educational support, administrative support and justice variables. Educational support predicts a high part of the variance. These three variables explain the 10 % of the organizational trust.

  1. 组织文化对 IT-业务联盟的影响研究%On Impact of Organizational Culture on IT-Business Alignment

    Institute of Scientific and Technical Information of China (English)

    陈劲; 白海青

    2015-01-01

    With the roles of Information Technology on management within organizations becoming more and more important ,IT‐business alignment has widely been recognized .However ,there is lack of under‐standing of IT‐business alignment itself and how to realize it .This study attempts to draw on the perspec‐tive of organizational culture ,based on the Chinese context ,to link three critical dimensions of organiza‐tional culture (Interpersonal Harmony ,Innovation‐Oriented and Outcome‐Oriented) with IT‐business a‐lignment ,and then to explore how ideas of culture influence IT‐business alignment through influencing be‐haviors of units of IT and business .Through 628 available questionnaires within 128 firms ,this study con‐ducts the test of structural equation model ,gaining the findings‐Interpersonal Harmony ,Innovation‐Ori‐ented and Outcome‐Oriented can promote interactive behaviors of units of IT and business (IT managers'participation in business planning and business managers'participation in IT planning ) ,further effectively explaining IT‐business alignment .%从组织文化的视角出发,研究人际和谐、结果导向和创新导向等文化因素对IT‐业务联盟的影响,并引入IT经理和业务经理的参与行为作为中介变量,理解组织文化对IT‐业务联盟的影响机理。通过对128个企业的628份有效问卷的实证研究进行检验,结构方程模型的结果显示,人际和谐、创新导向、结果导向的组织文化能有效促进IT‐业务联盟过程中的IT单元和业务单元之间的交互行为(经理参与业务规划和业务经理参与IT规划),能够较好地解释IT‐业务联盟的状态。

  2. The Influence of Perceived Corporate Sustainability Practices on Employees and Organizational Performance

    Directory of Open Access Journals (Sweden)

    Yongrok Choi

    2014-01-01

    Full Text Available Most previous studies on corporate sustainability (corporate social responsibility practices tend to focus on external stakeholders and outcomes. However, the influence of CSR practices on employees remains largely unexplored. In this study, we examine the influence of CSR practices on employees’ attitudes and behaviors. We investigate the mediation effect of employees’ attitudes and behaviors on the relationship between CSR practices and organizational performance. The empirical results indicate that employees’ perceptions of CSR practices have a positive impact on their organizational commitment and organizational citizenship behavior. The organizational citizenship behavior partially mediates the relationship between CSR practices and organizational performance, whereas organizational commitment indirectly mediates the relationship only through organizational citizenship behavior. This study also raises some important implications based on the empirical results.

  3. Does the Centers for Disease Control and Prevention's Recommendation of Opt-Out HIV Screening Impact the Effect of Stigma on HIV Test Acceptance?

    Science.gov (United States)

    Mahajan, Anish P; Kinsler, Janni J; Cunningham, William E; James, Saloniki; Makam, Lakshmi; Manchanda, Rishi; Shapiro, Martin F; Sayles, Jennifer N

    2016-01-01

    HIV/AIDS-related stigma is a key factor impeding patient utilization of HIV testing services. To destigmatize HIV testing, the Centers for Disease Control and Prevention recommended an 'opt-out' screening strategy aimed at all patients in all clinical settings, regardless of HIV risk. This study assessed whether opt-out screening as compared to opt-in screening was associated with increased uptake of HIV testing among patients with HIV/AIDS-related stigma concerns. This study included 374 patients attending two Los Angeles ambulatory care clinics. Stigma items were grouped into three constructs: Blame/isolation, abandonment, and contagion. Individuals endorsing the blame/isolation subscale (AOR = 0.52; 95 % CI 0.29-0.92; p\\0.05) and abandonment subscale (AOR = 0.27; 95 % CI 0.13-0.59; p\\0.01) were significantly less likely to accept an HIV test. Additionally, the opt-out model did not counter the negative effects of stigma on HIV test acceptance. These findings indicate that stigma remains a barrier to HIV testing, regardless of the opt-out screening approach.

  4. The impact of hospital and ICU organizational factors on outcome in critically ill patients: results from the extended prevalence of infection in intensive care study*

    NARCIS (Netherlands)

    Sakr, Y.; Moreira, C.L.; Rhodes, A.; Ferguson, N.D.; Kleinpell, R.; Pickkers, P.; Kuiper, M.A.; Lipman, J.; Vincent, J.L.

    2015-01-01

    OBJECTIVE: To investigate the impact of various facets of ICU organization on outcome in a large cohort of ICU patients from different geographic regions. DESIGN: International, multicenter, observational study. SETTING: All 1,265 ICUs in 75 countries that contributed to the 1-day point prevalence E

  5. Organizational Culture and Safety

    Science.gov (United States)

    Adams, Catherine A.

    2003-01-01

    '..only a fool perseveres in error.' Cicero. Humans will break the most advanced technological devices and override safety and security systems if they are given the latitude. Within the workplace, the operator may be just one of several factors in causing accidents or making risky decisions. Other variables considered for their involvement in the negative and often catastrophic outcomes include the organizational context and culture. Many organizations have constructed and implemented safety programs to be assimilated into their culture to assure employee commitment and understanding of the importance of everyday safety. The purpose of this paper is to examine literature on organizational safety cultures and programs that attempt to combat vulnerability, risk taking behavior and decisions and identify the role of training in attempting to mitigate unsafe acts.

  6. Energy Organizational Planning

    Energy Technology Data Exchange (ETDEWEB)

    Gina C. Paradis; James Yockey; Tracey LeBeau

    2009-04-17

    As the Seneca Nation of Indians (SNI) continues to refine and finalize its Strategic Energy Plan, it became necessary to insure that a sustainable organization structure was developed through which the energy program and its initiatives could be nurtured and managed. To that end, SNI undertook a study to thoroughly evaluate the existing organizational structures and assess the requisite changes and/or additions to that framework that would complement the mission of the Strategic Plan. The goal of this study was to analyze, work with staff and leadership and recommend the most effective plan for the development of an organizational framework within which the Seneca could more effectively exercise energy sovereignty – control and manage their natural resource assets – i.e. develop its own energy resources, meet the current and projected energy needs of their community, and “sit at the table” with other regional energy providers to deal with issues on a peer-to-peer basis.

  7. Solutions to Organizational Paradox

    DEFF Research Database (Denmark)

    Li, Xin; Worm, Verner; Peihong, Xie

    Organizations face all kinds of paradoxical problems. There exist various solutions to organizational paradoxes. We develop a typology that lists nine possible logical approaches to understanding the relationship between paradoxical opposites, out of which we identify five types of solutions...... to organizational paradox. Four of the five solutions are explicitly associated with four prominent philosophies. We show the relevance of the five solutions to the real world by applying our scheme to understand different solutions to the generic strategy paradox. Finally, we address the question whether...... there is a superior solution and point out the paradox of paradox resolving, namely, paradoxes cannot be resolved once for all and we have to live with them....

  8. Trust, Caring and Organizational Learning: The Leader's Role

    Science.gov (United States)

    Louis, Karen Seashore; Murphy, Joseph

    2017-01-01

    Purpose: The purpose of this paper is to investigate whether principals can have an impact on organizational learning (OL). The authors use a cultural perspective, based both in the emerging literature from positive psychology and the relatively well-developed research tradition in studying the nature and impacts of OL to address four questions:…

  9. [Hospital organizational structure].

    Science.gov (United States)

    Bittar, O J

    1994-01-01

    The basic point for an Institution to work is the existence of a definite organizational structure that puts together similar areas allowing decisions and the operationalization of different tasks. Knowledge and analysis of structures of private and public hospitals and a bibliography review about the issue is the purpose of this paper. Suggestions are given about the elaboration of small structures and the utilization of matrix management in order to accomplish the hospitals objectives.

  10. Organizational Data Mining

    Science.gov (United States)

    Nemati, Hamid R.; Barko, Christopher D.

    Many organizations today possess substantial quantities of business information but have very little real business knowledge. A recent survey of 450 business executives reported that managerial intuition and instinct are more prevalent than hard facts in driving organizational decisions. To reverse this trend, businesses of all sizes would be well advised to adopt Organizational Data Mining (ODM). ODM is defined as leveraging Data Mining tools and technologies to enhance the decision-making process by transforming data into valuable and actionable knowledge to gain a competitive advantage. ODM has helped many organizations optimize internal resource allocations while better understanding and responding to the needs of their customers. The fundamental aspects of ODM can be categorized into Artificial Intelligence (AI), Information Technology (IT), and Organizational Theory (OT), with OT being the key distinction between ODM and Data Mining. In this chapter, we introduce ODM, explain its unique characteristics, and report on the current status of ODM research. Next we illustrate how several leading organizations have adopted ODM and are benefiting from it. Then we examine the evolution of ODM to the present day and conclude our chapter by contemplating ODM's challenging yet opportunistic future.

  11. Computer supported cooperative work. Technological and organizational impact; Introduzione di metodologie e strumenti per il lavoro cooperativo e di gruppo in una azienda complessa. Valutazione dell`impatto tecnologico ed organizzativo

    Energy Technology Data Exchange (ETDEWEB)

    Fuligni, Stefano; Di Marco, Roberto Antonio [ENEA, Sede Centrale, Rome (Italy). Funzione Centrale Informatica; Minelle, Federico [Rome, Univ. ``La Sapienza``, Rome (Italy). Fac. di Scienze Matematiche, Fisiche e Naturali

    1997-10-01

    The concept of work meant as a set of coordinated activities according to the latest organization theories optimizes the enterprise`s information and knowledge sharing, the only durable resources of a modern organization. The information technologies and methodologies that qualify the cooperative and the group work are called Computer Supported Cooperative Work o Groupware. They allow and support collaboration, coordination and communication between members of work groups in a asynchronous way and regardless of the work place. This paper shows the innovative character and the involvement of the cooperative work. A scenario for the use and the introduction of such technologies in complex organizations is defined and a methodology for planning and development of groupware systems is presented, with the consequent estimate of the technological-organizational impact and return of investments. The case study concerns the utilization of such methodology for the development of a pilot system within Management Information System Department of ENEA. The project has two main objectives: a) planning and realization of an enterprise`s basic modular infrastructure for communication management and work group support, b) the development of a support system for the processing of the deliberation proposal concerning acts connected to the activities of the Agency (Deliberation System).

  12. Impact of Production Linkages on Industrial Upgrading in ASEAN, the People’s Republic of China, and India : Organizational Evidence of a Global Supply Chain

    OpenAIRE

    Machikita, Tomohiro; Ueki, Yasushi

    2012-01-01

    This paper presents a simple model of industrial upgrading as a result of backward and forward information linkages between upstream and downstream relations. It also serves as an empirical investigation of the impact of mutual knowledge exchange on the knowledge production function using data on firms' self-reported customers and suppliers. Evidence from interconnected firms in Indonesia, Thailand, Philippines, and Viet Nam suggests that there are strong spillover effects between downstream ...

  13. AN INVESTIGATION ON RELATION AND PREDICTION OF PERCEIVED ORGANIZATIONAL SUPPORT (POS ACCORDING TO 15 FOLD ORGANIZATIONAL VARIABLES

    Directory of Open Access Journals (Sweden)

    Hassan DARVISH

    2012-01-01

    Full Text Available The aim of this article is to study the relation between perceived organizational support(POS with 15 fold variables including cooperation in decision making, servicing the public, job vision, trust to supervisor, satisfaction with salary, promotion opportunity, inner provocation, quality of supervising, desire to remain, leaving the job, organizational trust, job interest, satisfaction with supervisor and satisfaction with colleagues. In order to achieve the foregoing aim, there were 198 people selected from all employed personnel in Rahpooyan Company and answered the questionnaires. The document related to validity and reliability of this investigation means were in an acceptable level. The data collected from these questionnaires was analysed via coefficient of Pierson correlation, analysis of step by step regression, analysis of structural equation (path analysis. The results indicate there was a significant correlation between perceived organizational support and including cooperation in decision making, servicing the public, job vision, trust to supervisor, satisfaction with salary, promotion opportunity, quality of supervising, desire to remain, leaving the job, organizational trust, satisfaction with supervisor and satisfaction with colleagues. But there was no significant correlation between inner provocation and job interest with perceived organizational support. In analysis of step by step regression, it was also indicated that cooperation in decision making, promotion opportunity, trust to supervisor, job interest and organizational trust can specify about 56% of the perceived organizational support variance. The results of the path analysis also indicated that cooperation in decision making, promotion opportunity, trust to supervisor, job interest have a coefficient of direct path on perceived organizational support.

  14. Potential Impact and Acceptability of Internet Partner Notification for Men Who Have Sex with Men and Transgender Women Recently Diagnosed with STD in Lima, Peru

    Science.gov (United States)

    Clark, Jesse L; Segura, Eddy R; Perez-Brumer, Amaya G; Reisner, Sari L; Peinado, Jesus; Salvatierra, Hector J; Sanchez, Jorge; Lama, Javier R

    2014-01-01

    We assessed the potential impact of internet partner notification (PN) among MSM and transgender women in Peru recently diagnosed with STD. Use of internet PN was anticipated for 55.9% of recent partners, including 43.0% of partners not currently expected to be notified, a 20.6% increase in anticipated notification outcomes. PMID:24326581

  15. A Study on Turnover Intention in Fast Food Industry: Employees’ Fit to the Organizational Culture and the Important of their Commitment

    OpenAIRE

    2012-01-01

    The concept of employee turnover intention has become one of the most important topics in organization. Some of the scholars come up with a lot of factors that could give impact on turnover intention; however there are other factors such as organizational culture and organizational commitment, organizational person fit also could give impact towards turnover intention. However studies on organizational culture towards turnover intention specifically in fast food industry of Malaysia are very ...

  16. ARC Code TI: ACCEPT

    Data.gov (United States)

    National Aeronautics and Space Administration — ACCEPT consists of an overall software infrastructure framework and two main software components. The software infrastructure framework consists of code written to...

  17. Entrepreneurship in an Organizational Context

    DEFF Research Database (Denmark)

    Lyngsie, Jacob

    , extant literature has predominately been focused on how firms’ may broadly enact pro-entrepreneurship environments and substantially ignored the role played by organizational design elements in structuring and coordinating entrepreneurial actions. This dissertation addresses these gaps by examining...... entrepreneurship is defined at the firm-level, entrepreneurial actions are in reality carried out by the firm’s organizational members and not the firm per se. However, little is known about how firms’ entrepreneurial capabilities relate to the actions and interactions of their organizational members. Furthermore...... the more micro-level mechanisms of firms’ entrepreneurial capabilities and how organizational design elements can be used to stimulate organizational members’ engagement in entrepreneurial actions. As such, the overarching research question guiding this dissertation is: How does organizational design...

  18. Workplace racial composition, perceived discrimination, and organizational attachment.

    Science.gov (United States)

    Stainback, Kevin; Irvin, Matthew

    2012-05-01

    Prior research has devoted considerable attention to the relationship between the racial and ethnic composition of jobs and various indicators of organizational attachment. Fewer studies, however, examine how workplace racial composition affects individuals' experiences of racial discrimination or how these experiences impact workers' organizational attachment. To address this lacuna, we first examine the effects of workplace racial composition on perceived racial and ethnic discrimination. Next, we examine whether perceived racial discrimination mediates the association between racial composition and organizational attachment observed in prior studies. Finally, we explore whether these relationships are similar (symmetric) or different (non-symmetric) for non-Whites and Whites. The analyses indicate: (1) working with predominately same-race coworkers tends to diminish perceptions of racial discrimination, (2) perceived racial discrimination mediates some of the effects of racial/ethnic composition on organizational attachment, and (3) some non-symmetric effects between non-Whites and Whites are found. We conclude with implications for future research.

  19. PENGARUH DUKUNGAN SUPERVISOR DAN PEMBERDAYAAN TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

    Directory of Open Access Journals (Sweden)

    Tinjung Desy Nursanti

    2014-07-01

    Full Text Available Study aims to determine and obtain a clear picture of supportive supervisor, empowerment, and organizational citizenship behavior; and to determine the impact of supportive supervisor and empowerment towards organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Research used explanatory survey method, while the sample was taken from employees of the company. Research instrument (questionnaires was used as primary data collection to explain the causal relationship between supportive supervisor and empowerment on organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Analysis used simple linear regression and multiple linear regression method. Result of this study shows that there is significant influence between supportive supervisor and empowerment towards organizational citizenship behavior.

  20. Contracting Out and Organizational Learning in the Public Sector

    DEFF Research Database (Denmark)

    Lindholst, Christian; Hansen, Morten Balle; Nielsen, Jeppe Agger

    organizational learning in the public sector. We review the scarce literature and elaborate a set of hypotheses concerning how different ways to organize contracting out may be related to organizational learning. Empirically we test these hypotheses on the case of contracting out technical services (park...... and how engagements between private and public organizations may lead to improvements in the public sector as a result of organizational learning. In this study, we propose and test the main hypothesis that engagements with private organizations through the use of contracting out facilitates......- and road maintenance) in local governments in Denmark, England, Norway and Sweden. We find that contracting out tends to enhance organizational learning in public organizations. Our findings also suggest variation in the impact depending on different ways of organizing and managing contractual relations...

  1. Organizational Learning, Strategic Flexibility and Business Model Innovation: An Empirical Research Based on Logistics Enterprises

    Science.gov (United States)

    Bao, Yaodong; Cheng, Lin; Zhang, Jian

    Using the data of 237 Jiangsu logistics firms, this paper empirically studies the relationship among organizational learning capability, business model innovation, strategic flexibility. The results show as follows; organizational learning capability has positive impacts on business model innovation performance; strategic flexibility plays mediating roles on the relationship between organizational learning capability and business model innovation; interaction among strategic flexibility, explorative learning and exploitative learning play significant roles in radical business model innovation and incremental business model innovation.

  2. On-Line Real-Time Management Information Systems and Their Impact Upon User Personnel and Organizational Structure in Aviation Maintenance Activities.

    Science.gov (United States)

    1979-12-01

    AD-AO85 III NAVAL POSTGRADUATE SCHOOL MONTEREY CA F/6 15/7 ON-LINE REAL- TIME MANAGEMENT INFORMATION SYSTEMS AND THEIR IMPA--ETC(U) UNCLASSIIED N...34&’ 1111CIPENT’S CAT ALOG NUMS9m 14. TITLE (11141 ANIN~e. ON-LINE REAL- TIME MANAGEMENT INFORMATION Master’s Thesis SYSTEMS AND THEIR IMPACT UPON USER PER- p...9.GOO*g e,ft Or too#$ pasemabin. &-we. Approved for Public Release; Ditribution Unlimited ON-LINE REAL- TIME MANAGEMENT INFORMATION SYSTEMS AND THEIR

  3. The dynamics of organizational transformation

    OpenAIRE

    Prof. Ph. D. Paul Marinescu

    2008-01-01

    The present paper aims to emphasize a number of defining elements of the organizational transformation dynamics. The way in which people are prepared to face changes is essential and it adds value to the management teamÂ’'s qualities. The analysis of the business environment, people training, emphasizing organizational values are important factors, essential in preparing for major changes. Un-deciphering organizational contexts allows for healthy strategies to be established, which are necess...

  4. Patient surveys-A key to organizational change?

    DEFF Research Database (Denmark)

    Riiskjær, Erik; Ammentorp, Jette; Nielsen, Jørn Flohr

    2009-01-01

    OBJECTIVE: The objective was to investigate whether semi-customized patient satisfaction surveys are seen as useful by hospital management, and to explore their possible effects on quality improvement over time at a low organizational level. METHODS: Data were collected from three sources: (1...... as a tool for change. Bad results seemed to be an incentive for improvement unless hindered by fluctuation in patient turnover. Acceptance of the patient surveys as a way to generate change diminished over time. CONCLUSION: Patient surveys may be an incentive for change if: (1) they have sufficient validity......; (2) feedback is detailed on an organizational level and the units have significantly lower scores than comparable units; and (3) there are obvious actions to address the problems. PRACTICAL IMPLICATIONS: Both qualitative and quantitative results should be analyzed for small organizational units...

  5. Organizational crisis management: the human factor.

    Science.gov (United States)

    Lewis, Gerald

    2005-01-01

    While many professionals are quite competent when dealing with operational aspects of organizational continuity, often the "human factor" does not receive adequate attention. This article provides a brief overview of a soon to be published book by the same title. It provides a comprehensive understanding of the ubiquitous yet complex reactions of the workforce to a wide array of organizational disruptions. It goes beyond the short term intervention of debriefings to describe the more extensive pre and post incident strategies required to mitigate the impact of crises on the workforce. It is important to remember: "An organization can get its phone lines back up and have its computers backed up...but its workers may still be messed up."

  6. MEASUREMENT OF THE ORGANIZATIONAL INTELLIGENCE

    Directory of Open Access Journals (Sweden)

    Ángel Adrianis Gómez Degraves

    2012-07-01

    Full Text Available This research had as an objective analyze in a rigorous way, theoretical aspects related to the Organizational Intelligence construct, based on the Fifth Discipline by Peter Senge and the driver elements as the knowledge management, Environment Monitoring and Innovation. To do this, it was developed an exploratory research documentary, under a bibliographical design, obtaining as result the definition of Organizational Intelligence construct, its operationalization and development of organizational practices that brings an instrument scale. The document review provided basic elements, theoretical in the construction of a measurement scale of Organizational Intelligence.

  7. Impact of cultural factors on attitude toward using ERP systems in public hospitals

    OpenAIRE

    Tomás Escobar-Rodríguez; Lourdes Bartual-Sopena

    2015-01-01

    The main problems that arise in adopting most enterprise resources planning (ERP) strategies come from organizational, rather than technical, issues, for example, social and cultural barriers, and user resistance. This paper analyzes the impact of cultural factors on user attitudes toward ERP use in public hospitals and identifying influencing factors. The theoretical grounding for this research is the Technology Acceptance Model (TAM). The proposed model has six constructs (“resistance to be...

  8. An investigation into the impact of ownership structure on the level of cash holdings in the companies accepted in Tehran Stock Exchange Market

    Directory of Open Access Journals (Sweden)

    Kaveh Azinfar

    2016-10-01

    Full Text Available Liquidity of a company is the ability to meet cash commitments before the deadline. Selecting from cash spending or cash holdings by the managers is of great importance for the owners of the company. Various factors can be effective in determining the level of company’s liquidity. Ownership structure of companies is one of these factors which may lead to companies’ behavioral change. This change is derived from monitoring activities by different investors in this structure. This study was an attempt to assess the impact of ownership structure on the level of companies’ cash holdings in creating appropriate ownership in connection with creating the level of cash holdings. In this study, ownership structure has been categorized into four types of institutional ownership, managerial ownership, corporate ownership, and foreign ownership. In this regard, the impact of institutional, managerial, corporate, and foreign variables on the level of cash holdings has been investigated. For every category of ownership, a hypothesis was proposed and its impact on the level of cash holdings was tested. The statistical sample of the research included 96 companies from 2004 to 2013. The statistical method of testing the hypotheses in this study was multiple regressions through panel data. The findings revealed a significant relationship between institutional, managerial, and foreign ownership and the level of cash holdings; however, there was no significant relationship between corporate ownership of the company and the level of cash holdings.

  9. Effect of Organizational Justice and Job Satisfaction on Organizational Effectiveness with the Moderating Role of Strategic Commitment

    Directory of Open Access Journals (Sweden)

    Atif Kafayat

    2014-12-01

    Full Text Available In this era of highly competitive business environment every organization strives to be successful, and for that an organization pays great emphasis on organizational justice and job satisfaction of its employees in order to be effective and successful. This study investigates the impacts of organizational justice and Job Satisfaction on organizational effectiveness with moderating variable of strategic commitment. The organizational justice is subdivided into three types: Distributive Justice, Procedural justice, Interactional justice while job satisfaction is also divided into three dimensions as well: Working Condition, Job security and Autonomy. This study is an effort to contribute in the body of knowledge and helpful for organizations to improve their effectiveness. The data for this study is collected from Telecommunication sector of Pakistan via questionnaire.

  10. The Indirect Effects of Servant Leadership Behavior on Organizational Citizenship Behavior and Job Performance: Organizational Justice as a Mediator

    Directory of Open Access Journals (Sweden)

    Cemal Zehir

    2013-07-01

    Full Text Available Therelationship between leader and followers plays a vital role, particularly ineducational institutions where a keen understanding of human character and highlevel of social interaction ought to be facilitated. For this reason, in starkcontrast to contemporary leaders who see people only as units of production orexpendable resources in a profit and loss statement, servant leadership focuseson meeting the needs of followers, making them reach their maximum potentialand so perform optimally in order to achieve organizational goals andobjectives. This study examines theeffects of servant leadership behaviors of private college principals onteachers’ organizationalcitizenship behavior and job performance. Using 300 respondents from theprivate education institutes in Turkey, servant leadership behavior is examinedfor its indirect effects on organizational citizenship behavior and jobperformance by its impact on organizational justice. Organizational justiceacts as a mediator between the variables in question. All the results are insupport of the studied mediation effects. Implications of the findings andsuggestions for future research are discussed

  11. What is acceptable risk?

    NARCIS (Netherlands)

    Vrijling, J.K.; Wessels, J.F.M.; Van Hengel, W.; Houben, R.J.

    1993-01-01

    The acceptable failure probability of technical structures and systems is studied in this paper. The problem is approached from two points of view : the personal and the societal point of view. The different view points of acceptable risk lead to different criteria, although the basis of both is a c

  12. A Study on Turnover Intention in Fast Food Industry: Employees’ Fit to the Organizational Culture and the Important of their Commitment

    Directory of Open Access Journals (Sweden)

    Ramesh Kumar

    2012-05-01

    Full Text Available The concept of employee turnover intention has become one of the most important topics in organization. Some of the scholars come up with a lot of factors that could give impact on turnover intention; however there are other factors such as organizational culture and organizational commitment, organizational person fit also could give impact towards turnover intention. However studies on organizational culture towards turnover intention specifically in fast food industry of Malaysia are very limited. The purpose of this research is to examine the influence of organizational culture, organizational commitment and person organization fit towards turnover intention in Fast food industry. The total size of the sample is 278 respondents from top level until low level employees in Fast Food Industry, by using a multiple regression; it is found that organizational culture and organizational commitment, organization person fit give an impact on turnover intention in fast food Industry.

  13. The Importance of Organizational Learning for Organizational Sustainability

    Science.gov (United States)

    Smith, Peter A. C.

    2012-01-01

    Purpose: This Special Issue is intended to heighten awareness of the importance of organizational learning in addressing the demands of organizational sustainability, and in particular triple bottom line (TBL) sustainability. A definition of TBL sustainability is provided, together with an exploration of the practical issues relevant to adopting…

  14. The Relationship between Organizational Commitment and Organizational Trust of Staff

    Directory of Open Access Journals (Sweden)

    Marziyeh Alijanpour

    2013-12-01

    Full Text Available The present study aimed at investigating the relationship between organizational trust and organizational commitment in staff. Eighty-four persons from 101 staff of department of Sports and Youth in the province of Mazandaran responded to two questionnaires of “Organizational Trust Inventory (OTI” developed by Shockley-Zalaba, Ellis, and Winograd (2000 and “Organizational Commitment Questionnaire (OCQ” developed by Allen and Meyer (1990. The reliability analysis of questionnaires for OTI, and OCQ were reported ɑ = 0.92 and ɑ = 0.82, respectively based on Cronbach's alpha measure. Results revealed that there is a positive and significant relationship between organizational trust and organizational commitment (r = 0.573, p = 0.001, affective commitment (r = 0.54, p = 0.001, task commitment is (r = 0.345, p = 0.001. But the positive relationship between organizational trust and continuous commitment (r = 0.202 wasn’t significant (p = 0.066. In conclusion, it is suggested that managers should create trust of staff in order to increase its organizational commitment.

  15. The Relationship between Perceived Organizational Support and Teachers' Organizational Commitment

    Science.gov (United States)

    Nayir, Funda

    2012-01-01

    Problem Statement: It can be said that one of the key factors ensuring teachers adaptation to developments is teachers' level of commitment to their schools. In this commitment, the teacher is expected to internalize the organizational objectives. The teacher's perception of organizational support is important for him to internalize the…

  16. The Relationship between Organizational Commitment and Organizational Climate in Manufacturing

    Science.gov (United States)

    McMurray, Adela J.; Scott, D. R.; Pace, R. Wayne

    2004-01-01

    The purpose of this study was to explore the relationship between organizational commitment and organizational climate. Subjects were chosen from three large Australian automotive component manufacturing companies. A questionnaire was administered to 1,413 employees from forty-two countries of origin. A 97.8 percent response rate yielded 1,382…

  17. Organizational (auto)-ethnography

    DEFF Research Database (Denmark)

    Bager, Ann

    ) refines as a society of control that incorporates its subjects into new and ever-changing lines of subjectification. This transformation of dispositifs (Deleuze, 1992; Foucault, 1980) and authoritative discourses (Bakhtin, 1982) that compose (and is composed of) a contemporary way to live out society...... induces in other words new types of embodied organizational knowledge and ways of organizing, which have consequences for how subject positions are (re)configured in everyday corporate lives. Such identity work is rarely studied in local discursive practices of today’s modern and emergent corporations...

  18. The Effect of Organizational Justice and Organizational Cynicism on the Organizational Commitment: An Application in Primary Education Institutions

    Directory of Open Access Journals (Sweden)

    Cemal Aküzüm

    2014-04-01

    Full Text Available There is a large cycle of works on regarding organizational justice, organizational cynicism and organizational commitment of teachers. However, no study has been found that has been conducted on the correlation among effect of organizational justice, organizational cynicism and organizational commitment and their explaining ratios of each other. The level of correlation and the effect of the organizational justice, organizational cynicism and organizational commitment with each other and explaining ratios of each other have been tested in this research. In line with this purpose, seven hypotheses were developed. The participant group in the study consists of 515 elementary school teachers who are working in primary education institutions of Diyarbakir province. The relational survey model was utilized while conducting the research. Also “Organizational Justice Scale”, “Organizational Cynicism Scale” and “Organizational Commitment Scale” were utilized in this research. For confirmatory factor analyses and structural equality model, SPSS and AMOS packaged software were utilized. First of the most important findings of the study is that organizational justice and organizational cynicism are significant predictors of organizational commitment. Second is that organizational cynicism has a function of partial mediator between organizational justice and organizational commitment.

  19. Organizational Attributes, Market Growth, and Product Innovation

    NARCIS (Netherlands)

    Song, Michael; Chen, Yan

    2014-01-01

    Extensive research has shown that organizational attributes affect product innovation. Extending this literature, this article delimits two general categories of organizational attributes and relates them to product innovation. Organizational attributes can be either control oriented or flexibility

  20. The positive impact of the early-feeding of a plant-based diet on its future acceptance and utilisation in rainbow trout.

    Directory of Open Access Journals (Sweden)

    Inge Geurden

    Full Text Available Sustainable aquaculture, which entails proportional replacement of fish-based feed sources by plant-based ingredients, is impeded by the poor growth response frequently seen in fish fed high levels of plant ingredients. This study explores the potential to improve, by means of early nutritional exposure, the growth of fish fed plant-based feed. Rainbow trout swim-up fry were fed for 3 weeks either a plant-based diet (diet V, V-fish or a diet containing fishmeal and fish oil as protein and fat source (diet M, M-fish. After this 3-wk nutritional history period, all V- or M-fish received diet M for a 7-month intermediate growth phase. Both groups were then challenged by feeding diet V for 25 days during which voluntary feed intake, growth, and nutrient utilisation were monitored (V-challenge. Three isogenic rainbow trout lines were used for evaluating possible family effects. The results of the V-challenge showed a 42% higher growth rate (P = 0.002 and 30% higher feed intake (P = 0.005 in fish of nutritional history V compared to M (averaged over the three families. Besides the effects on feed intake, V-fish utilized diet V more efficiently than M-fish, as reflected by the on average 18% higher feed efficiency (P = 0.003. We noted a significant family effect for the above parameters (P0.05. In summary, our study shows that an early short-term exposure of rainbow trout fry to a plant-based diet improves acceptance and utilization of the same diet when given at later life stages. This positive response is encouraging as a potential strategy to improve the use of plant-based feed in fish, of interest in the field of fish farming and animal nutrition in general. Future work needs to determine the persistency of this positive early feeding effect and the underlying mechanisms.

  1. 心理契约视角下大学生组织认同感对幸福感的影响研究%Organizational Identification Impact on College Students ’ Well-Being from the Perspective of Psychological Contract

    Institute of Scientific and Technical Information of China (English)

    朱立萍; 黄磬婷

    2016-01-01

    Based on the invisible contract between students and universities, the purpose of this article is to explore the relationship among organizational identification, self-confidence and sense of happiness through questionnaires. With 227 students of different colleges and universities as the research object, data are obtained through the issuance of questionnaires, and are tested for reliability, validity and mediation. The results indicate that the organizational identification has a significant positive impact on the sense of happiness. In addition, the self-confidence has a partial mediator effect on the relationship between organizational identification and sense of happiness. That is, the organizational identification of college students can not only influence the sense of happiness, but also the students ’ sense of happiness through self confidence. In other words, different degrees of organizational identification will affect the students’ sense of happiness.%基于大学生与高校之间的隐形契约,文章以发放问卷的方式,调研不同高校227名学生获取数据,分析组织认同感、自信心与幸福感之间的关系。结果显示:组织认同感对社会幸福感有正向影响;另外,自信心量表在两变量之间起部分中介作用,即大学生组织认同感既可以直接影响幸福感,也可以通过自信心量表影响学生的幸福感。

  2. Relationships between Organizational Climate and Organizational Silence with Psychological Empowerment of Employees in Hospitals Affiliated with Birjand University of Medical Sciences; 2015

    Directory of Open Access Journals (Sweden)

    Parviz Aghaie Borzabad

    2015-10-01

    Full Text Available Background and Aim: Identifying factors associated with employees empowerment of their working centers can promote organizational performance of hospitals. The current study aimed at investigating the relationship of both organizational climate and organizational silence with psychological empowerment in the public hospitals affiliated with Birjand University of Medical Sciences (BUMS. Materials and Methods: This cross-sectional and correlational study was carried out in 2015. Using a stratified randomized sampling, 400 employees were selected from the public. hospitals affiliated with BUMS.  Data collection tools were. three self-administered questionnaires including organizational climate, organizational silence, and psychological empowerment. . Validity and reliability of the questionnaires were verified using experts judgment and Cronbach alpha coefficients more than 0.7, respectively. Data analysis was done by means of SPSS (V: 18 software using one sample t test, independent t test, Pearson correlation coefficient, and one-way ANOVA. The cut-off point of 70%.of Likert-type scale (3.5 was considered as an acceptable mean for each variable. Results: The mean organizational climate and organizational silence was 2.45 and 3.18, respectively which did not correspond with an acceptable mean (P<0.05. Although the mean psychological construct which was 3.6 had an acceptable value, mean of the two other sub-variables i.e. “trust to others” and “self-determination” were 3.2±0.83 and 3.42±0.67, respectively; and they were not at an acceptable level (P<0.05. It is observed that both organizational climate and organizational silence were positively correlated to psychological empowerment with 0.6 and 0.58 coefficients, respectively (P<0.05. Conclusion:  It is suggested that the hospitals administrators should promote the psychological empowerment of their employees  through improving organizational climate and decreasing organizational

  3. Conceptualizing inter-organizational triads

    DEFF Research Database (Denmark)

    Vedel, Mette; Holma, Anne-Maria; Havila, Virpi

    2016-01-01

    Interest in triads and triadic research settings for the study of inter-organizational issues is growing. A literature review of inter-organizational studies, claiming a use of triadic research design, shows that the terms “triad” and “triadic” have been used to describe many different types of i...

  4. Identifying and Clarifying Organizational Values.

    Science.gov (United States)

    Seevers, Brenda S.

    2000-01-01

    Of the 14 organizational values ranked by a majority of 146 New Mexico Cooperative Extension educators as extremely valued, 9 were extremely evident in organizational policies and procedures. A values audit such as this forms an important initial step in strategic planning. (SK)

  5. Organizational Learning through Transformational Leadership

    Science.gov (United States)

    Imran, Muhammad Kashif; Ilyas, Muhammad; Aslam, Usman; Ubaid-Ur-Rahman

    2016-01-01

    Purpose: The transformation of firms from resource-based-view to knowledge-based-view has extended the importance of organizational learning. Thus, this study aims to develop an organizational learning model through transformational leadership with indirect effect of knowledge management process capability and interactive role of…

  6. Organizational Conflict: Causes and Manifestations.

    Science.gov (United States)

    Sacks, Eugene

    1979-01-01

    No group (within an organization) can be entirely harmonious, but conflict is not an altogether disruptive factor. A delicate balance is required to obtain the advantages and restrict the disadvantages of organizational conflict. The causes and forms of organizational conflict are examined. (JMD)

  7. The Effect of Organizational Justice and Perceived Organizational Support on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification

    Science.gov (United States)

    Demir, Kamile

    2015-01-01

    Problem of Study: Research on social exchange relationships does not take into account another vital component of organizational life--namely an individual's sense of belonging and identity. Organizational identification is one of the most crucial factors holding employees together and keeping them committed to the organization. Many studies…

  8. Conceptualizing inter-organizational triads

    DEFF Research Database (Denmark)

    Vedel, Mette; Holma, Anne-Maria; Havila, Virpi

    2016-01-01

    Interest in triads and triadic research settings for the study of inter-organizational issues is growing. A literature review of inter-organizational studies, claiming a use of triadic research design, shows that the terms “triad” and “triadic” have been used to describe many different types...

  9. Organizational Climate and Teacher Commitment

    Science.gov (United States)

    Douglas, Stephen Michael

    2010-01-01

    This study examined the relationship of school climate and teacher commitment in elementary schools in Alabama. A total of 67 elementary schools were surveyed and 1353 teachers voluntarily participated in the study. The instruments used in this study were the Organizational Climate Index (OCI) and the Organizational Commitment Questionnaire (OCQ).…

  10. Globalization and Organizational Change: Engineers' Experiences and Their Implications for Engineering Education

    Science.gov (United States)

    Lucena, Juan C.

    2006-01-01

    The demand for flexible engineers presents significant challenges to engineering education. Among these is the need for engineers to be prepared to understand and deal with organizational change. Yet engineering education and research on engineers have overlooked the impact of organizational change on engineering work. After outlining the impact…

  11. The contingent effect of governance on organizational performance school boards in Dutch primary education

    NARCIS (Netherlands)

    Torenvlied, R.; Bekerom, van den P.; Akkerman, A.

    2013-01-01

    The present paper tests the effects of governance structure on organizational performance. While most studies in public management are concerned with the impact of different types of managerial behavior on organizational performance, the context of the governance structure is mostly neglected. The D

  12. THE INTERDEPENDENCE BETWEEN MANAGEMENT, COMMUNICATION, ORGANIZATIONAL BEHAVIOR AND PERFORMANCE

    Directory of Open Access Journals (Sweden)

    Pipas Maria Daniela

    2013-07-01

    Full Text Available The approach of this paper is based on the concepts of management, communication and organizational behavior that by implementing the appropriate strategies, by taking and prevention of organizational risk that creates a favorable organizational climate that can improve, in time, the image of the organization, leading ultimately to making a synergic organization and to increase the organizational performance. An effective communication, followed by an efficient management provides safety in any domain of activity. Organizational communication cannot be seen outside of the management, and represents a fundamental component of it. The lack of communication or poor management of this process leads to alterations in key components of organizational management on one hand, and on the other, the lack of skills and organizational culture regarding these components invalidates the communication process. Today, communication has become increasingly important and more nuanced. At work, employees are faced with an overload of information, but with insufficient or even no communication. Information and communication are two different concepts, but that are interrelated, so information puts people in connection with certain information while communicating puts people in relation with others. Any communication process takes place in a context, which means that it takes place in a specific social, cultural, psychological, physical or temporal space, which is in close interdependence. Any behavioral attitude that we have in this space communicates something about us and determines, consciously or unconsciously, a reaction of positive or negative response from others and may be a factor in sustaining the process of social evolution. In an organizational context, attitudes, behavior can be found as organizational behavior, covering, in turn, a wide range of activities: knowledge and employee satisfaction, understanding group dynamics, accepting and respecting

  13. Graduating to Postdoc: Information-Sharing in Support of Organizational Structures and Needs

    Science.gov (United States)

    Keller, Richard M.; Lucas, Paul J.; Compton, Michael M.; Stewart, Helen J.; Baya, Vinod; DelAlto, Martha

    1999-01-01

    The deployment of information-sharing systems in large organizations can significantly impact existing policies and procedures with regard to authority and control over information. Unless information-sharing systems explicitly support organizational structures and needs, these systems will be rejected summarily. The Postdoc system is a deployed Web-based information-sharing system created specifically to address organizational needs. Postdoc contains various organizational support features including a shared, globally navigable document space, as well as specialized access control, distributed administration, and mailing list features built around the key notion of hierarchical group structures. We review successes and difficulties in supporting organizational needs with Postdoc

  14. 长荣汽贸人力资源管理实践对组织绩效影响研究%Research the Impact of Human Resource Management Practices of Evergreen Group on Organizational Performance

    Institute of Scientific and Technical Information of China (English)

    聂攀科; 田雪莹

    2015-01-01

    In the face of fierce competition, talent management has caused widespread concern in the enterprise. The paper with the evergreen Qimao company data from 2008 to 2013, made an empirical analysis of the influence of human resource management practices on firm performance. The results of the study show that, only part of the practice of performance in human resource management has a significant effect. And different practical impact on the financial performance and non-financial performance is of different degree. The effects of training on organizational performance is maximum. The influence degree of the practice of human resource management system on financial performance is more than the degree of the influence of non financial performance.%面对激烈的外部竞争环境,人才的管理逐渐引起了企业的广泛关注。利用长荣汽贸公司2008—2013年的数据,实证检验了人力资源管理实践对企业绩效的影响。研究结果表明,人力资源管理中只有部分实践对绩效有显著影响,并且不同的实践对财务绩效和非财务绩效的影响程度不同,其中员工培训对组织绩效的影响最大。此外,人力资源管理实践系统对财务绩效的影响程度大于其对非财务绩效的影响程度。

  15. Transforming organizational capabilities in strategizing

    DEFF Research Database (Denmark)

    Jørgensen, Claus; Friis, Ole Uhrskov; Koch, Christian

    2014-01-01

    -term evolvements within the companies. We develop our framework of understanding organizational capabilities drawing on dynamic capability, relational capability and strategy as practice concepts, appreciating the performative aspects of developing new routines. Our two cases are taken from one author’s Ph......Offshored and networked enterprises are becoming an important if not leading organizational form and this development seriously challenges their organizational capabilities. More specifically, over the last years, SMEs have commenced entering these kinds of arrangements. As the organizational...... capabilities of SMEs are limited at the outset, even more emphasis is needed regarding the issues of developing relevant organizational capabilities. This paper aims at investigating how capabilities evolve during an offshoring process of more than 5 years in two Danish SMEs, i.e. not only short- but long...

  16. Leadership, Culture and Organizational Change

    Directory of Open Access Journals (Sweden)

    Vladimir-Codrin Ionescu

    2014-12-01

    Full Text Available An effective leadership, an evolutionary organizational culture and permanent connection to change may ensure a company’s success within an ever more dynamic competitive environment. The scientific approach of this paper is in line with theoretical and applied research in the field by the presentation of the connections existing among leadership, organizational culture and organizational change. The paper highlights the triad “vision – motivation – momentum”, the mission and the defining coordinates of leadership, the complementarity “new – tradition” in organizational culture, the stages of the change management process and the role of managers and leaders in the preparation and implementation of change projects. Leadership is essential in building and developing an appropriate cultural model, which, in its turn, is an important vector of organizational change processes in modern companies.

  17. Organizational Climate for Successful Aging.

    Science.gov (United States)

    Zacher, Hannes; Yang, Jie

    2016-01-01

    Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees' shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (M age = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals' perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work.

  18. The Quality Circles Organizational Intervention: An Attitudinal Outcome Study

    Science.gov (United States)

    1983-09-01

    communication between themselves and their employees "(Dickson, 1982). Victor Vroom has developed a "normative model" of par- ticipative decision...SECUMIYY CLASSIOPI CAr? MO h LSSR 19-83 THE QUALITY CIRCLES ORGANIZATIONAL INTERVENTION: AN ATTITUDINAL OUTCOME STUDY A Thesis Presented ýo the...democratic style, and a set of seven rules intended to pro- tect both the quality and acceptance of a leader’s decision. -26 Vroom provides a decision

  19. Relationships among market orientation, learning orientation, organizational innovation and organizational performance: An empirical study in the Pearl River Delta region of China%市场导向、组织学习创新及组织绩效:基于珠江三角洲企业的实证研究

    Institute of Scientific and Technical Information of China (English)

    谢洪明; 刘常勇; 陈春辉

    2007-01-01

    The purpose of this paper is to examine the relationships among market orientation, learning orientation, organizational innovation and organizational performance through a structural equation modeling approach.This study uses a sample of 143 companies in the Pearl River Delta region of China. Results show that (1) market orientation has no positive direct impact on organizational performance; (2) market orientation has a direct impact on learning orientation; (3) learning orientation has a direct impact on administrative and technical innovation; (4) market orientation has a direct impact on organizational innovation by learning orientation; (5) administrative innovation has a positive direct impact on organizational performance while technical innovation does not impact on organizational performance directly; (6) technical innovation has a positive impact on administrative innovation; (7) learning orientation has an indirect impact on organizational performance through influencing organizational innovation; (8) market orientation has impact on learning orientation, which has An empirical study in the Pearl River Delta region of China an impact on organizational innovation, which in turn has an impact on organizational performance. Managerial implications are discussed, along with suggestions for further research.

  20. [Spanish adaptation and factor structure of the Denison Organizational Culture Survey].

    Science.gov (United States)

    Bonavia, Tomás; Prado Gasco, Vicente J; Barberá Tomás, David

    2009-11-01

    This article presents a Spanish adaptation of the Denison Organizational Culture Survey, a questionnaire designed to evaluate organizational culture. This survey consists of 60 items, grouped in 12 subscales, which identify 4 cultural dimensions. These dimensions have been widely studied and their influence in organizational effectiveness has been accepted. This adaptation was applied to 488 participants, and analysed with confirmatory factor analysis. Results show adequate psychometric properties, so it can be concluded that the Spanish adaptation almost completely replicates the structure of the original version in English.

  1. Organizational model of the nuclear sector

    Energy Technology Data Exchange (ETDEWEB)

    Metri, Paulo, E-mail: pmetri@cnen.gov.br [Comissao Nacional de Energia Nuclear (CNEN/CGRC), Rio de Janeiro, RJ (Brazil)

    2015-07-01

    The Brazilian Constitution prohibits private investment in many activities of the Nuclear Industry. Right now, it is in progress a constitutional amendment that allows private companies to build and operate nuclear power plants of its own. This work rescues the historical reasons that led the Congress of 1988 to choose the State owned model for this sector. In addition, the arguments that are used to propose the present changes are repeated here. As indicated in INAC 2015 website, 'sustainable development is supported by three pillars: social, economic and environmental'. Thus, the organizational model to be adopted for the Nuclear Sector must meet these requirements. The official objectives of the energy sector, as set out in the law 9,478, are remembered. New objectives, better established, and also adapted to the electrical subsector, are shown. Besides the use of these objectives to choose the sources and related technologies for the electric generation, they also can be used as evaluation criteria to help in the decision process of the organizational model for the Nuclear Sector. Acting in this way, it is ensured that social, economic and environmental requirements are being attended. Finally, if the developed evaluation criteria are applied, the impacts of each organizational model can be analyzed and preliminary conclusion and recommendation can be made. (author)

  2. Acceptable noise level

    DEFF Research Database (Denmark)

    Olsen, Steen Østergaard; Nielsen, Lars Holme; Lantz, Johannes;

    2012-01-01

    The acceptable noise level (ANL) is used to quantify the amount of background noise that subjects can accept while listening to speech, and is suggested for prediction of individual hearing-aid use. The aim of this study was to assess the repeatability of the ANL measured in normal-hearing subjec...... using running Danish and non-semantic speech materials as stimuli and modulated speech-spectrum and multi-talker babble noises as competing stimuli....

  3. A study on the influence of organizational climate on motivation of employees

    Directory of Open Access Journals (Sweden)

    Sibel Gök

    2009-10-01

    Full Text Available The relation between organizational climate and organizational efficiency is frequently pointed out in recent management and labour psychology studies. Organizational climate has positive or negative impacts on performance, job satisfaction, and motivation of employees.In this study, which consists of two parts, the relation between organizational climate and work motivation is examined. The first part of the study contains theoretical framework with regard to the organizational climate and work motivation.In the second part, a field research is presented. 252 employees were interviewed in this study. The data that obtained from interviews were analyzed and subsequently evaluated in terms of statistical outcomes. The statistical results demonstrated that organizational climate has a positive influence on motivation of employees.

  4. 组织政治知觉对离职倾向的影响:组织支持感被中介的调节效应模型%The Impact of Perceptions of Organizational Politics on Turnover Intention:A Mediated-moderating Effect Model of Perceived Organizational Support

    Institute of Scientific and Technical Information of China (English)

    张军成; 凌文辁

    2014-01-01

    文章采用问卷调查法,以珠三角地区光电制造企业的452名员工为研究对象,探讨了组织支持感在组织政治知觉影响离职倾向过程中被中介的调节效应。结构方程建模分析结果表明:组织政治知觉通过工作倦怠的完全中介作用对离职倾向产生影响,组织支持感对这种影响产生被中介的调节效应。%This paper uses the data collected from 452 employees in optic-electronic manufacturing enterprises,which are located in the Pearl River Delta region, to examine the mediated-moderating effect of perceived organizational support on the influence of perceptions of organizational politics over turnover intention. The results from structural equation modeling analysis show that job burnout can fully mediate the influence of perceptions of organizational politics over turnover inten-tion,in which perceived organizational support can also play a role of mediated-moderator.

  5. Acceptability and use of portable drinking water and hand washing stations in health care facilities and their impact on patient hygiene practices, Western kenya.

    Directory of Open Access Journals (Sweden)

    Sarah D Bennett

    Full Text Available Many health care facilities (HCF in developing countries lack access to reliable hand washing stations and safe drinking water. To address this problem, we installed portable, low-cost hand washing stations (HWS and drinking water stations (DWS, and trained healthcare workers (HCW on hand hygiene, safe drinking water, and patient education techniques at 200 rural HCFs lacking a reliable water supply in western Kenya. We performed a survey at baseline and a follow-up evaluation at 15 months to assess the impact of the intervention at a random sample of 40 HCFs and 391 households nearest to these HCFs. From baseline to follow-up, there was a statistically significant increase in the percentage of dispensaries with access to HWSs with soap (42% vs. 77%, p<0.01 and access to safe drinking water (6% vs. 55%, p<0.01. Female heads of household in the HCF catchment area exhibited statistically significant increases from baseline to follow-up in the ability to state target times for hand washing (10% vs. 35%, p<0.01, perform all four hand washing steps correctly (32% vs. 43%, p = 0.01, and report treatment of stored drinking water using any method (73% vs. 92%, p<0.01; the percentage of households with detectable free residual chlorine in stored drinking water did not change (6%, vs. 8%, p = 0.14. The installation of low-cost, low-maintenance, locally-available, portable hand washing and drinking water stations in rural HCFs without access to 24-hour piped water helped assure that health workers had a place to wash their hands and provide safe drinking water. This HCF intervention may have also contributed to the improvement of hand hygiene and reported safe drinking water behaviors among households nearest to HCFs.

  6. Sustainability and Organizational Change

    Directory of Open Access Journals (Sweden)

    Catălina Sitnikov

    2012-06-01

    Full Text Available The relevant and, above all, remarkable feature of sustainability is due to its "duality": on the one hand, it is an indispensable element within the companies even if, on the other hand, it increases the costs of many activities and processes. Facing the challenge of sustainability will determine and create, in the coming years, emerging organizational forms. If ten years ago, many managers clearly expressed their doubts regarding the financial feasibility of sustainability, today, they admit the importance of sustainability for the competitive advantage of the companies they manage. Currently, companies have great opportunities to support build a sustainable global economy, becoming one of the solutions to the most pressing societal challenges. Whether it is about reducing pollution, global warming, reducing use of water resources and other limited resources or ensuring a better work environment for employees throughout the supply chain, there are many things that companies can and should do.

  7. Organizational decentralization in radiology.

    Science.gov (United States)

    Aas, I H Monrad

    2006-01-01

    At present, most hospitals have a department of radiology where images are captured and interpreted. Decentralization is the opposite of centralization and means 'away from the centre'. With a Picture Archiving and Communication System (PACS) and broadband communications, transmitting radiology images between sites will be far easier than before. Qualitative interviews of 26 resource persons were performed in Norway. There was a response rate of 90%. Decentralization of radiology interpretations seems less relevant than centralization, but several forms of decentralization have a role to play. The respondents mentioned several advantages, including exploitation of capacity and competence. They also mentioned several disadvantages, including splitting professional communities and reduced contact between radiologists and clinicians. With the new technology decentralization and centralization of image interpretation are important possibilities in organizational change. This will be important for the future of teleradiology.

  8. Inter-organizational networks

    DEFF Research Database (Denmark)

    Bergenholtz, Carsten

    2012-01-01

    Strong and trust-based ties are usually related to homogeneous and complex knowledge, while weak ties are associated with heterogeneous and simple knowledge. Interfirm communities have been shown to depend on trust-based ties, while also relying on getting access to heterogeneous knowledge. These...... goes beyond a mere structural approach to the organization of social networks and hence proposes a tighter integration between research on social networks and organizational design........ These results yield a paradox which the present paper aims to address. Based on an in-depth case study of how a high-tech small firm organizes its interfirm activity, I show how a hybrid social relation, that is neither weak nor strong, is a useful conception for interfirm communities. Hereby, the study also...

  9. 电动汽车用户接受电池快换服务的影响因素分析%Impact factor analysis of the consumer acceptance of electric vehicle battery swapping service

    Institute of Scientific and Technical Information of China (English)

    王贺武; 宋华阳; 欧阳明高

    2012-01-01

    电动汽车电池快换(BS)服务,是商业化推广纯电动汽车的一条途径。为研究用户对电池快换商业服务的接受程度以及影响因素,该文基于电动汽车的"裸车销售—电池租赁—电池快换"商业化模式,在北京、上海、深圳、重庆等4个城市完成了1000多份问卷调查;利用统计分析软件SPSS对影响用户接受电池快换服务的主要因素进行了统计分析。结果表明:80%以上的受访者接受电池快换服务;电池快换服务的延长电池寿命、节约时间、环保性、便捷性诸因素均具有显著的正向性影响,影响力依次递增。%Battery swapping service (BSS) is one pathway to promote the commercialization of electric vehicles. To understand the acceptable of the electric vehicle’s Battery Swapping Service by consumers and impact factors, one survey with more than one thousand questionnaires were carried out in four cities (Beijing, Shanghai, Shenzhen and Chongqing) based on the "naked car sales – battery lease – battery swap" quick-change battery" business model, and the statistical analysis software SPSS was used. The results show that the consumer acceptance percent of BSS is more than 80% within the interviewers. The results also show that the advantages of longer battery life and saving recharge time, more environmental friendly and more convenient, have positive influence on the acceptance with the impact increasing in the mention above order.

  10. EMOTIONS IN THE ORGANIZATIONAL ENVIRONMENT

    Directory of Open Access Journals (Sweden)

    Popa Mirela

    2013-07-01

    Full Text Available At the heart of any workplace behavior (and not only, there are always one or more emotions (pleasant/unpleasant, partially controllable/uncontrollable, aware/ unconscious, useful/useless/harmful, intense/less intense, predictable/unpredictable, expressed/ repressed, observable/ unobservable, explained/ unexplained, rational/ irrational, and so on. Emotions are the foundation of a complex and mysterious mechanism of action and behavior. Emotions are triggered by certain things, people, events, situations, processes, results, interactions and so on, and are informed by a variety of endogenous (biological and exogenous factors, and also by the intellectual potential of each individual. Emotions lie at the intersection of rationality, body (physical and soul (spirit, thought, reason, logic, compassion, autonomy and action/behavior, individual and environment. This article undertakes to define emotions and identify their impact on the organizational environment, with emphasis on emotional climate and managing emotions. Moreover, we will focus on human behavior/action, rather than on the evolution of the nervous system or the cortex in particular. Work itself should not be a source of suffering. It is obvious that certain emotions cause bad moods, unnecessary and even harmful ones, conditions that should be considered, even if they have a situational and subjective character. Some managers think that the decision-maker fulfills his/her duties by strictly conforming to the law and to the agreement clauses and by meeting his/her obligations in a timely and exacting manner. Others believe that a good leader, in addition to observing the applicable rules and regulation, must be honest also to his colleagues and collaborators and sympathetic to the needs, ideas and emotions of those who are interested in the optimal operation of the company. Managers must remain alert to events, people and behaviors that can trigger harmful emotions within the

  11. Processes in Organizational Change

    Science.gov (United States)

    1987-06-01

    is so and to facilitate capitalizing on these findings. "_ I ,., ¶A. 󈧣 ENDNOTES S1. Job improvement teams were formed prior to the point in time at...acceptance. Personnel Psycology , 38: 75-93. Lawler, E. E., III, & Hall, 0. T. 1970. Relationships of job characteristics to job involvement

  12. The Cross-level Impact of Collective Bargaining on Employee Attitudes:The Mediating Role of Perceived Organizational Support%工资集体协商对员工态度的跨层次影响:组织支持感的中介作用

    Institute of Scientific and Technical Information of China (English)

    2015-01-01

    Based on organizational support theory,social exchange theory and industrial democracy theory,the paper studies the cross-level impact of collective bargaining on employee attitudes in the context of China ’s economic transformation. Using a linked employer-employee data of 42 enterprises comprising 1 374 employees from Guangdong province,the cross-level analysis results show that:Collective bargaining have a positive impact on employees’perceived organizational support. Perceived or⁃ganizational support has a positive impact on organizational commitment and job satisfaction. Employees ’perceived organizational support plays a mediating role in the relationship between collective bargaining and employees’organizational commitment,as well as their job satisfaction. Finally,the paper discusses the theoretical and practical significances of the study,and proposes future research directions.%基于组织支持理论、社会交换理论和产业民主理论,文章探讨了中国经济转型背景下企业开展工资集体协商对员工态度的跨层次影响。以广东省42家企业和1374名员工的匹配数据为分析对象,跨层次分析结果表明:企业开展工资集体协商正向影响员工的组织支持感,组织支持感正向影响员工的组织承诺和工作满意度,员工的组织支持感在企业开展工资集体协商和员工的组织承诺和工作满意度之间起中介作用。最后文章讨论了研究的理论意义和现实意义,并提出未来的研究方向。

  13. Organizational Actively Management for Opportunity Hunting

    Directory of Open Access Journals (Sweden)

    Nasser Fegh-hi FARAHMAND

    2012-03-01

    Full Text Available Organizational Actively Management (OAM is the responsibility of every manager. Because, an approach for OAM is becoming more widely accepted is a community-based development approach. In Opportunity Hunting Approach (OHA, OAM is the responsibility of every manager for his/her actions. OAM is using from top to bottom development model. According to the survey of market and customers, after understand customers’ needs, organization then decide how the quality policy and target will develop, from there the actively management system can be developed. The aim of this study in field of organizational actively management and policy of it can provide the specific process required for setting up and monitoring the actively target. As it also is customer-oriented, it aims to improve customer satisfaction. In addition, the actively target should be set up and implemented within every organization department and at each level, in accordance with actively policy. Furthermore, organization should develop the actively management system, in order to conform to general requirements and actively target.

  14. Dynamics of organizational viability : new perspectives and evidence from China

    NARCIS (Netherlands)

    Zhou, Chaohong

    2009-01-01

    The goal of this thesis is to theoretically explore issues in organizational ecology by searching for cross-pollination with other (sub)disciplines, and to empirically probe into industries in the Chinese transition economy. It focuses on the impact of shifts in environments on the viability of two

  15. Do Organizational Culture and Climate Matter for Successful Client Outcomes?

    Science.gov (United States)

    Silver Wolf, David A. Patterson; Dulmus, Catherine N.; Maguin, Eugene; Cristalli, Maria

    2014-01-01

    Objectives: The existing literature on the impact of workplace conditions on client care suggests that good cultures and climates provide the best outcomes for clients. The primary purpose of this study was to investigate the relationship between organizational culture and climate and the proportion of children and youth successfully discharged…

  16. Organizational Subcultures and Enterprise Architecture Effectiveness: an Explanatory Theory

    NARCIS (Netherlands)

    Faller, H.

    2016-01-01

    In practice, enterprise architecture (EA) is often not as effective as desired. Our research investigates how differences between organizational subcultures contribute to this lack of effectiveness. We find that subcultural differences and similarities can reduce EA effectiveness. Their impact can b

  17. Individual and Organizational Trust in a Reciprocal Peer Coaching Context

    Science.gov (United States)

    Cox, Elaine

    2012-01-01

    This paper explores organizational and peer dynamics that impact the potential for productive, trusting peer relationships. An in-depth phenomenological study of five peer coaching dyads was undertaken to examine the establishment and maintenance of peer coaching. Joint interviews were used to promote co-construction of responses. Findings…

  18. HRD Interventions, Employee Competencies and Organizational Effectiveness: An Empirical Study

    Science.gov (United States)

    Potnuru, Rama Krishna Gupta; Sahoo, Chandan Kumar

    2016-01-01

    Purpose: The purpose of the study is to examine the impact of human resource development (HRD) interventions on organizational effectiveness by means of employee competencies which are built by some of the selected HRD interventions. Design/methodology/approach: An integrated research model has been developed by combining the principal factors…

  19. Constructing Organizational Identity on Internal Social Media

    DEFF Research Database (Denmark)

    Madsen, Vibeke Thøis

    2016-01-01

    about the online interactions. The study found that these coworkers constructed organizational identity when they challenge, negotiate, and discuss organizational issues on ISM. They use phrases from vision and mission statements to support their arguments and to push the understanding of organizational...... to the organizational identity, help coworkers make sense of the organization, and help them identify with the organization....

  20. Exploring Effective Communication for Organizational Change

    Science.gov (United States)

    Nordin, Eric John

    2013-01-01

    The purpose of this case study was to explore experiences and perceptions of organizational leaders regarding organizational change communication to improve change results in an organizational setting. Building on a conceptual framework of organizational theory, 25 full-time online faculty at an institution of higher learning in the southwestern…