WorldWideScience

Sample records for areas acceptance organizational

  1. 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…

  2. 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.

  3. An Organizational Analysis of Selinsgrove Area Middle School, Selinsgrove, Pennsylvania.

    Science.gov (United States)

    Bingaman, David E.

    This four-part paper examines formal and informal organizational structures at Selinsgrove Area Middle School, which serves about 1,000 students in grades 5-8. Part I presents a brief history of the founding of the school and the court battles preceding its construction, and the reasons why the initial steering committee chose a middle school…

  4. 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.

  5. 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.

  6. 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...

  7. Teamwork in the Terminal Area: Organizational Issues and Solutions

    Science.gov (United States)

    Parke, Bonny K.; Kanki, Barbara G.; Rosekind, Mark (Technical Monitor)

    1997-01-01

    Dynamic growth and technology advances in commercial aviation have turned the terminal area into a complex, multi-organization workplace which requires the smooth coordination of many operational teams. In addition to pilots, cabin crew, air traffic controllers, and dispatch (who nominally work together throughout a flight), surface operations additionally involve local, ground and ramp controllers, ramp agents, maintenance, dozens of service contractors, and any number of teams who are responsible for airport operations. Under abnormal or emergency conditions, even more teams become actively involved. In order to accommodate growth and to meet productivity and safety challenges, numerous changes are being made in surface operations. Unfortunately, it is often the case that changes in technologies, organizational roles, procedures, and training are developed and implemented in isolated and piecemeal fashion without regard to cross organizational impact. Thus, there is a need for evaluation methodologies which assure integrated system safety for all organizations. Such methodologies should aid the understanding of how organizations work together and how changes in one domain affects the next. In this study, we develop one approach toward addressing these organizational issues. Examples of surface operations in abnormal situations are examined in regard to their impact on personnel in the terminal area. Timelines are given for the responses to incidents, along with the necessary communication links, the specific roles that members of terminal teams have, and any overlapping responsibilities. Suggestions to improve cross-operational teamwork are given. Methods of graphic representation are explored, both in regards to human links and access to information. The outcome of such an approach should enhance the understanding which is critical for resolving organizational conflicts and maximizing system effectiveness.

  8. 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.

  9. 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.

  10. 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...

  11. Six areas of worklife: a model of the organizational context of burnout.

    Science.gov (United States)

    Leiter, M P; Maslach, C

    1999-01-01

    Burnout research has considered a wide range of organizational correlates of burnout. It is argued that integrating these various organizational qualities into a comprehensive model of organizational environments will further research on burnout. The primary themes in burnout research fit readily into six areas of worklife; workload, control, reward, community, fairness, and values. These areas are sufficiently broad to encompass the rich variety of research approaches taken in the field while being sufficiently precise to permit clear distinctions among them. The review identifies a consistent body of research on the relationships of these six areas with burnout. The review concludes by considering issues for a research agenda on the organizational antecedents of burnout and noting the implications of a focus on mismatches for interventions.

  12. Organizational Proposal for the Recreation Area of the Universidad Estatal a Distancia

    OpenAIRE

    Romero Barquero, Cecilia Enith

    2010-01-01

    The study consisted of a first diagnosis for the recreation area of the Universidad Estatal a Distancia (UNED), by means of the application of interviews to the personnel in charge of the cultural and sports program of the institution. From the results of this diagnosis, an organizational proposal was designed and presented, that included basic administrative aspects like: the mission, the vision, objectives, structure within the institution (organizational chart), as well as the respective r...

  13. The effect of organizational level and practice area on managerial work in hospital dietetic services.

    Science.gov (United States)

    Palacio, J P; Spears, M C; Vaden, A G; Dayton, A D

    1985-07-01

    All areas of practice in hospital dietetic services include a management component; however, the nature of the managerial role in various areas of dietetic practice has not been identified clearly. The definition of dietetic practice in the Conceptual Framework for the Profession of Dietetics supports the importance of managerial skills. The effect of organizational level and practice area on managerial activities and roles of professional staff in hospital dietetic services was examined in this study. The nationwide sample included professionals in hospitals with 300+ beds. A total of 3,280 dietetic professionals participated. Five groups were defined: low administrative, low clinical, middle administrative, middle clinical, and upper administrative. Mintzberg identified 10 managerial roles and categorized them as interpersonal, informational, or decisional. The 10 roles were used as the basis for developing an 80-item instrument on which respondents rated each item for importance and time demand. Perceived importance of managerial activities tended to be greater at higher organizational levels. The managerial aspects of the lower clinical and upper administrative position were the most clearly defined. The lower clinical group tended to rate all of the managerial roles as significantly less important than did those in other positions; however, the middle clinical position included a substantial managerial responsibility.

  14. Restructuring the organizational culture of medical institutions: a study on a community hospital in the I-Lan area.

    Science.gov (United States)

    Chen, Yu-Chih

    2008-09-01

    Launched in 1995, the National Health Insurance Program has imposed tremendous pressure on hospitals across Taiwan. As a result, most hospitals, especially those of small and medium scale, have gone to great lengths to restructure their organizations in order to continue operating under the new medical setting. Using a community hospital in I-Lan area as its focus, this study attempts to identify the process of organizational culture restructuring in medical institutions. This process includes the two phases of (1) analyzing difficulties faced, with particular emphasis on three problems associated with the existing organizational culture and (2) restructuring the organizational culture and evaluating the restructuring process, with emphasis on four strategies geared to modify the organizational culture and a pre-and-post quasi-experimental study to evaluate outcomes. This study uses a triangulated data collection approach comprising four qualitative data collection techniques that include semi-structured interviews, focus groups, reflective participant observation, and critical review of relevant organizational materials. The evaluation reveals a significant level of difference between employee perspectives on organizational culture before and after restructuring. In short, employees expressed that, after the restructuring, they feel more respected and recognized than before. Research results, based on an organization's cultural restructuring process, show the process by which a hospital successfully restructured its organizational culture. Empirical data derived from the restructuring process may serve as reference for other hospitals contemplating restructuring.

  15. 18 CFR Appendix A to Part 2 - Guidance for Determining the Acceptable Construction Area for Replacements

    Science.gov (United States)

    2010-04-01

    ... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Guidance for Determining the Acceptable Construction Area for Replacements A Appendix A to Part 2 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY GENERAL RULES GENERAL...

  16. An Overview on the Studies of Organizational Culture in Journals Indexed in the Business Administration Area (2008-2013

    Directory of Open Access Journals (Sweden)

    Andrieli Diniz Vizzoto

    2014-06-01

    Full Text Available The literature, especially in the areas of Administration, Psychology and Sociology, has paid attention to the values as guides of human and organizational behavior in private and public companies. This study has aimed to present how the organizational culture has been studied through a review of scientific journals that have published articles on the subject, comprising the years from 2008 to 2013 and making a comparison between the reality of Brazilian and international publications. Seeking to provide some perspective on the current scenario in the theme, this work is characterized as a bibliometric study. A research for some specific words was conducted. The Brazilian and international articles found were analyzed separately to keep the keywords as chosen by the authors, not losing anything for translations and also as a way to compare Brazilian publications with international ones. Some authors notice the need for studies comprising the understanding of how organizational culture is perceived by the literature and how are being held the studies in this area. Through some studies, it becomes apparent that there is still room to develop further research to understand the publications in the area of organizational culture. 522 articles were found in international databases and 31 in Brazilian journals that were in accordance with the limits of this research. The study shows some differences between Brazilian and international publishings and how there is still room for more studies linking organizational culture and other subjects in the field of Administration.

  17. Organizational Culture and Tourist Satisfaction in a Lake-Based Tourism Area

    Directory of Open Access Journals (Sweden)

    Nor’Aini Yusof

    2012-01-01

    Full Text Available Problem statement: Although many studies have highlighted that certain cultures are evident in certain firms, there are only few studies done on ecotourism areas and little has been done to analyse how these cultures have affected the performance of these organizations. Approach: Conceptualizing organizational culture as the values and practices employed in an organization and considering tourist satisfaction as intangible performance we conducted a survey of all tourist resort operators located in a lake-based tourism area in Malaysia. The data was analysed using descriptive statistics, paired t-test and Pearson product-moment correlation. Results: The results revealed that tourists are dissatisfied with the quality of service delivered to them and tourist satisfaction is significantly influenced by environmental friendly practices. Conclusion/Recommendations: The results imply that environmental friendly practices ranging from the issue of recycling, being compatible with local environment and culture and making minimal changes to the existing landform, should be the focus of the strategic policy in the future, to improve the planning and management of the resorts and the area promoted for tourism.

  18. Research Areas 5: Securing Untrusted Binaries with Acceptance Testing and Field Monitoring

    Science.gov (United States)

    2014-11-25

    Research Areas 5: Securing Untrusted Binaries with Acceptance Testing and Field Monitoring Today’s Army relies on computing to effectively engage an...Title Today’s Army relies on computing to effectively engage an increasingly sophisticated enemy. Using commercial off the shelf (COTS) software to...Hiser, Jack W. Davidson. ILR: Where’d My Gadgets Go?, 2012 IEEE Symposium on Security and Privacy (SP) Conference dates subject to change. 20-MAY

  19. ORGANIZATIONAL AND LEGAL RESEARCH OF INDICATORS OF INCIDENCE AND PREVALENCE OF DIABETES MELLITUS IN COUNTRYSIDE AREAS

    Directory of Open Access Journals (Sweden)

    Zbrozhek SI

    2017-03-01

    Full Text Available Introduction. For recent decades in Ukraine populations’ health indicators became quite serious negative trends: increased mortality rates among people of working age, morbidity, reduced life expectancy and more. It should also be noted that one of the main indicators of the state, its civilization and competitiveness is the degree of orientation of the state to improve the health of citizens, legal and organizational improvement of the healthcare sector. The financial and economic crisis has significantly exacerbated the problems associated with the provision of medical care in Ukraine, ensuring its availability and good quality. The current healthcare system is fair and complaints from the public, and the medical staff, it is still not able to adequately meet the needs of the population in healthcare, to ensure the availability, quality and timeliness of health services, adequate prevention of morbidity, mortality and more. The need for healthcare reform emphasizes the failure to ensure the proper conditions existing in state funding and to implement effective schemes for full competition in the healthcare and pharmaceutical provision in countryside areas is therefore, in Ukraine implemented new organizational and legal approaches in reforming the health service. That is why in Ukraine implementing processes that are transparent, will reduce unnecessary costs for public administration and improve accessibility of the medications in countryside areas of different clinical and pharmacological, classification, nomenclature, legal and regulatory groups used in the pharmacotherapy of diabetes mellitus. Materials and methods. The organizational and legal, forensic and pharmaceutical researches were conducted in countryside areas at the regional level on example of the Kharkiv region on the basis of 62 public healthcare institutions, 16 public enterprises of healthcare and health companies of other ownership. Materials of the research were: the

  20. Enhancing technology acceptance: The role of the subsurface contaminants focus area external integration team

    Energy Technology Data Exchange (ETDEWEB)

    Kirwan-Taylor, H.; McCabe, G.H. [Battelle Seattle Research Center, WA (United States); Lesperance, A. [Pacific Northwest National Lab., Richland, WA (United States); Kauffman, J.; Serie, P.; Dressen, L. [EnvironIssues (United States)

    1996-09-01

    The US DOE is developing and deploying innovative technologies for cleaning up its contaminated facilities using a market-oriented approach. This report describes the activities of the Subsurface Contaminant Focus Area`s (SCFA) External Integration Team (EIT) in supporting DOE`s technology development program. The SCFA program for technology development is market-oriented, driven by the needs of end users. The purpose of EIT is to understand the technology needs of the DOE sites and identify technology acceptance criteria from users and other stakeholders to enhance deployment of innovative technologies. Stakeholders include regulators, technology users, Native Americans, and environmental and other interest groups. The success of this national program requires close coordination and communication among technology developers and stakeholders to work through all of the various phases of planning and implementation. Staff involved must be willing to commit significant amounts of time to extended discussions with the various stakeholders.

  1. [Value of public opinion polls for evaluating the acceptability of epidemiologic surveys in urban areas].

    Science.gov (United States)

    Boutin, J P; Lahanier, D; Roux, J

    1989-01-01

    A prevalence study on non communicable diseases related to nutrition, alcoholism and tabagism is planned in French Polynesia. The methodology used, although complicated, has been successful in insular states of the South Pacific with either traditional or transitional ways of life. Acceptability level of the study in the urban area of Papeete (Tahiti) has been tested by a public opinion poll using the quota method in order to obtain valuable information on feasibility of the project. The public opinion poll showed that 75% of people would participate, 19.5% would be reluctant and 5.5% would hesitate. The good results must be carefully interpreted with regards to the multi-ethnic structure of French Polynesian population, and to the limits of the quota method.

  2. Psychologies of the Social-Organizational Area in Peru: 2003-2012

    Directory of Open Access Journals (Sweden)

    Federico León

    2013-12-01

    Full Text Available This article assesses four subdisciplines of Peruvian psychology. Organizational psychologists face the challenge of adjusting their good practices to scientific evidences; those studied in the United States or Europe are not necessarily relevant to all types of Peruvian organizations and populations. Consumer psychology has achieved popular impacts, but practitioners, either qualitative or quantitative, do not disseminate their methods and findings with rigor. Community psychologists’ contributions could improve if their hypotheses originated in psychoanalysis or other perspectives were formulated with clarity and tested by means of conventional techniques designed for the evaluation of interventions. Peruvian social psychology is contributing to the understanding of national realities and has generated original findings concerning poverty reduction, national identity, personal wellbeing, and effects of geography.

  3. Strategy and organizational performance in automotive companies of Ecuador central area sector.

    Directory of Open Access Journals (Sweden)

    Alexandra Tatiana Valle Alvarez

    2016-11-01

    Full Text Available The purpose of this research is to approach the study of organizational strategy and the profitability in the companies of the companies that represent the automotive sector of the Central Zone of Ecuador for the years 2013 to 2015. Based on the generic typology proposed by Miles and Snow regarding the strategy and the study of profitability, measured by ROI and EBITDA, seven companies have been qualitatively and quantitatively evaluated, identifying initially characteristics around five factors: market, efficiency, innovation and structure, which were the base to differentiate strategic archetypes in the companies, that identify them as: Prospective, Analyzer or Defensive. There was no evidence of obvious cases of Reactive companies in the studied population. The main results of the research show through descriptive analysis that the characterization of the companies Prospective and Analyzer, identified in most of the studied companies, is linked to higher levels of profitability, even close to those reported by the industry, than in those that have applied a Defensive character strategy, with comparatively  lower ROI and EBITDA performance.

  4. 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...

  5. 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.

  6. Physical countermeasures to sustain acceptable living and working conditions in radioactively contaminated residential areas

    DEFF Research Database (Denmark)

    Andersson, Kasper Grann; Roed, Jørn; Eged, K.;

    2003-01-01

    The Chernobyl accident highlighted the need in nuclear preparedness for robust, effective and sustainable countermeasure strategies for restoration of radioactively contaminated residential areas. Under the EC-supported STRATEGY project a series ofinvestigations were made of countermeasures...... of wastes generated by countermeasures had to be described separately to provide room for the required level of detail. The information is mainly intended as atool for decision makers and planners and constitutes a basis for the STRATEGY decision framework for remediation of contaminated urban areas....

  7. 42 CFR 417.558 - Emergency, urgently needed, and out-of-area services for which the HMO or CMP accepts...

    Science.gov (United States)

    2010-10-01

    ... Basis § 417.558 Emergency, urgently needed, and out-of-area services for which the HMO or CMP accepts... 42 Public Health 3 2010-10-01 2010-10-01 false Emergency, urgently needed, and out-of-area services for which the HMO or CMP accepts responsibility. 417.558 Section 417.558 Public Health CENTERS...

  8. 105KE Basin Area Radiation Monitor System (ARMS) Acceptance Test Procedure

    CERN Document Server

    Kinkel, C C

    1999-01-01

    This procedure is intended for the Area Radiation Monitoring System, ARMS, that is replacing the existing Programmable Input-Output Processing System, PIOPS, radiation monitoring system in the 105KE basin. The new system will be referred to as the 105KE ARMS, 105KE Area Radiation Monitoring System. This ATP will ensure calibration integrity of the 105KE radiation detector loops. Also, this ATP will test and document the display, printing, alarm output, alarm acknowledgement, upscale check, and security functions. This ATP test is to be performed after completion of the 105KE ARMS installation. The alarm outputs of the 105KE ARMS will be connected to the basin detector alarms, basin annunciator system, and security Alarm Monitoring System, AMS, located in the 200 area Central Alarm Station (CAS).

  9. 105KE Basin Area Radiation Monitor System (ARMS) Acceptance Test Procedure

    Energy Technology Data Exchange (ETDEWEB)

    KINKEL, C.C.

    1999-12-14

    This procedure is intended for the Area Radiation Monitoring System, ARMS, that is replacing the existing Programmable Input-Output Processing System, PIOPS, radiation monitoring system in the 105KE basin. The new system will be referred to as the 105KE ARMS, 105KE Area Radiation Monitoring System. This ATP will ensure calibration integrity of the 105KE radiation detector loops. Also, this ATP will test and document the display, printing, alarm output, alarm acknowledgement, upscale check, and security functions. This ATP test is to be performed after completion of the 105KE ARMS installation. The alarm outputs of the 105KE ARMS will be connected to the basin detector alarms, basin annunciator system, and security Alarm Monitoring System, AMS, located in the 200 area Central Alarm Station (CAS).

  10. Physical countermeasures to sustain acceptable living and working conditions in radioactively contaminated residential areas

    CERN Document Server

    Andersson, K G; Roed, J

    2003-01-01

    The Chernobyl accident highlighted the need in nuclear preparedness for robust, effective and sustainable countermeasure strategies for restoration of radioactively contaminated residential areas. Under the EC-supporter STRATEGY project a series of investigations were made of countermeasures that were deemed potentially applicable for implementation in such events in European Member States. The findings are presented in this report, in a standardised data sheet format to clarify the features of the individual methods and facilitate intercomparison. The aspects of averted doses and management of wastes generated by countermeasures had to be described separately to provide room for the required level of detail. The information is mainly intended as a tool for decision makers and planners and constitutes of basis for the STRATEGY decision framework for remediation of contaminated urban areas. (au)

  11. Physical countermeasures to sustain acceptable living and working conditions in radioactively contaminated residential areas

    Energy Technology Data Exchange (ETDEWEB)

    Andersson, K.G.; Roed, J.; Eged, K. [and others

    2003-02-01

    The Chernobyl accident highlighted the need in nuclear preparedness for robust, effective and sustainable countermeasure strategies for restoration of radioactively contaminated residential areas. Under the EC-supporter STRATEGY project a series of investigations were made of countermeasures that were deemed potentially applicable for implementation in such events in European Member States. The findings are presented in this report, in a standardised data sheet format to clarify the features of the individual methods and facilitate intercomparison. The aspects of averted doses and management of wastes generated by countermeasures had to be described separately to provide room for the required level of detail. The information is mainly intended as a tool for decision makers and planners and constitutes of basis for the STRATEGY decision framework for remediation of contaminated urban areas. (au)

  12. 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…

  13. Challenges of Collaborative Governance; An Organizational Disocurse Study of Public Managers' Struggles with Collaboration in the Daycare Area

    DEFF Research Database (Denmark)

    Plotnikof, Mie

    2015-01-01

    This doctoral study explores problematics of managing and organizing collaborative governance from an organizational discourse perspective. Collaborative governance is a public management practice developing currently to engage stakeholders in co-creating potential solutions to complex public...... of paradoxes, socially dynamic tensions and power. This study contributes by developing a discourse-based approach to study collaborative governance practices. Drawing on Foucault-inspired organizational discourse studies, present study explores relations of discourse, practice and materiality as constitutive...

  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. 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 ...

  16. ORGANIZATIONAL, LEGAL, MEDICAL AND PHARMACEUTICAL APPROACHES TO OPTIMIZATION OF MEDICINES’ CIRCULATION FOR HYPERTONIA TREATMENT IN COUNTRYSIDE AREAS

    Directory of Open Access Journals (Sweden)

    Shapovalova V.O.

    2016-06-01

    Full Text Available Introduction. Parliaments of both Ukraine and the EU have ratified Association Agreement (hereinafter – Agreement, a comprehensive document which envisages bringing all areas of the law of our country in line with European Union norms. Therefore, chapter 22 of the Agreement "Public Health" gave attention as one of the most important areas of implementation. That is, the need for introduction in Ukraine of the approach, called "Health in all policy areas” provides consider of the interests of public healthcare in approving of political solutions in any area of the state activities. The organizational, medical and pharmaceutical approaches to optimization of the medicines’ circulation is the improvement of the legal system of regulation of prescription and OTC medicines (drugs, determination of the circulation of drugs of different classification and legal groups, assigning drugs to one of nomenclature and legal groups (prescription or non-prescription. Materials and methods. Forensic and pharmaceutical researches conducted in countryside areas at the regional level on example of the Kharkiv region based on 54 communal health institutions (CHI. Materials of the research: legal framework for the organization of pharmacy of the CHI; forensic and pharmaceutical practice for the period of 2012-2015 concerning the provision with the medicines of all legal, nomenclature and classification groups for the pharmacotherapy of hypertension in the village. In conducting the research, we used the following methods: legal, documentary, comparative analysis, forensic and pharmaceutical monitoring. Results and discussion. According to the Statement of the Cabinet of Ministers of Ukraine from 17.08.1998 N1303 was sorted the procedure of the concessional dispensing of the drugs (for free or at 50% discount. The procedure applies to certain categories of the population and some diseases for which benefits established by applicable law. Despite the potential of

  17. Drugs and Protected Areas: Coca Cultivation and Social Acceptance of Bahuaja-Sonene National Park in Peru

    Directory of Open Access Journals (Sweden)

    Jaqueline Garcia-Yi

    2015-06-01

    Full Text Available Cocaine is extracted from coca: a native bush from the Amazon rainforest. Coca is mostly grown in remote areas to avoid government intervention, and it has been increasingly cultivated inside protected areas (PAs. The effects of coca cultivation on the preservation of PAs are largely unknown. This research uses panel data (2006–2008 from a total of 684 farmers to evaluate the influence of coca growing on the acceptance of PAs, using as case study a farmer community located within the buffer zone of Bahuaja-Sonene National Park (Peru. All farmers are coffee growers and some complement their income with coca production. The area has not been subject of forced coca eradication activities. The data were analyzed using probit models with covariance matrix correction for cluster errors by year, with and without interaction effects. The results suggest that coca growers are more likely to state a positive opinion about the PA than non-coca growers. This may reflect the fact that non-coca growers need extensive areas of land for coffee cultivation in order to approach the economic benefits obtained by farmers who also grow coca. However the likelihood of stating a positive opinion by coca growers decreases the higher the perception that coca cultivation has increased in the region. Coca growers may be afraid that large coca areas would lead to the implementation of forced eradication activities. In such a case, the BSNP would restrict the access to remote land resources, which in turn decreases the support for this PA.

  18. 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.

  19. 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. 

  20. 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...

  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. 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

  3. Developing an environmentally appropriate, socially acceptable and gender-sensitive technology for safe-water supply to households in arsenic affected areas in rural Bangladesh

    NARCIS (Netherlands)

    Amin, N.

    2010-01-01

    To confront the arsenic crisis in Bangladesh, several options for a safe water supply in the rural As-affected areas are available. Most of these options have shown a minimum scope to mitigate arsenic-related risks because of their poor performance and non-acceptability by the rural households. In t

  4. 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....

  5. Desire for Children and Fear of Side Effects – A Basic Barrier for Acceptance of Contraceptive Services in Rural Area of Central India

    Directory of Open Access Journals (Sweden)

    Choudhari SG

    2013-08-01

    Full Text Available Background: According to UN projection India’s population will reach 1.53 billion by the year 2050 and will be the highest population in the world. The success of the present RCH-II programme relies on the acceptance of contraceptive methods in reproductive age group. Objective: To determine the prevalence, type of contraceptive used and reasons for not accepting contraceptives in rural Maharashtra. Methodology: A cross sectional study was carried out in field practice area of a rural tertiary health care hospital in Wardha district of Maharashtra, India. Married women in the reproductive age group of 15 to 49 years were the study participants. Results: Out of total 378 women respondents 223(58.99% were contraceptive acceptors. 62.78% women accepted permanent method of contraception. Among the temporary methods most commonly accepted was Cupper-T by 20.62% women. Commonest reason for not accepting contraceptives was desire of children in 30.32% women followed by fear of side effects in 18.06%. Conclusion: Many factors like desire for children; especially a male child, fear of side effects of contraceptives, breastfeeding, attended the menopause…etc converge to shape a woman’s attitudes about the use of and the need for contraception.

  6. METHODS FOR DETERMINING THE COMMUNITY TO ACCEPT THE EU RULES REGARDING THE QUALITY OF LIFE IN THE URBAN AREAS

    Directory of Open Access Journals (Sweden)

    VALENTIN FULGER

    2010-01-01

    Full Text Available This paper aims to detail some aspects of European standards relating to the quality of life in the urban space from the Jiu Valley. Thus, we wanted to discover what will be the attitude of Lupeni`s citizens, one of the six regional administrative units that make up the Jiu Valley, and especially the ways the authorities have, to determine the acceptance of these new rules.

  7. 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....

  8. 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.

  9. 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....

  10. Analysis on the acceptance of the incentive policies for rural health workers in Pudong New Area%浦东新区医务人员对农村卫生人才激励政策认同度分析

    Institute of Scientific and Technical Information of China (English)

    荆丽梅; 刘坤; 周徐红; 孙晓明; 王俐; 陈层层; 王欣国; 舒之群; 娄继权

    2016-01-01

    目的:了解上海市浦东新区推行农村卫生人才队伍建设改革后,社区医务人员的认同度。方法采用问卷调查方法,了解政策范围内的3295名社区卫生服务中心医务人员对人才激励政策的认同度等,采用χ2检验分析不同地区社区医务人员的认同度差异。结果80.0%以上的医务人员认为激励政策有助于提高自己的业务素质、医疗服务水平和对组织的承诺度,40.9%感觉自己的社会地位得到一定程度的提高,47.3%认为激励政策会帮助农村地区吸引和留住人才。偏远地区社区医务人员回答激励政策正向激励效果的比例,高于一般农村地区和城郊结合地区。结论农村卫生人才队伍建设改革政策对医务人员有激励作用,但激励效果存在明显的地区差异。%Objective To learn the acceptance of rural community health workers (CHWs ) following the reform of rural health workers′team building in Pudong New Area.Methods 3 295 CHWs were surveyed with questionnaire for their acceptance of the incentive policies,and chisquare test analysis was used to analyze the differences among CHWs in individual areas.Results Over 80.0% of the CHWs reported that they were motivated by the incentive policies to improve their professional competence, medical service and organizational commitment;40.9% of them reported that the policies improved their social status;and 47.3% of them believed the policies could promote the rural areas to attract and retain talents.When a comparison was made of CHWs′feedbacks on different aspects,significant differences indicated that the proportion of CHWs′positive attitudes was the highest at remote rural communities. Conclusions The rural health workers′team building reform could promote incentive on the CHWs,yet with obvious regional differences.

  11. \\How Can Clinical Ethics Committees Take on Organizational Ethics? Some Practical Suggestions.

    Science.gov (United States)

    Sabin, James E

    2016-01-01

    Although leaders in the field of ethics have for many years pointed to the crucial role that organizations play in shaping healthcare ethics, organizational ethics remains a relatively undeveloped area of ethics activity. Clinical ethics committees are an important source of potential expertise, but new skills will be required. Clinical ethics committees seeking to extend their purview to organizational issues will have to respond to three challenges-how to gain sanction and support for addressing controversial and sensitive issues, how to develop an acceptable process, and how to make a difference on the ground. The article presents practical suggestions for how clinical ethics committees meet these challenges.

  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. 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....

  14. 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

  15. 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

  16. Bridging Corporate and Organizational Communication

    DEFF Research Database (Denmark)

    Christensen, Lars Thøger; Cornelissen, Joep

    2011-01-01

    The theory and practice of corporate communication is usually driven by other disciplinary concerns than the field of organizational communication. However, its particular mind-set focusing on wholeness and consistency in corporate messages increasingly influence the domain of contemporary...... organizational communication as well. We provide a formative and critical review of research on corporate communication as a platform for highlighting crucial intersections with select research traditions in organizational communication to argue for a greater integration between these two areas of research....... Following this review, we relax the assumptions underlying traditional corporate communication research and show how these dimensions interact in organizational and communication analysis, thus, demonstrating the potential for a greater cross-fertilization between the two areas of research. This cross...

  17. [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.

  18. VIEW OF THE ORGANIZATIONAL JUSTICE THEORY IN SPORT MANAGEMENT CONSTITUTION

    Directory of Open Access Journals (Sweden)

    Tamer KARADEMİR

    2010-04-01

    Full Text Available This study was performed to show the sport manager to importance of the organizational justice which affects on the attitude and behavior of the sport organization workers, in order to obtain organizational and individual success.It is necessary to realize the factors which negative effects on people performance and accounting the human requirements and expectations because the human factor is really important in the area of social, political, economy and management in order to provide productivity. This study was prepared with theoretical frame and under the light of related literature. It was evaluated in sportive extent of perceptional styles of the distributional, procedural and Interactional justice types is accepted as organizational justice variables in perceptional As a result the sport of today became a sector as economical mean and industry. Management of sport cannot be thought separated from general management. For this reason in order to obtain success in national and international competition every aspect of the sport, the sport manager who has the power of directing and managing sport beware of the organizational and individual success depend on the justice approach to organization workers and as well as every innovation progress.

  19. 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

  20. 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...

  1. 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

  2. Five currents of organizational psychology

    DEFF Research Database (Denmark)

    Nickelsen, Niels Christian Mossfeldt

    2017-01-01

    Organizational psychology may be seen as consisting of a number of mutually conflictual currents developed over several decades. This article discusses five currents in organizational psychology that have both been dominant in Scandinavia and have had particular significance in relation...... to the field of organizational development: The social psychological, the socio-technical, the humanistic, the work psychological and the social constructionist currents. Central arguments and works from leading scholars are discussed. It is argued that although treated differently the notions of the small...... group, group dynamics, resistance to change and process consultation constitute pivotal and through going tenets in all the currents. These notions, it is argued, link the discipline of organizational psychology together into a mutually discordant, but anyway relatively consistent research area...

  3. 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.

  4. 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.

  5. Suitability of teriparatide and level of acceptance of pharmacotherapeutic recommendations in a healthcare management areaSuitability of teriparatide and level of acceptance of pharmacotherapeutic recommendations in a healthcare management area DOI:\t10.7399/fh.2016.40.4.9953

    Directory of Open Access Journals (Sweden)

    Maria Rosa Cantudo-Cuenca

    2016-07-01

    Full Text Available Objective: To analyse the suitability of teriparatide prescriptions for osteoporosis treatment in a health management area, as well as the level of acceptance of pharmacotherapeutic recommendations made to physicians. Design: A prospective interventional study conducted from february 2015 to june 2015. Setting: South Seville Health Management Area. Participants: Patients receiving teriparatide. Main measurements: Suitability of teriparatide prescriptions according to Clinical Practice Guidelines and level of acceptance of pharmacotherapeutic recommendations. Results: Teriparatide prescriptions were unsuitable in 45 patients (68.2%; 11 due to no indication, 17 patients did not have previous treatments with first-line drugs, 6 due to contraindications and 9 patients were treated for more than 24 months with the drug. Besides, 4 prescriptions were unsuitable because of combination with other therapies. The acceptance of pharmacotherapeutic recommendations was 64.4%, leading to teriparatide discontinuation in 21 patients (72.4%, and a switch to alendronate or ibandronate in another 8 patients. Conclusions: A high percentage of teriparatide prescriptions is unsuitable in our health care management area, but it has decreased after pharmacist intervention.

  6. 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…

  7. Prevalence and acceptance of tattoos and piercings: a survey of young adults from the southern German-speaking area of Central Europe.

    Science.gov (United States)

    Stieger, Stefan; Pietschnig, Jakob; Kastner, Cornelia K; Voracek, Martin; Swami, Viren

    2010-06-01

    The present study examined the prevalence and acceptance of body piercings and tattoos among a community sample from the southern German-speaking area of Central Europe. A total of 440 respondents completed information about their own body piercings and tattoos and reported whether they would be likely never to have piercings and tattoos in the future. Analyses indicated that 19.8 and 15.2% of respondents had piercings (excluding the earlobe) and tattoos, respectively. Women were more likely to have body piercings than men, but there were no sex differences in tattooing. There were also few sociodemographic differences in piercings and tattoos, and most participants reported being likely to consider body art in the future. These results are considered in relation to prevalence estimates of body art in other Western countries and the associated health risks.

  8. Organizational Transparency: Conceptualizations, Conditions, and Consequences

    DEFF Research Database (Denmark)

    Albu, Oana Brindusa; Flyverbom, Mikkel

    2017-01-01

    with the sharing of information and the perceived quality of the information shared. This narrow focus on information and quality, however, overlooks the dynamics of organizational transparency. To provide a more structured conceptualization of organizational transparency, this article unpacks the assumptions......Transparency is an increasingly prominent area of research that offers valuable insights for organizational studies. However, conceptualizations of transparency are rarely subject to critical scrutiny and thus their relevance remains unclear. In most accounts, transparency is associated...... approaches and performativity approaches; (b) on an analytical level, we suggest a novel future research agenda for studying organizational transparency that pays attention to its dynamics, paradoxes, and performative characteristics....

  9. A neuroanatomical approach to exploring organizational performance

    Directory of Open Access Journals (Sweden)

    Gillingwater, D.

    2009-01-01

    Full Text Available Insights gained from studying the human brain have begun to open up promising new areas of research in the behavioural and social sciences. Neuroscience-based principles have been incorporated into areas such as business management, economics and marketing, leading to the development of artificial neural networks, neuroeconomics, neuromarketing and, most recently, organizational cognitive neuroscience. Similarly, the brain has been used as a powerful metaphor for thinking about and analysing the nature of organizations. However, no existing approach to organizational analysis has taken advantage of contemporary neuroanatomical principles, thereby missing the opportunity to translate core neuroanatomical knowledge into other, non-related areas of research. In this essentially conceptual paper, we propose several ways in which neuroanatomical approaches could be used to enhance organizational theory, practice and research. We suggest that truly interdisciplinary and collaborative research between neuroanatomists and organizational analysts is likely to provide novel approaches to exploring and improving organizational performance.

  10. A General Model of Organizational Values in Educational Administration

    Science.gov (United States)

    Mueller, Robin Alison

    2014-01-01

    Values theorists in educational administration agree that understanding organizational values is integral to organizational effectiveness. However, research in this area tends to be superficial, and a review of pertinent literature reveals no clear definition of organizational values or consequent implications for practical application. One of the…

  11. 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.

  12. Scenario Planning as Organizational Intervention

    DEFF Research Database (Denmark)

    Balarezo, Jose; Nielsen, Bo Bernhard

    2017-01-01

    Purpose: This paper identifies four areas in need of future research to enhance our theoretical understanding of scenario planning, and sets the basis for future empirical examination of its effects on individual and organizational level outcomes. Design/methodology/approach: This paper organizes...

  13. Local social capital and the acceptance of Protected Area policies: an empirical study of two Ramsar river delta ecosystems in northern Greece.

    Science.gov (United States)

    Jones, N; Clark, J R A; Panteli, M; Proikaki, M; Dimitrakopoulos, P G

    2012-04-15

    Managing Protected Areas (PAs) is a challenging task, and globally many instruments have been utilised for this purpose. Existing research demonstrates that the effectiveness of these instruments is highly dependent on their social acceptability among local communities resident within PAs. Consequently, investigating local attitudes and perceptions of Protected Area (PA) policies has been emphasised in recent studies. Drawing on empirical work conducted in two National Parks including river delta ecosystems designated as Ramsar wetlands in northern Greece, this paper examines local residents' perceptions of three hypothesized policy options (regulatory, market-based and participatory) for Park management. The influence of social capital elements (social trust, institutional trust and social networks) on residents' perceptions is explored. The findings reveal a high degree of importance attached by resident communities to Park designation in both PAs, though residents' perceptions of the proposed management options varied. The regulatory option was regarded as the least restrictive, while the most restrictive was perceived to be the market-based option. However, greater benefits were identified by residents from the market-based option, while the fewest benefits were considered to arise from the proposed regulatory option. Furthermore, local residents' perceptions were significantly shaped by the proposed management and decision-making structure offered under each policy option. The influence of different social capital elements on residents' perceptions also varied in the study sample, with social trust and institutional trust positively correlated with the benefits that were perceived to arise from the different policy options. Moreover, when social capital was measured as an aggregate indicator at the level of the individual, it was positively correlated with perceived environmental benefits.

  14. 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)

  15. 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.

  16. 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)...

  17. 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. .

  18. 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.

  19. 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

  20. Compressive Review of Organizational Effectiveness in Sport

    Directory of Open Access Journals (Sweden)

    EYDI HOSSEIN

    2011-01-01

    Full Text Available Organizational effectiveness continues to be a popular topic in management settings, seminars, and research projects. Similar levels of attention prevail in area of sport management. This construct has been contested by theorists and researchers for many years. As the study of organizational effectiveness in profit organizations is complex and confused, studying the construct in nonprofit organizations like sporting organizations maybe even more troublesome due to their distinctive nature. This article draws from the general literature on organizational effectiveness and the specialized. Literature on organizational effectiveness in sport and nonprofit organizations (NPOs. Five major approaches to measuring organizational effectiveness, i.e., Goal attainment, systems of resources, internal procedure, multiple constituency and competing values framework have been reported in the literature. Review of literature showed that two approach of multiple constituency and competing values framework as a multi dimensionality had a most usage in sport environment.

  1. 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....

  2. 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.

  3. 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.

  4. 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…

  5. 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…

  6. 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…

  7. Acceptability of infant male circumcision as part of HIV prevention and male reproductive health efforts in Gaborone, Botswana, and surrounding areas.

    Science.gov (United States)

    Plank, Rebeca M; Makhema, Joseph; Kebaabetswe, Poloko; Hussein, Fatima; Lesetedi, Chiapo; Halperin, Daniel; Bassil, Barbara; Shapiro, Roger; Lockman, Shahin

    2010-10-01

    Adult male circumcision reduces a man's risk for heterosexual HIV acquisition. Infant circumcision is safer, easier and less costly but not widespread in southern Africa. Questionnaires were administered to sixty mothers of newborn boys in Botswana: 92% responded they would circumcise if the procedure were available in a clinical setting, primarily to prevent future HIV infection, and 85% stated the infant's father must participate in the decision. Neonatal male circumcision appears to be acceptable in Botswana and deserves urgent attention in resource-limited regions with high HIV prevalence, with the aim to expand services in safe, culturally acceptable and sustainable ways.

  8. 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.

  9. Conducting organizational safety reviews - requirements, methods and experience

    Energy Technology Data Exchange (ETDEWEB)

    Reiman, T.; Oedewald, P.; Wahlstroem, B. [Technical Research Centre of Finland, VTT (Finland); Rollenhagen, C. [Royal Institute of Technology, KTH, (Sweden); Kahlbom, U. [RiskPilot (Sweden)

    2008-03-15

    issues that should be considered and taken into account as far as is practically applicable in any assessment where organizational safety issues are considered. Finally, further research needs in the area of organizational factors and organizational safety assessment are outlined. (au)

  10. 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.

  11. EFFECTS OF LEADERSHIP STYLE ON ORGANIZATIONAL PERFORMANCE: A SURVEY OF SELECTED SMALL SCALE ENTERPRISES IN IKOSI-KETU COUNCIL DEVELOPMENT AREA OF LAGOS STATE, NIGERIA

    Directory of Open Access Journals (Sweden)

    Obiwuru Timothy C.

    2011-10-01

    Full Text Available This study has investigated the effects of leadership style on organizational performance in small scale enterprises. The major objective was to determine effect of leadership styles on performance in small scale enterprises. Transformational and transactional leadership styles were considered in this study. Transformational leadership behaviours and performance/outcome considered relevant in the study were charisma, inspirational motivation and intellectual stimulation/individual consideration; and effectiveness, extra effort and satisfaction, respectively. Transactional leadership bahaviours and performance/outcome variables were constructive/contingent reward and corrective/management by exception; and effort, productivity and loyalty/commitment, respectively. The study followed a survey design, and employed evaluative quantitative analysis method. Analysis was based on primary data generated through a structured Multifactor Leadership Questionnaire (MLQ administered on respondents. Responses to research statements were scaled and converted to quantitative data via code manual developed for the study to enable segmentation of the data responses into dependent and independent variables based on leadership behaviours and associated performance variables. OLS multiple regression models were specified, estimated and evaluated. The result showed that while transactional leadership style had significant positive effect on performance, transformational leadership style had positive but insignificant effect on performance. The study concluded that transactional leadership style was more appropriate in inducing performance in small scale enterprises than transformational leadership style and, therefore, recommended transactional leadership style for the small enterprises with inbuilt strategies for transition to transformational leadership style as the enterprises developed, grew and matured.

  12. Effective panchromatic sensitization of electrochemical solar cells: strategy and organizational rules for spatial separation of complementary light harvesters on high-area photoelectrodes.

    Science.gov (United States)

    Jeong, Nak Cheon; Son, Ho-Jin; Prasittichai, Chaiya; Lee, Chang Yeon; Jensen, Rebecca A; Farha, Omar K; Hupp, Joseph T

    2012-12-01

    Dye-sensitized solar cells, especially those comprising molecular chromophores and inorganic titania, have shown promise as an alternative to silicon for photovoltaic light-to-electrical energy conversion. Co-sensitization (the use of two or more chromophores having complementary absorption spectra) has attracted attention as a method for harvesting photons over a broad spectral range. If implemented successfully, then cosensitization can substantially enhance photocurrent densities and light-to-electrical energy conversion efficiencies. In only a few cases, however, have significant overall improvements been obtained. In most other cases, inefficiencies arise due to unconstructive energy or charge transfer between chromophores or, as we show here, because of modulation of charge-recombination behavior. Spatial isolation of differing chromophores offers a solution. We report a new and versatile method for fabricating two-color photoanodes featuring spatially isolated chromophore types that are selectively positioned in desired zones. Exploiting this methodology, we find that photocurrent densities depend on both the relative and absolute positions of chromophores and on "local" effective electron collection lengths. One version of the two-color photoanode, based on an organic push-pull dye together with a porphyrin dye, yielded high photocurrent densities (J(SC) = 14.6 mA cm(-2)) and double the efficiency of randomly mixed dyes, once the dyes were optimally positioned with respect to each other. We believe that the organizational rules and fabrication strategy will prove transferrable, thereby advancing understanding of panchromatic sensitization as well as yielding higher efficiency devices.

  13. Elaboration of an algorithm for preserving a projective skin flap above the tumor when planning subcutaneous mastectomy from an aesthetically acceptable area in patients with breast nodule cancer

    Directory of Open Access Journals (Sweden)

    A. R. Khamitov

    2016-01-01

    Full Text Available Indications for the conservation of the skin flap over the tumor for potential offset of the operational access in aesthetically acceptable zone in patients with primary nodular breast cancer are discussed in the article. The survey results of 203 patients (T1–2N0–3M0 are analyzed. The study revealed that the risk factors affecting the skin flap involvement are the presence of the skin flattening as well as topographic and anatomical characteristics: tumor < 3 cm, located at a depth of < 0.46 ± 0.2 cm, tumor ≥ 3 cm located at a depth of < 1.66 cm. Based on the data the algorithm for immediate breast reconstruction from aesthetically acceptable zone for surgical oncologist is compiled.

  14. 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...

  15. 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...

  16. 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...

  17. 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...

  18. 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...

  19. 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.

  20. 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.

  1. Validation of the organizational culture assessment instrument.

    Science.gov (United States)

    Heritage, Brody; Pollock, Clare; Roberts, Lynne

    2014-01-01

    Organizational culture is a commonly studied area in industrial/organizational psychology due to its important role in workplace behaviour, cognitions, and outcomes. Jung et al.'s [1] review of the psychometric properties of organizational culture measurement instruments noted many instruments have limited validation data despite frequent use in both theoretical and applied situations. The Organizational Culture Assessment Instrument (OCAI) has had conflicting data regarding its psychometric properties, particularly regarding its factor structure. Our study examined the factor structure and criterion validity of the OCAI using robust analysis methods on data gathered from 328 (females = 226, males = 102) Australian employees. Confirmatory factor analysis supported a four factor structure of the OCAI for both ideal and current organizational culture perspectives. Current organizational culture data demonstrated expected reciprocally-opposed relationships between three of the four OCAI factors and the outcome variable of job satisfaction but ideal culture data did not, thus indicating possible weak criterion validity when the OCAI is used to assess ideal culture. Based on the mixed evidence regarding the measure's properties, further examination of the factor structure and broad validity of the measure is encouraged.

  2. Validation of the organizational culture assessment instrument.

    Directory of Open Access Journals (Sweden)

    Brody Heritage

    Full Text Available Organizational culture is a commonly studied area in industrial/organizational psychology due to its important role in workplace behaviour, cognitions, and outcomes. Jung et al.'s [1] review of the psychometric properties of organizational culture measurement instruments noted many instruments have limited validation data despite frequent use in both theoretical and applied situations. The Organizational Culture Assessment Instrument (OCAI has had conflicting data regarding its psychometric properties, particularly regarding its factor structure. Our study examined the factor structure and criterion validity of the OCAI using robust analysis methods on data gathered from 328 (females = 226, males = 102 Australian employees. Confirmatory factor analysis supported a four factor structure of the OCAI for both ideal and current organizational culture perspectives. Current organizational culture data demonstrated expected reciprocally-opposed relationships between three of the four OCAI factors and the outcome variable of job satisfaction but ideal culture data did not, thus indicating possible weak criterion validity when the OCAI is used to assess ideal culture. Based on the mixed evidence regarding the measure's properties, further examination of the factor structure and broad validity of the measure is encouraged.

  3. 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...

  4. 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.

  5. EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMPETITIVENESS: MANAGEMENT MODEL APPROACH

    Directory of Open Access Journals (Sweden)

    John N. N. Ugoani

    2016-09-01

    Full Text Available Modern organization theory considers emotional intelligence as the index of competencies that help organizations to develop a vision for competitiveness. It also allows organizational leaders to enthusiastically commit to the vision, and energize organizational members to achieve the vision. To maximize competiveness organizations use models to simplify and clarify thinking, to identify important aspects, to suggest explanations and to predict consequences, and explore other performance areas that would otherwise be hidden in an excess of words. The survey research design was used to explore the relationship between emotional intelligence and organizational competitiveness. The study found that emotional intelligence has strong positive relationship with organizational competitiveness

  6. Organizational Climate: An Analysis of Factors and Influences.

    Science.gov (United States)

    Grace, Linda

    1986-01-01

    The author investigates the literature on organizational climate, presents an overview of aspects of such climate, and assesses areas needing further investigation. One problem is definition of the term "organizational climate." She stresses the need for clarification and special emphasis on the long-term nature of climate. (Author/CH)

  7. Organizational Culture and the Imperatives for Implementing Joint Vision 2010.

    Science.gov (United States)

    1997-04-01

    8217 the Services must adjust their individual cultures. This paper analyzes four major areas. First, it examines the nature of organizational culture . Second...applies some tools from Edgar Schein’s models for influencing organizational culture changes. Lastly, it provides recommendations for developing a joint culture in the United States Armed Forces of the future.

  8. 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…

  9. 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...

  10. 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)

  11. 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)

  12. 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...

  13. 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.

  14. Clarifying the Consultant-Client Role Relationship through an Organizational Needs Model.

    Science.gov (United States)

    Tubbs, Stewart L.; Baird, John W.

    An organizational need hierarchy can be used by consultants as a model for diagnosing organizational problems, after which an intervention plan can be made. The need hierarchy, which approximates Abraham Maslow's individual need hierarchy, is composed of five ascending levels related to organizational needs in the areas of survival of the…

  15. 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.

  16. 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

  17. 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.

  18. 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.

  19. 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.

  20. Organizational Citizenship Behavior: Its Importance in Academics

    Science.gov (United States)

    Kernodle, Thomas A.; Noble, Deborah

    2013-01-01

    The purpose of this paper is to support Organizational Citizenship Behavior (OCB) as an essential area of study in the field of business education that is often neglected. OCB has been defined as individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the…

  1. Maps of Complexity and Organizational Learning.

    Science.gov (United States)

    McKenna, Stephen D.

    1999-01-01

    Middle managers in high-tech companies (n=163) characterized their work environment with the terms complexity, ambiguity, and lack of control. A postmodern mechanism for organizational and managerial development involved creation of complexity maps, a diagnostic tool for identifying concerns and areas for personal growth and development. (SK)

  2. 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.

  3. 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.

  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. 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.

  6. Added Value Of Intangibles For Organizational Innovation

    Directory of Open Access Journals (Sweden)

    Vilma Luoma-aho

    2012-01-01

    Full Text Available The purpose of this paper is to present the theoretical basis for a measurement and improvement system that will help organizations create a more innovative climate. The role of intangible assets in contributing to organizational innovativeness is clarified within six hypotheses on the basis of a cross-disciplinary literature review combining studies from psychology, human resources management, communication, information technology, and marketing. These factors range from the individual level to interaction with the environment surrounding the organization, and involve (a individual psychological flexibility, (b institutional and interpersonal trust, (c diverse human resources, (d strategic transformational leadership, (e agile information and communication technology systems, and (f coproduction of the brand with customers. The critical factors point out areas for organizational innovation, and we advocate a cross-disciplinary approach to ensure that diverse aspects of organizational life are considered. These hypotheses require testing in order to assist organizations in improving their innovativeness.

  7. 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

  8. 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

  9. 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...

  10. 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...

  11. Organizational effectiveness. Primary care and the congruence model.

    Science.gov (United States)

    Eiser, A R; Eiser, B J

    1996-10-01

    The congruence model is a framework used to analyze organizational strengths and weaknesses and pinpoint specific areas for improving effectiveness. This article provides an overview of organizations as open systems, with examples in the primary care arena. It explains and applies the congruence model in the context of primary care issues and functions, including methods by which the model can be used to diagnose organizational problems and generate solutions. Changes needed in primary care due to the managed care environment, and areas of potential problems and sensitivities requiring organizational changes to meet market and regulatory demands now placed on PCOs are examined.

  12. 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…

  13. 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…

  14. 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…

  15. 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...

  16. [The role and place of pathology services in ensuring and improving the quality of medical care: Organizational and legal aspects].

    Science.gov (United States)

    Timofeev, I V

    2015-01-01

    The paper considers the legal and organizational issues of the activity of pathology services in improving medical care. It shows the main (diagnostic and medico-organizational) areas of pathology work to improve the quality of medical care.

  17. 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.

  18. 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…

  19. 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...

  20. 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

  1. 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.…

  2. 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…

  3. A survey on critical factors influencing organizational commitment

    Directory of Open Access Journals (Sweden)

    Hamidreza Kheirkhah

    2014-04-01

    Full Text Available Organizational commitment is an important issue and organization attitude has become an area of study among many researchers in the fields of organizational behavior. In fact, there are many studies on human resource management where the effects of organizational commitment on other issues have been investigated and the purpose of this research is to find critical factors influencing on organizational commitment. Based on an exploration of the literature review and interviews, the proposed study of this paper extracts 24 variables and using factor analysis, we select the most important factors, which are grouped in four categories. The implementation of our factor analysis has revealed Affective commitment, Continuous commitment, Moral commitment and Enduring commitment are the most important factors influencing organizational commitment.

  4. Narrating Corporate Values and Co-Creating Organizational Change

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    When management introduces a change in corporate identity and values, companies risk experiencing a disconnection from the actual organizational identity and narratives felt and shared among employees. The main challenge therefore is making sure that corporate identity is rooted in organizational...... employees in making sense of the new corporate values in an open and dialogical manner. Activities encompassed digital storytelling on corporate values and organizational change projects aimed at translating these values into concrete behaviours and organizational processes. Critical areas in the use...... identity and shared by employees by facilitating dialogical and sensemaking processes. After a review of relevant literature on corporate identity, organizational identity and internal social media, this paper presents main findings from a large Italian company that has used internal social media to engage...

  5. L-286 Acceptance Test Record

    Energy Technology Data Exchange (ETDEWEB)

    HARMON, B.C.

    2000-01-14

    This document provides a detailed account of how the acceptance testing was conducted for Project L-286, ''200E Area Sanitary Water Plant Effluent Stream Reduction''. The testing of the L-286 instrumentation system was conducted under the direct supervision

  6. 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

  7. 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...

  8. 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…

  9. 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....

  10. 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...

  11. 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...

  12. 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…

  13. 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...

  14. Striving for Excellence: Organizational Climate Matters

    Directory of Open Access Journals (Sweden)

    Shelley Phipps

    2013-06-01

    Full Text Available Objective – To describe steps undertaken by the University of Connecticut Libraries to respond to the results of an organizational climate assessment. More than 80% of the Libraries’ staff members completed the ClimateQUAL® survey instrument in the spring of 2007. An organizational development consultant designed a format for focus groups to provide anonymous, but more detailed, experience-based information to help the Libraries discover, understand, and respond to the root causes of “problem” areas indicated by the survey results.Methods – In November 2007, the consultant conducted five 90-minute, on-site focus group sessions, each with 7-15 participants. Two of the sessions were open to all staff members, while the others focused on underrepresented minority group members, team leaders, and the staff of one specific team.Results – A summary report based on compiled data and including recommendations was submitted and discussed with the Libraries’ Leadership Group. In line with organizational development practice, recommendations were made to engage those closest to the “problems” (i.e., the staff to design and recommend improvements to internal systems. The consultant advised the formation of six teams to address internal systems, and an initial three teams comprised of staff members from across the library were formed. These teams were charged with formulating a set of recommended actions that will contribute to a healthier organizational climate in three areas: leadership and team decision making; performance management; and hiring, merit, and promotion. The findings, recommendations, and progress-to-date of each team are summarized.Conclusion – The ClimateQUAL® results and the follow-up with the organizational development consultant helped in identifying potential problem areas within the Libraries’ internal systems. The consultant made recommendations that led to the development of concrete roadmaps, benchmarks, and

  15. 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…

  16. 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.

  17. 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.

  18. 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.

  19. Outcomes research. Clues to quality and organizational effectiveness?

    Science.gov (United States)

    Mark, B A; Salyer, J; Geddes, N

    1997-09-01

    Outcomes research has often been touted as the best response to concerns about quality in today's health care organizations. Yet, outcomes research is accompanied by its own set of problems. These problems must be addressed if outcomes research is, in fact, to guide assessments of quality and of organizational effectiveness. One question is how quality and organizational effectiveness should be defined. In addition, measurement issues are particularly problematic in outcomes research, as is the availability of appropriate data. This article discusses each of these areas, and concludes by presenting an integrated model to guide the assessment of outcomes, quality, and organizational effectiveness.

  20. 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.

  1. 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.

  2. 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....

  3. 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.

  4. What child welfare staff say about organizational culture.

    Science.gov (United States)

    Spath, Robin; Strand, Virginia C; Bosco-Ruggiero, Stephanie

    2013-01-01

    This article examines the factors that can affect job satisfaction, organizational culture and climate, and intent to leave at a public child welfare agency. Findings from focus group data collected from direct line, middle, and senior managers revealed a passive defensive culture. The authors discuss concrete organizational interventions to assist the agency in shifting to a constructive oriented culture through enhancements in communication, including supervision and shared decisionmaking, recognition and rewards, and improvement in other areas related to working conditions.

  5. 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.

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

    Directory of Open Access Journals (Sweden)

    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.

  7. 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...

  8. 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...

  9. 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...

  10. 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...

  11. 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.

  12. 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

  13. Territorial Behaviors Research: An Emerging Area in Organizational Behavior%领地行为研究综述:组织行为学的新兴领域

    Institute of Scientific and Technical Information of China (English)

    彭贺

    2012-01-01

    领地行为研究最初源于动物行为领域,近期才引入到组织行为研究中。领地被定义为个体或者群体感觉到具有一定控制权的对象物。领地行为则是指个体或群体从事的与领地相关的各种行动,其目的是为了主张、宣示、维系、巩固、保护以及扩大其对领地的控制权。领地行为有别于组织政治行为。尽管有一些研究已涉及领地行为的分类、测量,但目前领地理论尚未形成完整体系。未来研究应进一步拓展、延伸领地行为构念;对领地行为的前因、后果进行全面实证研究;并可将领地视角扩展至其他研究领域。%Territorial behavior has been studied initially in animal behavior literatures, and introduced into organization behavior area recently by Brown, Lawrence, and Robinson (2005). Territorial behavior is an emerging topic in organization behavior research. Although there are some literatures on this topic, our knowledge about that is still in infant. The definition, theoretical building, and empirical test are still immature. In this paper, I firstly discussed the definition of territorial behavior. Brown and his colleagues (2005) define territoriality as behavioral expression of psychological possession over the target. I think their definition is too narrow by treating territoriality as a behavior construct. Territoriality includes not only the behavioral aspect, but also cognition and intention aspects. Therefore, it' s important to separate territorial behavior from territoriality. We then define territory as an object over which individual or group feels a certain control. Territorial behavior refers to the actions that are used to construct, communicate, maintain, restore, defend, and enlarge territory. Territoriality is defined as a psychological tendency of protecting territory from invading, includes territorial belief/cognition, ter- ritorial affection, and territorial behavioral

  14. 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…

  15. 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.

  16. 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…

  17. 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…

  18. 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…

  19. 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...

  20. Examine the Relationship between Self-Efficacy Perception and Organizational Citizenship Behavior of Managers and Assistants (Case Study:School’s Managers And Assistants Of Zabarkhan Area Of Neyshabur

    Directory of Open Access Journals (Sweden)

    Hamid Mahrughy

    2016-09-01

    Full Text Available The aim of this study was to investigate the relationship between self-efficacy perception and organizational citizenship behavior (OCB of Zabarkhan’s schools managers and assistants. the sample size, the proportion of community members (220 persons 140 deputy from assistant and managers are working in schools. To determine the number of multi-stage cluster sampling method was used. for data collection and measurement variables was used from Podsakoff questionnaire and a questionnaire to feeling self-Scherrer and calligues. to describe data, descriptive statistics and Pearson correlation coefficient was used to analyze the data. the results showed that the sense of self-efficacy and organizational citizenship behavior (OCB is positive and meaningful correlation among the Zabarkhan’s school administrators and assistants. The result show that there is relationship between OCB with some personality variables such as feelings of selfefficacy

  1. 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.

  2. 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

  3. 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

  4. Akademik Kurumlarda Örgüt Sağlığı ve Örgüt Sağlığını Etkileyen Değişkenlerin Analizi(Organizational Health in Academic Organizations and The Analysis of Factors Affecting Organizational Health

    Directory of Open Access Journals (Sweden)

    Sema POLATCI

    2008-01-01

    Full Text Available Organizational health which defined as the synthesis of employee welfare and organizational effectiveness, is an important factor for improving organizational competitive advantage. Only if the organization have a healthy structure, it can survive in a competitive area and adopt the changes because of improving technology. The aim of this study is to define the organizational health levels of schools in Gaziosmanpaşa University. According to the aim survey method applied and primary data collected. Analysis results state that organizational variables effect organizational health more than individual variables. At the end of the study some suggestions offered to improve organizational health.

  5. NEVADA TEST SITE WASTE ACCEPTANCE CRITERIA

    Energy Technology Data Exchange (ETDEWEB)

    U.S. DEPARTMENT OF ENERGY, NATIONAL NUCLEAR SECURITY ADMINISTRATION, NEVADA SITE OFFICE

    2005-07-01

    This document establishes the U. S. Department of Energy, National Nuclear Security Administration Nevada Site Office (NNSA/NSO) waste acceptance criteria (WAC). The WAC provides the requirements, terms, and conditions under which the Nevada Test Site will accept low-level radioactive and mixed waste for disposal. Mixed waste generated within the State of Nevada by NNSA/NSO activities is accepted for disposal. It includes requirements for the generator waste certification program, characterization, traceability, waste form, packaging, and transfer. The criteria apply to radioactive waste received at the Nevada Test Site Area 3 and Area 5 Radioactive Waste Management Site for storage or disposal.

  6. 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...

  7. 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)

  8. 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…

  9. 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)

  10. 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…

  11. 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...

  12. 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).…

  13. 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

  14. Growth and resilience of pioneering nonprofit human service organizations: a cross-case analysis of organizational histories.

    Science.gov (United States)

    Kimberlin, Sara E; Schwartz, Sara L; Austin, Michael J

    2011-01-01

    Knowledge of organizational history is important for recognizing patterns in effective management and understanding how organizations respond to internal and external challenges. This cross-case analysis of 12 histories of pioneering nonprofit human service organizations contributes an important longitudinal perspective on organizational history, complementing the cross-sectional case studies that dominate the existing research on nonprofit organizations. The literature on organizational growth, including lifecycle models and growth management, is reviewed, along with the literature on organizational resilience. Based on analysis of the 12 organizational histories, a conceptual model is presented that synthesizes key factors in the areas of leadership, internal operations, and external relations that influence organizational growth and resilience to enable nonprofit organizations to survive and thrive over time. Both cross-sectional and longitudinal examples from the organizational histories illustrate the conceptual map. The paper concludes with a discussion of directions for future research on nonprofit organizational history.

  15. Organizational culture profile of service and manufacturing businesses in México

    Directory of Open Access Journals (Sweden)

    María Teresa de-la-Garza-Carranza

    2011-06-01

    Full Text Available The organizational cultures of service and manufacturing firms in the central area of Mexico were assessed using the Cameron & Quinn (1999 Organizational Culture Assessment Instrument (OCAI for sample of 307 workers. To identify differences, a comparison was made between the four organizational cultures: clan, adhocracy, market and hierarchical. Results show significant differences related to the business, its size, and the gender and the hierarchical position of the worker

  16. A computer-based aid for the design of a strategic organizational culture

    OpenAIRE

    1998-01-01

    This paper presents a theoretical framework for the alignment of organizational culture and strategy by integrating knowledge from diverse areas of organizational studies including strategic human resource management, organizational culture, and the specific design of human resource practices. It then describes a computer-based aid which offers practitioners a step by step guide for improving their competitive position through the development of a "strategic" culture. It is proposed that orga...

  17. 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...

  18. 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.

  19. 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.

  20. 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

  1. [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.

  2. Evaluating Nurses Acceptance of Hospital Information Systems: A Case Study of a Tertiary Care Hospital.

    Science.gov (United States)

    Khalifa, Mohamed

    2016-01-01

    This study aims at evaluating hospital information systems (HIS) acceptance factors among nurses, in order to provide suggestions for successful HIS implementation. The study used mainly quantitative survey methods to collect data directly from nurses through a questionnaire. The availability of computers in the hospital was one of the most influential factors, with a special emphasis on the unavailability of laptop computers and computers on wheels to facilitate immediate data entry and retrieval when nurses are at the point of care. Nurses believed that HIS might frequently slow down the process of care delivery and increase the time spent by patients inside the hospital especially during slow performance and responsiveness phases. Recommendations were classified into three main areas; improving system performance and availability of computers in the hospital, increasing organizational support in the form of providing training and protected time for nurses' to learn and enhancing users' feedback by listening to their complaints and considering their suggestions.

  3. 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....

  4. 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.

  5. 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.

  6. 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...

  7. 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

  8. 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.

  9. TECHNICAL AND ORGANIZATIONAL IMPROVEMENTS OF PACKAGING PRODUCTION PROCESS

    Directory of Open Access Journals (Sweden)

    Anna Rudawska

    2016-06-01

    Full Text Available Due to customer driven economies, today’s world markets are characterized by high fluctuations in market demand and the frequent arrival of new technologies and new products. To stay competitive in such markets manufacturing companies require continuous improvements both in technical and organizational areas of their activity. The paper presents results of the diagnosis provided in the manufacturing area of the company producing cardboard packages and recommendations to make the production process more efficient. Especially, among the proposed technical and organizational recommendations the most important ones are: automation of certain elements of the production process and changes in production plant layout.

  10. Evaluating the Project based Organizational Teaching-Learning Process

    Directory of Open Access Journals (Sweden)

    S. Justus

    2013-06-01

    Full Text Available Organizational Training and Learning are among the 22 key process areas in CMM. These two processes are subject for improvement based on its framework and execution. In this paper, we have worked on project-based frameworks for organizational training and learning and have attempted to validate them in the software developmental organizations and in an institution teaching software engineering.The empirical validation is carried out with those case studies and significant results are obtained in assessing the improvement in the two process areas. Moreover, this work is also extended to accommodate improvement in the regular conventional OTL processes.

  11. 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....

  12. 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…

  13. Organizational Behavior: A Review of the Literature.

    Science.gov (United States)

    Bobbitt, H. Randolph, Jr.; Behling, Orlando C.

    1981-01-01

    Organizational behavior is defined and its micro and macro subdivisions described. Leavitt's model for organizational change (task, technology, structure, and people) is employed to extract meanings from the organizational behavior literature. A diagnostic approach is suggested for applying organizational behavior to the practice of higher…

  14. 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...

  15. Focus groups in organizational research

    Directory of Open Access Journals (Sweden)

    L. Kamfer

    1989-05-01

    Full Text Available Focus groups are commonly used in marketing research. In this article an application of the focus group technique within an organizational context is described. Nine focus groups were conducted during the planning stage of a survey intended to establish employee perceptions of advancement policies and practices in a major South African manufacturing company. Fourteen themes emerged from a content analysis of the discussions. Two of these reflected aspects requiring commitment decisions from management toward the survey. The others indicated areas of concern which should be included in the survey. In this way, the focus groups contributed useful information for the subsequent sample survey. Opsomming Fokusgroepe word algemeen in bemarkingsnavorsing aangewend. In hierdie studie word 'n toepassingvan die fokusgroeptegniek in die konteks van 'n opname binne 'n organisasie beskryf. Nege fokusgroepbesprekings is gevoer tydens die beplanningstadium van 'n opname wat binne 'n Suid-Afrikaanse vervaardigingsonderneming gedoen is. Die doel van die opname was om die persepsies van werknemers teenoor die bestaande personeel- en bestuursontwikkelingsbeleid en -praktyke van die maatskappy te bepaal. Veertien temas is deur middel van 'n inhoudontleding gei'dentifiseer. Twee hiervan het aspekte aangedui waaroor bestuur beginselbesluite t.o.v. die opname sou moes neem. Die ander het probleemareas aangedui wat by die ondersoek selfingesluit behoort te word. Sodoende het die fokusgroepe inligting verskafwat vir die latere vraelysopname belangrik was.

  16. Organizational Communication Based on Organizational Justice Theory for Motivating Workers with Different Cultural Values

    OpenAIRE

    山口,生史

    2002-01-01

    This study is based on organizational justice theory. Although organizational justice theory is useful for explaining organizational behavior, it has not focused on motivation, per se. ln this study, the linkage between organizational justice and motivation is explored with the mediating effect of interpersonal communication in an organization (i.e.,organizational communication).

  17. CRISIS LEADERSHIP - AN ORGANIZATIONAL OPPORTUNITY

    Directory of Open Access Journals (Sweden)

    James E. Prewitt

    2011-09-01

    Full Text Available Reactive leadership and crisis management have been synonymous for years. This flows from the belief that crisis is unpredictable and unexpected, which is simply not true. Crisis has its genesis in the values, beliefs, culture, or behavior of an organization which become incongruent with the milieu in which the organization operates. A leader, who is able to read the signals of looming crisis and understands how to harness the exigency brought on by the situation, can diminish the potential dangers and take full advantage of the resulting opportunities. This paper presents a generic crisis lifecycle as a representation of overall crisis. Since a crisis can be broken down into three unique phases, crisis lifecycles can be understood and utilized for the benefit of the organization. In the first phase of the lifecycle, the organization finds itself mired in a static phase which equates to a comfort zone. In this first phase leaders struggle when they attempt to introduce change or learning due to the organizations preference to avoid conflict and maintain stasis. When a crisis engulfs an organization then the stasis that envelops the organization evaporates and gives rise to the second phase or the disaster phase. The disaster phase often threatens the very existence of the organization. When the organization successfully eliminates the immediate organizational threat, the organization is able to enter the adjustive phase of the crisis lifecycle. In this third phase, the leader has the undivided attention of the organization and the underlying urgency to solve the issues that led to the crisis in the first place. Regrettably, many leaders don’t take advantage of this golden opportunity and push the organization back toward the status-quo which ensures that the crisis will return in force. The study of crisis leadership has become more important since the dawn of the new millennium because leaders in all areas face differing degrees of crisis in

  18. Research and Theory as Necessary Tools for Organizational Training and Performance Improvement Practitioners

    Science.gov (United States)

    Abaci, Serdar; Pershing, James A.

    2017-01-01

    Human Performance Technology (HPT) is the applied study and practice of improving organizational performance through training and non-training interventions. For practitioners working in this area that identify themselves as an HPT practitioner, organizational training and performance (OTP) specialist, or instructional designer--offering the right…

  19. Knowledge management and organizational learning

    CERN Document Server

    2009-01-01

    Knowledge management (KM) is a set of relatively new organizational activities. This volume presents some 20 papers organized into five sections covering basic concepts of knowledge management. The volume editor is an esteemed name in the field..

  20. Managing inter-organizational relationships

    DEFF Research Database (Denmark)

    Hald, Kim Sundtoft

    2005-01-01

    orweakened by partner- comfortability and dependability. Then we show how partnersperceived attraction towards an industrial company can be managed using a combinationof structural- and behavioral adjustments.Key words: Inter-organizational relationships; Relationship Management; Relationship...

  1. From Idea to Organizational Practice

    DEFF Research Database (Denmark)

    Meyer, Renate E.; Jancsary, Dennis; Höllerer, Markus A.;

    How do visualization and visual forms of communication influence the process of transforming a novel idea into established organizational practice? In this paper, we build theory with regard to the role of visuals in manifesting and giving form to an innovative idea as it proceeds through various...... organizational practice with legitimacy – and thus solidify the coupling of innovative ideas and organizational practice. Extending existing research, we develop a set of propositions linking dimensions of visuality and visualization to the different stages of institutionalization in order to explain...... stages of institutionalization. Ideas become institutionalized not merely through widespread diffusion in a cognitive-discursive form but eventually through their translation into concrete activities and transformation into specific patterns of organizational practice. We argue that visualization plays...

  2. IS-related Organizational Change

    DEFF Research Database (Denmark)

    Reinwald, Anja

    The link between information systems (IS) and organizational change has been well established in the IS literature. This dissertation introduces the Complex Responsive Processes perspective as a novel approach to the study of IS-related organizational change. By combining insights from complexity...... this novel approach to the study of IS-related organizational change, the dissertation identifies the role of conflict as a potential driver of IS-related organizational change as well as the need for ongoing initiatives to ensure the needed local changes. Further, power is emphasized as a relational...... science with insights from social science, attention is directed to differences, and the related conflict and power balance as the basis of change. An interpretive case study was conducted of a process towards realizing the digital school unfolding within a Danish municipality. Through observations...

  3. Organizational Factors and Intrapreneurial Competences

    Directory of Open Access Journals (Sweden)

    Suzete Antonieta Lizote

    2013-12-01

    Full Text Available This study analyzes the relationship between organizational factors and entrepreneurial competencies of coordinators of undergraduate courses in two community universities in Santa Catarina, Brazil. The organizational factors studied were: management support, freedom at work, rewards, and time available and organizational limitations. Eight entrepreneurial competencies were considered; five included in an achievement set, and three in a planning set. The method was quantitative and descriptive, adopting a structured questionnaire as the data collection tool. Factor analysis, canonical analysis, and multiple regression analysis were performed. The results revealed a positive relationship between the constructs. The most relevant competencies were organizational limitations or uncertainty about tasks, and freedom at work, which indicates the importance having clarity about rules and decisions that should exist both at the level of performance expected of the coordinator, and the freedom that they must feel in their work.

  4. PATH TO PERSONAL AND ORGANIZATIONAL BUSINESS SUCCESS

    Directory of Open Access Journals (Sweden)

    Ljiljana Stošić Mihajlović

    2014-07-01

    Full Text Available Success is not a precise term and people have different definitions of success. The first step towards achieving personal success is to decide what it represents to each of us. No matter which version of success is accepted as notoriously, people who want to get to the top you should find out as much detail as possible about the behavior of large and important individuals who have achieved their dream . Neither success nor a business, does not come overnight. The main recommendation is to at least try to be good with more people. One of the processes by which people influence the emotions of others is an emotional "contagion". It is the process by which feeling, facial expressions and behavior of a person transferred to another person or even a group of people . When a person expresses a particular emotion, nonverbal reactions of those around her begin to automatically mimic, mirror image, her facial expressions, body language and tone of voice. For example, when we close colleague cheerfully recounts how he got a raise, it is very likely that we will unconsciously begin smile , take a more open body posture and talk louder. The muscles of the brain to signal our facial expression and posture so that we will soon have to begin to experience the same emotion. But this “transfer" occurs in the case of negative emotions The success of the company is determined by its organizational structure and opportunities in the region. Management measures management company regulated by its organizational structure, but it can not influence the situation in the region. Therefore, the company must adapt to the conditions prevailing in their environment. Organizational Behavior companies is a way to adapt to changes in its environment, and the establishment of interpersonal relationships in its structure. The essence of modern relationships in organizations is based on teamwork, and that means almost perfect functioning of the entire system of business

  5. The Contingent Value of Organizational Integration

    Directory of Open Access Journals (Sweden)

    Virpi Turkulainen

    2013-08-01

    Full Text Available We elaborate the link between organizational design and effectiveness by examining organizational integration and performance in the context of modern manufacturing. Through careful contextualization and empirical analysis of 266 manufacturing organizations in three industries and nine countries, we uncover a joint effect of integration and complexity on organizational effectiveness. The results extend structural contingency theory, in particular the mechanisms that link organizational integration to organizational effectiveness. We conclude by discussing the continuing relevance of structural contingency theory.

  6. Value analysis in organizational context

    OpenAIRE

    1991-01-01

    Tese de doutoramento apresentada à Universidade de Brabant, Tilburg In the last two decades there has been a significant development of organizational culture theories inside organizational psychology, which have been largely divulged among managers who have adopted them in their everyday language. Inside those theories one concept occupies a "central role": the concept of value (v.g. Jones, 1983; Smircish, 1983; Schein, 1985). In this book we present a study looking for the role of values...

  7. Organizational responses to institutional contradictions

    DEFF Research Database (Denmark)

    Bjerregaard, Toke; Jonasson, Charlotte

    that emerge in such fields cannot easily be predicted. They are effects of indeterminate social processes of regularizations and breakings of co-existing logics. We illuminate the under-explored role of group strategies in moderating organizational response to conflicts in institutional prescriptions......This paper examines the role of intraorganizational group and political processes in shaping the institutional forms that emerge in heterogeneous fields. We argue that while the specific institutional oppositions of heterogeneous fields compel organizational changes, the institutional forms...

  8. Organizational Capital of the Enterprise

    Directory of Open Access Journals (Sweden)

    Vladimir Nikiforovich Belkin

    2016-09-01

    Full Text Available In the article, the main theoretical questions of the organizational capital of the enterprise are considered. The concept of «organizational capital of the enterprise» as a system consisting of three subsystems (organization of production, labour organization and management is introduced. It is shown that the organizational capital forms the labour relations system at the enterprise consisting of the cooperation, technological, economic, moral labour relations and the relations of workers’ responsibility. The model of cyclic evolution of crisis at the enterprise caused by shortcomings of the organizational capital is revealed. It is shown that the organizational capital is a basis for the realization of the human capital, which creates value added. A considerable attention is paid to the experience of the creation and functioning of the organizational capital at the enterprises of the Japanese corporation «Toyota». The Russian economic literature on crisis management quite often considers only the financial aspects of diagnostics, proposing the optimization of cash flows, elimination of excess stocks, transition to the medium-term budgeting and others. However, the deep reasons of crisis need to be found not only in financial streams, but also in the system of the work relationships. The shortcomings in the development of technological, cooperation, economic, moral labour relations and the relations of responsibility directly reflects the shortcomings in the development of the elements of the organizational capital as they «are adjusted» by these elements. In turn, organizational problems affect the product quality leading to the customer attrition and decrease in the enterprise’s financial performance. The lack of financial resources cause the need to save costs (first of all, on personnel, that was brightly shown by the economic crisis of 2009 that even more weakens the enterprise and system of labour relations. Finally, the

  9. Building blocks for organizational change.

    Science.gov (United States)

    Daly, Rich

    2014-05-01

    To understand the types of organizational change that will best help them meet strategic goals, hospitals and health systems are: Projecting their quality and savings goals for the coming years and weighing their ability to meet them. Looking for partner organizations that share their culture, goals, and capabilities. Assessing the types of organizational arrangements that will provide the desired benefits. Determining the key components needed to make the arrangement fit their goals and culture.

  10. Organizational Culture and Public Relations

    OpenAIRE

    Sezgin, Murat; Bulut, Beyza

    2013-01-01

    The organizational culture of is the total sum of the symbols and myths conveying the basic values to the employees. The cultures that belong to organizations develop in time and exert an effect on the workers of the organization in establishing interactions through the opportunities and threats of the environment. The organizational culture which forms an important system of values on the individuals and decisions also plays a role on public relations. Therefore, the individuals should be aw...

  11. Personality, temperament, organizational climate and organizational citizenship behavior of volunteers

    Directory of Open Access Journals (Sweden)

    Elżbieta Chwalibóg

    2011-06-01

    Full Text Available The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of Organizational Citizenship Behavior (OCB in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB S. Retowski, Formal Characteristics of Behaviour - Temperament Questionnaire (FCZ-KT B. Zawadzki and J. Strelau, Personality Inventory NEO-PI-Costa Jr. and Mc'Crae Polish Adaptation and Organizational Climate Questionnaire by L. von Rosenstiel and R. Bögel – K. Durniat Adaptation. The study revealed a clear positive correlation with Organizational Citizenship Behavior (OCB with a component of Agreeableness - Trust (A1, with Extraversion (E and its components: Warmth (E1, Excitement Seeking (E5 Activity (E4 and Gregariousness (E2 and the component of Conscientiousness – Self-Discipline (C5, component of Openness to Experience – Actions (O4, and also negative correlations with Neuroticism (N and its components: Vulnerability (N6, Self-Consciousness (N4 and Anxiety (N1. The study also revealed a clear positive correlations Organizational Citizenship Behavior (OCB with Activity (AK, Endurance (WT and Briskness (ŻW and a clear negative correlation with Perseveration (PE, Emotional Reactivity (RE. In the group of volunteers there were also showed positive correlations of Organizational Citizenship Behavior (OCB with a Career (Assessment and Promotion (OA and the Communication and Information (KI. Regression model developed using multiple regression (stepwise regression method takes into account the following variables: Activity (AK - Temperament, Agreeableness component of the Personality - Straightforwardness (A2, and the component of Neuroticism – Self

  12. From motivation to acceptability

    DEFF Research Database (Denmark)

    Nordfalk, Francisca; Olejaz, Maria; Jensen, Anja M. B.

    2016-01-01

    Background: Over the past three decades, public attitudes to organ donation have been a subject of numerous studies focusing on donor motivation. Here, we present a fresh approach. We suggest focusing on public acceptability instead of motivation. The point is to understand public attitudes well...

  13. Approaches to acceptable risk

    Energy Technology Data Exchange (ETDEWEB)

    Whipple, C.

    1997-04-30

    Several alternative approaches to address the question {open_quotes}How safe is safe enough?{close_quotes} are reviewed and an attempt is made to apply the reasoning behind these approaches to the issue of acceptability of radiation exposures received in space. The approaches to the issue of the acceptability of technological risk described here are primarily analytical, and are drawn from examples in the management of environmental health risks. These include risk-based approaches, in which specific quantitative risk targets determine the acceptability of an activity, and cost-benefit and decision analysis, which generally focus on the estimation and evaluation of risks, benefits and costs, in a framework that balances these factors against each other. These analytical methods tend by their quantitative nature to emphasize the magnitude of risks, costs and alternatives, and to downplay other factors, especially those that are not easily expressed in quantitative terms, that affect acceptance or rejection of risk. Such other factors include the issues of risk perceptions and how and by whom risk decisions are made.

  14. 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.

  15. Categories and Dimensions of Organizational Transparency

    DEFF Research Database (Denmark)

    Albu, Oana Brindusa; Flyverbom, Mikkel

    Transparency is a distinctive area of research across disciplines and presents significant importance for organization studies. However, transparency is rarely subject to structured and critical scrutiny and as a result its relevance for organizational analysis is underestimated. In an attempt......-clearing effort: we set out to problematize current assumptions that shape the literature on transparency in important ways, but are rarely addressed in a structured manner. On the backdrop of this review, we point to the value of conceptualizing transparency as a dynamic, performative and paradoxical phenomenon...

  16. ORGANIZATIONAL AND COMPUTER CULTURE

    Directory of Open Access Journals (Sweden)

    Dana Ramona ANDRISESCU

    2009-12-01

    Full Text Available When getting a new workplace, the employee has to start all over again or from zero. From learning what his/her place is to how to work on computers, it is a continuous task as everything keeps changing in a dynamic organization. Employee’s luggage of knowledge is going to get harder and harder with each step taken inside the organization. He or she has to adapt to the new place, has to know his/her duties, to work only with certain information, to behave properly, to respect some rules of conduct. All this is just a small part of what means adapting to an organizational culture. We are going to see in this paper that not only this culture is important but, we have to take into consideration computer culture too. People are influenced by the organization’s environment and culture when doing their tasks and that is why a healthy culture is needed in order to prevent computer crimes.

  17. The relationship between organizational structure and organizational ambidexterity: a comparison between manufacturing ans service firms

    NARCIS (Netherlands)

    S. Kortmann

    2012-01-01

    In strategic management and organizational theory, organizational effectiveness denotes the broadest domain of business performance. What is the optimal structural configuration for organizational ambidexterity and to what extent is it contingent upon firm type? To answer this research question, thi

  18. 7 CFR 1410.31 - Acceptability of offers.

    Science.gov (United States)

    2010-01-01

    ... Administrator for the for the area offered. Acceptance or rejection of any offer, however, shall be in the sole... 7 Agriculture 10 2010-01-01 2010-01-01 false Acceptability of offers. 1410.31 Section 1410.31... Acceptability of offers. (a) Except as provided in paragraph (c) of this section, producers may submit...

  19. Application of Information Processing Theory on the inter-relationship of organizational culture and organizational structure

    OpenAIRE

    Li, YIH; Fellows, RF; Liu, AMM

    2008-01-01

    A conceptual model of the inter-relationship between organizational culture and organizational structure has been formulated. However, it is still unable to explain the direction of interaction of organizational culture and organizational structure in real day-to-day operation. This paper explains this relationship through the application of Information-Processing Theory. It has been established that, on one hand, organizational structure modifies organizational culture and, on the other hand...

  20. Dehumanization in organizational settings: Some scientific and ethical considerations

    Directory of Open Access Journals (Sweden)

    Kalina eChristoff

    2014-09-01

    Full Text Available 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.

  1. Robustness - acceptance criteria

    DEFF Research Database (Denmark)

    Rizzuto, Enrico; Sørensen, John Dalsgaard; Kroon, Inger B.

    2010-01-01

    This factsheet describes the general framework on the bases of which acceptance criteria for requirements on the robustness of structures can be set. Such framework is based on the more general concept of risk-based assessment of engineering systems. The present factsheet is to be seen in conjunc......This factsheet describes the general framework on the bases of which acceptance criteria for requirements on the robustness of structures can be set. Such framework is based on the more general concept of risk-based assessment of engineering systems. The present factsheet is to be seen...... in conjunction with the one on the theoretical framework for robustness (Sørensen et al. 2009). In the present factsheet, the focus is on normative implications....

  2. Effectiveness of an Undergraduate Program in Industrial/Organizational Psychology.

    Science.gov (United States)

    Kirnan, Jean P.; Reilly, Maura; Decker, William

    2000-01-01

    Reports on an evaluation of an undergraduate program in industrial/organizational psychology (College of New Jersey) five years after its implementation in order to assess the effectiveness of the program and identify areas in need of change. Describes the program and makes recommendations for future directions. (CMK)

  3. Organizational stressors associated with job stress and burnout in correctional officers: a systematic review

    Directory of Open Access Journals (Sweden)

    Finney Caitlin

    2013-01-01

    Full Text Available Abstract Background In adult correctional facilities, correctional officers (COs are responsible for the safety and security of the facility in addition to aiding in offender rehabilitation and preventing recidivism. COs experience higher rates of job stress and burnout that stem from organizational stressors, leading to negative outcomes for not only the CO but the organization as well. Effective interventions could aim at targeting organizational stressors in order to reduce these negative outcomes as well as COs’ job stress and burnout. This paper fills a gap in the organizational stress literature among COs by systematically reviewing the relationship between organizational stressors and CO stress and burnout in adult correctional facilities. In doing so, the present review identifies areas that organizational interventions can target in order to reduce CO job stress and burnout. Methods A systematic search of the literature was conducted using Medline, PsycINFO, Criminal Justice Abstracts, and Sociological Abstracts. All retrieved articles were independently screened based on criteria developed a priori. All included articles underwent quality assessment. Organizational stressors were categorized according to Cooper and Marshall’s (1976 model of job stress. Results The systematic review yielded 8 studies that met all inclusion and quality assessment criteria. The five categories of organizational stressors among correctional officers are: stressors intrinsic to the job, role in the organization, rewards at work, supervisory relationships at work and the organizational structure and climate. The organizational structure and climate was demonstrated to have the most consistent relationship with CO job stress and burnout. Conclusions The results of this review indicate that the organizational structure and climate of correctional institutions has the most consistent relationship with COs’ job stress and burnout. Limitations of the

  4. Academic service partnerships: organizational efficiency and efficacy between organizations.

    Science.gov (United States)

    Fetsch, Susan H; DeBasio, Nancy O

    2011-01-01

    Two leading nursing organizations, the Greater Kansas City Area Collegiate Nurse Educators and the Kansas City Area Nurse Executives, represent the Kansas City metropolitan area nursing programs and area employers. These two organizations have been engaged in collaborative workforce planning and strategy development around key nursing issues for over 25 years. This model of collaboration is unique in that the partnership is between organizations representing 17 nursing programs and 28 hospitals. The collaborative partnership has enhanced organizational efficiency and efficacy between the groups, which has directly benefited the organizational members. Most importantly, it has had a transformative impact on both nursing education and professional practice in the Kansas City metropolitan area. This article describes the evolution of the partnership and the collaborative work that has led to the accomplishment of mutual goals.

  5. Age and Acceptance of Euthanasia.

    Science.gov (United States)

    Ward, Russell A.

    1980-01-01

    Study explores relationship between age (and sex and race) and acceptance of euthanasia. Women and non-Whites were less accepting because of religiosity. Among older people less acceptance was attributable to their lesser education and greater religiosity. Results suggest that quality of life in old age affects acceptability of euthanasia. (Author)

  6. Order acceptance with reinforcement learning

    NARCIS (Netherlands)

    Mainegra Hing, M.; Harten, van A.; Schuur, Peter

    2001-01-01

    Order Acceptance (OA) is one of the main functions in a business control framework. Basically, OA involves for each order a 0/1 (i.e., reject/accept) decision. Always accepting an order when capacity is available could unable the system to accept more convenient orders in the future. Another importa

  7. Organizational Culture and Climate and Mental Health Provider Attitudes Toward Evidence-Based Practice.

    Science.gov (United States)

    Aarons, Gregory A; Sawitzky, Angelina C

    2006-02-01

    Mental health provider attitudes toward adopting evidence-based practice (EBP) are associated with organizational context and provider individual differences. Organizational culture and climate are contextual factors that can affect staff acceptance of innovation. This study examined the association of organizational culture and climate with attitudes toward adopting EBP. Participants were 301 public sector mental health service providers from 49 programs providing mental health services for youths and families. Correlation analyses and multilevel hierarchical regressions, controlling for effects of provider characteristics, showed that constructive culture was associated with more positive attitudes toward adoption of EBP and poor organizational climates with perceived divergence of usual practice and EBP. Behavioral health organizations may benefit from consideration of how culture and climate affect staff attitudes toward change in practice.

  8. 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.

  9. Organizational analysis of three community support program models.

    Science.gov (United States)

    Reinke, B; Greenley, J R

    1986-06-01

    Little attention has been paid to the organizational and administrative characteristics of effective community support programs for the chronic mentally ill. The authors analyzed three successful support programs in Wisconsin that employ three different models of service delivery: one provides services through caseworkers who carry specialized caseloads, another through local nonprofessionals who work with a centrally located program coordinator, and the third through a team of various mental health workers. Each program has tailored its organizational process to suit the types of clients it sees, the size of its catchment area, and the availability of other professional resources. The interrelated strengths and weaknesses of each model are discussed.

  10. Beyond task performance: the concept of organizational citizenship performance

    Directory of Open Access Journals (Sweden)

    Walter C. Borman

    2008-01-01

    Full Text Available In this paper, we describe the construct of citizenship performance and briefly review some of the industrial and organizational psychology research on organizational citizenship. We discuss the history, the dimensionality, the antecedents, consequences and implications for practice, and also provide a critical analysis. The conclusions of this review are that citizenship performance is important for contemporary organizations and contemporary trends suggest it will continue to be important in the future. We encourage further research in the area of citizenship performance in other cultures beyond the US.

  11. Nevada Test Site Waste Acceptance Criteria

    Energy Technology Data Exchange (ETDEWEB)

    U. S. Department of Energy, National Nuclear Security Administration Nevada Site Office

    2005-10-01

    This document establishes the U.S. Department of Energy (DOE), National Nuclear Security Administration Nevada Site Office (NNSA/NSO) waste acceptance criteria (WAC). The WAC provides the requirements, terms, and conditions under which the Nevada Test Site (NTS) will accept low-level radioactive (LLW) and mixed waste (MW) for disposal. It includes requirements for the generator waste certification program, characterization, traceability, waste form, packaging, and transfer. The criteria apply to radioactive waste received at the NTS Area 3 and Area 5 Radioactive Waste Management Complex (RWMC) for storage or disposal.

  12. IMPROVING PUBLIC SERVICES THROUGH A ORGANIZATIONAL PERFORMANCE MANAGEMENT

    Directory of Open Access Journals (Sweden)

    IOANA STĂNCESCU

    2010-01-01

    Full Text Available Organizational management, systemic approach, is known more as a system Management, that set of factors such as organizational, methodological information, decisions and relationships between them, as outlined, that will achieve objectives. Fundamental objective of management in public organizations involved in the holders of public office positions and leadership and execution in this area an additional responsibility to manage all types of resources available to the public sector, namely human resources, information, material and financial.Summary of process management is focusing on human coordination of joint work. An important role in this process is modernizing organizational management and quality delivery of public services or the institution's activities, public services more efficient by implementing innovative tools, leading to a government driven process to a results-oriented public service.

  13. Relationship BetweenTeacher Motivation and Organizational Variables: ALiterature Review

    Directory of Open Access Journals (Sweden)

    João Viseu

    2016-04-01

    Full Text Available Abstract Teacher motivation plays a central role in education because ofitsimpacton student motivation. Previous reviews of teacher motivation have focused on individual variables and psychopathology indicators. However, it is also important to understand the effect of organizational variableson teacher motivationbecause these highlightthe contextthat the teacher is a part of(i.e.,the school. The literature review in this paper analysed studies related to teacher motivation and a pre-defined group of organizational variablesthat werepublished between 1990 and 2014 in several electronic databases.The study found that organizational culture was the most studied variable associated with teacher motivationand most studies in this area were published between 2010 and 2014.Further,there was a prevalence of quantitative studies. This paper concludes with the theoreticaland practical implications of the results,as well assuggestions for future research directions.

  14. Organizational Politics: It’s Influence on Firms

    Directory of Open Access Journals (Sweden)

    Irene Akuamoah Boateng

    2013-10-01

    Full Text Available Organizational politics plays a large role in how most businesses function and develop. Humans are political animals so it is difficult to prevent politics from the work place. Organizational politics have so many influences on the affairs and behavior of employees in an organization. However, there has been limited study in this area in Ghana specifically and Africa as a whole. The purpose of this study was to examine the influence of organizational politics on business entities within Accra metropolis, Ghana. Two large business organizations were chosen within the metropolis. In addition, forty (40 questionnaires were distributed to forty (40 respondents thus; twenty (20 for each organizational setup. It was concluded that political factors such as increase anxiety and stress, create hostile organizational environment and climate of mistrust were dominant negative political influences on organizations. The researchers recommended both management and employees to set aside their personal interests and go along with the mission of the organization for the achievement of stated goals.

  15. Developing a New Instrument for Assessing Acceptance of Change

    Science.gov (United States)

    Di Fabio, Annamaria; Gori, Alessio

    2016-01-01

    This article focuses on the usefulness of going beyond the concept of resistance to change and capitalizing on the use of a model that includes positivity and acceptance of change. We first discuss the theoretical background of this new construct in the work and organizational fields and then evaluate the psychometric properties of a new measure for assessing acceptance of change. The results of exploratory factor analysis indicated a factor structure with five principal dimensions; besides confirmatory factor analysis (CFA) goodness of fit indices indicated a good fit of the model to the data. All the dimensions showed good values of internal consistency. The results of the present study indicate that the Acceptance of Change Scale (ACS) is a brief and easily administered instrument with good psychometric properties that can promote the development of clients' strengths and the growth of a sense of Self, thereby helping them choose their own way without losing any opportunities in their lives and their work. PMID:27303356

  16. Developing a new instrument for assessing acceptance of change

    Directory of Open Access Journals (Sweden)

    Annamaria eDi Fabio

    2016-05-01

    Full Text Available This article focuses on the usefulness of going beyond the concept of resistance to change and capitalizing on the use of a model that includes positivity and acceptance of change. We first discuss the theoretical background of this new construct in the work and organizational fields and then evaluate the psychometric properties of a new measure for assessing acceptance of change. The results of exploratory factor analysis indicated a factor structure with five principal dimensions; besides confirmatory factor analysis goodness of fit indices indicated a good fit of the model to the data. All the dimensions showed good values of internal consistency. The results of the present study indicate that the Acceptance of Change Scale is a brief and easily administered instrument with good psychometric properties that can promote the development of clients’ strengths and the growth of a sense of Self, thereby helping them choose their own way without losing any opportunities in their lives and their work.

  17. Random Acts of Senseless Video: An Organizational Psychology Perspective on the "Identity Crises" of Corporate Television.

    Science.gov (United States)

    Gutenko, Gregory

    Corporate television suffers from at least two "identity crises": departmental isolation, and the lack of a legitimate identity for the corporate video product itself. Video departments are not usually viewed and accepted by the organizational whole as natural evolutions of a historically defined and behaviorally integrated system. The…

  18. DIVERSIFICATION OF ENTERPRISES AT THE DOMESTIC CERAMIC TILE MARKET: ORGANIZATIONAL AND MANAGERIAL ASPECTS

    Directory of Open Access Journals (Sweden)

    I. Gorbas'

    2014-09-01

    Full Text Available The experience of organizational and management innovations at the domestic enterprises is represented; also areas and forms of players' of the building materials market cooperation within diversified groups and associations are covered.

  19. Organizational, Business, Management, and Corporate Communication: An Analysis of Boundaries and Relationships.

    Science.gov (United States)

    Shelby, Annette Nevin

    1993-01-01

    Analyzes the boundaries for four communications subject areas that may be taught in business schools: organizational, business, management, and corporate communications. Provides theoretical models for such an analysis of discipline boundaries and their interrelationships. (HB)

  20. MANAGEMENT EFFECT IN ORGANIZATIONAL DESIGN

    Directory of Open Access Journals (Sweden)

    Evgeniy Stoyanov

    2014-12-01

    Full Text Available The paper is devoted to the managerial problem of finding and taking optimal decisions for the formal structuring of the contemporary Bulgarian organization (predominantly working as a small-size entreprise. With reference to that, the start in principle predermining the establishment of the organizational architecture, the running of the process of formal decisions, the choice of the approapriate structure and the alternatives standing before Bulgarian business are discussed in the presentation of the study. The aim adopted to be achieved is connected to the proof of the main thesis that the management of the organizational design is turned into a factor prerequisite for the organizational success. By advisability, the tasks are mainly directed towards the implementation of critical analyses, creation and acquisition of sufficient weight of evidence.

  1. Autonomy, Conformity and Organizational Learning

    Directory of Open Access Journals (Sweden)

    Hideo Owan

    2013-07-01

    Full Text Available There is often said to be a tension between the two types of organizational learning activities, exploration and exploitation. The argument goes that the two activities are substitutes, competing for scarce resources when firms need different capabilities and management policies. We present another explanation, attributing the tension to the dynamic interactions among search, knowledge sharing, evaluation and alignment within organizations. Our results show that successful organizations tend to bifurcate into two types: those that always promote individual initiatives and build organizational strengths on individual learning and those good at assimilating the individual knowledge base and exploiting shared knowledge. Straddling the two types often fails. The intuition is that an equal mixture of individual search and assimilation slows down individual learning, while at the same time making it difficult to update organizational knowledge because individuals’ knowledge base is not sufficiently homogenized. Straddling is especially inefficient when the operation is sufficiently complex or when the business environment is sufficiently turbulent.

  2. 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.

  3. Nevada Test Site Waste Acceptance Criteria, December 2000

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2000-12-01

    This document establishes the US Department of Energy, Nevada Operations Office waste acceptance criteria. The waste acceptance criteria provides the requirements, terms, and conditions under which the Nevada Test Site will accept low-level radioactive waste and mixed waste for disposal. It includes requirements for the generator waste certification program, characterization, traceability, waste form, packaging, and transfer. The criteria apply to radioactive waste received at the Nevada Test Site Area 3 and Area 5 Radioactive Waste Management Sites for storage or disposal.

  4. Marketing for Acceptance

    Directory of Open Access Journals (Sweden)

    Tina L. Johnston, Ph.D.

    2009-11-01

    Full Text Available Becoming a researcher comes with the credentializing pressure to publish articles in peer-reviewed journals (Glaser, 1992; Glaser, 2007; Glaser, 2008. The work intensive process is exacerbated when the author’s research method is grounded theory. This study investigated the concerns of early and experienced grounded theorists to discover how they worked towards publishing research projects that applied grounded theory as a methodology. The result was a grounded theory of marketing for acceptance that provides the reader with insight into ways that classic grounded theorists have published their works. This is followed by a discussion of ideas for normalizing classic grounded theory research methods in our substantive fields.

  5. Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Tsai Yafang

    2011-05-01

    Full Text Available Abstract Background Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. Methods A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Results Organizational cultures were significantly (positively correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively correlated with job satisfaction. Conclusions The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.

  6. The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University

    Science.gov (United States)

    Fard, Parastoo Gashtasebi; Karimi, Fariba

    2015-01-01

    This study aimed to investigate the structural model between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of Islamic Azad University of Isfahan, (Khorasgan) branch. The study method is descriptive-correlation. The study population is the employees of Islamic Azad University of…

  7. The Organizational Design of Offshoring

    DEFF Research Database (Denmark)

    Ørberg Jensen, Peter D.; Larsen, Marcus M.; Pedersen, Torben

    2013-01-01

    Offshoring can be defined as the relocation of organizational tasks and services to foreign locations. At the same time as the scale and scope of offshoring have reached unprecedented levels in recent years, firms have increasingly been exposed to the challenges relating to managing an organization...... consisting of a number of offshored activities. In this special issue introduction paper, we argue that an organizational design perspective on offshoring can benefit research and practice in understanding how firms can coordinate and integrate offshoring activities. Specifically, we argue that offshoring...

  8. Management of Organizational Change Processes

    Directory of Open Access Journals (Sweden)

    Vladimir-Codrin Ionescu

    2015-12-01

    Full Text Available Contemporary organizations need to understand the meaning of change and to tackle it as a source for improving processes and activities, aiming at increasing the performance and competitiveness. From this perspective, the paper presents approaches to organizational change and highlights the fundamental objectives which the organizations set for themselves by designing and implementing organizational change programs. The conceptual framework of the change management is defined and the stages of the change management process are presented. In the final part of the paper the problem of resistance to change is highlighted by explaining the content of the stages that employees go through in the process of adapting to change within organizations

  9. THEORETICAL AND ORGANIZATIONAL CONDITIONS OF TAX MANAGEMENT

    OpenAIRE

    Romanyuk, M.

    2008-01-01

    The essence of tax managment as the managerial category is observed, the main parts of organizational process of taxation is substantiated, theoretical and organizational conditions of tax management are investigated.

  10. Organizational Economics of Capability and Heterogeneity

    DEFF Research Database (Denmark)

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

    2012-01-01

    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...

  11. Shared services as a new organizational form

    NARCIS (Netherlands)

    Bondarouk, Tanya; Bondarouk, Tanya

    2014-01-01

    Organizations increasingly establish Shared Service Centers, either for transactional (administrative) or transformational (organizational change) purposes. Their popularity originates from a combination of efficiency gains and an increase in service quality, without giving up control of the organiz

  12. Change, Resistance to Change and Organizational Cynicism

    Directory of Open Access Journals (Sweden)

    Grama Blanca

    2016-12-01

    Full Text Available Over the past decades, the focus of the scientists has shifted towards the area of organizational change. The concept has been approached from several perspectives and studied by numerous disciplines and refers to a shift or transformation of an organization, of several components of the organization or of the processes that lie within. Being in an environment characterized by competitiveness and complexity, organizations are under a constant need of change, of progress, while the aim of each change is to improve the aspects that make this happen. The dynamics of the labour force market has contributed to the creation of an environment in which organizations are permanently facing the need to implement various changes regarding their strategy, structure, processes or culture. Henceforth, the factors that can alter the implementation of change benefit from an increased focus. Understanding the reason for which some employees can resist change can have major financial implications for the organization. When considering the human resources involved in the change, nothing seems simple; most of the times things are not as they should be, and most of the employees experience a resistance to change, sometimes in the form of change-specific cynicism, a notion defined as the belief of employees that the organization in which they work lacks integrity. This paper represents the cultural adaptation of Change-Specific Cynicism Scale (a scale proposed by David J. Stanley in 1998, validated on the Canadian population, to the specifics of the Romanian population and supplies a method of evaluating change-specific cynicism for the specialized literature. Statistic results have shown that the Change-Specific Cynicism Scale has a high level of internal consistency (α=0,84 and can be used exclusively for equivalent populations. Moreover, this paper aims to approach the term organizational cynicism and its role in the context of organizational change.

  13. ORGANIZATIONAL SILENCE: SUATU PENGHAMBAT DALAM MEWUJUDKAN KREATIFITAS ORGANISASIONAL

    Directory of Open Access Journals (Sweden)

    Berta Bekti Retnawati

    2016-11-01

    Full Text Available There are powerful forces in many organzations that cause widespread withholding of information about potential problems or issues by employess, this collective-level phenomenon as ‘organizational silence’. One significant effect of organizational silence relates to lack of organizational creativity.There are five major organizational factors that enhance creativity in a work environment: organizational climate, leadership style, organizational culture, resources and skills, the structure and system of an organization. Keywords: organizational silence, organizational creativity

  14. The complexity of organizational change: describing communication during organizational turbulence.

    Science.gov (United States)

    Salem, Philip

    2013-01-01

    Organizational researchers and practitioners have been interested in organizational change for some time. Historically, they have directed most of their efforts at improving the efficiency of planned top-down change. These efforts were strategic attempts at altering parameters leading to transformational change. Most efforts failed to meet their intended purposes. Transformational organizational change has not been likely. The legitimate systems have been robust. There has been little systematic investigation of the communication occurring during these efforts. The purpose of this essay is to describe results of a mixed methods research project answering two research questions. (a) How do organizational members communicate during a time of turbulence? (b) What features of this communication suggest the potential for or resistance to transformative change? Comparing the results at the beginning of the period to other periods, gives insight into how social actors communicate and enact the organization during a threshold period where transformational change was possible. Results reveal identifiable patterns of communication as communication strategies, parameters, or basins of attraction. The overall pattern explains how micro communication patterns intersect and how the accumulation of these patterns may resist or accomplish change at a macro level.

  15. 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.

  16. Organizational Green IT Adoption: Concept and Evidence

    Directory of Open Access Journals (Sweden)

    Qi Deng

    2015-12-01

    Full Text Available Green IT has emerged as an important research topic in information systems and in other areas, such as business sustainability management. Some progress has been made in our understandings of green IT in a wide area of research topics, ranging from the green IT definition to the motivation for adopting green IT by organizations. This paper provides a holistic review and explanation of why organizations adopt green IT. Based on an extensive review of extant studies and a broad theoretical foundation, the paper presents a theoretical framework on organizational green IT adoption (OGITA. For researchers, the study provides a comprehensive review of previous green IT adoption studies and a roadmap for future research. For practitioners, the study provides managers and policy makers a systematic analytical framework in guiding their business decisions.

  17. The Relationship between Work Engagement Behavior and Perceived Organizational Support and Organizational Climate

    Science.gov (United States)

    Köse, Akif

    2016-01-01

    The purpose of this study is to examine the relationship between work engagement and perceived organizational support and organizational climate. The present study, in which quantitative methods have been used, is carried out in the relational screening model. Perceived organizational support scale, organizational climate scale, and work…

  18. ORGANIZATIONAL CULTURE AND ITS WAY OF EXPRESSION WITHIN THE ORGANIZATION

    Directory of Open Access Journals (Sweden)

    Maxim Raluca

    2012-12-01

    Full Text Available The main theme of this paper is the role of organizational culture in a company and its way of expression within the organization, for its management, for its employees and for its competition. Organizational culture is undoubtedly one of the fashionable areas of management, with a relatively recent history. Its purpose is to sensitize readers to the importance of organizational culture for the success of an enterprise, and its objectives were: to define organizational culture and its influence factors, as well as to explain the role of its components in the organization as a whole and for its members. Practically, the interest in organizational culture began in the 7th decade, largely due to the performances of Japanese companies, performance explained by their specific culture. Although the concept is increasingly met in international and local literature, the process that prevents its practical implementation is the lack of scientific (theoretical research at a company´s level. The old generation of leaders lead based on knowledge acquired years ago, few are those who really consistently do research and are up to speed with the latest news in management, or in the economic field in general. This paper aims to identify key conditions that determine human activity in an organization and their relationship to the successful implementation of an organizational culture by examplifing great successes of international companies. This is relevant, not only because these companies have huge incomes and recorded notable successes, but also because they enter and develop on the local market, trying to implement their thinking. Thus, local businesses can improve their business by adopting and adapting this way of thinking. The rezults of the research results reflect the fact that despite the concept that people are the main value of an organization, companies continue to ignore their employees, instead seeking the magic formula, the immediate solution

  19. Conditional acceptability of random variables

    Directory of Open Access Journals (Sweden)

    Tasos C Christofides

    2016-06-01

    Full Text Available Abstract Acceptable random variables introduced by Giuliano Antonini et al. (J. Math. Anal. Appl. 338:1188-1203, 2008 form a class of dependent random variables that contains negatively dependent random variables as a particular case. The concept of acceptability has been studied by authors under various versions of the definition, such as extended acceptability or wide acceptability. In this paper, we combine the concept of acceptability with the concept of conditioning, which has been the subject of current research activity. For conditionally acceptable random variables, we provide a number of probability inequalities that can be used to obtain asymptotic results.

  20. Organizational culture diagnosis - a new model

    Directory of Open Access Journals (Sweden)

    Ph. D. Ionuţ Constantin

    2010-05-01

    Full Text Available Organizational culture is a key source of competitive advantage. There is a demonstrated relation between organizational culture and organizational performance. This paper reviews previous research in the field and introduce a new model for understanding, diagnosing and changing organizational culture. The main advantage of the new model is based on regarding culture as the management and work practices that are either hindering or helping an organization's bottom line performance.

  1. The search for legitimacy and organizational change

    DEFF Research Database (Denmark)

    Rocha, Robson Sø; Granerud, Lise

    2011-01-01

    This article investigates the organizational changes triggered by the implementation of certified management systems (CMS) in Denmark and explores how institutionalized organizational practices change over time. The study shows that improvements in performance were not significant...... in the implementation of CMS, though in most cases its adoption implied organizational changes. The study also shows that the search for external legitimacy was appropriated by various internal organizational actors, other than management. When internal actors share the institutionalized beliefs and norms of the wider...

  2. A study on the relationship between emotional intelligence, organizational commitment and organizational citizenship behavior

    Directory of Open Access Journals (Sweden)

    Saman Chehrazi

    2014-06-01

    Full Text Available This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organizational citizenship behavior. Finally, the study has confirmed that there were significant relationships between emotional intelligence and its dimensions with organizational citizenship behavior and organizational commitment of employees.

  3. Military medical graduates' perceptions of organizational culture in Turkish military medical school.

    Science.gov (United States)

    Ozer, Mustafa; Bakir, Bilal; Teke, Abdulkadir; Ucar, Muharrem; Bas, Turker; Atac, Adnan

    2008-08-01

    Organizational culture is the term used to describe the shared beliefs, perceptions, and expectations of individuals in organizations. In the healthcare environment, organizational culture has been associated with several elements of organizational experience that contribute to quality, such as nursing care, job satisfaction, and patient safety. A range of tools have been designed to measure organizational culture and applied in industrial, educational, and health care settings. This study has been conducted to investigate the perceptions of military medical graduates on organizational culture at Gülhane Military Medical School. A measurement of organizational culture, which was developed by the researchers from Akdeniz University, was applied to all military medical graduates in 2004. This was a Likert type scale that included 31 items. Designers of the measurement grouped all these items into five main dimensions in their previous study. The items were scored on a five-point scale anchored by 1: strongly agree and 5: strongly disagree. Study participants included all military physicians who were in clerkship training period at Gulhane Military Medical Academy in 2004. A total of 106 graduates were accepted to response the questionnaire. The mean age of participants was 25.2 +/- 1.1. At the time of study only 8 (7.5%) graduates were married. The study results have showed that the measurement tool with 31 items had a sufficient reliability with a Cronbach's alpha value of 0.91. Factor analysis has resulted a final measurement tool of 24 items with five factors. Total score and the scores of five subdimensions have been estimated and compared between groups based on living city and marital status. The study has shown the dimension of symbol received positive perceptions while the dimension of organizational structure and efficiency received the most negative perceptions. GMMS has a unique organizational culture with its weak and strong aspects. Conducting this kind

  4. Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

    Science.gov (United States)

    Chang, Ching-Sheng

    2015-06-01

    The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff.

  5. Organizational Communication: Research and Practice. ERIC Digest.

    Science.gov (United States)

    Aiex, Nola Kortner

    In colleges and universities business students learn about organizational communication in order to function well in the business environment of which they will become a part. Although the organizational environment or culture is inextricably interwoven with the academic discipline of speech communication, the field of organizational communication…

  6. Conditioning Factors of an Organizational Learning Culture

    Science.gov (United States)

    Rebelo, Teresa Manuela; Gomes, Adelino Duarte

    2011-01-01

    Purpose: The aim of this study is to assess the relationship between some variables (organizational structure, organizational dimension and age, human resource characteristics, the external environment, strategy and quality) and organizational learning culture and evaluate the way they interact with this kind of culture.…

  7. 28 CFR 0.1 - Organizational units.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Organizational units. 0.1 Section 0.1 Judicial Administration DEPARTMENT OF JUSTICE ORGANIZATION OF THE DEPARTMENT OF JUSTICE Organizational Structure of the Department of Justice § 0.1 Organizational units. The Department of Justice shall...

  8. Stimulating organizational innovativeness through ethical leadership practices: the mediating role of organizational trust

    OpenAIRE

    Pučėtaitė, Raminta

    2014-01-01

    The paper presents the results of the research in progress that explores the interrelation between ethical leadership and organizational innovativeness, questioning the role of organizational trust in this relationship and arguing that organizational trust strengthens the effect of ethical leadership on positive organizational outcomes. The data analysis from a public organization (n=757) in Lithuania confirm partial mediation of organizational trust in the relationship between ethical leader...

  9. Organizational Legitimacy: New Institutional Perspectives

    DEFF Research Database (Denmark)

    Antonsen, Marianne; Jagd, Søren Sommer

    The paper attempts to contributet establishing a stronger theoretical foundation of the notion of organizational legimicacy by examining two institutional approaches: The sociological branch of French convention theory, also called économie de la grandeur, and, secondly, recent developments within...

  10. Cultural Synergy and Organizational Change

    DEFF Research Database (Denmark)

    Strøbæk, Pernille Solveig; Vogt, Joachim

    2013-01-01

    This paper explores informal codes and rhythms of social behavior at work and their relation to organizational change and wellbeing. After a merger within a public service organization we organized 8 focus groups of 2-3 clerical or academic employees within a head office and a division office (N ...

  11. Organizational leadership: meeting the challenge.

    Science.gov (United States)

    Hart, A L

    1994-06-01

    Leadership can be learned. Knowledge of leadership theories can serve as basis for developing skills and techniques. Style, trait, and transformational leadership can be applied in both health care institutions and professional associations. Organizational leadership is challenging, but those challenges can help individual nurses grow in the leadership skills that will continue to be demanded in the ever changing healthcare arena.

  12. Organizational Transition and Change Resistance

    Directory of Open Access Journals (Sweden)

    Ciprian Nicolescu

    2006-09-01

    Full Text Available The paper focuses on the very important atopic of organizational transition and change resistance. It is divided in four parts. The first part deals with transition inevitability and its content in the change process. The second part of the paper refers to the change resistance. After a short presentation of a recent approach of this topic, elaborated by Rick Maurer, the authors present their point of view, identifying 14 main causes refering to the main factors involved in the organizational transition. In the third part, authors have formulated a set of key elements which should be taken into consideration in order to achieve a rapid and succesful organizational changes. These key elements are valable for any type of organization – entreprise, institution, locality, region, country a.s.a. The last part of the study deals with conflicts approach, which appear almost always during organizational transition. The conflicts are separated in three categories and for whom are presented the methodes recommended in order to solve them with good results.

  13. Keeping Score for Organizational Performance.

    Science.gov (United States)

    Prewitt, Vana

    2001-01-01

    Discussion of the balanced scorecard (BSC) as a performance management tool focuses on common mistakes and problems with implementing it. Topics include the need for intraorganizational communication and collaboration; strategic thinking; organizational goals; purposes of measurements; individual accountability; and setting priorities. (LRW)

  14. Physical Education Teachers' Organizational Commitment

    Science.gov (United States)

    Demir, Hayri

    2013-01-01

    The aim of this study was to determine physical education teachers' organizational commitment levels. The sample consisted of 204 physical education teachers working in the city center of Konya in the 2011 to 2012 academic year. The respondents were randomly selected in this research. Data collected for this research by using the Scale for…

  15. Software product lines : Organizational alternatives

    NARCIS (Netherlands)

    Bosch, J

    2001-01-01

    Software product lines enjoy increasingly wide adoption in the software industry. Most authors focus on the technical and process aspects and assume an organizational model consisting of a domain engineering unit and several application engineering units. In our cooperation with several software dev

  16. Organizational choice and product differentiation

    NARCIS (Netherlands)

    G.W.J. Hendrikse (George)

    1991-01-01

    textabstractA centralized structure will set higher prices and locate products closer together than a decentralized one. A decentralized organizational structure is chosen because the entry-deterring effect of such a structure outweighs the monopoly effects of a centralized one for sufficiently low

  17. Organizational change: Incentives and resistance

    Science.gov (United States)

    Bishop, Peter C.

    1992-01-01

    Topics concerning Space Exploration Initiative technical interchange are presented in viewgraph form and include the following: models of change, elements of the current period, the signs of change, leaders' contribution, paradigms - our worldview, paradigm change, the effects of revealing paradigms, a checklist for change, and organizational control.

  18. Idiosyncratic Deals and Organizational Commitment

    Science.gov (United States)

    Ng, Thomas W. H.; Feldman, Daniel C.

    2010-01-01

    This article examines the relationship between idiosyncratic deals and organizational commitment. In particular, it examines how two individual differences which reflect self-worth (core self-evaluations and age) moderate that relationship. We predicted that employees with feelings of high self-worth will expect and will feel entitled to these…

  19. Faculty Organizational Commitment and Citizenship

    Science.gov (United States)

    Lawrence, Janet; Ott, Molly; Bell, Alli

    2012-01-01

    Building on a theoretical framework that links characteristics of individuals and their work settings to organizational commitment (OC) and citizenship behavior, this study considers why faculty may be disengaging from institutional service. Analyses of survey data collected from a state system of higher education suggest that job characteristics,…

  20. An Organizational Development Handbook

    Science.gov (United States)

    1985-09-01

    P0APORMING OROANIZAT)ON NAME AND AODRESS tO. PROGRAM ELEMENT. PROJECT. TASK AREA A WORK UNIT NUMI§ Ei Naval Postgraduate School Monterey, California 93943-5100...Do you use sarcasm /Do you have a sense of humor? H1ow will a department head know that you consider him important? 101 - , , . %V

  1. Organizational Performance Assessment: Overview of Publications in National Journals

    Directory of Open Access Journals (Sweden)

    Sandra Mara Iesbik Valmorbida

    2012-12-01

    Full Text Available In the literature there are several tools that aim to assess organizational performance, such as Balanced Scorecard (BSC, National Quality Award (PNQ, Multicriteria Methodology for Decision Aiding (MCDA, Data envelopment analysis (DEA, Analytic Hierarchy Process (AHP, among others. However, it is perceived in practice doubts as to choose the most appropriate for each organizational context. In this sense, it is argued that to measure the performance of the organization it is necessary that this measure is based on an instrument that allows transparency in the evaluation form, and insert those interested in the evaluation process. The credibility of an evaluation therefore depends on the ability to produce consistent information for all subjects involved in the intervention. The search for tools to improve the way to evaluate organizational performance it is increasingly necessary. The objective of this study is to identify the main tools of organizational performance assessment published in national journals in the area of Administration, Accounting and Tourism, classified by CAPES Qualis A1 to B5. The study is characterized as descriptive and qualitative documentation. We analyzed 489 articles, which resulted in the following results:(i identified the main theme of the authors and regular assessment of organizational performance, (ii from the year 2000 publications on the subject grew substantially, (iii Data Envelopment Analysis (DEA, Balanced Scorecard (BSC and Multicriteria for decision aiding methodology(MCDA-C are the most commonly used tools for evaluating performance, (iv most of the tools found in the literature are multiple criteria, (v described the process used by the tools to assess organizational performance.

  2. HPS simulation and acceptance

    Energy Technology Data Exchange (ETDEWEB)

    Mundim, Luiz Martins [UERJ, Rio de Janeiro, RJ (Brazil); Pol, Maria Elena [CBPF, Rio de Janeiro, RJ (Brazil)

    2013-07-01

    Full text: The High Precision Spectrometer (HPS) is a proposal of sub-detector to be installed in the region of 200-240m from each side of CMS along the LHC beam-line to measure scattered protons from exclusive centrally produced processes, pp → p + X + p. In order to study the protons that reach the detectors, the beam-line of the LHC accelerator has to be taken into account, as the particles are deflected by dipoles and suffer the influence of quadrupoles and other beam devices. The LHC team provides a detailed description of these elements, currents, energies, magnetic fields, and all the information needed to study the propagation of the protons. The program HECTOR, developed at the University of Louvain, uses the information from LHC to calculate at any point along the beam-line the kinematic quantities that characterize the scattered protons. A simple minded program was initially developed for the preliminary studies of acceptances varying the position and size of the foreseen detectors. Also, it took into account vertex and position smearing, to simulate a realistic resolution of the tracking detectors. These studies were performed using a particle gun generator which shoot protons from the IP within reasonable ranges of possible t and ξ (the square of the four-momentum transfer and the fractional energy loss of the outgoing proton in a diffractive collision), and propagated them to the position of the tracking detectors. These kinematic quantities were reconstructed back at the IP using the transport equations from HECTOR. This simplified simulation was afterwards interfaced with the full software of CMS, CMSSW, in such a way that when a diffractive event was fully simulated and reconstructed in the central detector, the outgoing protons were treated by the HPS software and then the complete (CMS+HPS) event was output. The ExHuME generator was used to produce Monte Carlo simulations to study the mass acceptance of the HPS detector, and central and

  3. Organizational Creativity and IT-based Support

    Directory of Open Access Journals (Sweden)

    Celina M. Olszak

    2016-05-01

    Full Text Available The main aim of this paper is to provide a theoretically and empirically grounded discussion on IT-based organizational creativity support. This study attempts to answer the following questions: (1 what is the issue of organizational creativity and its IT-based support, (2 what is the demand for IT –based organizational creativity support; (3 what are the main determinants and barriers to IT-based organizational creativity support; and (4 what success factors are crucial for IT-based organizational creativity support. This paper presents the analysis results of a survey conducted in 25 selected organizations. The paper provides valuable information on the possibilities of IT applications in organizational creativity support as well as the associated success factors. It makes useful contribution to our better understanding of IT-based organizational creativity support issues.

  4. The Contextual Antecedents of Organizational Trust

    DEFF Research Database (Denmark)

    Li, Peter Ping; Bai, Yuntao; Xi, Youmin

    2012-01-01

    In this article we seek to explore the contextual antecedents of organizational trust. In light of the complex links between organizational contexts and organizational behaviours, we focus on the effects of the three most critical contextual antecedents, i.e., leadership role, structural rule......, and cultural norm at the organizational level, on organizational trust directly, and their behavioural outcomes at the individual level indirectly, using organizational trust as a cross-level mediator. The empirical results, based on a hierarchical linear model with a sample of 444 employees from 82 firms...... in China, lent support for our multidimensional cross-level model of context–trust–behaviour link. We extend the research on organizational trust by treating it as a cross-level phenomenon and by specifying its core contextual antecedents and behavioural consequences....

  5. A study on relationship between employees’ psychological empowerment and organizational commitment

    Directory of Open Access Journals (Sweden)

    Mahmoud Bani

    2014-07-01

    Full Text Available This paper presents an empirical investigation to study the relationship between employees’ psychological empowerment and organizational commitment in revenue agency of city of Semnan, Iran. The study uses two questionnaires, one for measuring the effects of psychological empowerment developed by Mishra and Spreitzer (1998 [Mishra, A. K., & Spreitzer, G. M. (1998. Explaining how survivors respond to downsizing: The roles of trust, empowerment, justice, and work redesign. Academy of management Review, 23(3, 567-588.] and the other for measuring organizational commitment developed by Meyer and Allen (1991 [Meyer, J. P., & Allen, N. J. (1991. A three-component conceptualization of organizational commitment. Human resource management review, 1(1, 61-89.]. Cronbach alphas for psychological empowerment and organizational commitment are calculated as 0.81 and 0.92, respectively, which are well above the minimum acceptable levels. The results of our survey have indicated that there were positive and meaningful relationships between psychological empowerment and organizational commitment components including Sense of efficacy (r = 0.414, Sig. =0.000, meaningful (r = 0.481, Sig. =0.000, having a choice (r = 0.341, Sig. = 0.000 and trust (r = 0.736, Sig. =0.000. However, the survey does not support any relationship between Competency and organizational commitment.

  6. Relationship between organizational structure and creativity in teaching hospitals

    Directory of Open Access Journals (Sweden)

    RITA REZAEE

    2014-07-01

    Full Text Available Introduction: Organization structure and manpower constitute two basic components of anorganization and both are necessary for stablishing an organization. The aim of this survey was to investigate the type of the organization structure (mechanic and organic from viewpoint of senior and junior managers in Shiraz teaching hospitals and creativity in each of these two structures. Methods: In this cross-sectional and descriptive-analytic study, organization structure and organizational creation questionnaires were filled out by hospital managers. According to the statistical consultation and due to limited target population, the entire study population was considered as sample. Thus, the sample size in this study was 84 (12 hospitals and every hospital, n=7. For data analysis, SPSS 14 was used and Spearman correlation coefficient and t-test were used. Results: Results showed that there is a negative association between centralization and complexity with organizational creation and its dimensions. Also there was a negative association between formalization and 4 organizational creation dimensions: reception change, accepting ambiguity, abet new view and less control outside (p=0.001. Conclusion: The results of this study showed that the creation in hospitals with organic structure is more than that in hospitals with mechanic structure.

  7. 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.

  8. Inter-organizational design fit in inter-organizational knowledge management

    Directory of Open Access Journals (Sweden)

    Aleksić-Mirić Ana

    2014-01-01

    Full Text Available The purpose of this paper is to analyze existing knowledge on how organizations learn using multilevel comparison perspective of intra- and inter-organizational learning and to offer deeper understanding of the role that organizational design properties have in inter-organizational learning. Using Argote and Ophir (2005 findings on similarity vs complementarity fit developed for intra-organizational learning as an anchor, we analyze the role similarity vs complementarity fit of organizational configuration and coordination properties in inter-organizational settings. Our intention is to explicitly express the role of interorganizational design fit in inter-organizational knowledge management. Framework developed here systematizes and explains how strategic objectives of network creation (exploration or exploitation should be aligned with learning mechanisms (learning by doing or learning by listening/observing and organizational design properties. From the point of organization theory, this paper advances knowledge about the influence organizational design as intra-organizational property has on knowledge transfer between organizations and inter-organizational learning. Our framework helps managers understand how inter-organizational design fit can influence inter-organizational learning within the network. With regard to policy making, knowledge networks are becoming increasingly important as a mechanism of industrial development support, economic growth, increase of employment and poverty reduction and this paper points to mechanisms of inter-organizational design that can be used in managing these networks.

  9. Improving acceptance in wind power planning

    Energy Technology Data Exchange (ETDEWEB)

    Hammarlund, K. [Lund Univ. (Sweden). Dept. of Social and Economic Geography

    1996-12-01

    This paper presents important factors and planning procedures for public acceptance of wind power. Opinion surveys in Sweden show that acceptance is connected to the concept of utility rather than the aesthetic values. If wind turbines are confined by the authorities to marginal areas, they will not earn their rightful place in the landscape by being of use. A positive attitude in general promotes a positive experience of the effects of wind turbines. It is therefore essential to establish a sense of cooperation between the project management and the public. An open dialogue and continuous information will increase the possibilities for acceptance of future development. We must establish new codes of practice in permit processing because policies today contains ideological and practical contradictions between development and preservation of landscapes. 16 refs, 2 tabs

  10. Food allergy: Stakeholder perspectives on acceptable risk

    DEFF Research Database (Denmark)

    Madsen, Charlotte Bernhard; Crevel, René; Chan, Chun-Han

    2010-01-01

    We have reached a point where it is difficult to improve food allergy risk management without an agreement on levels of acceptable risk. This paper presents and discusses the perspectives of the different stakeholders (allergic consumers, health professionals, public authorities and the food...... industry) on acceptable risk in food allergy. Understanding where these perspectives diverge and even conflict may help develop an approach to define what is acceptable. Uncertainty about food allergy, its consequences and how to manage them is the common denominator of the stakeholders’ views. In patients...... to all patients despite the fact that the risk to each is not identical. Regulators and the food industry struggle with the fact that the lack of management thresholds forces them to make case-by-case decisions in an area of uncertainty with penalties for under- or over-prediction. As zero risk...

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

    Directory of Open Access Journals (Sweden)

    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. The promise of acceptance as an NGO security management approach.

    Science.gov (United States)

    Fast, Larissa; Freeman, Faith; O'Neill, Michael; Rowley, Elizabeth

    2015-04-01

    This paper explores three questions related to acceptance as a security management approach. Acceptance draws upon relationships with community members, authorities, belligerents and other stakeholders to provide consent for the presence and activities of a non-governmental organisation (NGO), thereby reducing threats from these actors. Little is documented about how NGOs gain and maintain acceptance, how they assess and monitor the presence and degree of acceptance, or how they determine whether acceptance is effective in a particular context. Based on field research conducted in April 2011 in Kenya, South Sudan and Uganda, we address each of these three issues and argue that acceptance must be actively sought as both a programme and a security management strategy. In the paper we delineate elements common to all three contexts as well as missed opportunities, which identify areas that NGOs can and should address as part of an acceptance approach.

  13. Environmental management systems and organizational change

    DEFF Research Database (Denmark)

    Jørgensen, Tine Herreborg

    2000-01-01

    The establishment of an environmental management system and its continuous improvements is a process towards a reduction of the companies' and the products' environmental impact. The organizations' ability to change is crucial in order to establish a dynamic environmental management system...... and environmental management systems. The structure of the organizations has changed, the relationships with external partners have strengthened and the implementation of quality and environmental management systems has trimmed the organizations to manage and develop these areas. The organization analysis is based...... and to achieve continuous environmental improvements. The study of changes gives an insight into how organizations function, as well as their forces and barriers. This article focuses on the organizational changes that two companies have undergone from 1992 up until today in connection with their quality...

  14. Using enterprise systems to enhance organizational agility

    Directory of Open Access Journals (Sweden)

    Sanjay Mathrani

    Full Text Available In the corporate use of Information and Communication Technology (ICT, deployment of enterprise systems (ESs technology in particular, has been the most vital development towards improving an organization\\'s effectiveness. ESs make up the value chain of an enterprise allowing the organization to become significantly flexible and efficient. This paper investigates the use of ESs to increase agility within three New Zealand manufacturing organizations. Case findings reveal several aspects of ES utilization in agile manufacturing strategies such as concurrent engineering, value chain integration, and creation of virtual enterprise to proactively align work streams and increase responsiveness and flexibility. The paper discusses the importance of agile thinking in business and how an ES enables knowledge-based processes in critical functional areas to improve organizational agility.

  15. 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....

  16. Human Capital and Organizational Effectiveness

    Directory of Open Access Journals (Sweden)

    Ioana Julieta Josan

    2013-05-01

    Full Text Available The new organizational changes caused by social, economic and politic reforms led to a shift in the strategic management of the companies. The growing need for professionals, who know how to generate profits, is growing and increase confidence of partners and clients, find new ideas and adapt to a dynamic market. Therefore, internally, we need an efficient management of human resources to find and retain the most suitable and efficient people which will increase productivity and face the increased acting globally competition. Currently, companies that succeed are the ones that integrate in their business strategy, an important component of development and valuation human capital. The paper aims to analyze and highlight the importance of human capital in the new organizational strategies, focused on achieving a high level of competitiveness, innovation and excellence.

  17. The Organizational Design of Offshoring

    DEFF Research Database (Denmark)

    Larsen, Marcus M.

    2014-01-01

    The general research question guiding this thesis is: What are the organizational consequences of offshoring? Increasingly firms are becoming caught up by the “harsh realities of offshoring” (Aron and Singh, 2005: 135). Many firms have begun to realize that managing an increasingly globally...... dispersed organization is more difficult and costly than initially expected (Dibbern et al., 2008; Stringfellow et al., 2008). In particular, decision makers often fail to accurately estimate the costs of offshoring and are therefore surprised by unexpected costs of implementing offshoring decisions....... Accordingly, the overall purpose of this thesis is to investigate why some firms fail when offshoring and others do not. To accomplish this, offshoring is conceptualized as an organizational reconfiguration which requires firms to coordinate and integrate geographically dispersed activities across distances...

  18. Performance pressure and organizational change

    DEFF Research Database (Denmark)

    Nielsen, Peter

    2016-01-01

    During the last ten years, employees in both the Danish health and the education sector have experienced political reforms, which have increased performance pressure and organizational change. Both sectors are characterized by professional organizations in which knowledge is important. This article...... sets focus on the dynamics of professional work relations approached as knowledge organization and investigate how the employees experience the organizational change and whether they are involved directly or indirectly in the change processes. It further investigates the influence of autonomy......, discretion and learning in the work practices. Finally the effect of change, involvement, autonomy and problem solving on innovative behavior and on well-being among the employees are examined. Empirical data is from the Danish Meadow survey http://www.meadow-project.eu/. This survey links information from...

  19. Organizational networks and social capital

    DEFF Research Database (Denmark)

    Svendsen, Gunnar Lind Haase; Waldstrøm, Christian

    2013-01-01

    This chapter presents a framework for understanding organizational networks and social capital through the lens of “social capital ownership” as well as the private and collective goods provided through this ownership. More specifically, it argues that ownership of social capital in organizations...... is closely connected to four types of social capital – two belonging to the bridging social capital type, and two belonging to the bonding social capital type. The chapter first reviews literature on organizational social capital and then directly focuses on ownership of social capital in organizations......, as well as the derived benefits, or losses. Next, the chapter presents an empirical case apt to illustrate the theoretical findings in part one, namely the nineteenth-century Danish Cooperative Dairy Movement (Svendsen and Svendsen 2004). It is demonstrated how social capital among Danish peasants...

  20. Leader - Member Exchange in Different Organizational Cultures and Effects to Organizational Burnout

    Directory of Open Access Journals (Sweden)

    Erdem Kırkbeşoğlu

    2014-06-01

    Full Text Available The purpose of this study is to examine the effect of leader- member exchange to burnout syndrome in different organizational cultures. Sample of the study is constituted by 183 participants who work in life insurance companies which represent organic organizational culture and non-life insurance companies which represent mechanical organizational culture. As a result of regression and correlation analysis, it is determined that leader-member exchange in organic organizational culture affects organizational culture negatively and in higher level compared to mechanical organizational cultures.

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

    Directory of Open Access Journals (Sweden)

    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

  2. Organizational change through Lean Thinking.

    Science.gov (United States)

    Tsasis, Peter; Bruce-Barrett, Cindy

    2008-08-01

    In production and manufacturing plants, Lean Thinking has been used to improve processes by eliminating waste and thus enhancing efficiency. In health care, Lean Thinking has emerged as a comprehensive approach towards improving processes embedded in the diagnostic, treatment and care activities of health-care organizations with cost containment results. This paper provides a case study example where Lean Thinking is not only used to improve efficiency and cost containment, but also as an approach to effective organizational change.

  3. CRM, LEARNING AND ORGANIZATIONAL CONTROL

    Directory of Open Access Journals (Sweden)

    Christophe Benavent

    2006-11-01

    Full Text Available In this article are explored in a theoretical way the determinants of performance of Customer Relationship Management information systems that are established gradually in most of large companies. The approach adopted in this study focuses attention upon two central assumptions: the effect of the systems of CRM is mediated first by an increasing capability of organizational learning, and secondly through better organisational control devices.

  4. ORGANIZATIONAL ASSESSMENT: EFFECTIVENESS VS. EFFICIENCY

    Directory of Open Access Journals (Sweden)

    Ilona Bartuševičienė

    2013-06-01

    Full Text Available Purpose – Organizational assessment has always been the key element of the discussion among scientists as well as business people. While managers are striving for better performance results, scientists are reaching for best ways to evaluate the organization. One of the most common ways to assess the performance of the entity is to measure the effectiveness or the efficiency of the organization. Those two concepts might look synonymous, yet as the findings revealed they have a distinct meaning. The purpose of this article is to reveal those differences and explore organizational assessment within effectiveness and efficiency plane. Design/methodology/approach – Scientific literature analysis, comparative and summarization methods will be used during the research to better understand the challenges of the issue. Findings – Effectiveness and efficiency are exclusive performance measures, which entities can use to assess their performance. Efficiency is oriented towards successful input transformation into outputs, where effectiveness measures how outputs interact with the economic and social environment. Research limitations/implications –In some cases effectiveness concept is being used to reflect overall performance of the organization, since it is a broader concept compared to the efficiency. It gets challenging to explore the efficiency factor if it is included under effectiveness assessment. Practical implications – The assessment of the organizational performance helps companies to improve their reports, assures smoother competition in the global market and creates a sustainable competitive advantage. Originality/Value – The paper revealed that organization can be assessed either within effectiveness or efficiency perspective. Organization striving for excellent performance should be effective and efficient, yet as the findings revealed, inefficient, yet effective organization can still survive yet at a high cost. Keywords

  5. Organizational change strategies within healthcare.

    Science.gov (United States)

    Steinke, Claudia; Dastmalchian, Ali; Blyton, Paul; Hasselback, Paul

    2013-01-01

    This study explores ways in which healthcare organizations can improve their organizational fitness for change using Beer and Nohria's framework of Theory E (concentrating on the economic value of change) and Theory O (concentrating on the organization's long-term capabilities for change). Data were collected from senior leaders/medical directors from health regions in Alberta. The results show that even though there is a tendency for reliance on Theory E change strategies, the respondents demonstrated other preferred approaches to change.

  6. Factors Influencing Acceptance Of Contraceptive Methods

    Directory of Open Access Journals (Sweden)

    Anita Gupta

    1997-04-01

    Full Text Available Research Problem: What are the factors influencing acceptance of contraceptive methods.Objective: To study the determinants influencing contra­ceptive acceptance.Study design: Population based cross - sectional study.Setting: Rural area of East DelhiParticipants: Married women in the reproductive age group.Sample:Stratified sampling technique was used to draw the sample.Sample Size: 328 married women of reproductive age group.Study Variables: Socio-economic status, Type of contraceptive, Family size, Male child.Outcome Variables: Acceptance of contraceptivesStatistical Analysis: By proportions.Result: Prevalence of use of contraception at the time of data collection was 40.5%. Tubectomy and vasectomy were most commonly used methods. (59.4%, n - 133. Educational status of the women positively influenced the contraceptive acceptance but income did not. Desire for more children was single most important deterrent for accepting contraception.Recommendations:(i             Traditional method of contraception should be given more attention.(ii            Couplesshould be brought in the contraceptive use net at the early stage of marriage.

  7. 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.

  8. Building an ethical organizational culture.

    Science.gov (United States)

    Nelson, William A; Taylor, Emily; Walsh, Thom

    2014-01-01

    The success of a health care institution-as defined by delivering high-quality, high-value care, positive patient outcomes, and financial solvency-is inextricably tied to the culture within that organization. The ability to achieve and sustain alignment between its mission, values, and everyday practices defines a positive organizational culture. An institution that has a diminished organizational culture, reflected in the failure to consistently align management and clinical decisions and practices with its mission and values, will struggle. The presence of misalignment or of ethics gaps affects the quality of care being delivered, the morale of the staff, and the organization's image in the community. Transforming an organizational culture will provide a foundation for success and a framework for daily ethics-grounded operations in any organization. However, building an ethics-grounded organization is a challenging process requiring strong organization leadership and planning. Using a case study, the authors provide a multiyear, continuous step-by-step strategy consisting of identifying ethics culture gaps, establishing an ethics taskforce, clarifying and prioritizing the problems, developing strategy for change, implementing the strategy, and evaluating outcomes. This process will assist organizations in aligning its actions with its mission and values, to find success on all fronts.

  9. Organizational Careers: A forward theory

    Directory of Open Access Journals (Sweden)

    Barney G. Glaser, Ph.D., Hon. Ph.D.

    2010-12-01

    Full Text Available In general, organizations obtain work from people by offering them some kind of career within their structures. The operation of organizations, therefore, depends on people’s assuming a career orientation toward them. To generate this orientation, organizations distribute rewards, working conditions, and prestige to their members according to career level; thus these benefits are properties of the organizational career. To advance in this career is to receive more or better of all or some of these benefits. Generally speaking, therefore, people work to advance their organizational careers. But also, generally speaking, people do not like to talk about their careers or to be asked about them in everyday conversations with many or unknown people. In this sense, a person’s own organizational career is a sensitive or “taboo topic.” Discussions with others about one’s career occur only under the most private, discreet conditions. As a result, while people may talk abstractly and generally about careers, these discussions are typically based on a combination of the little they know of their own career and much speculation. They often have very little particular or general knowledge based on actual careers. These observations apply also to a large sector or the sociological community, as indicated by a brief perusal of the table of contents of sociological monographs and readers on organizations. The topic of careers is seldom discussed and almost never concertedly focused upon.

  10. Linking individual and organizational wellness.

    Science.gov (United States)

    Canosa, J F; Lewandowski, L M

    1993-09-01

    In addition to intervening when workers have substance abuse or stress problems, many hospital employee assistance programs (EAPs) now include a wellness component that emphasizes prevention and organizational wholeness. The EAP at St. Joseph's Hospital & Medical Center, Paterson, NJ, has taken a number of steps to improve its responsiveness to employees' needs and promote constructive organizational changes. To meet increasing requests for mental health services, St. Joseph's EAP implemented a short-term (up to 12 sessions) counseling program that focuses on problem-solving techniques. The EAP has also used feedback from clients to address organizational issues. For example, a survey that revealed differences between managers' and employees' perceptions of managers' leadership skills has led St. Joseph's to consider development of further workshops to train managers on how to be more effective leaders. And in response to complaints from nurses about a lack of communication with physicians, St. Joseph's invested $8,000 to implement nursing support groups and seminars to enhance nurse-physician collaboration. Additional EAP activities include consulting services for other corporations and help for employees in overcoming financial barriers to access to healthcare and social services. As budgets tighten, effective marketing of EAPs will be essential to their continued growth. In particular, EAP administrators must learn how to document the strategic and financial benefits of their programs.

  11. Work environments and organizational effectiveness: A call for integration

    Energy Technology Data Exchange (ETDEWEB)

    Heerwagen, J.H.; Heubach, J.G.; Brown, B.W.; Sanchez, J.A.; Montgomery, J.C.; Weimer, W.C.

    1994-07-01

    In response to a request from the Pacific Northwest Laboratory`s Analytical Chemistry Upgrades Program, a team was formed to (1) review work environment and productivity research, (2) report the research in a manner usable to organizational decision-makers, (3) identify Hanford Site facilities examples of the work environment principles and research, and (4) publish the review results in a referred journal. This report summarizes the work environment-organizational effectiveness research reviewed, provides the foundation for a publishable article, and outlines the integration of work environment research and organizational effectiveness in continuing improvement programs and strategic planning. The research cited in this review shows that the physical work environment offers a valuable tool that, used wisely, can contribute significantly to the performance of an organization, its bottom-line economics, and the well-being of all of its employees. This finding leads to one central recommendation: to derive the maximum benefit to the corporation, managers and designers must integrate organizational goals and programs with work environment design. While much of the research cited focuses on office environments, the results and design principles and practices are relevant to a full range of settings: laboratories, schools, hospitals, and factories. The major findings of the research reviewed are summarized below in four areas: (1) performance, (2) well-being, (3) image, and (4) turnover and recruitment.

  12. Challenging financial Institutions in the region on organizational culture change

    Directory of Open Access Journals (Sweden)

    Dritan Abazi

    2013-02-01

    Full Text Available The father of modern management, Peter Drucker, concluded that “We are in one of those great historical periods that occur every 200 ore 300 years when people don’t understand the world anymore, and the past is not sufficient to explain the future”. We think that organizational culture is equal to quality management. At the same time, we think that quality management is determinant in the organizational performance. If management understands the preferred corporate culture of its organization, it can take steps to create or maintain that culture. Importantly, the people-management policies and procedures should be adjusted to align with and support the desired culture. Eventually, the competition for capital in the banking sectors will increase. This will push banks to look for ways to improve ROE or share price, depending on the markets. In other markets, this has led banks to get into risk areas that are not well understood by many, leading to losses. Our research also highlights an important potential competitive advantage for banks in the region. Increasing creativity should lead to new business opportunities. Creating a culture of creativity in banks in the region would be a challenging. Changing organizational culture is a challenging process and should not be influenced only by external environmental factors or the decision-making of the management, strengthening the organizational culture should be a process that must involve the entire organization by taking into account the preferred culture that is affected by local cultures and environmental changes.

  13. The Acceptance of Mobile Government from a Citizen‘s Perspective

    DEFF Research Database (Denmark)

    Ohme, Jakob

    Mobile Government (in short: M-Government) is just at the beginning of its rise as a future trend of E-Government. Considering the technical advancements such as mobile Internet, smart phones and tablet-PCs, M-Government tremendously develops a new potential for organizational communication...... processes. There are many examples of failures of early E-Government-projects due to a lack of consideration of users’ requirements. Against this background, the paper tries to contribute to organizational communication processes by addressing the driving factors influencing the acceptance of Mobile......-Government is significantly influenced by both, factors citizens see as a benefit but also by factors of perceived risks...

  14. Private business firms, human rights, and global governance issues: An organizational implementation perspective

    OpenAIRE

    Schneider, Anselm Jakob; Scherer, Andreas

    2012-01-01

    We analyse the increasing engagement of business in the creation and application of self-regulatory standards in the area of human rights in the light of an emerging framework of transnational human rights initiatives. The voluntariness of most of these approaches leads to problems that are characteristic of organizational self-regulation initiatives. Our analysis will show that these issues cannot be resolved simply by designing organizational structures. Rather, we argue that organizations ...

  15. A theory of organizational readiness for change

    Directory of Open Access Journals (Sweden)

    Weiner Bryan J

    2009-10-01

    Full Text Available Abstract Background Change management experts have emphasized the importance of establishing organizational readiness for change and recommended various strategies for creating it. Although the advice seems reasonable, the scientific basis for it is limited. Unlike individual readiness for change, organizational readiness for change has not been subject to extensive theoretical development or empirical study. In this article, I conceptually define organizational readiness for change and develop a theory of its determinants and outcomes. I focus on the organizational level of analysis because many promising approaches to improving healthcare delivery entail collective behavior change in the form of systems redesign--that is, multiple, simultaneous changes in staffing, work flow, decision making, communication, and reward systems. Discussion Organizational readiness for change is a multi-level, multi-faceted construct. As an organization-level construct, readiness for change refers to organizational members' shared resolve to implement a change (change commitment and shared belief in their collective capability to do so (change efficacy. Organizational readiness for change varies as a function of how much organizational members value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior. The result is more effective implementation. Summary The theory described in this article treats organizational readiness as a shared psychological state in which organizational members feel committed to implementing an organizational change and confident in their collective abilities to do so. This way of thinking about organizational readiness is best suited for

  16. The Importance of Processes and Contexts in Organizational Psychology.

    Science.gov (United States)

    1980-09-01

    Business University of Wisconsin-Madison Madison, WI 53706 // Technical mep~tNuber 1-3 Se4 ඘ presented at Symposium on Industrial /Organizational... organizacions as social realities is likely to exert its impact in several areas of study in the 1980s. The most likely examples are the continued use of... industries with the same or similar products, markets, and technologies. Certainly, the early 1980s are likely to see important advances in

  17. 23 CFR 750.708 - Acceptance of state zoning.

    Science.gov (United States)

    2010-04-01

    ... 23 Highways 1 2010-04-01 2010-04-01 false Acceptance of state zoning. 750.708 Section 750.708... BEAUTIFICATION Outdoor Advertising Control § 750.708 Acceptance of state zoning. (a) 23 U.S.C. 131(d) provide...) further provides, “The States shall have full authority under their own zoning laws to zone areas...

  18. Scientific Productivity and Idea Acceptance in Nobel Laureates

    Science.gov (United States)

    Charyton, Christine; DeDios, Samantha Lynn; Nygren, Thomas Eugene

    2015-01-01

    We investigated how new ideas become accepted for Nobel laureates in science. Archival data were collected for 204 Nobel laureates from 1980 to 2009 in physics, chemistry, and medicine or physiology. Acceptance was evaluated for Nobel laureates by Prize area and three key publications in the Nobel laureates' publishing careers: (a) first…

  19. ORGANIZATIONAL CITIZENSHIP BEHAVIOR, PREDICTOR OF JOB PERFORMANCE

    Directory of Open Access Journals (Sweden)

    Blanca Giorgiana GRAMA

    2014-11-01

    Full Text Available This article outlines the Romanian and foreign studies carried on concerning the subject of Organizational Citizenship Behavior (OCB. The help given to a colleague when necessary he/she needs it, giving up to a better job offer made by competing firms, continous training, all of these define the organizational citizenship behavior and support a proper organizational functioning. Nowadays the concept of „organizational citizenship behavior ” known also as „devoted soldier syndrome” is an unfamiliar term for many managers. As far as managers are concerned they consider that organizational citizenship behavior is almost impossible to be applied in Romanian organizations. This article prezents a detailed study about Organizational Citizenship Behavior expressed by employee in health and how much of this behavior may be predicted by the age and gender of the employees from medical organizations.

  20. Organizational Aspects of Business Model Innovation

    DEFF Research Database (Denmark)

    Sund, Kristian J.; Villarroel, Juan Andrei; Bogers, Marcel

    2014-01-01

    shed new light on the existence of four key organizational issues: (1) organizational conflicts for scarce resources, (2) cognitive limitations in terms of a persistent dominant logic, (3) design of organizational structure, and (4) the sourcing and development of new capabilities.......Organizations are often challenged to find new ways of creating and capturing value to compete with new entrants and disruptive technologies. Several studies have addressed some of the organizational barriers that incumbents face when developing new business models, but our understanding...... of the organizational (re)design aspects inherent to business model innovation is still very incomplete. In this study, we investigate the organizational (re)design challenges for incumbent organizations in mature industries when they need to reinvent their business model in reaction to disruptive changes...

  1. Provisional acceptance of installations and online data submission of PV and Hybrid kits in remote areas of Latin-America under the EC's EURO-SOLAR Programme

    Energy Technology Data Exchange (ETDEWEB)

    Cendagorta, M.; Rodriguez, J.; Lopez-Manzanares, L.; Linares, A. [Instituto Tecnologico y de Energias Renovables, S.A. (ITER), Granadilla de Abona (Spain)

    2010-07-01

    The EURO-SOLAR Programme is providing 600 isolated and rural communities in the 8 lesser developed countries in Latin America, with an electricity production facility based on both PV or Hybrid (PV and Wind) RE technologies. These installations are meant to provide this energy for community uses, rather than home and private usage, with these uses (computing, telecommunications, lighting, water purification, etc.) aimed to increase the degree of development within the communities. Two different companies were awarded the installation of these systems, after an international tender procedure, where ITER played a technical advisor role for the EC's DG EuropeAid. In the present phase of the project, where the systems are being installed, ITER has designed a provisional acceptance procedure (PA), in which both remote and in-situ verifications are carried out. This procedure has been developed in conjunction with a web application in order to ensure both transparency and traceability either of all actions and all actors involved in the process (Companies, ITER, Technical Assistance, EC, Communities). This application is also meant to act as a central repository where all the technical and administrative information of each one of the 600 systems could be found. This paper describes in detail this procedure, how it has been designed and what are the outcomes of all the processes aimed to guarantee the technical quality and the sustainability of the systems. (orig.)

  2. Acceptance of tinnitus: validation of the tinnitus acceptance questionnaire.

    Science.gov (United States)

    Weise, Cornelia; Kleinstäuber, Maria; Hesser, Hugo; Westin, Vendela Zetterqvist; Andersson, Gerhard

    2013-01-01

    The concept of acceptance has recently received growing attention within tinnitus research due to the fact that tinnitus acceptance is one of the major targets of psychotherapeutic treatments. Accordingly, acceptance-based treatments will most likely be increasingly offered to tinnitus patients and assessments of acceptance-related behaviours will thus be needed. The current study investigated the factorial structure of the Tinnitus Acceptance Questionnaire (TAQ) and the role of tinnitus acceptance as mediating link between sound perception (i.e. subjective loudness of tinnitus) and tinnitus distress. In total, 424 patients with chronic tinnitus completed the TAQ and validated measures of tinnitus distress, anxiety, and depression online. Confirmatory factor analysis provided support to a good fit of the data to the hypothesised bifactor model (root-mean-square-error of approximation = .065; Comparative Fit Index = .974; Tucker-Lewis Index = .958; standardised root mean square residual = .032). In addition, mediation analysis, using a non-parametric joint coefficient approach, revealed that tinnitus-specific acceptance partially mediated the relation between subjective tinnitus loudness and tinnitus distress (path ab = 5.96; 95% CI: 4.49, 7.69). In a multiple mediator model, tinnitus acceptance had a significantly stronger indirect effect than anxiety. The results confirm the factorial structure of the TAQ and suggest the importance of a general acceptance factor that contributes important unique variance beyond that of the first-order factors activity engagement and tinnitus suppression. Tinnitus acceptance as measured with the TAQ is proposed to be a key construct in tinnitus research and should be further implemented into treatment concepts to reduce tinnitus distress.

  3. DiscopFlow: A new Tool for Discovering Organizational Structures and Interaction Protocols in WorkFlow

    CERN Document Server

    Abdelkafi, Mahdi; Gargouri, Faiez

    2012-01-01

    This work deals with Workflow Mining (WM) a very active and promising research area. First, in this paper we give a critical and comparative study of three representative WM systems of this area: the ProM, InWolve and WorkflowMiner systems. The comparison is made according to quality criteria that we have defined such as the capacity to filter and convert a Workflow log, the capacity to discover workflow perspectives and the capacity to support Multi-Analysis of processes. The major drawback of these systems is the non possibility to deal with organizational perspective discovering issue. We mean by organizational perspective, the organizational structures (federation, coalition, market or hierarchy) and interaction protocols (contract net, auction or vote). This paper defends the idea that organizational dimension in Multi-Agent System is an appropriate approach to support the discovering of this organizational perspective. Second, the paper proposes a Workflow log meta-model which extends the classical one ...

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

    Directory of Open Access Journals (Sweden)

    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.

  5. Effects of organizational justice on organizational citizenship behaviors: mediating effects of institutional trust and affective commitment.

    Science.gov (United States)

    Guh, Wei-Yuan; Lin, Shang-Ping; Fan, Chwei-Jen; Yang, Chin-Fang

    2013-06-01

    This study investigated the mediating role of institutional trust and affective commitment on the relationship between organizational justice and organizational citizenship behaviors. The study participants were 315 faculty members at 67 public/private universities of technology and vocational colleges in Taiwan. Structural equation modeling was used to analyze the relationships between the variables and assess the goodness of fit of the overall model. Organizational justice was positively related to institutional trust and there was an indirect effect of organizational justice on affective commitment through institutional trust. In addition, the relation between institutional trust and affective commitment was positive and affective commitment was shown to have a positive relation to organizational citizenship behaviors. Institutional trust was found to indirectly affect organizational citizenship behaviors through affective commitment. Most importantly, this study suggested a mediating effect of institutional trust and affective commitment on the relation between organizational justice and organizational citizenship behaviors. Implications, limitations, and future research were also discussed.

  6. 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.

  7. Nevada National Security Site Waste Acceptance Criteria

    Energy Technology Data Exchange (ETDEWEB)

    NSTec Environmental Management

    2010-09-03

    This document establishes the U.S. Department of Energy, National Nuclear Security Administration Nevada Site Office (NNSA/NSO) Nevada National Security Site Waste Acceptance Criteria (NNSSWAC). The NNSSWAC provides the requirements, terms, and conditions under which the Nevada National Security Site (NNSS) will accept low-level radioactive waste and mixed low-level waste for disposal. The NNSSWAC includes requirements for the generator waste certification program, characterization, traceability, waste form, packaging, and transfer. The criteria apply to radioactive waste received at the NNSS Area 3 and Area 5 Radioactive Waste Management Complex for disposal. The NNSA/NSO and support contractors are available to assist you in understanding or interpreting this document. For assistance, please call the NNSA/NSO Waste Management Project at (702) 295-7063 or fax to (702) 295-1153.

  8. Nevada National Security Site Waste Acceptance Criteria

    Energy Technology Data Exchange (ETDEWEB)

    NSTec Environmental Management

    2011-01-01

    This document establishes the U.S. Department of Energy, National Nuclear Security Administration Nevada Site Office (NNSA/NSO) Nevada National Security Site Waste Acceptance Criteria (NNSSWAC). The NNSSWAC provides the requirements, terms, and conditions under which the Nevada National Security Site (NNSS) will accept low-level radioactive waste and mixed low-level waste for disposal. The NNSSWAC includes requirements for the generator waste certification program, characterization, traceability, waste form, packaging, and transfer. The criteria apply to radioactive waste received at the NNSS Area 3 and Area 5 Radioactive Waste Management Complex for disposal. The NNSA/NSO and support contractors are available to assist you in understanding or interpreting this document. For assistance, please call the NNSA/NSO Waste Management Project at (702) 295-7063 or fax to (702) 295-1153.

  9. Attention Mosaics: Studies of Organizational Attention

    OpenAIRE

    Carvalho de Mesquita Ferreira, Luciana

    2010-01-01

    textabstractOrganizational studies emphasizing the role of attention in organizational behavior depart from the idea that organizations, like individuals, have limited capacity to attend to environmental stimuli. The bounded capacity of the organizations to respond to stimuli is conditioned by the limited cognitions of individuals and by the limited capability of organizations to distribute, coordinate and integrate those cognitions. The cross-level nature of organizational attention, its dua...

  10. 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.

  11. [Hospital organizational analysis based on the Mintzberg model: the case of Sheikh Zayed Hospital, Rabat].

    Science.gov (United States)

    Makhloufi, Imane; Saadi, Janad; El Hiki, Lahcen; El Hassani, Amine

    2012-01-01

    The new system of hospital governance requires health institutions to develop new managerial, financial and social skills beyond their public service duties. As part of this new approach, the organizational modernization of hospitals involves introducing good management practices. However, managing the transition requires taking into account the specificities of existing organizational systems. Organizational systems are generally difficult to model and involve diverse and sometimes competing interests, concerns, habits, languages, cultures, tools and representations. This explains the high failure rate observed in hospital development projects at an organizational level. A number of organizational theories from a range of disciplines (sociology, biology, history, etc.) have examined the question of organization in hospitals. The many theories developed in this area are not incompatible. Rather, they form a set of useful tools for the analysis of organizational management. The purpose of this study was to conduct an organizational analysis of Sheikh Zayed Hospital (Rabat) based on the Mintzberg model as a prerequisite for the development and implementation of a restructuring plan.

  12. 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...

  13. 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...

  14. Managing the Organizational Culture: A Technological Issue

    Directory of Open Access Journals (Sweden)

    Takhir U. Bazarov

    2011-01-01

    Full Text Available Organizational culture presents an interest for research and practice of social psychology. This article is intended to discuss the problem of managing the organizational structure on two levels that contain most topical problems: general methodological level and technological level. Organizational culture is a system with its distinct features that consists of units and sub-systems with their specific features. An organizational-culture system comprises several levels: leader's personality level (as well as the personality level in general, level of executive team (as well as of a small group in general, level of organization in general (level of a large group.

  15. Organizational learning in the hotel sector

    Directory of Open Access Journals (Sweden)

    Alinne Nobre Pinto

    2014-05-01

    Full Text Available This article aims to present a review of the literature on organizational learning and reflection of the same in the service sector, specifically the hospitality. This study proposes a conceptual model of organizational learning as a competitive advantage based on four dimensions: (1 organizational culture, (2 knowledge, (3 change and innovation and (4 development (continuous improvement. The methodology used in the study was a literature review on the topic. The results show that the organizational learning is the acquisition of a new competence for organizations.

  16. The Deep Structure of Organizational Online Networking

    DEFF Research Database (Denmark)

    Trier, Matthias; Richter, Alexander

    2015-01-01

    of organizational online networking. We address this gap by adopting a theoretical framework of the deep structure of organizational online networking with a focus on their emerging meaning for the employees. We apply and assess the framework in a qualitative case study of a large-scale implementation...... interaction structures. We finally discuss how the deep structure framework can contribute to future research on organizational networks.......While research on organizational online networking recently increased significantly, most studies adopt quantitative research designs with a focus on the consequences of social network configurations. Very limited attention is paid to comprehensive theoretical conceptions of the complex phenomenon...

  17. Organizational determinants in the procurement and transplantation pathway: a review

    Directory of Open Access Journals (Sweden)

    Triassi M

    2014-12-01

    Full Text Available Maria Triassi,1 Elena Giancotti,2 Antonio Nardone,1 Giulia Mancini,3 Fabiana Rubba1 1Public, Preventive and Social Medicine School, University Federico II of Naples, Naples, Italy; 2Procurement and Transplantation Coordination, Naples, Italy; 3Sociology Unit, G D'annunzio University, Chieti-Pescara, Italy Introduction: The growing disparity between organ availability for transplantation and the number of patients in need has challenged the donation and transplantation community to develop innovative processes, ideas, and techniques to bridge this gap. Advances in the sharing of best practices in the donation community have contributed greatly to this aim over the past 5 years. Studies published during the past five years (2010–2014 were analyzed to gain insight on the evolving organizational areas and tools that the procurement and transplantation pathways have been focused on. The hypothesis assessed is that networking and efficacious handling of this complex path may be ameliorated by an adaptive organizational toolbox. Methods: A thorough search has been conducted using various databases, ie, Cochrane library, PubMed, EMBASE, Federico II University Open Archive. The evidence was considered following the Effective Practice and Organization of Care Group checklist. Prevalent organizational attitudes and areas were assessed, and various scenarios were analyzed. Initially, all titles and abstracts were screened. In the next phase, the full text of all abstracts considered potentially relevant by at least one of the reviewers was evaluated. Inconsistencies in decision-making within this second phase were solved based on consensus between both reviewers. In this phase, for every study we defined whether the organization was considered relevant and what the scenario was. The information was extracted from each study based on bibliographic details (author, journal, year of publication, and language. As many as 1,071 studies were analyzed, and 81

  18. Cone penetrometer acceptance test report

    Energy Technology Data Exchange (ETDEWEB)

    Boechler, G.N.

    1996-09-19

    This Acceptance Test Report (ATR) documents the results of acceptance test procedure WHC-SD-WM-ATR-151. Included in this report is a summary of the tests, the results and issues, the signature and sign- off ATP pages, and a summarized table of the specification vs. ATP section that satisfied the specification.

  19. Consumer Acceptance of Novel Foods

    NARCIS (Netherlands)

    Fischer, A.R.H.; Reinders, M.J.

    2016-01-01

    The success of novel foods depends to a considerable extent on whether consumers accept those innovations. This chapter provides an overview of current knowledge relevant to consumer acceptance of innovations in food. A broad range of theories and approaches to assess consumer response to innovation

  20. Acceptance conditions in automated negotiation

    NARCIS (Netherlands)

    Baarslag, T.; Hindriks, K.V.; Jonker, C.M.

    2011-01-01

    In every negotiation with a deadline, one of the negotiating parties has to accept an offer to avoid a break off. A break off is usually an undesirable outcome for both parties, therefore it is important that a negotiator employs a proficient mechanism to decide under which conditions to accept. Whe

  1. The Role of Organizational Learning in Transformational Leadership and Organizational Innovation

    Science.gov (United States)

    Hsiao, Hsi-Chi; Chang, Jen-Chia

    2011-01-01

    Leadership is an important factor affecting organizational innovation. Many studies show that transformational leadership has positive and significant influence on organizational innovation. Based on a literature review and previous work, this study aims to investigate the influence of transformational leadership on organizational innovation and…

  2. Organizational turnover as endogenous precursor of industry dynamics and organizational dissolution

    NARCIS (Netherlands)

    Cattani, Gino; Pennings, Johannes M.; Wezel, Filippo Carlo

    2002-01-01

    This paper studies the effect of organizational turnover on firm survival within the Dutch accounting service industry during the period 1880-1986. We address three issues: (1) estimating the effect of organizational turnover on organizational dissolution; (2) showing the significance of propinquity

  3. The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

    OpenAIRE

    2012-01-01

    A leadership-driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional) on employee engagement, mediated by three intangible organizational factors: (1) talent management practices, (2) organizational culture, and (3) perceived organizational support (POS). Results of this research show that leadership behaviors (transformational and interaction b...

  4. Understanding the Influence of Organizational Culture and Group Dynamics on Organizational Change and Learning

    Science.gov (United States)

    Lucas, Colleen; Kline, Theresa

    2008-01-01

    Purpose: The purpose of this study is to investigate the relationship between organizational culture, group dynamics, and organizational learning in the context of organizational change. Design/methodology/approach: A case study was used to examine cultural and group level factors that potentially influence groups' learning in the context of…

  5. Affective Organizational Commitment and Citizenship Behavior: Linear and Non-linear Moderating Effects of Organizational Tenure

    Science.gov (United States)

    Ng, Thomas W. H.; Feldman, Daniel C.

    2011-01-01

    Utilizing a meta-analytical approach for testing moderating effects, the current study investigated organizational tenure as a moderator in the relation between affective organizational commitment and organizational citizenship behavior (OCB). We observed that, across 40 studies (N = 11,416 respondents), the effect size for the relation between…

  6. Wat komt eerst: Organisatieklimaat of organisatieprestatie? [Which comes first: Organizational climate or organizational performance?

    NARCIS (Netherlands)

    Voorde, F.C. van de; Veldhoven, M.J.P.M. van

    2007-01-01

    This paper presents a two-wave cross-lagged study (average interval of two years) on time precedence in the relationship between organizational climate and organizational performance in 171 branches of a financial services organization. On the basis of organizational climate theory it was hypothesiz

  7. An investigation of relation between organizational justice and professional commitment of staff: A case study of public organization in Kermanshah

    Directory of Open Access Journals (Sweden)

    Mostafa Emami

    2013-05-01

    Full Text Available This paper presents an empirical study to investigate the relationship between organizational justice and professional commitment in Kermanshah official organizations. The study uses 20 questions to measure professional commitment from a questionnaire originally developed by Spell et al. (2007 [Spell, C. S., & Arnold, T. J. (2007. A multi-level analysis of organizational justice climate, structure, and employee mental health. Journal of Management, 33(5, 724-751.]. In addition, the study adopts 12 questions from another questionnaire developed by Vallas (1999 [Vallas, S. P. (1999. Rethinking post‐Fordism: The meaning of workplace flexibility. Sociological theory, 17(1, 68-101.] to measure organizational justice. Cronbach alpha for organizational justice questionnaire and professional commitment are 0.81 and 0.89, respectively, which are well above the minimum acceptable level. Based on the results of this survey, there is a positive and meaningful relationship between organizational justice and professional commitment. The implementation of the linear regression analysis also reveals that there is a positive and meaningful relationship between inter-organizational justice and professional commitment. The study performs Freedman test to rank three components of organizational justice and the results indicate that interactional justice maintains the highest level of importance while distributive justice comes last in terms of priority.

  8. IOOC Organizational Network (ION) Project

    Science.gov (United States)

    Dean, H.

    2013-12-01

    In order to meet the growing need for ocean information, research communities at the national and international levels have responded most recently by developing organizational frameworks that can help to integrate information across systems of existing networks and standardize methods of data gathering, management, and processing that facilitate integration. To address recommendations and identified challenges related to the need for a better understanding of ocean observing networks, members of the U.S. Interagency Ocean Observation Committee (IOOC) supported pursuing a project that came to be titled the IOOC Organizational Network (ION). The ION tool employs network mapping approaches which mirror approaches developed in academic literature aimed at understanding political networks. Researchers gathered data on the list of global ocean observing organizations included in the Framework for Ocean Observing (FOO), developed in 2012 by the international Task Team for an Integrated Framework for Sustained Ocean Observing. At the international scale, researchers reviewed organizational research plans and documents, websites, and formal international agreement documents. At the U.S. national scale, researchers analyzed legislation, formal inter-agency agreements, work plans, charters, and policy documents. Researchers based analysis of relationships among global organizations and national federal organizations on four broad relationship categories: Communications, Data, Infrastructure, and Human Resources. In addition to the four broad relationship categories, researchers also gathered data on relationship instrument types, strength of relationships, and (at the global level) ocean observing variables. Using network visualization software, researchers then developed a series of dynamic webpages. Researchers used the tool to address questions identified by the ocean observing community, including identifying gaps in global relationships and the types of tools used to

  9. Employees' organizational identification and affective organizational commitment: an integrative approach.

    Directory of Open Access Journals (Sweden)

    Florence Stinglhamber

    Full Text Available Although several studies have empirically supported the distinction between organizational identification (OI and affective commitment (AC, there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover.

  10. Organizational Learning in Rare Events

    DEFF Research Database (Denmark)

    Vaarst Andersen, Kristina; Beukel, Karin; Tyler, Beverly B.

    When organizations encounter rare events they often find it challenging to extract learning from the experience. We analyze opportunities for organizational learning in one such rare event, namely Intellectual Property (IP) litigation, i.e., when organizations take disputes regarding...... their intellectual property to court. We propose, that organizations can learn to litigate, although it is a rare event, by applying mechanisms in a current litigation case that have been successful in previous litigation cases. However, we also posit, that the usefulness of these learning mechanisms for a current...

  11. Organizational Categories as Viewing Categories

    DEFF Research Database (Denmark)

    Mik-Meyer, Nanna

    This paper explores how two Danish rehabilitation organizations textual guidelines for assessment of clients' personality traits influence the actual evaluation of clients. The analysis will show how staff members produce institutional identities corresponding to organizational categories, which...... I elucidate how the two rehabilitation organizations local history, legislation, structural features of the present labour market and of social work result in a number of contradictions which make it difficult to deliver client-centred care. This exact goal is according to the staff one of the most...

  12. From Idea to Organizational Practice

    DEFF Research Database (Denmark)

    Meyer, Renate E.; Jancsary, Dennis; Höllerer, Markus A.;

    How do visualization and visual forms of communication influence the process of transforming a novel idea into established organizational practice? In this paper, we build theory with regard to the role of visuals in manifesting and giving form to an innovative idea as it proceeds through various...... representations diffuse more rapidly and further than the practices themselves. Consolidating the relationship between abstract ideas and specific practice, such visual or multi-modal representations facilitate the implementation of novel ideas, reinforce particular translations, and imbue associated...

  13. Dependent Narcissism, Organizational Learning, and Human Resource Development

    Science.gov (United States)

    Godkin, Lynn; Allcorn, Seth

    2009-01-01

    Narcissistic leadership can benefit organizational performance. Aberrant narcissism can destroy the psychosocial health of groups, limiting performance. This article examines Dependent Organizational Disorder, a common form of narcissism, which infects leadership, thwarts performance, and interrupts organizational learning. Dependent…

  14. Organizational justice and health: Contextual determinants and psychobiological consequences

    NARCIS (Netherlands)

    Herr, R.M.

    2015-01-01

    The research presented in this thesis entitled "Organizational Justice and Health: Contextual Determinants and Psychobiological Consequences" aimed to investigate associations between organizational justice and employee health and biological functioning. Organizational justice is an occupational str

  15. Human factors evaluation of teletherapy: Training and organizational analysis. Volume 4

    Energy Technology Data Exchange (ETDEWEB)

    Henriksen, K.; Kaye, R.D.; Jones, R. [Hughes Training, Inc., Falls Church, VA (United States); Morisseau, D.S.; Serig, D.I. [Nuclear Regulatory Commission, Washington, DC (United States). Div. of Systems Technology

    1995-07-01

    A series of human factors evaluations were undertaken to better understand the contributing factors to human error in the teletherapy environment. Teletherapy is a multidisciplinary methodology for treating cancerous tissue through selective exposure to an external beam of ionizing radiation. A team of human factors specialists, assisted by a panel of radiation oncologists, medical physicists, and radiation therapists, conducted site visits to radiation oncology departments at community hospitals, university centers, and free-standing clinics. A function and task analysis was initially performed to guide subsequent evaluations in the areas of system-user interfaces, procedures, training and qualifications, and organizational policies and practices. The present work focuses solely on training and qualifications of personnel (e.g., training received before and during employment), and the potential impact of organizational factors on the performance of teletherapy. Organizational factors include such topics as adequacy of staffing, performance evaluations, commonly occurring errors, implementation of quality assurance programs, and organizational climate.

  16. The Effects of Organizational Culture on Mental Health Service Engagement of Transition Age Youth.

    Science.gov (United States)

    Kim, HyunSoo; Tracy, Elizabeth M; Biegel, David E; Min, Meeyoung O; Munson, Michelle R

    2015-10-01

    Nationwide, there is a growing concern in understanding mental health service engagement among transition age youth. The ecological perspective suggests that there are multiple barriers to service engagement which exist on varying levels of the ecosystem. Based on the socio-technical theory and organizational culture theory, this study examined the impact of organization-level characteristics on perceived service engagement and the moderating role of organizational culture on practitioner-level characteristics affecting youth service engagement. A cross-sectional survey research design was used to address the research questions. The data were collected from 279 practitioners from 27 mental health service organizations representing three major metropolitan areas in Ohio. Hierarchical linear modeling was used to address a nested structure. Findings revealed that location of organization, service setting, and organizational culture had significant effects on the continuation of services. In addition, the relationship between service coordination and resource knowledge and service engagement was moderated by organizational culture.

  17. Strategy as practice and Organizational Routines: A Start Point to Innovate

    Directory of Open Access Journals (Sweden)

    Francisco Oliveira Machado

    2014-12-01

    Full Text Available This paper is a theoretical essay. It was developed under intention to do a contraposition between distinct themes: Organizational Routines and Strategy as Practice. As similar founded aspects to both studies areas, we explain: (1 the learning is developed and treated as necessary basis to develop both of strategies as routines; (2 both theoretical branch focus the individual action as source organizational change; and (3 as study object, both theoretical branch also focus inside organizational environment, to groups of people in its practical activities, however it cannot completely disconnect to environmental context that organizational is situated. At the end, the paper concludes that routines and learning are theoretical focus to study Strategy as Practice. In this way, in a juxtaposition of these streams, it can have new possibilities to comprehend the innovative process inside organizations.

  18. Analisis Pengaruh Keterlibatan Kerja dan Kepuasan Kerja terhadap Organizational Citizenship Behavior di PT Prima Graphia Digital

    Directory of Open Access Journals (Sweden)

    Andrew Adi Saputra

    2013-11-01

    Full Text Available PT Prima Graphia Digital is a company engaged in the area of digital printing, locates at Kalibaru Timur Street IV No 5-7, Senen, Central Jakarta, Indonesia, 10460. The purpose of this research is to analyze the effect of job involvement and work satisfaction towards Organizational Citizenship Behavior in PT. Prima Graphia Digital. Research used associative method. Data used were primary and secondary data obtained through observation, interview and questionnaire distribution to 86 staffs of the company as respondents. After obtaining the data, then data were processed using Pearson correlation, simple and multiple regression. Results showed that job involvement has positive effect and is significant towards Organizational Citizenship Behavior. Similarly, work satisfaction does also have a positive effect and is significant towards Organizational Citizenship Behavior. Furthermore, job involvement and work satisfaction simultaneously have a significant effect towards Organizational Citizenship Behavior.

  19. The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

    Directory of Open Access Journals (Sweden)

    Jimmy Sadeli

    2012-12-01

    Full Text Available A leadership-driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.

  20. The effect of organizational socialization on organizational commitment: Mediation role of psychological empowerment

    Directory of Open Access Journals (Sweden)

    Hande Ulukapı Yılmaz

    2016-12-01

    Full Text Available The purpose of this study is to explore the relationship between organizational socialization and organizational commitment and the mediation role of psychological empowerment. For this aim the survey applied to 150 employees operating in the 3rd Organized Industrial Zone in Konya. SPSS 22 was used to analyze the results. According to results, it has been found that the level of organizational socialization of employees has a positive and significant effect on organizational commitment and a partially mediation role of psychological empowerment in this relationship. It was also determined that employees’ psychological empowerment perceptions has a positive and significant effect on organizational commitment.

  1. 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.

  2. The role of Public Service Motivation and Organizational Culture for Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Austen Agata

    2015-12-01

    Full Text Available The aim of the our paper is to discuss the relationships between organizational culture, Public Service Motivation (PSM and organizational commitment (OC. On the basis of literature review we formulated hypotheses presenting potential relationships between mentioned constructs. We propose that there is a mutual influence between PSM and organizational culture and that organizational culture moderates the influence of Public Service Motivation on organizational commitment. Due to the presence of variables on different levels of analysis, we also discuss some issues of multilevel approach.

  3. 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...

  4. 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.

  5. 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

  6. Perceptions of Organizational Justice, Job Satisfaction, and Organizational Commitment in Intercollegiate Athletics: A Study of NCAA Men's Sport Coaches

    Science.gov (United States)

    Thorn, Dustin

    2010-01-01

    The purpose of the present study was to examine the relationship among organizational justice components, overall job satisfaction, and organizational commitment within the intercollegiate athletics setting. Perceptions of three organizational justice components (procedural, distributive, and interactional), overall job satisfaction, and…

  7. INVESTIGATION OF ORGANIZATIONAL CULTURE IN RURAL EDUCATIONAL INSTITUTIONS

    Directory of Open Access Journals (Sweden)

    Ewa Augustyniak

    2007-01-01

    Full Text Available The paper presents results of the investigation of organisational culture in rural schools. The pool was organized in fall 2004 among 1000 teachers working at primary schools in rural areas of south-eastern Poland and yielded 922 (92,2% correct answers. The questionnaire contained 13 items of various focus concerning the strenght of the organizational culture-related issues, however only 4 of them are analysed in this paper. The stastical analysis of the answers reveals high importance of organizational liaisons for the teaching staff that is expressed by the peode of the school achievement, orginality of educational approaches (75% and also by the knowledge of the history and fame of the institution (87%. Suprisingly, only 65% of responses indicated children as the most important in the school. The paper contains also details on gender, age and habitation of rural teachers.

  8. The influence of organizational culture on patient care restructuring.

    Science.gov (United States)

    Grzyb-Wysocki, T; Enriquez, M G

    1996-03-01

    University Medical Center in Tucson, Arizona, embarked on a 3-year patient care restructuring project that altered all the patient care delivery systems throughout the organization. In the patient care services areas, patient care managers faced many new challenges in dealing with changes in professional practice and the introduction of multiskilled workers. The influence of the existing organizational culture on patient care restructuring was identified as an important factor to assess early into the project to ensure successful change. The Cultural Assessment Survey (CAS) was used to evaluate unit culture on the four pilot units (two Adult Health and two Pediatric). The results of the survey, implications for managers, and organizational culture are discussed.

  9. Demystifying and improving organizational culture in health-care.

    Science.gov (United States)

    Pellegrin, Karen L; Currey, Hal S

    2011-01-01

    Organizational culture is defined as the shared values and beliefs that guide behavior within each organization, and it matters because it is related to performance. While culture is generally considered important, it is mysterious and intangible to most leaders. The first step toward understanding organizational culture is to measure it properly. This chapter describes methods for measuring culture in health-care organizations and how these methods were implemented in a large academic medical center. Because of the consistent empirical link between the dimension of communication, other culture dimensions, and employee satisfaction, special attention is focused in this area. Specifically, a case study of successful communication behaviors during a major "change management" initiative at a large academic medical center is described. In summary, the purpose of this chapter is to demystify the concept of culture and demonstrate how to improve it.

  10. A Research on the Relationship between Organizational Commitment and Organizational Cynicism

    Directory of Open Access Journals (Sweden)

    Özlem GÜLLÜOĞLU IŞIK

    2015-08-01

    Full Text Available AbstractIn the process of transformation of an industrial production society into information and consumer society, organizational commitment has become among the most emphasized concepts in recent years. The organizational commitment is a psychological situation determining the relationship of the employee with his company and providing him the determination to continue to work. Its causes and outcomes have become the major research topic in recent years and many studies conducted in several segments such as nursing, police dept. tearchers..etc. One other aspect of the research is “organizational cynicism” defined as one’s negative attitude towards the company for which he/she works. It consists of telling that the organization lacks sincerity and honesty. The sources of organizational cynicism are mainly personality, violation of psychological contract and flaws in leadership behaviors. However, there is a little research on the possible relationship between organizational commitment and organizational cynicism. With the aim of contributing to the process of discussion concerning the topic, the relationship between organizational commitment and organizational cynicism is analyzed by means of this research. Organizational commitment and organizational cynicism scale was implemented to the employees of three and four star hotels carrying on business in Kayseri and results tried to be discussed according to organizational dynamics.

  11. The correlation between justice and organizational citizenship behavior and organizational identity among nurses.

    Science.gov (United States)

    Arbabisarjou, Azizollah; Hajipour, Reza; Sadeghian, Mahdi

    2014-08-15

    "The correlation between justice and organizational citizenship behavior and organizational identity among the nurses", aimed to correlate different aspects of personal feelings and organizational identity in a population of nurses. The population included all nurses working at hospitals affiliated to administry of health, treatment and medical education in Shahre-Kord (Iran) 2009. A sample consisting of 168 nurses was randomly selected out of the population. The study adopted a descriptive-correlative method. The Organizational Justice Questionnaire (1998), the Organizational Citizenship Questionnaire, and Organizational Identity Questionnaire (1982) were used for gathering data. Data was analyzed through multiple regression analysis. The findings revealed that 4 dimensions of organizational citizenship behavior (altruism, civic virtue, conscientiousness, and self-development) are correlated with organizational identity (R² = 0.612); and loyalty and obedience are correlated with distributional justice (R² = 0.71). Also, loyalty, altruism, and obedience are correlated with procedural justice (R² = 0.69) and loyalty and self-development are correlated with distributional justice (R² = 0.89). A correlation was also detected between interactional justice and organizational identity (R² = 0.89). The findings of the study could serve to identify the factors contributing to the creation and recreation of organizational identity, citizenship behavior and justice among nurses, to promote the performance of the organization, and to achieve organizational goals.

  12. Integrating Organizational Specialists into School Districts.

    Science.gov (United States)

    Schmuck, Richard A.; Runkel, Philip J.

    In this paper, the authors describe (1) the role of the organizational specialist in trying to establish and maintain vertical and horizontal lines of communication in organizations; (2) two case studies of organizational development (Kent and Eugene); (3) the values of creativity, work, and sharing that guide the authors; (4) the general systems…

  13. 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…

  14. Nurse-physician communication: an organizational accountability.

    Science.gov (United States)

    Arford, Patricia H

    2005-01-01

    Dysfunctional nurse-physician communication has been linked to medication errors, patient injuries, and patient deaths. The organization is accountable for providing a context that supports effective nurse-physician communication. Organizational strategies to create such a context are synthesized from the structural, human resource, political, and cultural frameworks of organizational behavior.

  15. Abbreviated Case Studies in Organizational Communication

    Science.gov (United States)

    Wanguri, Deloris McGee

    2005-01-01

    The cases contained within organizational communication texts are generally two to three pages, often followed by questions. These case studies are certainly useful. They generally describe events in the present, provide some type of organizational context, include first-hand data, include a record of what people say and think, develop a…

  16. Inter-Organizational Collaborative Capacity (ICC) Assessment

    OpenAIRE

    Hocevar, Susan Page; Jansen, Erik; Thomas, Gail Fann

    2012-01-01

    Effective collaboration across organizational boundaries is important for achieving governance reform. But, given the complexities of both aligning and competing interests, collaboration is often a challenge. The Inter-­‐Organizational Collaborative Capacity (ICC) model was originally developed to help public sector agencies (municipal, state, regional and federa...

  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. 16 CFR 1000.12 - Organizational structure.

    Science.gov (United States)

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Organizational structure. 1000.12 Section 1000.12 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION ORGANIZATION AND FUNCTIONS § 1000.12 Organizational structure. The Consumer Product Safety Commission is composed of...

  19. 42 CFR 491.7 - Organizational structure.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 5 2010-10-01 2010-10-01 false Organizational structure. 491.7 Section 491.7 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES...: Conditions for Certification; and FQHCs Conditions for Coverage § 491.7 Organizational structure. (a)...

  20. 15 CFR 923.46 - Organizational structure.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 3 2010-01-01 2010-01-01 false Organizational structure. 923.46... structure. The State must be organized to implement the management program. The management program must describe the organizational structure that will be used to implement and administer the management...

  1. Design and Innovation: Organizational Culture as Making

    DEFF Research Database (Denmark)

    Christensen, Poul Rind; Junginger, Sabine

    2013-01-01

    Designing, as an activity, is squeezed in a paradoxical agency between reproduction and innovation of meanings in society as well as in the organization. In this conceptual paper the apparent paradox is addressed in perspective of the organizational culture theory and examine the role of design...... in reproducing and innovating dominant organizational cultures....

  2. Crisis Management and Navy Organizational Culture.

    Science.gov (United States)

    1997-09-01

    crisis management. It also presents critical case studies to illustrate how organizational culture can serve as an impediment to constructive crisis...My research concludes that the key to effective crisis management is an organizational culture which institutionalizes the use of ethical and constructive practices.

  3. Matrix Management: An Organizational Alternative for Libraries.

    Science.gov (United States)

    Johnson, Peggy

    1990-01-01

    Describes various organizational structures and models, presents matrix management as an alternative to traditional hierarchical structures, and suggests matrix management as an appropriate organizational alternative for academic libraries. Benefits that are discussed include increased flexibility, a higher level of professional independence, and…

  4. From Tall to Matrix: Redefining Organizational Structures

    Science.gov (United States)

    Johnson McPhail, Christine

    2016-01-01

    This article examines traditional organizational structures of community colleges and how traditional hierarchical structures influence delivery of programs and services. The point is to reveal ways in which community colleges can change organizational structures to more effectively implement key reform and student success efforts through a…

  5. Secure Supply Chains: Design Restrictions & Organizational Boundaries

    NARCIS (Netherlands)

    Ludema, M.W.

    2009-01-01

    An important issue in the design of secure supply chains is the understanding of the relation between supply chains and the organizational responsibility of specific parts of these supply chains. Organizational boundaries change over time by means of vertical and/or horizontal (des)-integration and

  6. Organizational Storytelling among Academic Reference Librarians

    Science.gov (United States)

    Colón-Aguirre, Mónica

    2015-01-01

    This study focuses on the roles of organizational stories among librarians who work at the reference desk. Twenty librarians employed in four academic institutions were interviewed. Most of the organizational stories shared among the participants and their colleagues were rich in tacit knowledge and can be classified according to four main roles:…

  7. Attention Mosaics: Studies of Organizational Attention

    NARCIS (Netherlands)

    L. Carvalho de Mesquita Ferreira (Luciana)

    2010-01-01

    textabstractOrganizational studies emphasizing the role of attention in organizational behavior depart from the idea that organizations, like individuals, have limited capacity to attend to environmental stimuli. The bounded capacity of the organizations to respond to stimuli is conditioned by the l

  8. A Higher-Order Organizational Purpose

    DEFF Research Database (Denmark)

    Edgeman, Rick

    2013-01-01

    Six Sigma Innovation & Design (SSID) strategies and methods are discussed as a means of enabling Sustainable Enterprise Excellence along with Organizational Resilience, Robustness and Resplendence.......Six Sigma Innovation & Design (SSID) strategies and methods are discussed as a means of enabling Sustainable Enterprise Excellence along with Organizational Resilience, Robustness and Resplendence....

  9. Designing Organizational Memories: Concept and Method

    NARCIS (Netherlands)

    Wijnhoven, Fons

    1998-01-01

    Organizational memory, has become a popular theme in management studies, leading to theoretically valuable conceptualizations, which, however, often fail in their practical usability. Recently, organizational memory has also become a topic in the field of information systems. This article tries to b

  10. Facilitators of Organizational Learning in Design

    Science.gov (United States)

    Pham, Ngoc Thuy; Swierczek, Fredric William

    2006-01-01

    Purpose: The purpose of this paper is to determine the influence of organizational factors such as leadership commitment, incentives and interaction on learning outcomes defined as performance improvement and organizational climate. Design/methodology/approach: Different aspects of knowledge acquisition, sharing and utilization were examined,…

  11. Fit - The Key to Organizational Design

    Directory of Open Access Journals (Sweden)

    Lex Donaldson

    2014-12-01

    Full Text Available The design of an organization needs to fit its situation. Designs that fit produce higher organizational performance than designs that do not.  This article uses the concept of fit to show how to align organizational designs to three important situational factors: competitive strategy, organization size, and task uncertainty.

  12. Voluntary Organizations: Commitment, Leadership, and Organizational Effectiveness

    Science.gov (United States)

    Ekeland, Terry P.

    2004-01-01

    Voluntary organizations offer a unique opportunity to interpret participant relationships, leadership influences, and organizational effectiveness unencumbered by employment relationships. Regardless of organizational structure or purpose, all organizations are affected to some degree by their leadership and their membership. Based on the…

  13. Organizational Epistemology, Education and Social Theory

    Science.gov (United States)

    Hartley, David

    2007-01-01

    Organizational learning or epistemology has emerged in order to manage the creation of knowledge and innovation within contemporary capitalism. Its insights are being applied also to the public sector. Much of the research in organizational learning has drawn upon the discipline of psychology, particularly constructivist theory. Two approaches in…

  14. Organizational Capacity Building for Sexual Health Promotion

    Science.gov (United States)

    Colarossi, Lisa G.; Dean, Randa; Balakumar, Kavitha; Stevens, Alexandra

    2017-01-01

    We present an organizational capacity building program that is a systemic approach to training professionals, creating organizational policies and practices, and enhancing the physical environment with materials about sexual and reproductive health. The evaluation of four different organizations showed increases over six months in: staff reports…

  15. Employee Engagement and Organizational Behavior Management

    Science.gov (United States)

    Ludwig, Timothy D.; Frazier, Christopher B.

    2012-01-01

    Engagement is a "buzz" word that has gained popularity in Industrial/Organizational Psychology. Based on a "Positive Psychology" approach, engagement is perceived as a valuable state for employees, because surveys on the construct have found it correlates with some organizational tactics (e.g., human resource policies, procedural justice) and…

  16. Growing Organizational Culture: The Power of Stories

    Science.gov (United States)

    Greenman, Jim

    2008-01-01

    Organizational culture is the personality of the organization: the beliefs, values, and behavioral norms of an organization. People come and go and a strong organizational culture guides their thinking and behavior while they are there. Good centers, like all good organizations, have cultures that shape how its members think, feel, and behave.…

  17. Improving Organizational Learning through Leadership Training

    Science.gov (United States)

    Hasson, Henna; von Thiele Schwarz, Ulrica; Holmstrom, Stefan; Karanika-Murray, Maria; Tafvelin, Susanne

    2016-01-01

    Purpose: This paper aims to evaluate whether training of managers at workplaces can improve organizational learning. Managers play a crucial role in providing opportunities to employees for learning. Although scholars have called for intervention research on the effects of leadership development on organizational learning, no such research is…

  18. A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors.

    Science.gov (United States)

    Huang, Chun-Chen; You, Ching-Sing; Tsai, Ming-Tien

    2012-07-01

    The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.

  19. 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.

  20. 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...

  1. 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.

  2. Model, architecture and system for cross-organizational transaction support in virtual enterprises

    OpenAIRE

    Vonk, Jochem; Derks, Wijnand; Grefen, Paul; Koetsier, Marjanca

    2000-01-01

    In recent years, workflow management systems have become an accepted technology to support automation in process-centric environments. Lately, organizations concentrate more and more on their core business processes while outsourcing supporting processes to other organizations, thereby forming virtual enterprises. To apply workflow management technology in these virtual enterprises, support for cross-organizational processes is necessary. Transaction support, already considered an important i...

  3. ORGANIZATIONAL ASPECT OF SYSTEMATIC RESEARCH AND ANALYSES OF HUMAN RESOURCES (HR) POTENTIAL IN THE NUCLEAR INDUSTRY

    OpenAIRE

    Nikolay I. Ishchenko

    2013-01-01

    The article observes organizational aspects of systematic approach to HR development in the areas of scientific industries, which uses and explores socially dangerous technologies. Specific aspects of the nuclear industry as a large scientific and production area have been observed in the article. Major steps and results of systematic HR research have been formulated. 

  4. Rape Myth Acceptance at the US Air Force Academy: A Preliminary Look

    Science.gov (United States)

    2015-11-01

    Psychology , 21(4), 665-674. Payne, D. A., Lonsway, K.A., & Fitzgerald, L. F. (1999). Rape myth acceptance: Exploration of its structure ...facilitate this criminal behavior, may be entrenched in parts of the organizational structure and culture. One way of analyzing aspects of the organization...role transitions (such as finishing one’s education, purchasing a home, getting married, or beginning a career; Nelson, 2007). The structure of the

  5. Does organizational culture mediate the relationship between transformational leadership and organizational commitment

    Directory of Open Access Journals (Sweden)

    Nor Hazana Abdullah

    2015-02-01

    Full Text Available To date, the relationships among organizational culture, transformational leadership and organizational commitment have been empirically investigated. However, majority of these studies have been focusing on direct effects of either transformational leadership or organizational culture on organizational commitment in large organizations. This approach might not only hinder our understanding on real predictors of organizational commitment but also obscure the presence of spurious relationships. Therefore, this study aims to determine the mediating effect of organizational culture on the relationship between transformational leadership and organizational commitment among small business employees. An explanatory research design was used with cross-sectional survey as data collection technique. Once the composite reliability, construct, and convergent and discriminant validity of the measurement constructs were established, a Partial Least Square Structural Equation Modeling (PLS-SEM was run to analyze the structural model and the mediating effect of organizational culture. The results showed that organizational culture mediates the effect of transformational leadership on organizational commitment among small business. This study cautions the generalization of findings obtained from large organizations to be extended to small organizations.

  6. Employees' Responses to an Organizational Merger: Intraindividual Change in Organizational Identification, Attachment, and Turnover.

    Science.gov (United States)

    Sung, Wookje; Woehler, Meredith L; Fagan, Jesse M; Grosser, Travis J; Floyd, Theresa M; Labianca, Giuseppe Joe

    2017-03-09

    The authors used pre-post merger data from 599 employees experiencing a major corporate merger to compare 3 conceptual models based on the logic of social identity theory (SIT) and exchange theory to explain employees' merger responses. At issue is how perceived change in employees' own jobs and roles (i.e., personal valence) and perceived change in their organization's status and merger appropriateness (i.e., organizational valence) affect their changing organizational identification, attachment attitudes, and voluntary turnover. The first model suggests that organizational identification and organizational attachment develop independently and have distinct antecedents. The second model posits that organizational identification mediates the relationships between change in organizational and personal valence and change in attachment and turnover. The third model posits that change in personal valence moderates the relationship between changes in organizational valence and in organizational identification and attachment. Using latent difference score (LDS) modeling in an SEM framework and survival analysis, the results suggest an emergent fourth model that integrates the first and second models: Although change in organizational identification during the merger mediates the relationship between change in personal status and organizational valence and change in attachment, there is a direct and unmediated relationship between change in personal valence and attachment. This integrated model has implications for M&A theory and practice. (PsycINFO Database Record

  7. ORGANIZATIONAL DEVELOPMENT OPTIONS TOWARDS SUSTAINABILITY

    Directory of Open Access Journals (Sweden)

    Patricia Ingrid, Keller

    2012-01-01

    Full Text Available The implementation of business strategies that build value throughout the supply chain of goods and services and simultaneously contribute to sustainability is one of the most difficult to address in practice. So for the present study we researched the possible strategies, identifying those options to successfully integrate the dimensions of sustainability into organizational development from a systems perspective and its possibilities and limitations. The characteristic activities of the five possible choices - risk management, image building and reputation, productivity and efficiency, innovation and market development - can be implemented in pure form, in combination or sequentially. In this way you can build competitive advantages in the context of sustainability, which allows the company to achieve greater chance of success, not only in the short term but also medium and long term.

  8. Organizational ethics: a literature review.

    Science.gov (United States)

    Suhonen, Riitta; Stolt, Minna; Virtanen, Heli; Leino-Kilpi, Helena

    2011-05-01

    The aim of the study was to report the results of a systematically conducted literature review of empirical studies about healthcare organizations' ethics and management or leadership issues. Electronic databases MEDLINE and CINAHL yielded 909 citations. After a two stage application of the inclusion and exclusion criteria 56 full-text articles were included in the review. No large research programs were identified. Most of the studies were in acute hospital settings from the 1990s onwards. The studies focused on ethical challenges, dilemmas in practice, employee moral distress and ethical climates or environments. Study samples typically consisted of healthcare practitioners, operational, executive and strategic managers. Data collection was mainly by questionnaires or interviews and most of the studies were descriptive, correlational and cross-sectional. There is need to develop conceptual clarity and a theoretical framework around the subject of organizational ethics and the breadth of the contexts and scope of the research needs to be increased.

  9. ORGANIZATIONAL CULTURE AND CORPORATE ENTREPRENEURSHIP

    Directory of Open Access Journals (Sweden)

    SVETISLAV PAUNOVIC

    2014-10-01

    Full Text Available Keeping and increasing competitive advantages in a relatively longer period of time has become very difficult and challenging for businesses. In order to survive in a very turbulent business environment, large organizations are under the pressure of constant changes while struggling to overcome what has been done in the near past. The business strategies that are based on passive adaptation to changes increasingly give way to the innovation-based proactive strategies, which means the implementation of different forms of corporate entrepreneurship. Corporate entrepreneurship has become necessary precondition for sustainable business development. One of the key elements of corporate entrepreneurship model relates to the creation of an adequate organizational culture that includes referent values of entrepreneurial culture as well as motivational factors that support effective implementation of these values in the corporate environment and foster entrepreneurship to grow and flourish.

  10. Five types of organizational strategy

    DEFF Research Database (Denmark)

    Steensen, Elmer Fly

    2014-01-01

    Models in the strategy field defining the strategy concept emphasize schools of thought or strategy perspectives, but not how to define the idiosyncratic composition of an organization’s strategy content. Based on a literature review in which meanings have been attached to the concept, this paper...... presents a new model including five types of organizational strategy. The model emphasizes that key influencers may make heterogeneous contributions to an organization’s strategy and also that significant effects may result from interaction between types of strategy.......Models in the strategy field defining the strategy concept emphasize schools of thought or strategy perspectives, but not how to define the idiosyncratic composition of an organization’s strategy content. Based on a literature review in which meanings have been attached to the concept, this paper...

  11. A cross-cultural study of organizational factors on safety: Japanese vs. Taiwanese oil refinery plants.

    Science.gov (United States)

    Hsu, Shang Hwa; Lee, Chun-Chia; Wu, Muh-Cherng; Takano, Kenichi

    2008-01-01

    This study attempts to identify idiosyncrasies of organizational factors on safety and their influence mechanisms in Taiwan and Japan. Data were collected from employees of Taiwanese and Japanese oil refinery plants. Results show that organizational factors on safety differ in the two countries. Organizational characteristics in Taiwanese plants are highlighted as: higher level of management commitment to safety, harmonious interpersonal relationship, more emphasis on safety activities, higher devotion to supervision, and higher safety self-efficacy, as well as high quality of safety performance. Organizational characteristics in Japanese plants are highlighted as: higher level of employee empowerment and attitude towards continuous improvement, more emphasis on systematic safety management approach, efficient reporting system and teamwork, and high quality of safety performance. The casual relationships between organizational factors and workers' safety performance were investigated using structural equation modeling (SEM). Results indicate that the influence mechanisms of organizational factors in Taiwan and Japan are different. These findings provide insights into areas of safety improvement in emerging countries and developed countries respectively.

  12. Organizational flexibility as a challenge of contemporary management. Determinants and methods of measurement

    Directory of Open Access Journals (Sweden)

    Piotr Buła

    2011-12-01

    Full Text Available Purpose: This paper has been aimed at defining contemporary management flexibility determinants and the methods of its measurement. Problem investigated: This paper presents an analysis of organizational flexibility determinants related to the contemporary concepts and challenges within the area of management. The discussion includes two types of measurement of organizational flexibility based on declarative tests and quantitative criteria. The described methods are subject to evaluation. The paper also presents authors' own proposal for determinants classification, organizational flexibility assessment and an exemplary application. Methodology: The paper has been based on the results of research on organizational flexibility conducted by the Department of Business Studies Aalborg University (Denmark and Wrocław University of Economics (Poland. Conclusion: Organizational flexibility constitutes one of the major challenges of contemporary management. This issue has already been extensively discussed, however, despite numerous publications and relevant research projects many issues still need to be resolved. One of them is organizational flexibility measurement. In the first place, it needs a description of flexibility determinants relevant to a certain organization. There are no objective methods that would allow a description of the set of determinants since they are dependent on organization's special features and individually set objectives. In addition, it should be noted that those factors are subject to change, in line with the development of theory and concepts of management. The very flexibility measurement requires simultaneous application of various methods of factor analysis and polling stakeholder opinions.

  13. Indicators for Determining Collaborative Security Level in Organizational Environments

    Directory of Open Access Journals (Sweden)

    Cătălin SBORA

    2014-01-01

    Full Text Available This paper presents the concept of security management through collaboration highlighting the limitations for conventional security management systems and the challenges in maintaining an acceptable level of security in organizational environments. There are presented four different aspects regarding information security, aspects that involve malware threats, perimeter protection, exploiting vulnerabilities and detection of vulnerabilities. Analyzing a set of experiments regarding malware protection the paper concludes the need to improve existing protection systems by standardization and collaboration. A set of indicators for measuring the level of security by considering each of four aspects, is presented and analyzed, highlighting the benefits obtained by using collaboration in the process of managing information security. A qualitative indicator is built based on the four aspects of security presented in the paper.

  14. The Emerging Roles Of HR Professionals In Driving Organizational Change

    Directory of Open Access Journals (Sweden)

    Md. Mamin Ullah

    2012-06-01

    Full Text Available To remain competitive in this global business world, organizations often find it necessary to undertake major changes that affect their processes and people. Therefore, change management is seen as a permanent business function to improve efficiency and keep organizations adaptable to the competitive marketplace. Many organizations strategically use change to improve organizational effectiveness. But bringing about successful change in today’s competitive environment requires thoughtful planning, effectivecommunication and employee acceptance. The roles of HR Professionals are also changing due to dramatic rate of change in today’s organizations. The role of the HR Professionals must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate, an administrative expert, a changementor and so on.

  15. Metatheories and Organizational Theory: A Pragmatic Response to Metatheoretical Uncertainty

    Directory of Open Access Journals (Sweden)

    Stratos E. Ramoglou

    2010-07-01

    Full Text Available Metatheoretical dilemmas about the nature of the social world often animate organizational theorists who purport to dissolve pertinent controversies along truth-laden lines of philosophical argumentation. The present paper acknowledges the inescapable uncertainty at this level of discourse to nonetheless resist taking the usual step according to which metatheoretical discourse should be abandoned as unhelpful, if not misleading, metaphysics. However, it also parts from traditional modes of metatheoretical defense to instead try to identify whether metatheoretical frameworks, beyond considerations of any possible cognitive merit in deciphering the nature of the world, may be of any use in making a desirable difference in the world. In developing a pragmatist defense of realist metatheories, we may explicitly value metatheoretical discourse from a novel standpoint and further delineate subtle conceptual relations between metatheory, theory, phenomenological acceptance, action and epistemic ethics.

  16. An analysis of budgetary goals impacting organizational performance

    Directory of Open Access Journals (Sweden)

    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.

  17. AORTA: Adding Organizational Reasoning to Agents

    DEFF Research Database (Denmark)

    Jensen, Andreas Schmidt; Dignum, Virginia

    2014-01-01

    the expected behavior of the agents. Agents need to be able to reason about the regulations, so that they can act within the expected boundaries and work towards the objectives of the organization. This extended abstract introduces AORTA, a component that can be integrated into agents’ reasoning mechanism......, allowing them to reason about (and act upon) regulations specified by an organizational model using simple reasoning rules. The added value is that the organizational model is independent of that of the agents, and that the approach is not tied to a specific organizational model....

  18. Mentoring and coaching on an organizational level

    Directory of Open Access Journals (Sweden)

    Ph. D. Professor Paul Marinescu

    2010-05-01

    Full Text Available This paper is aimed at suggesting a few of the advantages of mentoring and coachibng that could be equally beneficial to employees, managers and organizations. Organizational performance can be increased if people understand the sence of their development in connection to the development competencies that are so necessary to organizational performance. The nuances of coaching and mentoring activities emphasize two professions that, if well dosed, can provide satisfactions to both the individual (employee and the organization. Along with other methods and techniques, coaching and mentoring allow for synchronize actions to be taken in order to achieve organizational development.

  19. The Relationship between Teamwork and Organizational Trust

    Directory of Open Access Journals (Sweden)

    Musab Işık

    2015-04-01

    Full Text Available The aim of this study is to investigate the relationship between teamwork and organizational trust. In the implementation section the data from the survey of 250 workers is employed in call centers in Erzurum by using relevant statistical methods. Consequently, it is found that there is a positive and significant relationship between teamwork and organizational trust. Thus, the hypothesis of the study is supported as it was expected. Besides, it is found that there are positive and significant relationships between communication, openness to innovation, participation-trust in teamwork and organizational trust, trust in management, trust in co-workers, and trust in workplace.

  20. Wind power: basic challenge concerning social acceptance

    NARCIS (Netherlands)

    Wolsink, M.; Meyers, R.A.

    2012-01-01

    This reference article gives an overview of social acceptance (acceptance by all relevant actors in society) of all relevant aspects of implementation and diffusion of wind power. In social acceptance three dimensions of acceptance are distinguished (socio-political -; community -; market acceptance

  1. Stochastic phonological grammars and acceptability

    CERN Document Server

    Coleman, J; Coleman, John; Pierrehumbert, Janet

    1997-01-01

    In foundational works of generative phonology it is claimed that subjects can reliably discriminate between possible but non-occurring words and words that could not be English. In this paper we examine the use of a probabilistic phonological parser for words to model experimentally-obtained judgements of the acceptability of a set of nonsense words. We compared various methods of scoring the goodness of the parse as a predictor of acceptability. We found that the probability of the worst part is not the best score of acceptability, indicating that classical generative phonology and Optimality Theory miss an important fact, as these approaches do not recognise a mechanism by which the frequency of well-formed parts may ameliorate the unacceptability of low-frequency parts. We argue that probabilistic generative grammars are demonstrably a more psychologically realistic model of phonological competence than standard generative phonology or Optimality Theory.

  2. Organizational memory: from expectations memory to procedural memory

    NARCIS (Netherlands)

    Ebbers, J.J.; Wijnberg, N.M.

    2009-01-01

    Organizational memory is not just the stock of knowledge about how to do things, but also of expectations of organizational members vis-à-vis each other and the organization as a whole. The central argument of this paper is that this second type of organizational memory -organizational expectations

  3. 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.

  4. DOES PERCEIVED ORGANIZATIONAL SUPPORT MEDIATE THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL COMMITMENT?

    Directory of Open Access Journals (Sweden)

    Aizzat Mohd. Nasurdin

    2008-01-01

    Full Text Available This study examines a model involving Human Resource Management (HRM practices, perceived organizational support, and organizational commitment. It was hypothesized that HRM practices (performance appraisal, training and career development will be positively related to organizational commitment, and that perceived organizational support would serve as a mediator in the relationship between HRM practices and commitment. The statistical results on data gathered from a sample of 214 employees within the Malaysian manufacturing sector demonstrated that career development and performance appraisal have direct, positive and significant relationships with organizational commitment. In addition, perceived organizational support was found to partially mediate the relationships between two of the three HRM practices (career development and performance appraisal and commitment. Theoretical and managerial implications are suggested.

  5. Consumer acceptance of functional foods

    DEFF Research Database (Denmark)

    Frewer, Lynn J.; Scholderer, Joachim; Lambert, Nigel

    2003-01-01

    In the past, it has been assumed that consumers would accept novel foods if there is a concrete and tangible consumer benefit associated with them, which implies that those functional foods would quickly be accepted. However, there is evidence that individuals are likely to differ in the extent...... and concerns associated with processing technologies, emerging scientific innovations and their own health status may enable the development of information strategies that are relevant to wider groups of individuals in the population, and deliver real health benefits to people suffering from illnesses relating...

  6. Efficiency of patients with carcinoma and acceptance of the disease

    Directory of Open Access Journals (Sweden)

    Marzena Kamińska

    2014-04-01

    Full Text Available Introduction: Human functioning is based on physical, psychological, social and spiritual areas. The emergence of cancer and all types of problems affect these areas. Adapting to cancer is very important for the process of therapy, and acceptance of the disease is its determinant. Aim of the research study : To determine the relationship between oncological patients physical fitness and their acceptance of the disease. Material and methods: The following research techniques and tools have been used: a questionnaire survey, the Repta operation scale for assessing the functionality of patients in the course of the disease, a modified Pain Assessment Worksheet for evaluating the intensity of pain and its impact on daily activities and the AIS scale to assess the degree of acceptance of the disease. Results: Most of the respondents were fully efficient in the field of the activities of daily living. The vast majority of respondents did not feel pain, or felt pain that could be taken lightly. Pain that made daily functioning difficult, particularly in mobility and locomotion, concerned only persons over 60 years old. In the study group there was dominantly an average degree of acceptance of the disease; a small group was marked by a high level, and only a few people showed a lack of acceptance of the disease. Independent people and people in need of assistance accepted the illness at a medium level, and vulnerable patients showed the lowest level of acceptance. Conclusions : The efficiency of patients with cancer affects the level of acceptance of the disease. Cancer for the majority of respondents is not an obstacle in performing basic activities. Most respondents accept the disease, a small part selects a high level, and only a few people show a lack of acceptance of the disease.

  7. Acceptance Priority Ranking & Annual Capacity Report

    Energy Technology Data Exchange (ETDEWEB)

    None

    2004-07-31

    The Nuclear Waste Policy Act of 1982, as amended (the Act), assigns the Federal Government the responsibility for the disposal of spent nuclear fuel and high-level waste. Section 302(a) of the Act authorizes the Secretary to enter into contracts with the owners and generators of commercial spent nuclear fuel and/or high-level waste. The Standard Contract for Disposal of Spent Nuclear Fuel and/or High-Level Radioactive Waste (Standard Contract) established the contractual mechanism for the Department's acceptance and disposal of spent nuclear fuel and high-level waste. It includes the requirements and operational responsibilities of the parties to the Standard Contract in the areas of administrative matters, fees, terms of payment, waste acceptance criteria, and waste acceptance procedures. The Standard Contract provides for the acquisition of title to the spent nuclear fuel and/or high-level waste by the Department, its transportation to Federal facilities, and its subsequent disposal.

  8. 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.

  9. The study of knowledge management capability and organizational effectiveness in Taiwanese public utility: the mediator role of organizational commitment.

    Science.gov (United States)

    Chiu, Chia-Nan; Chen, Huei-Huang

    2016-01-01

    Many studies on the significance of knowledge management (KM) in the business world have been performed in recent years. Public sector KM is a research area of growing importance. Findings show that few authors specialize in the field and there are several obstacles to developing a cohesive body of literature. In order to examine their effect of the knowledge management capability [which consists of knowledge infrastructure capability (KIC) and knowledge process capability (KPC)] and organizational effectiveness (OE), this study conducted structural equation modeling to test the hypotheses with 302 questionnaires of Taipei Water Department staffs in Taiwan. In exploring the model developed in this study, the findings show that there exists a significant relationship between KPC and OE, while KIC and OE are insignificant. These results are different from earlier findings in the literature. Furthermore, this research proposed organizational commitment (OC) as the mediator role. The findings suggest that only OC has significant mediating effects between KPC and OE, whereas this is not the case for KIC and OE. It is noteworthy that the above findings inspired managers, in addition to construct the knowledge infrastructure more than focus on social media tools on the Internet, which engage knowledge workers in "peer-to-peer" knowledge sharing across organizational and company boundaries. The results are likely to help organizations (particularly public utilities) sharpen their knowledge management strategies. Academic and practical implications were drawn based on the findings.

  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. Methodology of organizational learning in risk management : A method of organizational risk perception by the stakeholders

    OpenAIRE

    Van Wassenhove, Wim; Wybo, Jean-Luc

    2003-01-01

    International audience; This article presents the development of a risk perception and identification method and a risk analysis method for organizational risks applied to the management of sanitary alerts by the General Directorate for Food (DGAl) and the Departmental Veterinary Services (DDSV) within the framework of organizational learning in risk management. For this, organizational risks in the system of sanitary control are defined. Then, the formalism of the experience reflection metho...

  12. Organizational turnover as endogenous precursor of industry dynamics and organizational dissolution

    OpenAIRE

    Cattani, Gino; Pennings, Johannes M.; Wezel, Filippo Carlo

    2002-01-01

    This paper studies the effect of organizational turnover on firm survival within the Dutch accounting service industry during the period 1880-1986. We address three issues: (1) estimating the effect of organizational turnover on organizational dissolution; (2) showing the significance of propinquity in isolating that effect; (3) exposing population dynamics through different levels of analysis. The results of our analysis confirm that turnover is an important endogenous force shaping the evol...

  13. Knowledge, attitudes towards and acceptability of genetic modification in Germany.

    Science.gov (United States)

    Christoph, Inken B; Bruhn, Maike; Roosen, Jutta

    2008-07-01

    Genetic modification remains a controversial issue. The aim of this study is to analyse the attitudes towards genetic modification, the knowledge about it and its acceptability in different application areas among German consumers. Results are based on a survey from spring 2005. An exploratory factor analysis is conducted to identify the attitudes towards genetic modification. The identified factors are used in a cluster analysis that identified a cluster of supporters, of opponents and a group of indifferent consumers. Respondents' knowledge of genetics and biotechnology differs among the found clusters without revealing a clear relationship between knowledge and support of genetic modification. The acceptability of genetic modification varies by application area and cluster, and genetically modified non-food products are more widely accepted than food products. The perception of personal health risks has high explanatory power for attitudes and acceptability.

  14. Enhancing social acceptance in marine governance in Europe

    NARCIS (Netherlands)

    Soma, K.; Haggett, Claire

    2015-01-01

    In this article we address social acceptance in marine governance. Public support and opposition are critical to any future developments of marine areas, and are often neglected aspects. Whilst one of the main new developments in European marine areas is the increase in sites for offshore wind, soci

  15. An Analysis of the Relationship between Organizational Communication and Organizational Cynicism According to Teachers' Perceptions in Turkey

    Science.gov (United States)

    Ayik, Ahmet

    2015-01-01

    In this study, the relations between organizational communication and organizational cynicism have been analyzed. The sample of the study consists of 274 teachers working in state secondary schools in Palandöken County of Erzurum, in 2013-2014 academic year. "Organizational Cynicism Scale" and "Organizational Communication…

  16. Applying the Weisbord model as a diagnostic framework for organizational analysis

    Directory of Open Access Journals (Sweden)

    Kontić Ljiljana

    2012-06-01

    Full Text Available This study investigates the effectiveness of the Weisbord's Six Box Model as a diagnostic framework for assessing the factors affecting organizational development. The research area consisted of an international bank which operates in Serbia. In order to identify strengths and weaknesses in the bank, Weisbord's diagnostic questionnaire has been used. Respondents were 137 middle managers in the selected bank. The research results revealed that the bank has strengths in the areas of leadership, relations, purpose and helpful mechanisms. The weaker aspects were organizational structure and rewards. The options for improving structure, as well as rewards system, are suggested. The findings add to the existing literature on organizational diagnosis in cross-cultural contexts.

  17. Exploring Participatory Methodologies in Organizational Discourse Analysis

    DEFF Research Database (Denmark)

    Plotnikof, Mie

    2014-01-01

    Recent debates in the field of organizational discourse analysis stress contrasts in approaches as single-level vs. multi-level, critical vs. participatory, discursive vs. material methods. They raise methodological issues of combining such to embrace multimodality in order to enable new...... in collaborative governance processes in Denmark. The paper contributes to refining methodologies of organizational discourse analysis by elaborating method-mixing that embraces multimodal organizational discourses. Furthermore it discusses practical implications of the struggling subjectification processes......-and practices by dealing with challenges of methodological overview, responsive creativity and identity-struggle. The potentials hereof are demonstrated and discussed with cases of two both critical and co-creative practices, namely ‘organizational modelling’ and ‘fixed/unfixed positioning’ from fieldwork...

  18. Organizational aspects of physician joint ventures.

    Science.gov (United States)

    Rublee, D A; Rosenfield, R H

    1987-03-01

    This article describes organizational forms of physician joint ventures. Four models are described that typify physician involvement in health care joint ventures: limited partnership syndication, venture capital company, provider network, and alternative delivery system. Important practical issues are discussed.

  19. Individualism/collectivism and organizational citizenship behavior.

    Science.gov (United States)

    Dávila de León, María Celeste; Finkelstein, Marcia A

    2011-08-01

    Organizational citizenship behaviors (OCB) are workplace activities that exceed an employee's formal job requirements and contribute to the effective functioning of the organization. We explored the roles of the dispositional traits of individualism and collectivism in the prediction of OCB. The relationship was examined in the context of other constructs known to influence OCB, specifically, motives and identity as an organizational citizen. A total of 367 employees in 24 organizations completed surveys measuring individualism/collectivism, OCB motives, strength of organizational citizen role identity, and amount of OCB. The results showed collectivism to be a significant predictor of Organizational Concern and Prosocial Values motives, role identity, and OCB. Individualism predicted Impression Management motives and was a significant negative predictor of a role identity as one who helps others. The findings are discussed with regard to previous research in OCB.

  20. IMPROVEMENT OF ORGANIZATIONAL FREIGHT TRANSPORTATION STRUCTURE

    Directory of Open Access Journals (Sweden)

    T. V. Teslenko

    2011-01-01

    Full Text Available The organizational structure of management of railway freight transportations based on product principle is offered that allows functioning of private operator companies and realizing of transportations on competition basis.

  1. Job Cognition and Justice Influencing Organizational Attachment

    Directory of Open Access Journals (Sweden)

    Sangeeta Sahu

    2014-02-01

    Full Text Available Organizational attachment echoes the psychological bond between employee and employer relations, differing from affective component of commitment in terms of employees’ psychological and behavioral involvement. This study examines the extent to which employee perception about procedural, distributive justice and job cognition contributes toward organizational attachment in India. The effect of justice and job cognition variables relates differently to previous studies from western part of the globe. First, in past studies, procedural justice predicted commitment, whereas, for Indian employees, distributive justice contributed to organizational attachment. Second, the contribution of extrinsic job cognition in organizational attachment was evident in the model developed using Structural Equation Modeling (SEM; AMOS. Organizations must take cognizance of the outcomes exhibited by the behavior of managers while following the laid down policies and processes. Cognition of fairness at workplace and attachment can play key role in limiting retention. Practical implications and future research directions are discussed.

  2. 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.

  3. COMMUNICATIONAL APPROACH IN THE ORGANIZATIONAL CHANGE

    Directory of Open Access Journals (Sweden)

    Vasile Dragos Constantin

    2009-05-01

    Full Text Available The need for information and communication increases when organizations experience organizational changes. The paper examines the need of communication in terms of the professor Tichy`s theory of the technical, political and cultural systems of organizati

  4. Organizational Change Perspectives on Software Process Improvement

    DEFF Research Database (Denmark)

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

    Many software organizations have engaged in Software Process Improvement (SPI) and experienced the challenges related to managing such complex organizational change efforts. As a result, there is an increasing body of research investigating change management in SPI. To provide an overview of what...... we know and don't know about SPI as organizational change, this paper addresses the following question: What are the dominant perspectives on SPI as organizational change in the literature and how is this knowledge presented and published? All journals on the AIS ranking list were screened...... audience (practitioner versus academic), geographical origin (Scandinavia, the Americas, Europe, or the Asia-Pacific), and publication level (high versus low ranked journal). The review demonstrates that the literature on SPI as organizational change is firmly grounded in both theory and practice...

  5. Teaching Organizational Behavior Through Discussion Groups

    Science.gov (United States)

    Fineman, Stephen; Hamblin, Anthony C.

    1978-01-01

    An educational experiment in teaching organizational behavior to undergraduates in England is reported, with focus on the value and limitations of a systematic form of discussion-group learning based upon a framework outlined by Fawcett Hill. (LBH)

  6. Toward a Situated Stance in Organizational Institutionalism

    DEFF Research Database (Denmark)

    Boxenbaum, Eva

    2014-01-01

    Organizational Institutionalism is gradually embracing a more situated, actor-centered stance that is prompting empirical inquiry into how embedded actors respond to institutional complexity. French Pragmatist Sociology can contribute to this endeavor because it provides a situated, relational, a...

  7. Verifying Interlevel Relations within Organizational Models

    NARCIS (Netherlands)

    Jonker, C.M.; Sharpanskykh, A.; Treur, J.; Yolum, P.

    2006-01-01

    In this paper the formal theoretical basis used for transformation of a non-executable external behavioral specification for an organizational model into an executable format, required for enabling verification techniques, is explained in detail.

  8. Acceptance and Commitment Therapy: Introduction

    Science.gov (United States)

    Twohig, Michael P.

    2012-01-01

    This is the introductory article to a special series in Cognitive and Behavioral Practice on Acceptance and Commitment Therapy (ACT). Instead of each article herein reviewing the basics of ACT, this article contains that review. This article provides a description of where ACT fits within the larger category of cognitive behavior therapy (CBT):…

  9. AAL- technology acceptance through experience

    NARCIS (Netherlands)

    Huldtgren, A.; Ascencio San Pedro, G.; Pohlmeyer, A.E.; Romero Herrera, N.A.

    2014-01-01

    Despite substantial research and development of Ambient Assisted Living (AAL) technologies, their acceptance remains low. This is partially caused by a lack of accounting for users' needs and values, and the social contexts these systems are to be embedded in. Participatory design has some potential

  10. Euthanasia Acceptance: An Attitudinal Inquiry.

    Science.gov (United States)

    Klopfer, Fredrick J.; Price, William F.

    The study presented was conducted to examine potential relationships between attitudes regarding the dying process, including acceptance of euthanasia, and other attitudinal or demographic attributes. The data of the survey was comprised of responses given by 331 respondents to a door-to-door interview. Results are discussed in terms of preferred…

  11. 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

  12. Fit Between Organization Design and Organizational Routines

    Directory of Open Access Journals (Sweden)

    Constance E. Helfat

    2014-07-01

    Full Text Available Despite decades of research on both organization design and organizational routines, little research has analyzed the relationship between them. Here we propose a normative theory in which the effectiveness of organization design and redesign depends on the characteristics of routines. The analysis shows which types of organization designs may be useful as well as which design changes may or may not succeed depending on (a the specificity of routines and (b the dynamic versus static purposes of organizational routines.

  13. Management system, organizational climate and performance relationships

    Science.gov (United States)

    Davis, B. D.

    1979-01-01

    Seven aerospace firms were investigated to determine if a relationship existed among management systems, organizational climate, and organization performance. Positive relationships were found between each of these variables, but a statistically significant relationship existed only between the management system and organizational climate. The direction and amount of communication and the degree of decentralized decision-making, elements of the management system, also had a statistically significant realtionship with organization performance.

  14. Organizational Learning as a testbed for BPR

    DEFF Research Database (Denmark)

    Larsen, Michael Holm; Leinsdorff, Torben

    1998-01-01

    The fact that a company´s learning ability may prevent strategic drift and the fact that many companies are undertaking BPR projects lead us to inquire into whether all BPR activities promote organizational learning......The fact that a company´s learning ability may prevent strategic drift and the fact that many companies are undertaking BPR projects lead us to inquire into whether all BPR activities promote organizational learning...

  15. Network analysis using organizational risk analyzer

    Institute of Scientific and Technical Information of China (English)

    2008-01-01

    The tool system of the organizational risk analyzer (ORA) to study the network of East Turkistan terrorists is selected. The model of the relationships among its personnel, knowledge, resources and task entities is represented by the meta-matrix in ORA, with which to analyze the risks and vulnerabilities of organizational structure quantitatively, and obtain the last vulnerabilities and risks of the organization. Case study in this system shows that it should be a shortcut to destroy effectively the network...

  16. Organizational Learning: Some Basic Questions and Answers

    Directory of Open Access Journals (Sweden)

    Miran Mihelčič

    2014-05-01

    Full Text Available The term “organizational learning” raises a broad range of questions, specifically with regard to its contents. Following the thoughts of eminent philosophers, such as Aristotle and Confucius, the contribution of scientists in any research field to the corpus of human knowledge should also be based on the proper governing of the use of language. Therefore it is, first, of serious importance to be aware that organizational learning is just one dimension or element of the learning organization and not vice versa; second, a good comprehension of basic categories related to the organizational side of (formal social units’ functioning is an imperative part of organizational learning process. In writing this paper, the author started from his experiences acquired in his role as a lecturer on the subject “Theory of Organization”, in which the goal of lecturing was explained to students as gaining knowledge about cooperation and competition of people in the entities of rational production of goods. To generalize the presented questions and answers regarding the use of term “organization” in the field of management, certain similarities and comparisons were sought and found in other fields of science and, more generally, in life itself. After more detailed explanations of other relevant categories for the organizational learning process, the process itself is defined by its goals and steps where the overlapping of the learning process with the organizational change process and the process of increasing organizational capital is shown. Finally, it is also emphasized that the idea of improving internal relationships – as the substance of organization – between employees in a formal social unit through organizational learning could and should be exploited in external relationships between formal social units.

  17. A Neglected Role for Organizational Design

    DEFF Research Database (Denmark)

    Stea, Diego; Foss, Kirsten; Foss, Nicolai Juul

    2015-01-01

    that management may renege on delegated decision rights has negative motivational consequences that are costly in knowledge-intensive organizations. As a consequence, making delegation credible is essential for sustaining the advantages that flow from delegation. Organizational design can play a key role...... in making delegation credible, supporting the value creation caused by delegated discretion. Our theoretical argument sheds new light on relationships among organizational design, credible delegation, and firm-level value creation....

  18. 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

  19. Leading and managing organizational change initiatives

    OpenAIRE

    Peus, Claudia; Frey, Dieter; Gerkhardt, Marit; Fischer, Peter; Traut-Mattausch, Eva

    2009-01-01

    Although indispensable for long-term economic growth, organizational changes are usually met with resistance. This article draws on psychological theories and empirical evidence to highlight why and under what conditions changes lead to resistance and what likely consequences of resistance are. Furthermore, the article discusses the variables that have been identified as success factors for organizational change initiatives. These include individual difference variables and objective characte...

  20. Mentoring and coaching on an organizational level

    OpenAIRE

    2011-01-01

    This paper is aimed at suggesting a few of the advantages of mentoring and coachibng that could be equally beneficial to employees, managers and organizations. Organizational performance can be increased if people understand the sence of their development in connection to the development competencies that are so necessary to organizational performance. The nuances of coaching and mentoring activities emphasize two professions that, if well dosed, can provide satisfactions to both the indivi...

  1. The Relationship between Teamwork and Organizational Trust

    OpenAIRE

    Musab Işık; Kürşad Timuroğlu; Yussuf Aliyev

    2015-01-01

    The aim of this study is to investigate the relationship between teamwork and organizational trust. In the implementation section the data from the survey of 250 workers is employed in call centers in Erzurum by using relevant statistical methods. Consequently, it is found that there is a positive and significant relationship between teamwork and organizational trust. Thus, the hypothesis of the study is supported as it was expected. Besides, it is found that there are positive and significan...

  2. Modeling Decentralized Organizational Change in Honeybee Societies

    OpenAIRE

    Hoogendoorn, Mark; Schut, Martijn; Treur, Jan

    2006-01-01

    Multi-agent organizations in dynamic environments, need to have the ability to adapt to environmental changes to ensure a continuation of proper functioning. Such adaptations can be made through a centralized decision process or come from the individuals within the organization. In the domain of social insects, such as honeybees and wasps, organizations are known to adapt in a decentralized fashion to environmental changes. An organizational model for decentralized organizational change is pr...

  3. 温州市农村空巢老人日常生活能力及社区卫生服务意愿的调查%INVESTIGATION ON DAILY ABILITY AND WILLINGNESS TO ACCEPT COMMUNITY HEALTH SERVICE OF EMPTY NEST ELDERLY IN RURAL AREAS IN WENZHOU

    Institute of Scientific and Technical Information of China (English)

    尹志勤; 陈丽莉; 涂海霞; 陈军; 陈朝霞

    2012-01-01

    [目的]探讨温州市农村空巢老人日常生活能力状况、社区卫生服务意愿及影响因素.[方法]采取分层随机整群抽样的方法获取样本.用ADL量表、社区卫生服0务意愿调查表对1 107名空巢老人进行调查.[结果]空巢老人的ADL完好率为69.3%;不同性别的老人ADL各项目下降的比例不同;年龄、文化程度、经济收入、慢性病是影响ADL的主要因素.78.5%的空巢老人有接受社区卫生服务意愿,对定期体检的需求最高;其以往职业、经济收入、行走能力对其社区卫生服务意愿有重要的影响.[结论]加大对高龄老人的护理照顾投入、搞好慢性病的防治、加强健康教育、保证老人的基本经济收入仍是今后农村社区卫生工作不可忽视的问题.应针对农村空巢老人的不同特点,开展老人需要且愿意接受的社区卫生服务.%[Objective] To explore level of daily ability of empty nest elderly in rural areas in Wenzhou, their willingness to accept community health service and their influential factors. [Methods] 1 107 empty nest elderly in rural areas were selected through stratified random cluster sampling. ADL scale and willingness to accept community health service questionnaire were used for the investigation. [ Results ] ADL intact ratio of empty nest elderly was 69.3%; decrease in all instrumental activities of daily living of empty nest elderly differed with gender; age, education level, income and chronic diseases were mainly influential factors of ADL 78.5% of empty nest elderly were willing to accept community health service, and they ranked regular physical examination as the most needed service; previous occupation, income and ability of walking had important influences on willingness to accept community health service of empty nest elderly. [Conclusion] Increasing investment in nursing care for empty nest elderly, doing well in prevention and treatment of chronic diseases, enforcement

  4. Effective organizational control: implications for academic medicine.

    Science.gov (United States)

    Wilkes, Michael S; Srinivasan, Malathi; Flamholtz, Eric

    2005-11-01

    This article provides a framework for understanding the nature, role, functioning, design, and effects of organizational oversight systems. Using a case study with elements recognizable to an academic audience, the authors explore how a dean of a fictitious School of Medicine might use organizational control structures to develop effective solutions to global disarray within the academic medical center. Organizational control systems are intended to help influence the behavior of people as members of a formal organization. They are necessary to motivate people toward organizational goals, to coordinate diverse efforts, and to provide feedback about problems. The authors present a model of control to make this process more visible within organizations. They explore the overlap among academic medical centers and large businesses-for instance, each is a billion-dollar enterprise with complex internal and external demands and multiple audiences. The authors identify and describe how to use the key components of an organization's control system: environment, culture, structure, and core control system. Elements of the core control system are identified, described, and explored. These closely articulating elements include planning, operations, measurement, evaluation, and feedback systems. Use of control portfolios is explored to achieve goal-outcome congruence. Additionally, the authors describe how the components of the control system can be used synergistically by academic leadership to create organizational change, congruent with larger organizational goals. The enterprise of medicine is quickly learning from the enterprise of business. Achieving goal-action congruence will better position academic medicine to meet its multiple missions.

  5. Organizational heterogeneity of vertebrate genomes.

    Directory of Open Access Journals (Sweden)

    Svetlana Frenkel

    Full Text Available Genomes of higher eukaryotes are mosaics of segments with various structural, functional, and evolutionary properties. The availability of whole-genome sequences allows the investigation of their structure as "texts" using different statistical and computational methods. One such method, referred to as Compositional Spectra (CS analysis, is based on scoring the occurrences of fixed-length oligonucleotides (k-mers in the target DNA sequence. CS analysis allows generating species- or region-specific characteristics of the genome, regardless of their length and the presence of coding DNA. In this study, we consider the heterogeneity of vertebrate genomes as a joint effect of regional variation in sequence organization superimposed on the differences in nucleotide composition. We estimated compositional and organizational heterogeneity of genome and chromosome sequences separately and found that both heterogeneity types vary widely among genomes as well as among chromosomes in all investigated taxonomic groups. The high correspondence of heterogeneity scores obtained on three genome fractions, coding, repetitive, and the remaining part of the noncoding DNA (the genome dark matter--GDM allows the assumption that CS-heterogeneity may have functional relevance to genome regulation. Of special interest for such interpretation is the fact that natural GDM sequences display the highest deviation from the corresponding reshuffled sequences.

  6. Managers and Organizational Citizenship Behavior

    Directory of Open Access Journals (Sweden)

    Man Mihaela

    2016-06-01

    Full Text Available In this research on the one hand we analyzed the relationship that exists in terms of motivational persistence and the Big Five dimensions and, on the other hand, organizational citizenship behavior (OCB. The results show that the conscientiousness has been identified as being in a significant positive relationship with OCB. This result is consistent with the data provided by previous researchers. The results also indicate that three conscientiousness facets are in a positive relationship with OCB. These three conscientiousness facets are self-efficacy, cautiousness and orderliness. Agreeableness was not identified as being associated with OCB. At the level of the relationship between motivational persistence factors and OCB, we have identified a significant positive relationship with only one factor: current purpose pursuing. The OCB model has two variables that work best as predictors: high scores with regard to current purpose in terms of the pursuing-motivational persistence factor, and low scores in terms of the imagination-facet of openness to experience.

  7. Market Orientation and Organizational Performance

    Directory of Open Access Journals (Sweden)

    Chee-Hua Chin

    2013-11-01

    Full Text Available Orientation plays a vital role for organizations to compete to create sustainable competitive advantage. The objective of this study is to examine the relationship between market orientation (MO and organizational performance (OP with service quality (SQ as a moderator in the context of the hotel industry in Malaysia. MO and OP were conceptualized as three- and two-dimensional constructs, respectively, whereas SQ, which consists of two-dimensional constructs, namely, technical quality and functional quality, was used as a moderator. Data were gathered through a survey using a structured questionnaire with a sample of 187 executive-level employees employed in hotels rated three stars and above in Malaysia. SmartPLS 2.0 (M3 with path modeling and bootstrapping was used to examine the standard error of the estimate and t-values. The findings suggest that only competitor orientation dimension of MO was significantly related to OP, whereas customer orientation and inter-functional coordination were not related. Interestingly, SQ was found to have moderated the relationship between MO and performance of the hotels in Malaysia. SQ exists to fill in the gap between customers’ expectations and their perception of the service providers’ performance that further creates differentiation and competitive advantage, which enhance MO practices and ultimately lead to improvements in the firm’s performance. Implications of the findings, potential limitations of the study, and directions for future research are highlighted.

  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. THE INFLUENCE OF PERSONAL, SITUATIONAL AND ORGANIZATIONAL FACTORS ON VOLUNTEERS COMMITTEMENT

    Directory of Open Access Journals (Sweden)

    Marcela Sefora (SANA NEMTEANU

    2015-11-01

    Full Text Available Volunteerism as an activity in the context of non profit organizations aknowledged an increasing growth in Romania after the fall of comunism. Research in the nonprofit field is clustered around the identification ofinfluencial factors regarding volunteer involvement. Interest in academic research regarding non profit, third sector and non profit marketing gainedmore popularity in the last two decades. Theories of marketingapplicable in nonprofit sector are disscused, being adopted theorethical constructs from either sciences alsoas sociology, psychology, anthropology and organizational behavior schiences. General accepted conceptual and empirical constructs are not yet developed, which leads to the fact that study on influencial factors on volunteerism stillneeds to be developed and tested. The maininfluencial factors identified in the literature review cluster around personal, situational and organizational. Personal factors analysed were the socio-demographic, motivations, situational factors were cost and time oportunity, availability, experience in the field. On theother side organizational factors identified were charachteristics of the job, internal marketing and relationship with clients. Identified factors have influence on volunteer satisfaction regarding the activity in the organization and organizational commitement, increasing the retention of volunteers

  10. The Organizational Challenges and Performance of E-Learning (Case Study: University of Isfahan, Iran

    Directory of Open Access Journals (Sweden)

    Hadi Teimouri

    2013-09-01

    Full Text Available The development of information technologies has contributed to the growth in online training as an important education method. E-learning provides trainees with education opportunities in diverse ways. It has led to a range of innovative services offering one-stop educational solutions within the e-business sector. The online training environment enables trainees to undertake customized training at any time and any place. Moreover, information technology allows both the trainers and trainees to be decoupled in terms of time, place, and space.The major aim of this paper is to study the effect of organizational challenges on performance of E-Learning in University of Isfahan. The mentioned aim will be studied by supposing some factors such as organizational technology, strategy, culture and structure as effective organizational challenges on performance of E-Learning.This survey is applied type in terms of purpose and is descriptive-field in terms of methodology. Historical study was used to collect data related to theoretical principles of research like books and scientific magazines and researcher self made questionnaire (with acceptable reliability of 94.5% was applied for data collection and its analysis. The results of this research indicate that organizational technology, strategy, culture and structure affect on performance of E-Learning in University of Isfahan.

  11. Accepting the T3D

    Energy Technology Data Exchange (ETDEWEB)

    Rich, D.O.; Pope, S.C.; DeLapp, J.G.

    1994-10-01

    In April, a 128 PE Cray T3D was installed at Los Alamos National Laboratory`s Advanced Computing Laboratory as part of the DOE`s High-Performance Parallel Processor Program (H4P). In conjunction with CRI, the authors implemented a 30 day acceptance test. The test was constructed in part to help them understand the strengths and weaknesses of the T3D. In this paper, they briefly describe the H4P and its goals. They discuss the design and implementation of the T3D acceptance test and detail issues that arose during the test. They conclude with a set of system requirements that must be addressed as the T3D system evolves.

  12. Consumer acceptance of irradiated food

    Energy Technology Data Exchange (ETDEWEB)

    Loaharanu, P. [Head, Food Preservation Section, Joint FAO/ IAEA Division of Nuclear Techniques in Food and Agriculture, Wagramerstr. 5, A-1400, Vienna (Austria)

    1997-12-31

    There was a widely held opinion during the 1970`s and 1980`s that consumers would be reluctant to purchase irradiated food, as it was perceived that consumers would confuse irradiated food with food contaminated by radionuclides. Indeed, a number of consumer attitude surveys conducted in several western countries during these two decades demonstrated that the concerns of consumers on irradiated food varied from very concerned to seriously concerned.This paper attempts to review parameters conducting in measuring consumer acceptance of irradiated food during the past three decades and to project the trends on this subject. It is believed that important lessons learned from past studies will guide further efforts to market irradiated food with wide consumer acceptance in the future. (Author)

  13. The Relationship between Organizational Climate and the Organizational Silence of Administrative Staff in Education Department

    Science.gov (United States)

    Pozveh, Asghar Zamani; Karimi, Fariba

    2016-01-01

    The aim of the present study was to determine the relationship between organizational climate and the organizational silence of administrative staff in Education Department in Isfahan. The research method was descriptive and correlational-type method. The study population was administrative staff of Education Department in Isfahan during the…

  14. Analysis of the Relation of Teachers' Organizational Identification and Organizational Communication

    Science.gov (United States)

    Yildiz, Kaya

    2013-01-01

    In this study the relationship between the organizational identification and organizational communication of primary school teachers is examined through path analysis. The study group in the study is formed by (n = 362) primary school teachers working at primary schools located in the center of Bolu in the 2011-2012 academic year. In the study,…

  15. Perceived Organizational Support, Organizational Commitment and Psychological Well-Being: A Longitudinal Study

    Science.gov (United States)

    Panaccio, Alexandra; Vandenberghe, Christian

    2009-01-01

    Using longitudinal data (N=220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment…

  16. Influence of Teacher Empowerment on Teachers' Organizational Commitment, Professional Commitment and Organizational Citizenship Behavior in Schools

    Science.gov (United States)

    Bogler, Ronit; Somech, Anit

    2004-01-01

    The present study focuses on the relationship between teacher empowerment and teachers' organizational commitment, professional commitment (PC) and organizational citizenship behavior (OCB). It examines which subscales of teacher empowerment can best predict these outcomes. The data were collected through a questionnaire returned by a sample of…

  17. The associations between organizational culture, organizational structure and quality management in European hospitals.

    NARCIS (Netherlands)

    Wagner, C.; Mannion, R.; Hammer, A.; Groene, O.; Arah, O.A.; DerSarkissian, M.; Suñol, R.

    2014-01-01

    Objective: To better understand associations between organizational culture (OC), organizational management structure (OS) and quality management in hospitals. Design: A multi-method, multi-level, cross-sectional observational study. Setting and participants: As part of the DUQuE project (Deepening

  18. Organizational Justice Perceptions of Virginia High School Teachers: Relationships to Organizational Citizenship Behavior and Student Achievement

    Science.gov (United States)

    Burns, William R. Travis

    2012-01-01

    An emergent research base suggests that teacher perceptions of fairness with respect to interactions with school administrators, decision-making processes, and decision outcomes have much to contribute to our understanding of effective schools. This study focused on the relationship between organizational justice and organizational citizenship…

  19. An integrative conceptualization of organizational compassion and organizational justice : A sensemaking perspective

    NARCIS (Netherlands)

    Shahzad, Khuram; Muller, Alan R.

    2016-01-01

    Organizational scholars tend to view justice and compassion as incompatible. While both have important functions in organizational life, compassion’s affective elements appear difficult to synthesize with the reasoning and impartiality that underlie the concept of justice. We draw on theoretical arg

  20. Effects of Teachers' Organizational Justice Perceptions on Intention to Quit: Mediation Role of Organizational Identification

    Science.gov (United States)

    Basar, Ufuk; Sigri, Ünsal

    2015-01-01

    This research aims to discover the effects of teachers' organizational justice perceptions on intention to quit as well as the mediation role of teachers' organizational identification in this process. Interactions between research variables were measured using structural equation models. The sample used comprised teachers working at primary and…