WorldWideScience

Sample records for areas acceptance organizational

  1. Teleconsultation service to improve healthcare in rural areas: acceptance, organizational impact and appropriateness

    Directory of Open Access Journals (Sweden)

    Borghi Gabriella

    2009-12-01

    Full Text Available Abstract Background Nowadays, new organisational strategies should be indentified to improve primary care and its link with secondary care in terms of efficacy and timeliness of interventions thus preventing unnecessary hospital accesses and costs saving for the health system. The purpose of this study is to assess the effects of the use of teleconsultation by general practitioners in rural areas. Methods General practitioners were provided with a teleconsultation service from 2006 to 2008 to obtain a second opinion for cardiac, dermatological and diabetic problems. Access, acceptance, organisational impact, effectiveness and economics data were collected. Clinical and access data were systematically entered in a database while acceptance and organisational data were evaluated through ad hoc questionnaires. Results There were 957 teleconsultation contacts which resulted in access to health care services for 812 symptomatic patients living in 30 rural communities. Through the teleconsultation service, 48 general practitioners improved the appropriateness of primary care and the integration with secondary care. In fact, the level of concordance between intentions and consultations for cardiac problems was equal to 9%, in 86% of the cases the service entailed a saving of resources and in 5% of the cases, it improved the timeliness. 95% of the GPs considered the overall quality positively. For a future routine use of this service, trust in specialists, duration and workload of teleconsultations and reimbursement should be taken into account. Conclusions Managerial and policy implications emerged mainly related to the support to GPs in the provision of high quality primary care and decision-making processes in promoting similar services.

  2. Teleconsultation service to improve healthcare in rural areas: acceptance, organizational impact and appropriateness

    OpenAIRE

    Borghi Gabriella; Bernocchi Palmira; Scalvini Simonetta; Zanaboni Paolo; Tridico Caterina; Masella Cristina

    2009-01-01

    Abstract Background Nowadays, new organisational strategies should be indentified to improve primary care and its link with secondary care in terms of efficacy and timeliness of interventions thus preventing unnecessary hospital accesses and costs saving for the health system. The purpose of this study is to assess the effects of the use of teleconsultation by general practitioners in rural areas. Methods General practitioners were provided with a teleconsultation service from 2006 to 2008 to...

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

    OpenAIRE

    Mehdi Momeni; Mohammad Rahim Esfidani; Ali Heidari

    2012-01-01

    The main goal of this research was studied the role of the organizational factors on the acceptance 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. Its methods was descriptive-survey and applied research. To gather information from ques...

  4. 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…

  5. 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.

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

    OpenAIRE

    Šapić Srđan; Erić Jelena; Stojanović-Aleksić Vesna

    2009-01-01

    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 g...

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

    OpenAIRE

    Saravia Vergara, Enrique

    2016-01-01

    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 ...

  8. 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…

  9. 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.

  10. 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...

  11. Regional cooperation on public acceptance in the pacific basin area

    International Nuclear Information System (INIS)

    This paper is an attempt to examine the nature of nuclear issues and the need for effective public acceptance programs in the Pacific Basin area, drawing attention to Japan, Canada and Taiwan of China. The paper first presents a general institutional framework in which regional cooperetion is being sought in the Pacific Basin area. Secondly, country-specific nuclear issues and public acceptance programs of Canada, Japan and Taiwan of China will be presented. And thirdly, the importance of international public acceptance programs will be discussed for nuclear-electric power to grow in the Pacific Basin area toward the Year 2000. (author)

  12. 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.

  13. 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.

  14. 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...

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

    Directory of Open Access Journals (Sweden)

    Akbar Allahyari

    2012-01-01

    Full Text Available 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 reach research objectives of descriptive and inferential statistics and research results is indicated lack of perceived ease of use by accountants.

  16. 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.

  17. E-Learning--Organizational Infrastructure and Tools for Specific Areas

    Science.gov (United States)

    Pontes, Elvis, Ed.; Silva, Anderson, Ed.; Guelfi, Adilson, Ed.; Kofuji, Sergio Takeo, Ed.

    2012-01-01

    Chapters in this book include: (1) Factors that Influence Academic Teacher's Acceptance of E-Learning Technology in Blended Learning Environment (Snjezana Babic); (2) Towards Economical E-Learning Educational Environments for Physically Challenged Students (Amir Zeid, Sarah S. Sakit, Noor A. Al-AbdulRazzaq, Mariam M. Al-Tattan, Fatima S. Sakit,…

  18. Public acceptance of enforced speed adaptation in the urban area

    NARCIS (Netherlands)

    Katteler, H.A.; Heijden, R.E.C.M. van der

    2005-01-01

    This paper discusses a way to drastically cope with speeding in the urban area. Pilots with Intelligent Speed Adaptation (ISA) in Europe applied in passenger cars support the perspective of creating an urban environment with a guaranteed maximum speed level for car drivers. Therefore, the perspectiv

  19. [Acceptability of medroxyprogesterone acetate in rural areas of Mexico].

    Science.gov (United States)

    Velasco Murillo, V; Cervantes Bustamante, A; Correu Azcona, S; García López, E

    1981-03-01

    361 retrospective surveys were carried out among users of medroxyprogesterone acetate (MPA) given in a trimestral regimen of 150 mg/dose in rural areas of 3 Mexican states. Gynecology-obstetric antecedents, previous experience with oral contraceptives (OCs), effects of injections on the menstrual cycle, causes of method suspension, and opinion concerning administration of medication were analyzed. 78.6% of the patients were multigravidae with 4 or more pregnancies; 39.1% were former users of OCs, and 23.4% had stopped taking them because of side effects. The side effects of MPA on the menstrual cycle were: amenorrhea (19.8%); hemorrhage/cycle of 10-30 days in 14.7%; and hemorrhage/cycle of 30 or more days in 11.6%. Only 14.7% of users stopped the injections and of these, 80.3% did so due to menstrual cycle disorders. 99.7% of the users thought the method was comfortable as a family planning procedure. (author's) PMID:6459270

  20. 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.

  1. 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.

  2. 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.

  3. 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.

  4. The Impact of Leadership Styles on Selection the Areas of Organizational Change (An Empirical Study on the Jordanian Pharmaceutical Companies)

    OpenAIRE

    Diab, Salah M.

    2014-01-01

    The purpose of this study is to test The Impact of Leadership Styles on the Organizational Change Areas (An Empirical Study on the Jordanian Pharmaceutical Companies). Data for this research were collected through a questionnaire from, (240) leaders in all levels of management, from (5) pharmaceutical companies in Jordan, which are; (JPHM), (DADI), (HIKMA), (ACPH), and the (PIC). Grynbach constancy coefficients reached 84.0%, Percentages, Means, standard deviation, and, simple and multiple re...

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

    International Nuclear Information System (INIS)

    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

  6. [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. PMID:2772362

  7. Organizational Change and Vested Interest

    OpenAIRE

    Hendrikse, G.W.J.

    1996-01-01

    The nature of organizational change and the value of headquarters is derived from a model with costs of delay, vested interests and costs of organizational change.The value of headquarters is derived from imposed organizational change. It is viewed as an institution which is able to prevent surplus reducing endogenous commitment.Imposed organizational change is predicted in circumstances where the desired change is not urgent, the loss of accepting lower offers than in the past is above a cer...

  8. 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.

  9. 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...

  10. Organizational Culture and the Organizational Commitment; Correlational Study in Hospital Staffs

    OpenAIRE

    Hojjat Rahmani; Samad Azari; Ghasem rajabi Vasokolaee; Masood Taheri Mirghaed; Mehdi Raadabadi

    2015-01-01

    Organizations need the committed manpower to provide effectiveness and progress which is an important factorin order to achieve organizational goals. According to this, organizational culture increases employeescommitment in the organization by their accepted norms and values. Actually, the organization environment &its prevailing culture, affects on the organizational commitment of staff. This study was conducted to assessrelationship between the organizational culture and the organizati...

  11. Is organizational change associated with increased rates of readmission to general hospital in suicide attempters? A 10-year prospective catchment area study.

    Science.gov (United States)

    Mehlum, Lars; Jørgensen, Trond; Diep, Lien My; Nrugham, Latha

    2010-01-01

    The objective of this study was to examine predictors for readmissions in patients admitted to a general hospital emergency ward for suicide attempts before and after organizational changes potentially affecting the chain of care. Socio-demographic and clinical variables were collected by clinicians from 1997 thru 2007. Data from the periods before and after 2004--when the hospital changed its catchment area--were compared. A substantial increase in readmission rates in the period after the organizational change was observed. This increase was not associated with any of the socio-demographic or clinical patient characteristics. Although no causal connection can be inferred, the observed association between organizational change and readmission rates could indicate that established post-discharge care systems for suicide attempters may be vulnerable to such change. PMID:20455152

  12. 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.

  13. 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).

  14. 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

  15. 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)

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

    International Nuclear Information System (INIS)

    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)

  17. 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)

  18. 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...... that were deemed potentially applicable for implementation in such events in European Member States. The findings are presented in this report, in a standardised datasheet format to clarify the features of theindividual methods and facilitate intercomparison. The aspects of averted doses and management...

  19. 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…

  20. Uranium exploration in remote areas of Western Australia: the proposal for mutually acceptable monitoring regime

    International Nuclear Information System (INIS)

    Full text: The uranium exploration activity in Western Australia has increased significantly in the last two years. Total identified uranium resources in 2005 were in order of 100,000 tonnes of U3O8 Traveling on dusty roads in open vehicles, in 2005 and it is likely that more uranium deposits will be found in the State. The exploration activity is typically carried out in very remote locations in Western Australia and, frequently, on the land that is subject to the Australian Native Title Act (1993) - in the areas where the potential radiation exposure of the Traditional Land Owners has to be considered. Aboriginal groups are an integral part of dynamic ecosystems, for whom to separate 'man' from 'nature' is a convention with little meaning when dealing with environmental impact, and this needs to be taken into account by uranium exploration companies. Indigenous peoples' potential exposure to radiation as a result of uranium exploration cannot be simply modeled based on common assumptions. Indigenous people may be at a higher risk of radiation exposure at uranium exploration sites that may not have been adequately rehabilitated due to, for example: traveling on dusty roads in open vehicles; sitting on the ground, living and sleeping in temporary structures with earth floors; lack of adequate washing facilities, eating local biota and cooking in the ground; recreational activities (particularly by children). The radiation protection regulations in Western Australia are complex and somewhat confusing as there are three State government departments administering different regulations that may be applicable to uranium exploration. To facilitate the co-operation with exploration companies and government departments Traditional Owners must be properly advised on safety and environmental effects of uranium exploration and it is proposed that an independent 'Uranium Monitoring Team' consisting of a Traditional Owner and a radiation protection expert is created. It is

  1. 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...

  2. 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 contrast, anthropological treatments take a more socially and historically embedded approach to organizational conflict, focusing on how organizational actors establish negotiated orders of understanding. In a break with the social psychological and anthropological approaches, neo-Darwinians explain...

  3. 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.

  4. Organizational Governance

    OpenAIRE

    Foss, Nicolai J.; Peter G. Klein

    2007-01-01

    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 incomplete-contracts or property-rights approach. We distill the main unifying characteristics of these streams, survey each stream, and offer some critical commentary and suggestions for moving forward.

  5. 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. 

  6. 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…

  7. Organizational Networks

    DEFF Research Database (Denmark)

    Sørensen, Ole Henning; Grande, Bård

    1996-01-01

    The paper focuses on the concept of organizational networks. Four different uses of the concept are identified and critically discussed.......The paper focuses on the concept of organizational networks. Four different uses of the concept are identified and critically discussed....

  8. Organizational Science

    Science.gov (United States)

    Beriwal, Madhu; Clegg, Stewart; Collopy, Fred; McDaniel, Reuben, Jr.; Morgan, Gareth; Sutcliffe, Kathleen; Kaufman, Roger; Marker, Anthony; Selwyn, Neil

    2013-01-01

    Scholars representing the field of organizational science, broadly defined as including many fields--organizational behavior and development, management, workplace performance, and so on--were asked to identify what they considered to be the most exciting and imaginative work currently being done in their field, as well as how that work might…

  9. ORGANIZATIONAL CAMPAIGNING

    DEFF Research Database (Denmark)

    Hertel, Frederik

    2015-01-01

    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...

  10. Organizational Campaigning

    DEFF Research Database (Denmark)

    Hertel, Frederik

    2015-01-01

    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...

  11. Generating acceptability of PNRI environmental radioactivity monitoring studies at the former ammunition dump area in Clark special economic zone

    International Nuclear Information System (INIS)

    The rejection of the 1991 Treaty of Friendship and Cooperation, which sought to extend the military bases agreement (MBA), paved the way for the Americans to abandon Clark Air Base in Angeles, Pampanga, which had served as an American military base since 1947. The total and immediate pullout of the Americans left the base in an ''as is'' condition and without the benefits of restoration efforts. Various studies and reports have been conducted to determine the presence of hazardous wastes in the former Clark Air Base. The issue of hazardous wastes purportedly left there by the Americans is a continuing and a growing concern particularly of citizens living within its area. The Philippine Nuclear Research Institute (PNRI) In November of 1997 and in April of 1998, the Philippine Nuclear Research Institute PNRI, upon the request of Clark Development Corporation, conducted a thorough radiological monitoring in CSEZ in order to determine the presence of radioactive contamination. Radioactive materials such as cesium-137 and tritium are considered hazardous wastes. Results of monitoring showed that radiation levels in CSEZ were within allowable standards. This means that the workers and residents at the Clark Air Base (the base) are free from dangers of exposure to radiation. Despite the findings, however, reports by the media and environmental NGOs on the presence of hazardous wastes, including radioactive wastes, in Clark have proliferated. This action plan and project (APP) intends to address the issue of environmental radioactivity contamination (if any) within the CSEZ. The APP results are geared towards dispelling the persistent fear of the public in general, and the base stakeholders especially its residents, in particular, regarding the presence of radioactive contamination which results in untoward health effects to those exposed to such contaminants. Thus, the sectoral concern of this APP is to heighten the level of social acceptability by the base stakeholders

  12. 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...... issues of e.g. policy and service innovation. This is seen as a potential shift between new public management and new public governance discourses in the governance literature. But pursuing collaborative governance in practice is not taken to be easy; it involves changes from hierarchical organizing...... discourses, and c) design issues related to social dynamics and power relations. The study shows that public managers are challenged by the ways in which discursive constructions of collaborative governance create more and less (dis-)organized communicative practices concerning a shared problem. Thereby...

  13. 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

  14. Organizational Blogging

    DEFF Research Database (Denmark)

    Agerdal-Hjermind, Annette

    2014-01-01

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

  15. Validation of the Organizational Culture Assessment Instrument

    OpenAIRE

    Brody Heritage; Clare Pollock; Lynne Roberts

    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 ...

  16. 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.

  17. 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....

  18. 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.

  19. Organizational factors

    International Nuclear Information System (INIS)

    The following organizational factors are considered with respect to the human factor and operating safety of nuclear power plants: external influences; objectives and strategy; positions and ways of management; allocation of resources; working with human resources; operators' training; coordination of work; knowledge of organization and management; proceduralization of the topic; labour organizing culture; self-improvement system; and communication. (P.A.)

  20. Organizational Relationship Termination Competence

    DEFF Research Database (Denmark)

    Ritter, Thomas; Geersbro, Jens

    2011-01-01

    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...... of organizational termination in order to improve our understanding of the management of termination. The impact of these termination dimensions on the percentage of unwanted customers is developed and tested using PLS on data gathered from a cross-sectional survey of more than 800 sales representatives. We find...

  1. \\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.

  2. 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.

  3. Applying Organizational Routines in understanding organizational change

    OpenAIRE

    Becker, Markus; Lazaric, Nathalie; Nelson, Richard; G. Winter, Sidney

    2005-01-01

    International audience Organizational routines are considered basic components of organizational behavior and repositories of Organizational capabilities (Nelson and Winter, 1982). They do, therefore, hold one of the keys to understanding organizational change. We identify problems encountered in such research and present proposal for how to deal with them, in order to advance our knowledge of routines and our understanding or organizational change. Developing these themes, we also introdu...

  4. Bridging Corporate and Organizational Communication

    DEFF Research Database (Denmark)

    Christensen, Lars Thøger; Cornelissen, Joep

    2011-01-01

    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......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....... 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...

  5. [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.

  6. Typologizing Organizational Amnesia

    Science.gov (United States)

    Othman, Rozhan; Hashim, Noor Azuan

    2004-01-01

    This article proposes that a major problem limiting an organization's ability to develop organizational learning capacity is of organizational amnesia. To understand organizational amnesia, it is necessary to look at the various ways that organizational learning is defined. Organizational learning is not merely the process of acquiring knowledge.…

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

    OpenAIRE

    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 this research, therefore, the development of an appropriate technology for an As-free, safe drinking water supply is considered from a local perspective and a societal context. To achieve the goal a...

  8. Impact of service provision platforms on maternal and newborn health in conflict areas and their acceptability in Pakistan: a systematic review.

    Science.gov (United States)

    Lassi, Zohra S; Aftab, Wafa; Ariff, Shabina; Kumar, Rohail; Hussain, Imtiaz; Musavi, Nabiha B; Memon, Zahid; Soofi, Sajid B; Bhutta, Zulfiqar A

    2015-01-01

    Various models and strategies have been implemented over the years in different parts of the world to improve maternal and newborn health (MNH) in conflict affected areas. These strategies are based on specific needs and acceptability of local communities. This paper has undertaken a systematic review of global and local (Pakistan) information from conflict areas on platforms of health service provision in the last 10 years and information on acceptability from local stakeholders on effective models of service delivery; and drafted key recommendations for improving coverage of health services in conflict affected areas. The literature search revealed ten studies that described MNH service delivery platforms. The results from the systematic review showed that with utilisation of community outreach services, the greatest impacts were observed in skilled birth attendance and antenatal consultation rates. Facility level services, on the other hand, showed that labour room services for an internally displaced population (IDP) improved antenatal care coverage, contraceptive prevalence rate and maternal mortality. Consultative meetings and discussions conducted in Quetta and Peshawar (capitals of conflict affected provinces) with relevant stakeholders revealed that no systematic models of MNH service delivery, especially tailored for conflict areas, are available. During conflict, even previously available services and infrastructure suffered due to various barriers specific to times of conflict and unrest. A number of barriers that hinder MNH services were discussed. Suggestions for improving MNH services in conflict areas were also laid down by participants. The review identified some important steps that can be undertaken to mitigate the effects of conflict on MNH services, which include: improve provision and access to infrastructure and equipment; development and training of healthcare providers; and advocacy at different levels for free access to healthcare

  9. 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.

  10. 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

  11. Dimensions of Organizational Coordination

    DEFF Research Database (Denmark)

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

    2013-01-01

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

  12. Organizational Learning as a Component of Organizational Intelligence

    OpenAIRE

    Ivana Simic

    2005-01-01

    Organizational intelligence represents intellectual ability of an organization which, in fact, integrates its humane and technical (informational and communicational) potentials that are used in solving concrete organizational problems. Critical components on which organizational intelligence is based are: organizational learning, organizational memory, organizational knowledge, organizational communication, and organizational conclusion. The aim of this paper, after determining the concepts ...

  13. 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.

  14. Five currents of organizational psychology

    DEFF Research Database (Denmark)

    Nickelsen, Niels Christian Mossfeldt

    2016-01-01

    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...

  15. Organizational Communication: ERIC Report.

    Science.gov (United States)

    Boileau, Don M.

    1984-01-01

    Presents abstracts from "Resources in Education" on (1) teaching about women in organizational communication; (2) communication as part of job satisfaction; and (3) research in organizational communication. (PD)

  16. Psychological Flexibility, ACT, and Organizational Behavior

    OpenAIRE

    Bond, Frank W.; Hayes, Steven C.; Barnes-Holmes, Dermot

    2006-01-01

    This paper offers organizational behavior management (OBM) a behavior analytically consistent way to expand its analysis of, and methods for changing, organizational behavior. It shows how Relational Frame Theory (RFT) suggests that common, problematic, psychological processes emerge from language itself, and they produce psychological inflexibility. Research suggests that an applied extension of RFT, Acceptance and Commitment Therapy, has led to new interventions that increase psychological ...

  17. Organizational Citizenship Behaviour - Source of Organizational Performance

    OpenAIRE

    Alecxandrina DEACONU; Lavinia RASCA

    2011-01-01

    Organizational performance has, over time, become a fundamental objective of managerial strategies. Its achievement is conditioned by thorough scientific research concerning the context in which it is obtained as well as the analysis of the concept of Organizational Citizenship Behaviour (OCB) and the way it influences different dimensions of organizational involvement, organizational climate, work satisfaction and, consequently, business results. This study has a two-part structure: the firs...

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

    Directory of Open Access Journals (Sweden)

    Mahsan Hajirasouliha

    2014-04-01

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

  19. Organizational 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…

  20. Acceptable risk

    International Nuclear Information System (INIS)

    The hazards of nuclear power, radioactive wastes and radiation are analysed in a general book describing and defining acceptable-risk problems, the difficulties in resolving them and considering such issues as uncertainty about their definition, lack of relevant facts, conflicting and conflicted social values and disagreements between technical experts and the lay public. The many methods that have been proposed for resolving acceptable-risk problems are identified and criticised. (author)

  1. 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.

  2. 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.

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

    OpenAIRE

    Obiwuru Timothy C.; Okwu, Andy T.; Akpa, Victoria O.; Nwankwere, Idowu A.

    2011-01-01

    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 considerati...

  4. Texas organizational culture

    OpenAIRE

    Hronzová, Kristýna

    2013-01-01

    The goal of the thesis "Texas organizational culture" is to find and define specifics of Texas organizational culture as a part of American organizational culture. First, theoretical terms connected to culture and organizational culture are defined. In the practical part of the thesis, American organizational culture is described, namely ethical codex, company social responsibility, workplace, team-building and dress code. The last part concerns Texas itself, its culture in general, history, ...

  5. In search of positive organizational potential: the case of frauenthal Toruń automotive company

    OpenAIRE

    Lis, Andrzej

    2014-01-01

    The aim of this paper is to analyze the key areas of Positive Organizational Potential in Frauenthal Automotive Toruń (FTO) Company (former Pol-Necks). Positive Organizational Potential is the construct combining the assumptions of Positive Organizational Scholarship and Resource Based View. Positive Organizational Potential is the combination of tangible and intangible resources creating Positive Organizational Culture and Positive Organizational Climate, fostering positive employee behavior...

  6. In search of positive organizational potential: the case of frauenthal Torun automative company

    OpenAIRE

    Andrzej Lis

    2013-01-01

    The aim of this paper is to analyze the key areas of Positive Organizational Potential in Frauenthal Automotive Toruñ (FTO) Company (former Pol-Necks). Positive Organizational Potential is the construct combining the assumptions of Positive Organizational Scholarship and Resource Based View. Positive Organizational Potential is the combination of tangible and intangible resources creating Positive Organizational Culture and Positive Organizational Climate, fostering positive employee behavior...

  7. 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.

  8. 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…

  9. Trend analysis and organizational efficiency

    International Nuclear Information System (INIS)

    This paper aims to make an informative presentation of the experience acquired by ANAV in your project's design and implementation of a process that allows to obtain a standardized trend analysis model, a tool holder that facilitates the analysis and improvement of the organizational efficiency in this area. (Author)

  10. Irrigation systems: some organizational considerations

    NARCIS (Netherlands)

    Kalshoven, G.

    1976-01-01

    The paper attempts to present a framework for a number of sociological considerations involved in the analysis of water resources development practices. Special emphasis is given to the nature of some organizational implications connected in irrigated areas in tropical countries and to various const

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

    OpenAIRE

    Maxim Raluca; Pirjol Florentina

    2012-01-01

    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 influen...

  12. ANALYSIS OF ORGANIZATIONAL CULTURE WITH SOCIAL NETWORK MODELS

    OpenAIRE

    Titov, S.

    2015-01-01

    Organizational culture is nowadays an object of numerous scientific papers. However, only marginal part of existing research attempts to use the formal models of organizational cultures. The lack of organizational culture models significantly limits the further research in this area and restricts the application of the theory to practice of organizational culture change projects. The article consists of general views on potential application of network models and social network analysis to th...

  13. The Components of the Organizational Culture

    Directory of Open Access Journals (Sweden)

    Cornelia Elena TUREAC

    2005-10-01

    Full Text Available Knowing that the organizational culture functions constitute the base of notification and capitalization of the major importance, which ishaving for every company, regardless the domain of activity, dimension, economic potential or belonging to a certain national culture. Theimportance of the organizational culture is consisting of its functions, the importance is manifesting trough some concrete elements the companylevel and not only. The organizational culture is allowing the identification and the description of some numerous situations and real facts, of humannature from the company’s life, with major implications over the development and the activity results, that weren’t taken into consideration in themanagerial classic leading. This explains why the elements referring to the organizational culture were accepted very fast by numerous companies’managers from the developed countries.

  14. The Relationship between Organizational Justice and Organizational Citizenship Behavior

    OpenAIRE

    Mehrdad G. Chegini

    2009-01-01

    Problem statement: Organizational justice and its relationship with citizenship behavior is one of the basic and important subjects of successful organizations. In this competitive world, making a sense of organizational justice in staff, increases functional ability and organizational citizenship behavior. Approach: This research includes 5 hypotheses which evaluate the relationship between organizational justice dimensions and organizational citizenship behavior. Organizational justice dime...

  15. 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)

  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. A Research to Identify the Problem Areas Caused by Organizational and Managerial Values(Örgütsel ve Yönetsel Değerlerin Neden Olduğu Sorun Alanlarının Belirlenmesine Yönelik Bir Araştırma

    Directory of Open Access Journals (Sweden)

    Hakan KARA

    2013-01-01

    Full Text Available In this study, on the basis of G. Hofstede and G. England’s research on organizational and managerial values, it is aimed to determine which problems arise from organizational and managerial values in the organization. Research data needed to achieve the objective come from 166 administrators with academic and administrative authority at faculties, colleges and vocational schools of a public university. In the light of the data, the logistic regression analysis was used to determine the relationship between values and the problems caused by values. According to the results obtained by modeling, which organizational and managerial values cause which problem areas is discussed.

  18. 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. .

  19. Organizational culture & employee behavior

    OpenAIRE

    Li, Tianya

    2015-01-01

    Organizations are among the key units of the society. During their establishment and development, a specific kind of organizational culture eventually appears. The purpose of organizational culture is to improve solidarity and cohesion, and to stimulate employees' enthusiasm and creativity to improve the organization’s economic efficiency. In addition, organizational culture greatly influences employee behavior. The aim of this study is to find out how organizational culture affects employ...

  20. Organizational culture modeling

    OpenAIRE

    Valentina Mihaela GHINEA; Constantin BRĂTIANU

    2012-01-01

    The purpose of this paper is to present a conceptual analysis of organizational culture modeling in the framework of system dynamics. Tom Peters and Robert Waterman demonstrated through their seminal research that organizational culture constitutes one of the most important key success factors in any company trying to achieve excellence in its business. Organizational culture is a strong nonlinear integrator of the organizational intellectual capital acting especially on the emotional knowled...

  1. Organizational Transparency: Conceptualizations, Conditions, and Consequences

    DEFF Research Database (Denmark)

    Albu, Oana Brindusa; Flyverbom, Mikkel

    2016-01-01

    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 with the ......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...

  2. 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

  3. The Impact of Organizational Learning Capacity from the Socio-Cognitive Perspective on Organizational Commitment

    Science.gov (United States)

    Cho, Daeyeon; Eum, WonSun Jini; Lee, Kyung Ho

    2013-01-01

    This study is to examine the impact of organizational learning on affective commitment in Korea. In particular, this study addressed the importance of organizational learning as an HRD strategy from the socio-cognitive perspective. Data were collected from four large companies located in the area of Seoul, South Korea. There were 233 usable…

  4. 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.

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

    OpenAIRE

    Behrooz Razmi; Hossein Mohammad Ghasemi

    2015-01-01

    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 variable...

  6. 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.

  7. 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…

  8. 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…

  9. Management accounting in organizational design: Three Essays

    OpenAIRE

    Matejka, M.

    2002-01-01

    Theory posits that organizational design must be balanced. Previous literature has investigated the relationships between the three elementary design choices to understand how the balance is maintained. While management accounting choices are necessarily a part of the overall coordination mechanism, relatively little is known about the relationships between management accounting and organizational design choices. The aim of the dissertation is to generate some new insights in this area.

  10. Acceptability, acceptance and decision making

    International Nuclear Information System (INIS)

    There is a fundamental difference between the acceptability of a civilizatory or societal risk and the acceptability of the decision-making process that leads to a civilizatory or societal risk. The analysis of individual risk decisions - regarding who, executes when which indisputably hazardous, unhealthy or dangerous behaviour under which circumstances - is not helpful in finding solutions for the political decisions at hand in Germany concerning nuclear energy in particular or energy in general. The debt for implementation of any technology, in the sense of making the technology a success in terms of broad acceptance and general utilisation, lies with the particular industry involved. Regardless of the technology, innovation research identifies the implementation phase as most critical to the success of any innovation. In this sense, nuclear technology is at best still an innovation, because the implementation has not yet been completed. Fear and opposition to innovation are ubiquitous. Even the economy - which is often described as 'rational' - is full of this resistance. Innovation has an impact on the pivotal point between stability, the presupposition for the successful execution of decisions already taken and instability, which includes insecurity, but is also necessary for the success of further development. By definition, innovations are beyond our sphere of experience; not at the level of reliability and trust yet to come. Yet they are evaluated via the simplifying heuristics for making decisions proven not only to be necessary and useful, but also accurate in the familiar. The 'settlement of the debt of implementation', the accompanying communication, the decision-making procedures concerning the regulation of averse effects of the technology, but also the tailoring of the new technology or service itself must be directed to appropriate target groups. But the group often aimed at in the nuclear debate, the group, which largely determines political

  11. Organizational Communication and Media

    OpenAIRE

    Tække, Jesper

    2008-01-01

     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 a...

  12. Cynicism in organizational change

    OpenAIRE

    Blanca S. GRAMA

    2013-01-01

    The dynamic features of the labor market outline the perfect background in which organization are constantly dealing with the necessity to implement change in strategy, structure, processes or culture. On this background the factors that can damage the process of organizational change receive more and more attention. Cynicism in organizational change is a possible source of resistance which starts to capture researchers interests. Organizational cynicism research represents a new subject in t...

  13. 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)

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

    International Nuclear Information System (INIS)

    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)

  15. Organizational Theory, Organizational Communication, Organizational Knowledge, and Problematic Integration.

    Science.gov (United States)

    McPhee, Robert D.; Zaug, Pamela

    2001-01-01

    Argues that three traditions of theory about organizational communication have special relevance to the ideas of problematic integration theory. Indicates the implications of theoretic currents and notes that the main implication is that problematic integration looks very different in the context of a complex communication system. (SG)

  16. Organizational learning in the theory of organizational change

    OpenAIRE

    Janićijević Nebojša

    2006-01-01

    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 ...

  17. 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.

  18. 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.

  19. 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.

  20. 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.

  1. 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...

  2. ASPECTS OF ORGANIZATIONAL CULTURE

    OpenAIRE

    Cebuc Georgiana; Potecea Valeriu

    2009-01-01

    In the last twenty years world-wide companies tried to adapt their organizational culture to the external environment and to the new challenges. Recent crises put to the test organizational culture, in the sense that only companies with a strong and versa

  3. Correspondence of supervisor and subordinate perspectives during major organizational change.

    Science.gov (United States)

    Leiter, M P; Harvie, P

    1997-10-01

    Staff members (N = 2,605) and supervisors (N = 55) of 39 administrative units in 2 healthcare organizations completed a survey measuring confidence in the organization, engagement with their work, and occupational hazards. A correlational analysis determined correspondence between the perspectives of supervisors with those of staff reporting to them as their facilities adjusted to major organizational changes. Supervisors' scores were significantly and positively correlated with the corresponding scores of staff members on cynicism, meaningfulness, acceptance of change, goals, hospital reputation, and health risks. Regression analysis found that relationships were relatively domain specific: Supervisor engagement with work was positively related to that of their staff members, and supervisors evaluations of the organization were positively related to those of their staff members. Supervisor assessment of occupational hazards was related to all 3 areas of staff perception. PMID:9552302

  4. Modeling Organizational Design - Applying A Formalism Model From Theoretical Physics

    Directory of Open Access Journals (Sweden)

    Robert Fabac

    2008-06-01

    Full Text Available Modern organizations are exposed to diverse external environment influences. Currently accepted concepts of organizational design take into account structure, its interaction with strategy, processes, people, etc. Organization design and planning aims to align this key organizational design variables. At the higher conceptual level, however, completely satisfactory formulation for this alignment doesn’t exist. We develop an approach originating from the application of concepts of theoretical physics to social systems. Under this approach, the allocation of organizational resources is analyzed in terms of social entropy, social free energy and social temperature. This allows us to formalize the dynamic relationship between organizational design variables. In this paper we relate this model to Galbraith's Star Model and we also suggest improvements in the procedure of the complex analytical method in organizational design.

  5. 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...

  6. 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...... by the medium theory (Meyrowitz 1985, Finnemann 2005), but framed through media sociography (Tække 2006). In traditional organizational studies the medium perspective is missing or only indirectly observed. In medium theory, on the other hand, the same can be said about organizational studies. Media sociography...

  7. Modeling Organizational Design - Applying A Formalism Model From Theoretical Physics

    OpenAIRE

    Robert Fabac; Josip Stepanić

    2008-01-01

    Modern organizations are exposed to diverse external environment influences. Currently accepted concepts of organizational design take into account structure, its interaction with strategy, processes, people, etc. Organization design and planning aims to align this key organizational design variables. At the higher conceptual level, however, completely satisfactory formulation for this alignment doesn’t exist. We develop an approach originating from the application of concepts of theoretical ...

  8. Organizational Conflicts Perceived by Marketing Executives

    OpenAIRE

    Ikeda, Ana Akemi; Modesto Veludo-de-Oliveira, Tania; Cortez Campomar, Marcos

    2005-01-01

    This article discusses the conflict phenomenon and examines some strategies to overcome it. Concepts are discussed and employed for the development of an exploratory field survey carried out with Brazilian marketing executives. Results show that conflicts are more felt in the marketing area itself and in near and related areas. Communication is the main source of conflict, followed by different expectations and organizational structure.

  9. PSYCHOLOGICAL WELL-BEING AND ORGANIZATIONAL COMMITMENT IN EXECUTIVES

    OpenAIRE

    Ravindranath K. Murthy

    2014-01-01

    The concept of health and well-being has recently gained increased attention and has emerged as an important area of research in organizational behaviour literature. The purpose of the present research was to examine the relationship between psychological well-being and organizational commitment in executives. Using psychometrically sound instruments to measure psychological wellbeing and organizational commitment on executives, the primary data for the study was generated. Data ...

  10. Concept for Organizational Culture Change in a Manufacturing Company

    OpenAIRE

    Lindovský, Matěj

    2010-01-01

    This master’s thesis deals with an organizational culture in the particular company Macco Organiques, s.r.o., identifies its weakness and proposes a suitable content of organizational culture change in relation to company’s long-term strategic goals. Firstly, the objectives of research followed by hypotheses and methodology are stated. Secondly, theoretical background of organizational culture and its related areas concern-ing the firm’s strategies of companies are mentioned. Thirdly, the fin...

  11. An expert HR system for aligning organizational culture and strategy

    OpenAIRE

    Cabrera, Elizabeth F.; Bonache, Jaime

    1999-01-01

    A theoretical framework for the alignment of organizational culture and strategy is presented by integrating knowledge from diverse areas of organizational studies, including strategic human resource management, organizational culture and the specific design of human resource practices. An expert system is described that offers practitioners a step-by-step guide for improving their competitive position through the development of a strategic culture. It is proposed that organizations can achie...

  12. The Effects of Locus of Control, Organizational Justice Perception and Organizational Commitment on Organizational Citizenship Behavior

    OpenAIRE

    Basım, Prof. Dr. H. Nejat

    2015-01-01

    Personal and organizational factors, which have effect on personal behaviors, can increase organizational performance and effectiveness by protecting the organization from unwanted behaviors and can have an effect on Organizational Citizenship Behaviors (OCB). In this study, locus of control (LOC) has been included to the research as a personal variable and organizational justice perception and organizational commitment have been included to the research as organizational variables to put...

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

    OpenAIRE

    Jalil Ghafourian

    2014-01-01

    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 d...

  14. The Relationship between Organizational Culture, Usability, and Instructional Technology Acceptance

    OpenAIRE

    Kothaneth, Shreya

    2012-01-01

    The advent of technology has put a number of institutions in a state of reform (Wolcott, 1997). In fact, it was predicted that technology would completely transform higher education by the end of the twentieth century (Sculley, 1989). Aside from the demographic make-up of the majority of current students (Howe & Strauss, 2000), moving away from the traditional lecture-format to one with the integration of instructional technology can enhance the teaching/learning environment (Bolger & Sprow, ...

  15. 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.

  16. Organizational Cynicism and Its Consequences on Nurses and Quality of Care in Critical Care and Toxicology Units

    Science.gov (United States)

    Aly, Nagah Abd El-Fattah Mohamed; Ghanem, Maha; El-Shanawany, Safaa

    2016-01-01

    For many decades, the attitude of nurses has been an area of interest for researchers. The major reason for this interest is the profound impact of nurse's attitude like organizational cynicism on many organizational outcomes. The present study is aimed to describe organizational cynicism, level of perceived organizational support, and the…

  17. 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.

  18. 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.

  19. Hayek and Organizational Studies

    DEFF Research Database (Denmark)

    Foss, Nicolai Juul; Klein, Peter G.

    We briefly survey Hayek’s work and argue for its increasing relevance for organizational scholars. Hayek’s work inspired aspects of the transaction cost approach to the firm as well as knowledge management and knowledge-based view of the firm. But Hayek is usually seen within organizational...... scholarship as a narrow, technical economist. We hope to change that perception here by pointing to his work on rules, evolution, entrepreneurship and other aspects of his wide-ranging oeuvre with substantive implications for organizational theory....

  20. 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.

  1. 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.

  2. 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. PMID:24667839

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

    OpenAIRE

    Erkan YAMAN; Kayhan RUÇLAR

    2014-01-01

    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 educa...

  4. Perceived organizational support and organizational trust in primary schools

    OpenAIRE

    Sultan Bilge Keskinkılıç Kara; Demet Zafer Güneş; Nazlı Nazar Aydoğan

    2015-01-01

    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 2013-2...

  5. Organizational citizenship behavior towards sustainability

    OpenAIRE

    Chowdhury, Dhiman Deb

    2013-01-01

    This article extends literature of Organizational Citizenship Behavior (OCB) in the context of corporate sustainability. The author presents the concept of Organizational Citizenship Behavior towards Sustainability (OCBS) as a variant, contending it's appropriateness for today's much needed behavioral competence to implement sustainability measure at organizational level. The formulation of OCBS espouses Organizational Citizenship Behavior (OCB) with a twist. The viewpoint defended that a for...

  6. 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

  7. 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)

  8. 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...

  9. 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)

  10. 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…

  11. The relationship between national culture and organizational culture

    Directory of Open Access Journals (Sweden)

    Alexandra Iorgulescu

    2015-10-01

    Full Text Available The definition of organizational culture must start from humans, from their historical existence, the psychology of the people they belong to, because, as everybody knows, organizational culture is an integral part of national culture. The values, symbols, histories of a nation become starting points in shaping the cultures of organizations operating in that geographic area.

  12. The relationship between national culture and organizational culture

    OpenAIRE

    Alexandra Iorgulescu; Mihaela Marcu

    2015-01-01

    The definition of organizational culture must start from humans, from their historical existence, the psychology of the people they belong to, because, as everybody knows, organizational culture is an integral part of national culture. The values, symbols, histories of a nation become starting points in shaping the cultures of organizations operating in that geographic area.

  13. ENTERPRISE AND ORGANIZATIONAL CULTURE

    Directory of Open Access Journals (Sweden)

    DORU CÎRNU

    2010-12-01

    Full Text Available Environmental adaptation and behavioral integration are two major problems the organization of this beginning of century is confronting with. Organizational culture is one of the solutions to solving these problems. The paper presents the characteristics of organizational culture and the degree of influence on it by the different levels of managers. The most important part of the paper presents how managers can change the culture of organizations through influencing the cultural web of it

  14. Evolving to organizational learning.

    Science.gov (United States)

    Bechtold, B L

    2000-02-01

    To transform in stride with the business changes, organizations need to think of development as "organizational learning" rather than "training." Companies need to manage learning as a strategic competitive advantage for current and future business rather than as a perk for individuals. To position themselves for success in a dynamic business environment, companies need to reframe their concept of learning and development to a mindset of organizational learning. PMID:11184906

  15. The Effect of Organizational Justice and Perceived Organizational Support on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification

    OpenAIRE

    Demir,

    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 demonstrated that organizational identification is positively related to organizational citizenship behavior. Some researchers have suggested that organiz...

  16. The Effect of Organizational Justice and Organizational Cynicism on the Organizational Commitment: An Application in Primary Education Institutions

    OpenAIRE

    Cemal Aküzüm

    2014-01-01

    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 ...

  17. Illuminating employees’ organizational silence

    Directory of Open Access Journals (Sweden)

    Jaber Moghaddampour

    2013-08-01

    Full Text Available Undoubtedly, human capital is the main source of knowledge generation, which leads to a competitive advantage and sustainability of organizations. When managers pay more attention to such capital, they will be able to lead their organization, more effectively. In such route, the managers should look for their employees’ opinions on policies/plans of the organization and learn how to run the organization and organizational challenges. They should use their employees’ knowledge to improve the quality of decisions, they should encourage them to share their ideas and protect them from organizational silence. Thus, human capitals will be obviously considered as strategic capitals of an organization. Concerning the importance of organizational sound, the status of organizational silence is studied in 13 selected organizations in Qom Province – as one the biggest Iranian provinces. The findings indicate that organizational silence in Qom selected organizations is not in an ideal status and the current level should be mitigated. Likewise, findings show that there is no significant difference between organizational silence in Qom selected organizations in terms of demographic variables.

  18. Identifying the Reducing Resistance to Change Phase in an Organizational Change Model

    OpenAIRE

    Daniela Bradutanu

    2012-01-01

    In this article we examine where in an organizational change process it is better to place the reducing resistance to change phase, so that employees would accept the new changes easier and not manifest too much resistance. After analyzing twelve organizational change models we have concluded that the place of the reducing resistance to change phase in an organizational change process is not the same, it being modified according to the type of change. The results of this study are helpful for...

  19. The Relationship between Organizational Justice and Organizational Citizenship Behavior

    Directory of Open Access Journals (Sweden)

    Mehrdad G. Chegini

    2009-01-01

    Full Text Available Problem statement: Organizational justice and its relationship with citizenship behavior is one of the basic and important subjects of successful organizations. In this competitive world, making a sense of organizational justice in staff, increases functional ability and organizational citizenship behavior. Approach: This research includes 5 hypotheses which evaluate the relationship between organizational justice dimensions and organizational citizenship behavior. Organizational justice dimensions consist of: organizational justice, distributive justice, policy justice, inter individual justice and informational justice. The present research method is analytical-descriptive and its type is correlation. The method of collecting data is questionnaire. It is also a field research. Results: The findings of this research show that all the organizational justice dimensions which were qualified by correlation coefficient test are positively related to organizational citizenship behavior. Thus, the hypotheses were verified. Conclusion: Finally, informational justice mechanisms should be planned in a way that policies and relations are made justly.

  20. Positive Organizational Potential, Organizational Commitment and Organizational Citizenship Behaviour: a French/Polish comparison

    OpenAIRE

    Peyrat-Guillard, Dominique; Glińska-Neweś, Aldona

    2010-01-01

    The analyses presented in this paper are based on the first step of the research project concerning the links between Positive Organizational Potential (POP), Organizational Commitment (OC) and Organizational Citizenship Behaviour (OCB). The survey was conducted in two samples and covered French and Polish firms. The results support a model adopted in the analysis and thus the importance of influence of POP, organizational culture and climate on employees’ behaviours and Organizational Develo...

  1. A technological acceptance of e-learning tools used in practical and laboratory teaching, according to the European higher education area

    OpenAIRE

    Martínez Torres, María del Rocío; S. L. Toral; Barrero, Federico; Gallardo Vázquez, Sergio; Arias Oliva, M.; TORRES, T., NESTARES, T., COBO, R., ORTIZ, J.E., CANTERO, M.A., ORTIZ, J., VIDAL, R., PRIETO, J.O.

    2008-01-01

    The application of scientific tools to analyse the use of Internet-based e-learning tools in academic settings is in general an ignored area. E-learning tools are actually an emergent topic as a result of the new ideas introduced by the European Higher Education Area. Lifelong learning, or the promotion of student initiative, is the new paradigm of a learner-centred education. In this context, e-learning tools can represent an effective way of supporting this new trend in educatio...

  2. Influence of organizational factors on safety

    International Nuclear Information System (INIS)

    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

  3. 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.

  4. 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…

  5. 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.

  6. 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. PMID:19780367

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

    NARCIS (Netherlands)

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

    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

  8. 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…

  9. 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.

  10. 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...

  11. Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation

    OpenAIRE

    Aarons, Gregory A.; Ehrhart, Mark G; Farahnak, Lauren R; HURLBURT, MICHAEL S.

    2015-01-01

    Background Leadership is important in the implementation of innovation in business, health, and allied health care settings. Yet there is a need for empirically validated organizational interventions for coordinated leadership and organizational development strategies to facilitate effective evidence-based practice (EBP) implementation. This paper describes the initial feasibility, acceptability, and perceived utility of the Leadership and Organizational Change for Implementation (LOCI) inter...

  12. Strong Structuration Theory Applied to Organizational Studies

    Directory of Open Access Journals (Sweden)

    Miguel Rivera Peres Jr.

    2014-12-01

    Full Text Available The Structuration Theory of the sociologist Anthony Giddens has been, over the past few years, used in several works on a wide range of subject areas and among them, highlights the organizational studies. Despite this extensive use, the Structuration Theory was the target of a lot of criticism and review, as done by Stones (2005, which resulted in the proposal of "Strong Structuration Theory". This article objective present the main concepts of the Strong Structuration Theory, comparing them with the fundamentals of the Structuration Theory and providing initial insights for research in organizational studies, from this theoretical perspective. To achieve this objective was done a critical literature review of the two theories that at the end, allowed the indication of some possible investigations into the organizational scope with the Strong Structuration Theory, in particular from the ontology in situ, proposed by Stones (2005.

  13. 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.

  14. 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.

  15. 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...

  16. Organizational centralization in radiology.

    Science.gov (United States)

    Aas, I H Monrad

    2006-01-01

    Traditionally, hospitals have a radiology department, where images are taken and interpretation occurs. Teleradiology makes it possible to capture images in one location and transmit them elsewhere for interpretation. Organizational centralization of radiology interpretations is therefore of interest. Empirical data have been collected in qualitative interviews of 26 resource persons with substantial experience with picture archiving and communication systems and teleradiology, from 12 departments of radiology in Norway. The response rate was 90%. A total of 21 theoretically possible types of centralization of image interpretation were identified, representing combinations of three categories of geographical centralization, and seven categories of centralization according to function. Various advantages and disadvantages of centralization were identified. Organizational changes may be decisive for the future of teleradiology, but it may be wise to plan for change in small steps, since we know little about how broad future organizational changes based on teleradiology will be, or what will decide how far particular organizations will go. PMID:16438776

  17. Inertia and Incentives: Bridging Organizational Economics and Organizational Theory

    OpenAIRE

    Rebecca Henderson; Sarah Kaplan

    2005-01-01

    Organizational theorists have long acknowledged the importance of the formal and informal incentives facing a firm%u2019s employees, stressing that the political economy of a firm plays a major role in shaping organizational life and firm behavior. Yet the detailed study of incentive systems has traditionally been left in the hands of (organizational) economists, with most organizational theorists focusing their attention on critical problems in culture, network structure, framing and so on -...

  18. 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

  19. Organizational Culture - Possibilities of Force Organizational Culture Quantification

    OpenAIRE

    Aujezdecká, Alena

    2011-01-01

    The thesis deals with the organizational culture and measuring its strength. The first part of the thesis summarizes the theoretical knowledge of the organizational culture, practical part of the thesis deals with the analysis of organizational culture in the chosen organization. The aim of the thesis is to design own approach to measure the strength of organizational culture and verify it in practice in the chosen organization.

  20. Organizational Change; How to Understand It and Deal with It.

    Science.gov (United States)

    Wismer, Jack N.

    1979-01-01

    Presents an exercise to facilitate employee understanding and implementation of planned organizational change, along with techniques to introduce the concept of change into organization development workshops or supervisory training efforts. Describes barriers that stimulate resistance to change and ways to promote acceptance of organizational…

  1. 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

  2. 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…

  3. 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…

  4. 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…

  5. Organizational culture, Anthropology of

    DEFF Research Database (Denmark)

    Krause-Jensen, Jakob; Wright, Susan

    2015-01-01

    Anthropologists have studied organizations since the 1930s. In the 1980s, anthropologists' concepts of culture were instrumentalized by nonanthropologists to promote ‘organizational culture’ as a management tool. In subsequent decades, concern shifted to welding employees from different ‘national...... 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....

  6. 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.

  7. Organizational values in managerial communication

    OpenAIRE

    Malbašić, Ivan; Brčić, Ruža

    2012-01-01

    Organizational values have recently been regaining importance, which is reflected in the fact that they are commonly referred to as organizational foundations. Indeed, practice has proved that those values provide the basis for decision-making at all levels of the organization – from senior management to the non-managerial employees. This paper addresses the issue of communicating organizational values in managerial communication. In particular, communicating organizational values to employee...

  8. Organizational culture in ICT companies

    OpenAIRE

    Pilík, Tomáš

    2013-01-01

    This thesis deals with problematic of organizational culture with emphasis on organizational culture in ICT companies. Main goal of this thesis is to develop own framework for influencing organizational culture in ICT companies. The introductory part sums up an overview of definitions of culture and organizational culture in chronological order. Evaluation of definitions from the author's perspective is also part of the opening chapter. The main part of thesis focuses on proposing framework f...

  9. 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.…

  10. 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…

  11. Organizational Change and Vested Interest

    NARCIS (Netherlands)

    Hendrikse, G.W.J.

    1996-01-01

    The nature of organizational change and the value of headquarters is derived from a model with costs of delay, vested interests and costs of organizational change.The value of headquarters is derived from imposed organizational change. It is viewed as an institution which is able to prevent surplus

  12. 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...

  13. Ethnography and Organizational Processes

    NARCIS (Netherlands)

    Hulst, van M..; Ybema, S.B.; Yanow, D.

    2016-01-01

    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

  14. 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...

  15. Understanding Organizational Culture.

    Science.gov (United States)

    Burkhart, Jennifer

    This guide, which is intended for workplace education providers, defines organizational culture, reviews selected techniques for reading a company's culture, and presents examples of ways in which organizations' culture can affect workplace education programs. An organization's culture is determined by: recognizing the company's philosophy…

  16. 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...

  17. 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...

  18. 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…

  19. 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...... 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...... 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...

  20. 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.

  1. Responsible technology acceptance

    DEFF Research Database (Denmark)

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

    2014-01-01

    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...... 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...

  2. 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

  3. Cultural and organizational issues underpinning radiological protection

    International Nuclear Information System (INIS)

    There has been an increasing awareness over the last decade that issues relating to the adequacy of management systems, the promotion and maintenance of a good safety culture and the careful management of organizational change are fundamental to ensuring that nuclear and radiological safety are adequately controlled and that a good basis exists to achieve continuous improvement. This paper reviews developments in the context of radiological protection, with a particular focus on the contribution from the International Nuclear Safety Advisory Group (INSAG). It includes some material extracted from recent INSAG publications in this area, which are considered particularly relevant to the theme of the session. The paper begins with a discussion of the cultural and organizational prerequisites for developing and maintaining a good safety culture in operating organizations. This includes a discussion of the organizational requirements for safety which form the 'spine' on which a systematic approach can be developed. It goes on to discuss in pragmatic terms the attributes of a good safety culture and then addresses the vital area of change management. This section emphasizes that during periods of major change - often brought about from pressures arising from the need to be more competitive in deregulated markets ' the effects of organizational changes on safety must be just as well controlled as the effects of engineering changes. Finally, the paper considers the requirements for national infrastructure and the role of the regulator in scrutinizing developments in areas relating to management, organizational change and culture. These are important matters but are not always within the established competences of regulators and are less amenable to the application of the mechanisms of regulatory oversight in dealing with technical and engineering issues. (author)

  4. 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…

  5. 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.

  6. 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.

  7. 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.

  8. Communication and Organizational Culture

    Directory of Open Access Journals (Sweden)

    Mirela Arsith

    2011-05-01

    Full Text Available The hypothesis upon which our approach is built is that, within an organization, managers acts, the premises of decisions and the personnel conduct are significantly influenced by the organizational culture. In this paper we propose to identify and analyze the fundamental components of organizational culture within the "Danubius" University of Galati. The internal integration and adaptation to socio-economic and cultural environments are the desirable finalities, based on values, principles, beliefs, symbols and specific customs, which are shared by organization members. What we aim is to prove that the symbolic dimension and the one showed within the organization are mutually reinforced, they are perceived, understood and interpreted by the staff as a single and indivisible entity.

  9. 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....

  10. 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.

  11. Organizational Identity and Trust

    OpenAIRE

    Puusa, Anu; Tolvanen, Ulla

    2006-01-01

    This paper focuses on organizational identity and trust. The paper is being created from a theoretical point of view. Exploring concept and their interrelation is important and valuable scientific work with the purpose of better understanding their meaning and interrelation. This kind of conceptual and theoretical examination has an important task as a basis for theorizing and theory creation. Both identity and trust are multilevel notions. Both concepts describe an abstract phenomenon ...

  12. Organizational Citizenship Behavior

    OpenAIRE

    Kretschmann, Bettina

    2010-01-01

    Current development of the business environment, like lean organizational struc-tures and progressing rationalization, contribute to an increase in individual re-sponsibility for each employee. It becomes more and more important for staff to commit themselves to a degree that exceeds what can be planned in advance and agreed contractually. Taking teamwork in the automotive industry as an example, the present dissertation focuses on the engagement which employees provide voluntarily and which ...

  13. Organizational Components of Writing

    OpenAIRE

    2004-01-01

    This interactive tutorial presents the general organizational pattern for writing academic papers: an introduction, a body, and a conclusion. The introduction is further broken down into the hook, general comments, and thesis statement. Each body paragraph includes a topic sentence, supporting details, and the close. A conclusion would have a restatement of the thesis, some comments, and a final statement. Examples and exercises are provided in this tutorial to illustrate and reinforce the co...

  14. Organizational Errors: Directions for Future Research

    OpenAIRE

    Carroll, John Stephen; Goodman, Paul S.; Ramanujam, Rangaraj; Amy C. Edmondson; Hofmann, David A.; Sutcliffe, Kathleen M.

    2011-01-01

    The goal of this chapter is to promote research about organizational errors—i.e., the actions of multiple organizational participants that deviate from organizationally specified rules and can potentially result in adverse organizational outcomes. To that end, we advance the premise that organizational errors merit study in their own right as an organizational-level phenomenon of growing theoretical and managerial significance. We delineate organizational errors as a construct that is distinc...

  15. 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.

  16. 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.

  17. The role of leadership in organizational behavior

    Directory of Open Access Journals (Sweden)

    Mojić Dušan

    2003-01-01

    Full Text Available This paper deals with defining leadership as one of the basic determinants of behavior in organizations. It points to the increasing importance of the discipline of organizational behavior (OB, which is devoted, as an interdisciplinary field of study, to better understanding and managing human side of the work. Three basic levels of analysis in OB are individual, group and organizational level. Leadership represents the key variable of organizational behavior, which is predominantly determined by personal individuals' traits and characteristics of the environment. Definition of the leadership from the project GLOBE was accepted, claiming that it is "the ability of an individual to influence, motivate and enable others to contribute toward the effectiveness and success of the organizations of which they are members". In second part of the paper, very influential theoretical differentiation between managers and leaders (and, of course between management and leadership has been analyzed. According to this standing point, it is emphasized how good manager brings certain degree of predictability and order in organization, while successful leader initiates change, often to dramatic proportions. Nevertheless, overemphasizing the differences between them is often inappropriate, because concepts of leader and manager in above-mentioned sense represent more "ideal types" that almost never exist in reality in its "pure" forms. Last part of the text discusses the role of leadership in organizational transformation (OT. Very frequently assertion that key moment of OT is changing the culture of organization is cited and the role of leadership in three main phases of transformation is analyzed: "unfreezing", moving and "refreezing".

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

    OpenAIRE

    Meisam Karami; Shaghayegh Malekifar; Muhammad Siddique; Saif-Ur-Rehman Khan

    2014-01-01

    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 ...

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

    OpenAIRE

    Elżbieta Chwalibóg

    2011-01-01

    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. Reto...

  20. The Effect of the Organizational Commitment on Organizational Citizenship Behavior the Mediating Role of the Organızational Justice: A Research on the Manufacturing Enterprises

    OpenAIRE

    Cem GÜÇEL

    2013-01-01

    This study aims to reveal not only the impact of organizational commitment (OC) and organizational justice (OJ) on organizational citizenship behaviour (OCB) but also the influence of OJ on the association between OB and OCB. The findings based on analyses, which are conducted to the data collected from the firms located in OSTİM Organized Industrial Area in Ankara, demonstrate that OC and OJ have positive impact on OCB while OJ has a mediating effect on the association between OC and OCB.

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

    OpenAIRE

    KARADEMİR, Tamer; Bilal ÇOBAN

    2010-01-01

    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 produc...

  2. Organizational Culture Assessment of Small & Medium-Sized Enterprises

    OpenAIRE

    Arshad Zaheer; Kashif ur Rehman; Abrar Ahmad

    2006-01-01

    This paper is an ethnographic study defining and assessing the organizational culture exhibited by Small and Medium Enterprises (SMEs). It primarily focuses on four cultural categories: clan, adhocracy, hierarchy and market-driven. These conceptual domains have been examined by the Organizational Culture Assessment Instrument. Results from a sample of 162 SMEs in the Rawalpindi/Islamabad area indicate that SME culture lacks creativity, innovation, freedom and risk taking. SMEs are not looking...

  3. Transactional and transformational leadership impacts on organizational learning

    OpenAIRE

    Zagorsek, Hugo; Dimovski, Vlado; Skerlavaj, Miha

    2009-01-01

    This study empirically relates two important areas of management research: the full-range theory of leadership and the organizational learning process. Specifically, this contribution addresses three issues: (1) the impact of transformational leadership and (2) of transactional leadership on the organizational learning process and (3) whether the influence of transformational leadership is stronger than of a transactional type of leadership. The results show that transformational leadership h...

  4. 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...

  5. Organizational cynicism: bases and consequences.

    Science.gov (United States)

    Abraham, R

    2000-08-01

    Organizational cynicism is the belief that an organization lacks integrity, which, when coupled with a powerful negative emotional reaction, leads to disparaging and critical behavior. In this article, the author attempts to theoretically clarify the process by which five forms of cynicism develop in the workplace and to empirically relate them to affective outcomes. Societal, employee, and organizational change cynicisms may be attributed to psychological contract violations; work cynicism may be related to burnout; and person-role conflict and personality cynicism may be related to innate hostility. Empirically, personality cynicism emerged as the strongest predictor of organizational cynicism, adversely affecting all of the criteria. Other forms of cynicism had more selective effects. Organizational change cynicism induced job dissatisfaction and alienation, and employee cynicism affected organizational commitment. Societal cynicism actually increased both job satisfaction and commitment. Both personality and work cynicisms were related to organizational citizenship indirectly, through alienation. Theoretical and practical implications are discussed. PMID:10950198

  6. Leadership, Culture and Organizational Change

    OpenAIRE

    Vladimir-Codrin Ionescu

    2014-01-01

    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 coor...

  7. 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...

  8. WAYS OF MANAGING ORGANIZATIONAL LEARNING

    OpenAIRE

    Alexandra Luciana GUȚĂ

    2014-01-01

    Organizational learning is a significant aspect in every organization that aims for performance. Thus, identifying ways of managing organizational learning becomes relevant. Through this paper, we aim to identify and detail some ways of managing organizational learning from the literature and to propose some ways of managing it, based on the literature. The paper is original and innovative through our analysis of the literature, interpretation of the findings from the literature and through p...

  9. Hot context for organizational learning

    OpenAIRE

    Fillol, Charlotte

    2006-01-01

    The organizational learning, studied in resource-based view, is a strategic resource (Wernerfelt 1984, Prahalad et Hamel 1990, Doz 1990, Teece 1998, Weartherly 2003). Thus, “learning to learn” (Argyris et Schön, 1978), being a learning organization (Senge 1990, Edmondson et Moingeon 1998, Moilanen 1999, Heraty 2005), and encouraging organizational learning become major issues in management sciences. This contribution aims at fixing and explaining hot organizational learning context dimensions...

  10. ORGANIZATIONAL CULTURE OF THE COMPANY

    OpenAIRE

    Širec, Katja

    2015-01-01

    This dissertation deals with the concept of organizational culture. Very often, we encounter various cultures throughout our lives. This way, we get to know the cultures of many different countries, nations as well as the cultures of companies and organizations. Globalization has caused many changes in the business environment, which, in consequence, are changing the organizational culture of companies rapidly. Each change, behaviour or activity is reflected in organizational culture and at t...

  11. Transforming organizational capabilities in strategizing

    DEFF Research Database (Denmark)

    Jørgensen, Claus; Friis, Ole Uhrskov; Koch, Christian

    2014-01-01

    reallocated over time thereby creating a growing need for new capabilities and transformed knowledge handling routines. IT emerged into an important resource to support more complex routines of product development as well as specific management and HRM processes assisting the transformation......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...

  12. Employees Resistance Towards Organizational Change

    OpenAIRE

    Rehman, Kamran Khan & Masood ur

    2008-01-01

    Summary While starting our thesis, we studied lot of literature on organizational change, and found that the concept of change and its types have been discussed by different authors in a manner that is very difficult to understand. Every author/researcher discusses his/her own concept regarding organizational change and have differentiated it as per their own study (e.g. Scheins typology, technical-social framework, etc). We have tried to categorize different types of organizational change an...

  13. 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...

  14. Acceptable Channel Switching Delays for Mobile TV

    DEFF Research Database (Denmark)

    Fleury, Alexandre; Pedersen, Jakob Schou; Larsen, Lars Bo

    2011-01-01

    This paper presents a user study investigating the acceptability of channel switching delays on mobile television systems. The authors first review the previous work in the area, then propose a study design and present results from its implementation, focusing on the overall acceptability threshold...

  15. 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......; (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......) patient surveys administered in eight public hospitals with a total of 2200 beds in a Danish county; (2) questionnaires completed by the hospital and clinical department managers; and (3) data from the county's Management Information System. RESULTS: Patient satisfaction surveys were widely accepted...

  16. 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

  17. Organizational Culture and Industrialization

    DEFF Research Database (Denmark)

    Kragh, Simon Ulrik

    Drawing on a revised version ofHofstede's theory ofindustrialization and cultural change contained in his explanation of individualism and collectivism, the paper proposes that countries which are in the earlier stages of industrialization have a common culture that governs organizational...... behaviours. In-group/out-group particularist values that have been handed over from preindustrial society tend to overlay and replace impersonal and universalistic bureaucracies and market exchange typical ofindustrial society. The paper shows how these values shape the culture of organizations in Latin...

  18. 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…

  19. 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.

  20. 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…

  1. 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…

  2. 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…

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

    OpenAIRE

    Janićijević Nebojša

    2012-01-01

    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 ...

  4. 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 subjects...

  5. 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.

  6. 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

  7. 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

  8. 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)

  9. 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…

  10. Organizational Change and Vested Interests

    OpenAIRE

    Hendrikse, George

    2000-01-01

    textabstractThe nature of organizational change and the value of headquarters is analyzed in a dynamic bargaining model. Organizational change can be either imposed, or voluntary and immediate, or voluntary and delayed. Headquarters derives it value from preventing surplus reducing endogenous commitments.

  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 of i...

  12. ORGANIZATIONAL CULTURE AND MANAGEMENT CULTURE

    OpenAIRE

    Tudor Hobeanu; Loredana Vacarescu Hobeanu

    2010-01-01

    Communication reveals the importance of organizational culture and management culture supported by the remarkable results in economic and social level of organization. Their functions are presented and specific ways of expression levels of organizational culture and ways of adapting to the requirements of the organization's management culture.

  13. 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…

  14. 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).…

  15. Organizational factors influencing improvements in safety

    International Nuclear Information System (INIS)

    Results of conceptual and empirical research conducted by this research team, and published in NUREG-CR 5437, suggested that processes of organizational problem solving and learning provide a promising area for understanding improvement in safety-related performance in nuclear power plants. In this paper the authors describe the way in which they have built upon that work and gone much further in empirically examining a range of potentially important organizational factors related to safety. The paper describes (1) overall trends in plant performance over time on the Nuclear Regulatory Commission performance indicators, (2) the major elements in the conceptual framework guiding the current work, which seeks among other things to explain those trends, (3) the specific variables used as measures of the central concepts, (4) the results to date of the quantitative empirical work and qualitative work in progress, and (5) conclusions from the research

  16. TECHNICAL AND FINANCIAL ASSESSMENT OF ORGANIZATIONAL IMPROVEMENTS OF SELECTED BUSINESS ENTITIES OF FOOD CHAIN MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Małgorzata Krotowska

    2016-03-01

    Full Text Available The aim of the article was technical and economic assessment of organizational improvements and use of resources of the examined business entities within the frames of their economic activity. The measurement of economic effi ciency was done with the use of commonly accepted profi tability indices (ROE, profi t margin and RONA. The technical assessment was based on the DEA method, taking into account the model: CRS, VRS and the scale of production. The variables applied in the model w ere operating incomes, as well as expenditures, i.e. UR area, labour input, value of fi xed assets and expenditure connected with energy and materials consumption. The research results proved that there were not signifi cant diff erences between the examined groups (Z and N as far as calculated indices were concerned.

  17. 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.

  18. 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. PMID:27458405

  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. 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.

  1. 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.

  2. 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

  3. 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

  4. Newbery Medal Acceptance.

    Science.gov (United States)

    Freedman, Russell

    1988-01-01

    Presents the Newbery Medal acceptance speech of Russell Freedman, writer of children's nonfiction. Discusses the place of nonfiction in the world of children's literature, the evolution of children's biographies, and the author's work on "Lincoln." (ARH)

  5. Analysis of Scrum acceptance

    OpenAIRE

    Vončina, Bojan

    2016-01-01

    The purpose of the thesis was to analyse the acceptance of Scrum methodology, which has become one of the leading agile methodologies, and to find out which were the key factors that influenced the acceptance. The analysis was conducted in Comtrade, which is one of the largest Slovenian software development companies. The First part (theoretical part) contains an introduction chapter, a detailed presentation of Scrum methodology and the presentation of theoretical models, on which practical ...

  6. Operations Acceptance Management

    OpenAIRE

    Suchá, Ivana

    2010-01-01

    This paper examines the process of Operations Acceptance Management, whose main task is to control Operations Acceptance Tests (OAT). In the first part the author focuses on the theoretical ground for the problem in the context of ITSM best practices framework ITIL. Benefits, process pitfalls and possibilities for automation are discussed in this part. The second part contains a case study of DHL IT Services (Prague), where a solution optimizing the overall workflow was implemented using simp...

  7. 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....

  8. Acceptability of human risk.

    OpenAIRE

    Kasperson, R.E.

    1983-01-01

    This paper has three objectives: to explore the nature of the problem implicit in the term "risk acceptability," to examine the possible contributions of scientific information to risk standard-setting, and to argue that societal response is best guided by considerations of process rather than formal methods of analysis. Most technological risks are not accepted but are imposed. There is also little reason to expect consensus among individuals on their tolerance of risk. Moreover, debates abo...

  9. Accepting grammars and systems.

    OpenAIRE

    Bordihn, Henning; Fernau, Henning

    2007-01-01

    We investigate several kinds of regulated rewriting (programmed, matrix, with regular control, ordered, and variants thereof) and of parallel rewriting mechanisms (Lindenmayer systems, uniformly limited Lindenmayer systems, limited Lindenmayer systems and scattered context grammars) as accepting devices, in contrast with the usual generating mode. In some cases, accepting mode turns out to be just as powerful as generating mode, e.g. within the grammars of the Chomsky ...

  10. Organizational use of evaluations

    DEFF Research Database (Denmark)

    Hansson, Finn

    2004-01-01

    Organizations perform evaluations in order to demonstrate their trustworthiness to theoutside world and to produce knowledge for use by the management of the organization.In the planning and application of specific evaluations in the organization, differentparticipants or stakeholders very often ...... of organizational sociology, that people tend to adapt to external behaviouraldemands especially when related to power relations in the organization.keywords: research evaluation, governance, social control, publication counts.......Organizations perform evaluations in order to demonstrate their trustworthiness to theoutside world and to produce knowledge for use by the management of the organization.In the planning and application of specific evaluations in the organization, differentparticipants or stakeholders very often...... disclose different, hidden or conflicting agendas.In recent years, the use of evaluations in organizations has grown rapidly and we havewitnessed the rise of a new bureaucratic instrument in the realm of knowledgeproduction in organizations, viz., internal evaluations. Such evaluations produce a set ofdata...

  11. 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.

  12. 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.

  13. 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. PMID:16884560

  14. 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...

  15. 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.

  16. Conceptualizing inter-organizational triads

    DEFF Research Database (Denmark)

    Vedel, Mette; Holma, Anne-Maria; Havila, Virpi

    2016-01-01

    inter-organizational phenomena. However, not all studies involving a context of three actors are actually examining triads. This paper offers a robust definition of three-actor constellations qualifying as triads. Moreover, it elaborates on different types of inter-organizational triads, based on two...... aspects of collectivity; cohesion and the ability to act as a single entity. The definition of inter-organizational triads and the categorization of different types of triads will hopefully encourage further studies of triads; the smallest and simplest network which offers insights, which cannot be...

  17. 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.

  18. 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.

  19. 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.

  20. Relationship between Organizational Justice and Organizational Citizenship Behavior in Iran

    OpenAIRE

    2012-01-01

    Purpose – The purpose of this paper is to examine the, relationship between organizational justice and organizational citizenship behavior among 186 experts of Ministry of Economic Affairs and Finance (MEAF) in Iran. Design/methodology/approach – The papers develops a research model based on current literature and then test this model in MEAF selected from 18 Ministry, public sector in Iran. Statistics society consists of 186 experts include assistant of general managers in both personnel aff...

  1. Organizational Communication as an Important Factor of Organizational Behaviour

    OpenAIRE

    Zeljko Turkalj; Ivana Fosic

    2009-01-01

    Organization sets itself specific objectives in order to meet the better business success, and to gain comparative advantage over the competition. For these objectives to be achieved, of crucial importance is organizational communication per se which implies communication among employees, as well as communication between different hierarchic levels in the same organization. Communication as an element of organizational behaviour is seen through the group level as the independent variable. Thr...

  2. The Contingent Value of Organizational Integration

    OpenAIRE

    Virpi Turkulainen; Mikko Ketokivi

    2013-01-01

    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 integr...

  3. 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…

  4. 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

  5. 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).

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

    OpenAIRE

    Nor Hazana Abdullah; Alina Shamsuddin; Eta Wahab

    2015-01-01

    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...

  7. 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..

  8. 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.

  9. 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...

  10. What Can Organizational Economics Contribute?

    OpenAIRE

    Nicolai J Foss; Mahnke, Volker

    2009-01-01

    Knowledge management has emerged as a very successful organization practice and has been extensively treated in a large body of academic work. Surprisingly, however, organizational economics (i.e., transaction cost economics, agency theory, team theory and property rights theory) has played no role in the development of knowledge management. We argue that organizational economics insights can further the theory and practice of knowledge management in several ways. Specifically,...

  11. Organizational Psychology in Sports Setting

    OpenAIRE

    Hanin, Yuri L.

    1993-01-01

    New perspectives for research and applied work in top level sports are discussed within the context of organizational psychology (OP). First, the basic concepts of OP are briefly considered: management process, kinds and levels of managers and their roles and functions, organizational environments. Second, manager problems in transition to managerial roles are examined with the special reference ro the concepts of Inner Game of Management (E. Flamholrz) and psychological readiness for change ...

  12. Management of Organizational Change Processes

    OpenAIRE

    Vladimir-Codrin Ionescu; Cristina Bolcaș

    2015-01-01

    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 o...

  13. Value analysis in organizational context

    OpenAIRE

    Marques, Carlos Alberto Alves

    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...

  14. Organizational Knowledge Management Movement Strategies

    OpenAIRE

    Alen Badal

    2013-01-01

    Organizational behaviour is often dependent on the strategic movement of internal knowledge for success. Organizational knowledge management methodologies require the involvement of stakeholders. In large organizations, involved stakeholders shall be selected by the entire membership. Key involvement roles and considerations should be offered to/involve the ‘least likely to participate’. Suck stakeholders often possess the most influential power to move the stakeholders; if not, they demonstr...

  15. 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 organizati...... implies an organizational reconfiguration consisting of three stages: disintegration, relocation and reintegration. We discuss the implications of this perspective and outline a research agenda....

  16. Creativity, Innovation and Organizational Culture

    OpenAIRE

    Burda, Tomáš

    2013-01-01

    The Diploma thesis is dealing with creativity, innovation and organizational culture. In the theoretical part are defined relationships between these aspects. In the practical part, based on a questionnaire survey, personal observation and interviews with employees of IBM Delivery Center Brno Central Europe an evaluation of organizational culture is created. And based on the identified deficiencies, the proposals leading to increased creativity of individuals and teams in the company, increas...

  17. 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

  18. Organizational Culture and Its Themes

    OpenAIRE

    Shili Sun

    2009-01-01

    As one of the key ‘stable factors’, culture within an organization is playing a critical role in the organization’s everyday operations. Although the culture literature has at times focused on the culture of an organization as shared basic assumptions (Schein, 1985), or as metaphors within organizations (Morgan, 1986, 1997), it is not sufficient to attempt to understand and measure them. This paper explores organizational culture in general, some definitions and implications of organizational...

  19. 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

  20. 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.

  1. 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.

  2. 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.

  3. 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...

  4. Approaches to acceptable risk

    International Nuclear Information System (INIS)

    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

  5. 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.

  6. 1984 Newbery Acceptance Speech.

    Science.gov (United States)

    Cleary, Beverly

    1984-01-01

    This acceptance speech for an award honoring "Dear Mr. Henshaw," a book about feelings of a lonely child of divorce intended for eight-, nine-, and ten-year-olds, highlights children's letters to author. Changes in society that affect children, the inception of "Dear Mr. Henshaw," and children's reactions to books are highlighted. (EJS)

  7. 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

  8. 7 CFR 1410.31 - Acceptability of offers.

    Science.gov (United States)

    2010-01-01

    ... that the offer is not in excess of the maximum acceptable payment rate established by the Deputy Administrator for the for the area offered. Acceptance or rejection of any offer, however, shall be in the sole....5; and (3) A producer accepts either the maximum payment rate CCC is willing to offer to enroll...

  9. Secondary School Teachers’ Perceptions about Organizational Culture and Organizational Citizenship Behavior

    OpenAIRE

    İpek, Cemalettin

    2012-01-01

    Background. Cultural variables such as artifacts, shared values and basic assumptions about the organizational reality constitute different organizational cultures and influence the quality of work life in organizations. Organizational culture has been defined differently in the organizational literature. These definitions range from the simple to the complex, such as social glue; organizational blinders; the way we do things around here (Shaw & Reyes, 1992).Organizational culture det...

  10. 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...

  11. Effects of the organizational antecedents on the organizational identification of faculty members in Hong Kong business schools

    OpenAIRE

    Tsui, Po-yung; 徐寶容

    2013-01-01

    This research examines how organizational antecedents affect organizational identification (OI) of academics in the business schools of universities in Hong Kong. Organizational antecedents include perceived organizational distinctiveness, inter-organizational competition, intra-organizational competition and perceived organizational prestige. OI is a perceptual cognition that links an individual to a particular group and identification with reference to an organization. It serves for individ...

  12. The School Counselor as Facilitator of Organizational Health.

    Science.gov (United States)

    Childers, John H., Jr.; Fairman, Marvin

    1986-01-01

    Discusses ways school counselors can be agents of change in organizational behavior to promote organizational health in their schools. Defines organizational health and identifies 10 related dimensions. (ABB)

  13. Acceptance of Tinnitus : Validation of the Tinnitus Acceptance Questionnaire

    OpenAIRE

    Weise, Cornelia; Kleinstäuber, Maria; Hesser, Hugo; Westin, Vendela; 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 acce...

  14. 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.

  15. Organizational development at Forsmark NPP

    International Nuclear Information System (INIS)

    Forsmark is a three unit BWR site with a total capacity of 3200 MW. Units 1 and two are identical and went into commercial operation in 1980 and 1981. Unit 3 is of a later design with an output of 1200 MW and has been operating since 1985. The average availability for the site has been over 90% for the last 10 years, and the total busbar cost has been competitive. A consistent management strategy has been used to achieve the good results. Several organizational modifications have been made during the years to adapt the organization to changing internal and external conditions. An overall goal regarding staffing has been to keep the number of employees at the same level as in 1985 when Unit 3 went into commercial operation. During the time period from 1975, when the operational organization was formed, until today, the focus for the organization has changed several times. During the commissioning period the focus was on training and establishing routines and procedures. During the first years of operation development of maintenance programs and taking over activities from the supplier dominated. Next area in focus was increasing availability and making the outages more efficient. Several minor modifications to the plant were made to support maintenance activities. More focus on cost reduction and increasing the production through technical modifications were next. After 15 years of operation the need for replacement of components to ensure reliable operation was evident. A program for major modifications was developed, aiming at 40 years lifetime. Deregulation of the Nordic Electricity Market now calls for further reductions in production costs. (author)

  16. kitchingroup-57: Accepted

    OpenAIRE

    John Kitchin

    2016-01-01

    This is the accepted version of this manuscript. @article{kitchin-2015-examp, author = {Kitchin, John R.}, title = {Examples of Effective Data Sharing in Scientific Publishing}, journal = {ACS Catalysis}, volume = {5}, number = {6}, pages = {3894-3899}, year = 2015, doi = {10.1021/acscatal.5b00538}, url = { http://dx.doi.org/10.1021/acscatal.5b00538 }, keywords = {DESC0004031, early-career, orgmode, Data sharing }, eprint = { http://dx.doi.org/10.1021/acscatal.5b00538 }, }

  17. 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

  18. 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...

  19. 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)

  20. 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

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. Acceptance conditions in automated negotiation

    OpenAIRE

    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. When designing such conditions one is faced with the acceptance dilemma: accepting the current offer may be suboptimal, as better offers may still be presented. On the other hand, accepting too late m...

  6. 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.

  7. THE COMPETITIVE VALUES APPROACH THROUGH THE ORGANIZATIONAL MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Sorina CORMAN

    2014-11-01

    Full Text Available Based on the values of sustainability, progress and intergenerational equity, the sustainable development is a determinant of eco-social development. The role to implement these values is the responsibility of the organizations working in the area, organizations which come with their own specific design and structures but also with their own organizational values. This paper proposes an analysis of organizational values and principles reflected in the Romanian Sustainable Development Strategies (eight strategies / regional sustainable development plans and the national sustainable development strategy in relation to the sustainable development values, using the logical framework matrix as a tool to address competitive values. This tool suggests a multidimensional integrative analysis of organizational management approaches on the one hand and sustainable management on the other hand, drawing an objective and holistic picture of sustainable development.

  8. 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.

  9. 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.

  10. 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.

  11. Cultural Synergy and Organizational Change

    DEFF Research Database (Denmark)

    Strøbæk, Pernille Solveig; Vogt, Joachim

    2013-01-01

    , commitment, and office space. Organizational background rather than office cultures guided these differences. We found that in a merged organization cultural synergies are possible to create if practical and social values for employees are offered. Thus, interesting new ways to transform problems......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...... = 21). Word counts of ‘I’ and ‘we’ revealed that people sharing pre-merger organizational background (homogeneous groups) used ‘we’ more often than heterogeneous groups. Head office employees were concerned with workload and social code, whereas division office employees mainly discussed meetings...

  12. Can Heterosexism Harm Organizations? Predicting the Perceived Organizational Citizenship Behaviors of Gay and Lesbian Employees

    Science.gov (United States)

    Brenner, Bradley R.; Lyons, Heather Z.; Fassinger, Ruth E.

    2010-01-01

    An initial test and validation of a model predicting perceived organizational citizenship behaviors (OCBs) of lesbian and gay employees were conducted using structural equation modeling. The proposed structural model demonstrated acceptable goodness of ft and structural invariance across 2 samples (ns = 311 and 295), which suggested that…

  13. 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

  14. 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)

  15. 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.

  16. 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.

  17. RECENT RELATED RESEARCH IN TECHNOLOGY ACCEPTANCE MODEL: A LITERATURE REVIEW

    OpenAIRE

    Shih-Chih Chen; Shing-Han Li; Chien-Yi Li

    2011-01-01

    Technology Acceptance Model is widely applied to access users’ usage in various information system/information technology areas. Learning the critical role of Technology Acceptance Model can guide researchers to design different users’ interface for different online customers, and consequently achieve high user usage in different application areas. This study reviewed 24 studies to understand the past, now and future of Technology Acceptance Model. We discussed the related studies to ...

  18. Nevada Test Site Waste Acceptance Criteria, December 2000

    International Nuclear Information System (INIS)

    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

  19. 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…

  20. 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.

  1. Linking Calling Orientations to Organizational Attachment via Organizational Instrumentality

    Science.gov (United States)

    Cardador, M. Teresa; Dane, Erik; Pratt, Michael G.

    2011-01-01

    Despite an emerging interest in callings, researchers know little about whether calling orientations matter in the workplace. We explore the under-examined relationship between a calling orientation and employees' attachment to their organizations. Although some theory suggests that callings may be negatively related to organizational attachment,…

  2. 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.

  3. ANALYSIS OF THE IMPACT OF THE SUPPLY CHAIN PERFORMANCE ON THE OVERALL ORGANIZATIONAL PERFORMANCE

    Directory of Open Access Journals (Sweden)

    Florian Gyula Laszlo

    2013-07-01

    Full Text Available After presenting the multidimensionality of organizational performance and its specific in the context of a supply chain, this paper uses a Romanian dataset of firms to estimate the impact of different areas of performance in the context of a supply chain on the overall organizational performance. Analysis follows a balanced scorecards approach, identifying four areas of performances in the context of supply chains. Results show that financial, marketing and innovation do have a positive and statistically significant impact on the overall organizational performance.

  4. 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

  5. Using Policy to Drive Organizational Change

    Science.gov (United States)

    Hornsby, Eunice Ellen

    2006-01-01

    This chapter addresses recent changes in public policy and organizational practices that affect LGBTQ individuals and the role that organizational policy can play in establishing and maintaining respectful and inclusive workplaces.

  6. 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...

  7. Organizational aspects of management education in Russia

    OpenAIRE

    Smirnova Elena Viktorovna; Eroyan Asya Efimovna

    2015-01-01

    The article examines the main organizational aspects of the education sector in Russia. Organizational management is concerned, above all, the quality of education and methods of evaluation. The analysis of national education policy.

  8. The Effect of the Organizational Commitment on Organizational Citizenship Behavior the Mediating Role of the Organızational Justice: A Research on the Manufacturing Enterprises

    Directory of Open Access Journals (Sweden)

    Cem GÜÇEL

    2013-06-01

    Full Text Available This study aims to reveal not only the impact of organizational commitment (OC and organizational justice (OJ on organizational citizenship behaviour (OCB but also the influence of OJ on the association between OB and OCB. The findings based on analyses, which are conducted to the data collected from the firms located in OSTİM Organized Industrial Area in Ankara, demonstrate that OC and OJ have positive impact on OCB while OJ has a mediating effect on the association between OC and OCB.

  9. Public acceptance activities by the Rokkasho project

    International Nuclear Information System (INIS)

    Japan Nuclear Fuel Limited, incorporated by mainly ten Japanese utilities, engages in constructing and operating nuclear fuel cycle facilities such as reprocessing, uranium enrichment and low level radioactive waste disposal at Rokkasho village in Aomori prefecture, 600 kilometers north of Tokyo, where is the most northern part of Honshu island. This presentation deals with the situation concerning the Rokkasho project and our public acceptance activities. The expansion of anti nuclear movement was spread not only Aomori prefecture but also all over Japan, affected strongly by the Chernobyl accident. In 1988,16 anti-nuclear groups including labor-union organized a committee for the purpose of a campaign to collect signatures for opposing nuclear fuel cycle facilities. Those groups brought in a lawsuit against the Japan Nuclear Fuel Limited, for stopping the construction of enrichment plant. Facing furious anti nuclear fuel cycle movements in Aomori prefecture, the Federation of Electric Power Companies decided to re strengthen the public acceptance activities and established the Nuclear Fuel Joint head office together with Japan Nuclear Fuel Service Co.and Japan Nuclear Fuel Industry Co. To this new organization many excellent members were dispatched from all electric power companies. The target area for public acceptance activities expanded from the surrounding area to all area of Aomori prefecture. The first policy of public acceptance activities is 'Appealing by face to face' which means the direct personal contact with people being anxious about nuclear fuel cycle facilities. The second main policy is 'Seeing the plant itself is better than persuading orally.' Survey conducted by a newspaper company in respect with the public acceptance of Rokkasho project in July 1989 July 1992 showed a favorable change of the public acceptance. However, one also has to recognize that most of people still have anxiety about the nuclear fuel cycle facilities and we shall

  10. 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.

  11. TAn Empirical Study on the Associations among Transformational Leadership, Organizational Citizenship Behaviorand Organizational Justice

    OpenAIRE

    C.Cüneyt Arslantas; Is›l Pekdemir

    2007-01-01

    Toexamine the associations among transformational leadership, organizational citizenship behavior and organizational justice, data obtained from 233 blue-collar employees working in different departments at a manufacturing firm were used. Initially, transformational leadership, organizational citizenship behavior and organizational justice were defined. Consequently, correlation, regression, independent samples t-test and one way Anova analysis were performed according to the methodology of t...

  12. Perceived Organizational Support and Organizational Citizenship Behavior: The Case of Kuwait

    OpenAIRE

    Ali H. Muhammad

    2014-01-01

    This article examines the relationship among perceived organizational support, affective organizational commitment, and employee citizenship behavior in Kuwaiti business organizations. Employees¡¯ affective organizational commitment is proposed to mediate the relationship between perceived organizational support and employee citizenship behavior. Data were collected from 261 employees affiliated with 9 Kuwait business organizations. These businesses represented firms in the banking, and finan...

  13. 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…

  14. The Relationship between Perceived Organizational Support and Organizational Cynicism of Research Assistants

    Science.gov (United States)

    Kasalak, Gamze; Bilgin Aksu, Mualla

    2014-01-01

    The purpose of this study is to ascertain to what extent organizational cynicism may be predicted based on the level of perceived organizational support by determining the relationship between research assistants' perceived organizational support and organizational cynicism. The population of the study consists of 214 research assistants…

  15. MANAGING THE ORGANIZATIONAL CULTURE: A TECHNOLOGICAL ISSUE

    OpenAIRE

    Aksenovskaja, Ludmila; Bazarov, Takhir

    2011-01-01

    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 l...

  16. ORGANIZATIONAL CITIZENSHIP BEHAVIOR, PREDICTOR OF JOB PERFORMANCE

    OpenAIRE

    Blanca Giorgiana GRAMA; Daniela Nicoleta BOTONE

    2014-01-01

    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 u...

  17. 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.

  18. Managing the Organizational Culture: A Technological Issue

    OpenAIRE

    Ludmila N. Aksenovskaja; Takhir U. Bazarov

    2011-01-01

    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 l...

  19. Organizational culture diagnosis - a new model

    OpenAIRE

    Ph. D. Ionuţ Constantin; Ph. D. Doru Curteanu

    2011-01-01

    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.

  20. Survivors of Organizational Change: A Resource Perspective

    OpenAIRE

    Yu-Chin Lee; Pei-Chuan Mao

    2015-01-01

    The failure rate of organizational change and studies regarding personal turmoil resulting from organizational change indicate that even employees survive layoff, merger, or any forms of changes, they still develop symptoms of distress, cynicism, and work withdrawal. In this paper, we propose a conceptual model based on the conservation of resources theory to examine the effect of organizational change on survivors¡¯ organizational identification and well-being. Moreover, we suggest that orga...

  1. ANALYSIS OF THE IMPACT OF THE SUPPLY CHAIN PERFORMANCE ON THE OVERALL ORGANIZATIONAL PERFORMANCE

    OpenAIRE

    Florian Gyula Laszlo

    2013-01-01

    After presenting the multidimensionality of organizational performance and its specific in the context of a supply chain, this paper uses a Romanian dataset of firms to estimate the impact of different areas of performance in the context of a supply chain on the overall organizational performance. Analysis follows a balanced scorecards approach, identifying four areas of performances in the context of supply chains. Results show that financial, marketing and innovation do have a positive and ...

  2. 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

  3. 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.

  4. 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.

  5. 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...

  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. 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…

  8. Profiles of Organizational Culture and Effective Schools.

    Science.gov (United States)

    Cheng, Yin Cheong

    1993-01-01

    Investigates how school organizational culture is related to important organizational characteristics and how the profiles of strong culture-effective schools differ from those of weak culture-inefficient schools, in terms of organizational variables, teachers' job attitudes, and school effectiveness criteria. The survey of 54 randomly sampled…

  9. 20 CFR 801.103 - Organizational placement.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Organizational placement. 801.103 Section 801... BOARD Establishment and Authority of the Board § 801.103 Organizational placement. As prescribed by the... Administration in the Department of Labor. It is accordingly found appropriate for organizational purposes...

  10. 7 CFR 295.2 - Organizational description.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 4 2010-01-01 2010-01-01 false Organizational description. 295.2 Section 295.2... AGRICULTURE GENERAL REGULATIONS AVAILABILITY OF INFORMATION AND RECORDS TO THE PUBLIC § 295.2 Organizational... of FNS headquarters and field organizational units and their functions....

  11. Organizational Capabilities of the Entrepreneurial University

    OpenAIRE

    Lucian Gramescu; Nicolae Bibu

    2015-01-01

    Developing entrepreneurial capabilities has become a key competitiveness strategy in business across the world. Overall, organizational capabilities can provide performance improvements by taking an integrated approach to people, infrastructure and processes as means of codifying organizational learning. The paper proposes “organizational capability” as a valuable tool for universities who seek to develop their competitiveness entrepreneurially, especially across the EU, where hig...

  12. A discourse on organizational storytelling

    DEFF Research Database (Denmark)

    Nymark, Søren R.

    This dissertation is concerned with organizational storytelling. It focuses on both formal and informal stories' role and function in the organization. It provides a framework for working with storytelling in organizations. Storytelling is seen as an important part of valuebased management...

  13. 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

  14. 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. PMID:8075165

  15. 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.

  16. 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)

  17. Core Task and Organizational Reality

    DEFF Research Database (Denmark)

    Vikkelsø, Signe

    2015-01-01

    Reflecting a wider trend in the social sciences, the field of organization studies has adopted an increasingly general and metaphysical vocabulary to guide and frame its analyses of life and dynamics in organizations. Where classic organizational analyses would describe organizations in terms...

  18. 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...

  19. 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

  20. 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...

  1. 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…

  2. Organizational Transition and Change Resistance

    Directory of Open Access Journals (Sweden)

    Ovidiu Nicolescu

    2006-07-01

    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.

  3. 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.

  4. Leadership as an Organizational Quality.

    Science.gov (United States)

    Ogawa, Rodney T.; Bossert, Steven T.

    1995-01-01

    Conceptualizes leadership as an organizational quality. The dominant perspective on organizations has fostered a narrow treatment of four leadership assumptions involving function, role, the individual, and culture. Originating from people's personal resources, leadership flows through networks of roles comprising organizations. Leadership shapes…

  5. Dimensions of Organizational Task Environments.

    Science.gov (United States)

    Dess, Gregory G.; Beard, Donald W.

    1984-01-01

    Reducing Aldrich's codification of organizational task environments from six to three dimensions--munificence (capacity), complexity (homogeneity-heterogeneity, concentration-dispersion), and dynamism (stability-instability, turbulence), the authors use interim and factor analytical techniques to explore each dimension's viability and draw…

  6. 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

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

    OpenAIRE

    Sema POLATCI; Kadir ARDIÇ; Kaya, Adem

    2008-01-01

    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 coll...

  8. THE RELATIONSHIP OF ORGANIZATIONAL CORRUPTION WITH ORGANIZATIONAL DISSENT AND WHISTLEBLOWING IN TURKISH SCHOOLS

    OpenAIRE

    ÖZDEMİR, Murat

    2012-01-01

    The objective of this study was to analyze the relationship between organizational corruption, organizational dissent and whistle-blowing in schools. 193 teachers, who worked at primary and secondary schools in Turkey, participated in the study. Measures of organizational corruption, organizational dissent, and whistle-blowing were used. Data were analyzed with correlation and regression analysis. Findings revealed that there was a positive and significant relationship between organizational ...

  9. The Relationship Between Organizational Culture and Organizational Commitment: An Empirical Research on Employees of Service Sector

    OpenAIRE

    Asena Altin Gulova; Ozge Demirsoy

    2012-01-01

    This study investigated the relationship between organizational culture and organizational commitment. Two different scales (Organizational Culture Scales and Organizational Commitment Scales) were used as data gathering instrument. The research was conducted on employees of service sector working in call center in the city of Kayseri and working in insurance company in İzmir (n=181). In this research correlation analysis was made to describe the link between subscales of organizational cultu...

  10. The Mediating Effect of Organizational Commitment on the Relationship between Job Satisfaction and Organizational Culture

    OpenAIRE

    Adel Mohamed Ali Shurbagi; Ibrahim Bin Zahari

    2014-01-01

    The purpose of the study was to investigate the effect of organizational commitment as a mediating variable on the relationship between job satisfaction and organizational culture to answer the following questions: Is there any relationship between job satisfaction and organizational culture in oil and gas industry in Libya? Is there any relationship between job satisfaction and organizational commitment in oil and gas industry in Libya? Is there any relationship between organizational cultur...

  11. Impact on Organizational Climate trough Organizational Culture factors. Case Study of Latvia and Lithuania

    OpenAIRE

    Iljins, Juris; Skvarciany, Viktorija; Gaile-Sarkane, Elīna

    2015-01-01

    Purpose of the article: The purpose of this paper is to investigate the impact of organizational culture on organizational climate in process of change. For solving this problem, it is necessary to identify the main factors of organizational culture in the change process. After exploring the impact of organizational culture on organizational climate through distinguished culture’s factors, article examines how changes can be processed in different cultural environments. Methodology. The resea...

  12. Is nuclear power acceptable

    International Nuclear Information System (INIS)

    The energy shortage forecast for the early 21st century is considered. Possible energy sources other than fossil fuel are stated as geothermal, fusion, solar and fission, of which only fission has been demonstrated technically and economically. The environmental impacts of fission are examined. The hazards are discussed under the following headings: nuclear accident, fatality risk, safe reactor, property damage, acts of God, low-level release of radioactivity, diversion of fissile material and sabotage, radioactive waste disposal, toxicity of plutonium. The public reaction to nuclear power is analyzed, and proposals are made for a programme of safety and security which the author hopes will make it acceptable as the ultimate energy source. (U.K.)

  13. The Impact of Organizational Justice on Turnover Intention of Bankers of KPK, Pakistan: The Mediator Role of Organizational Commitment

    OpenAIRE

    Norhani Bakri; Nazim Ali

    2015-01-01

    The main purpose of this research was to investigate the mediating effect of organizational commitment between organizational justice and turnover Intention of bankers, Pakistan. Data were collected through organizational commitment questionnaire, organizational justice questionnaire and turnover Intention questionnaire from 177 bankers of KPK, Pakistan. Results showed that organizational justice had a significant positive relationship with organizational commitment and negative relationship ...

  14. Public acceptance of nuclear power

    International Nuclear Information System (INIS)

    The lecture addresses the question why we need public acceptance work and provides some clues to it. It explains various human behaviour patterns which determine the basics for public acceptance. To some extent, the opposition to nuclear energy and the role the media play are described. Public acceptance efforts of industry are critically reviewed. Some hints on difficulties with polling are provided. The lecture concludes with recommendations for further public acceptance work. (author)

  15. An Empirical Study of the Relationship between Transformational Leadership, Empowerment and Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Mohd Hamran Mohamad

    2011-01-01

    Full Text Available Organizational leadership literature highlights that transformational leadership has four salient features: intellectual stimulation, individualized consideration, individualized influenced attributed, and individualized influence behavior. The ability of leaders to properly implement this leadership style may have a significant impact on organizational commitment. More importantly, recent studies in this area reveal that effect of transformational leadership style on organizational commitment is indirectly affected by empowerment. The nature of this relationship is interesting, but little is known about the mediating effect of empowerment in organizational leadership literature. Therefore, this study was conducted to examine the influence of empowerment in the relationship between transformational leadership and organizational commitment using a sample of 118 usable questionnaires gathered from employees who have worked in one US subsidiary firm in East Malaysia, Malaysia. The results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. Further, the outcomes of Stepwise Regression analysis showed that the relationship between empowerment and transformational leadership positively and significantly correlated with the organizational commitment. Statistically, this result confirms that empowerment acts as a mediating variable in the relationship between transformational leadership and organizational commitment in the organizational sample. In addition, discussion, implications and conclusion are elaborated.

  16. 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.

  17. Middle managers’ role in organizational commitment and organizational citizenship behaviours

    OpenAIRE

    Landa, Clive H.

    2015-01-01

    “Any motivated behavior, either preparatory or consummatory, must be understood to be a channel through which many basic needs may be simultaneously expressed or satisfied. Typically an act has more than one motivation.” (Maslow 1943, p.370) Written before organizational behaviour had been named let alone studied as a separate discipline, Abraham Maslow warned of the dangers of assuming that an individual behaviour can be explained simply by a single motivation. This dissert...

  18. Employees' Organizational Identification and Affective Organizational Commitment: An integrative approach

    OpenAIRE

    Stinglhamber, Florence; Marique, Géraldine; Caesens, Gaëtane; Desmette, Donatienne; Hansez, Isabelle; Hanin, Dorothée; Bertrand, Françoise

    2015-01-01

    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 direct...

  19. Employees’ Organizational Identification and Affective Organizational Commitment: An Integrative Approach

    OpenAIRE

    Stinglhamber, Florence; Marique, Géraldine; Caesens, Gaetane; Desmette, Donatienne; Hansez, Isabelle; Hanin, Dorothée; Bertrand, Françoise

    2015-01-01

    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 direct...

  20. 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

  1. 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.

  2. 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.

  3. 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...

  4. 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.

  5. Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions

    Directory of Open Access Journals (Sweden)

    Imen Keskes

    2014-02-01

    Full Text Available Purpose: The aim of this work is the study and the discussion of the relationship between leadership styles and organizational commitment dimensions. Both styles of leadership known as transformational and transactional styles differ in the process by which the leader motivates his subordinates. Organizational commitment defined by its three types (Affective, Normative and Continuance measures the strength of an individual identification with and involvement in the organization. Design/methodology/approach: An extensive literature research has been done in order to increase our understanding of leadership and organizational commitment as well as the relationship between these two concepts. Findings: The present study of the relationships between leadership styles and organizational commitment has shown how leadership dimensions can influence employee organizational commitment. Although there is considerable research available suggesting that transformational leadership is positively associated with organizational commitment in a variety of organizational settings and cultures, there has been little empirical research focusing on the precise ways in which style of leadership impacts  employee organizational commitment. Originality/value: Some critics about previous empirical and theoretical studies will present and a number of areas for future research will highlight. In this sense, various areas that require additional research are developed and possible incorporation of some mediation variables are proposed in order to gather a better understanding about the mechanism that links leadership styles and followers organizational commitment.

  6. Organizational search and market orientation

    DEFF Research Database (Denmark)

    Sørensen, Hans Eibe; Stieglitz, Nils

    2008-01-01

    research drawing on the behavioral theory of the firm.   A critical problem for marketing managers is the strategic positioning of a product in the market (Day & Wensley, 1988; Morgan & Hunt, 1995). The most basic framework to address the positioning remains the classic marketing mix, the 4 Ps (product......  Market orientation has evolved into a key construct in the marketing and strategy literature. While much progress has been made in empirical research, the concept lacks a coherent theoretical foundation. Essentially, much prior research has pointed to the role of market-sensing capabilities...... to explain performance differentials among firms (Day, 1994). We open up the black box of market-sensing capabilities by treating the issue of choosing marketing attributes of products as a problem of organizational search. Despite much robust research on organizational search in the strategy...

  7. Organizational Design Correlates of Entrepreneurship

    DEFF Research Database (Denmark)

    Foss, Nicolai Juul; Lyngsie, Jacob; Zahra, Shaker A.

    2015-01-01

    structures are associated with opportunity realization as well discovery, and this effect is reinforced by formalization. Decentralization gives managers the discretion and autonomy needed to recognize and realize opportunities, while formalization enables the standardization and codification of actions......Extant research offers relatively little insight into the organizational design correlates of entrepreneurship in established firms. We argue on theoretical grounds that the same organizational designs support the realization as well as the discovery of opportunities. Specifically, decentralized...... and processes. To test these ideas, we use a data-set based on paired responses from 474 Danish firms operating in several industries for our analyses. We find that decentralization and formalization have direct, positive, and significant associations with opportunity realization. We also address how...

  8. 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...... 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...... a pivotal and unique role in this process. Visualization bridges the ideational with the practical realm by providing representations of ideas, connecting them to existing knowledge, and illustrating the specific actions that instantiate them. Similar to verbal discourse, and often in tandem, visual...

  9. 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.

  10. 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...

  11. Organizational determinants of wage moderation

    OpenAIRE

    Baccaro, Lucio; Simoni, Marco

    2010-01-01

    This article contributes to the political economic literature regarding the effects of industrial relations institutions on national economic outcomes. Based on an econometric analysis of the determinants of wage moderation in sixteen industrialized countries between 1974 and 2000, it argues that the organizational characteristics of trade unions have a significant impact on wage dynamics. Controlling for a number of institutional and economic factors, the countries in which trade union confe...

  12. Accelerated Development of Organizational Talent

    OpenAIRE

    Korotov, Konstantin

    2007-01-01

    This working paper explores the challenges of accelerated development of organizational talent. The meaning of the word "accelerated" is that such development takes place at a pace that is significantly higher than that of "traditional" development that allows an individual to learn the intricacies of the current job, observe incumbents in a higher level position (usually, one level up), practice elements of the boss' job when being delegated tasks, undergoing formal training, or benefiting f...

  13. 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.

  14. Company Vision and Organizational Learning

    OpenAIRE

    Vojko Toman

    2015-01-01

    The effectiveness of a company is largely dependent on the company itself; it depends above all on its corporate governance, management, and implementation, as well as on decision-making processes and coordination. Many authors believe that organizational learning and knowledge are the most relevant aspects of company effectiveness. If a company wants to be effective it needs to create and realize its vision; to do this, it needs creativity, imagination, and knowledge, which can be obtained o...

  15. COMPUTATIONAL APPROACH TO ORGANIZATIONAL DESIGN

    OpenAIRE

    Alexander Arenas; Roger Guimera; Joan R. Alabart; Hans-Joerg Witt; Albert Diaz-Guilera

    2000-01-01

    The idea of the work is to propose an abstract and simple enough agent-based model for company dynamics, in order to be able to deal computationally and even analytically with the problem of organizational design. Nevertheless, the model should be able to reproduce the essential characteristics of real organizations.The natural way of modeling a company is as being a network where the nodes represent employees and the links between them represent communication lines. In our model, problems ar...

  16. Organizational design and hospital performance

    OpenAIRE

    Creteur, Muriel; POCHET, Yves

    2002-01-01

    This paper is only one part of a larger research that aims at modeling the relationship between organizational design and hospital performance. This research is related to the changing context of hospital payment systems. We observe the generalization of either prospective payment systems or more controlled retrospective payment systems. We want to analyze whether or not the traditional structure of hospitals is still appropriate by analyzing the existing literature in a single global model. ...

  17. Human Capital and Organizational Effectiveness

    OpenAIRE

    Ioana Julieta Josan

    2013-01-01

    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 incr...

  18. The dynamics of organizational transformation

    Directory of Open Access Journals (Sweden)

    Prof. Ph.D. Paul Marinescu

    2008-05-01

    Full Text Available The present paper aims to emphasize a number of defining elements of the organizationaltransformation dynamics. The way in which people are prepared to face changes is essential and it addsvalue to the management team’s qualities. The analysis of the business environment, people training, emphasizingorganizational values are important factors, essential in preparing for major changes. Un-decipheringorganizational contexts allows for healthy strategies to be established, which are necessary in orderto achieve organizational objectives.

  19. 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.

  20. 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

  1. 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

  2. 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. PMID:25440000

  3. 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.

  4. 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

  5. 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.

  6. 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.

  7. 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.

  8. Cross-cultural organizational behavior.

    Science.gov (United States)

    Gelfand, Michele J; Erez, Miriam; Aycan, Zeynep

    2007-01-01

    This article reviews research on cross-cultural organizational behavior (OB). After a brief review of the history of cross-cultural OB, we review research on work motivation, or the factors that energize, direct, and sustain effort across cultures. We next consider the relationship between the individual and the organization, and review research on culture and organizational commitment, psychological contracts, justice, citizenship behavior, and person-environment fit. Thereafter, we consider how individuals manage their interdependence in organizations, and review research on culture and negotiation and disputing, teams, and leadership, followed by research on managing across borders and expatriation. The review shows that developmentally, cross-cultural research in OB is coming of age. Yet we also highlight critical challenges for future research, including moving beyond values to explain cultural differences, attending to levels of analysis issues, incorporating social and organizational context factors into cross-cultural research, taking indigenous perspectives seriously, and moving beyond intracultural comparisons to understand the dynamics of cross-cultural interfaces. PMID:17044797

  9. 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. PMID:10127981

  10. Visual thinking in organizational analysis

    Science.gov (United States)

    Grantham, Charles E.

    1991-06-01

    The ability to visualize the relationship among elements of large complex databases is a trend which is yielding new insights into several fields. The author demonstrates the use of 'visual thinking' as an analytical tool to the analysis of formal, complex organizations. Recent developments in organizational design and office automation are making the visual analysis of workflows possible. An analytical mental model of organizational functioning can be built upon a depiction of information flows among work group members. The dynamics of organizational functioning can be described in terms of six essential processes. Furthermore, each of these sub-systems develop within a staged cycle referred to as an enneagram model. Together these mental models present a visual metaphor of healthy function in large formal organizations; both in static and dynamic terms. These models can be used to depict the 'state' of an organization at points in time by linking each process to quantitative data taken from the monitoring of the flow of information in computer networks.

  11. 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.

  12. Antecedents of the people and organizational aspects of medical informatics: review of the literature.

    Science.gov (United States)

    Lorenzi, N M; Riley, R T; Blyth, A J; Southon, G; Dixon, B J

    1997-01-01

    People and organizational issues are critical in both implementing medical informatics systems and in dealing with the altered organizations that new systems often create. The people and organizational issues area--like medical informatics itself--is a blend of many disciplines. The academic disciplines of psychology, sociology, social psychology, social anthropology, organizational behavior and organizational development, management, and cognitive sciences are rich with research with significant potential to ease the introduction and on-going use of information technology in today's complex health systems. These academic areas contribute research data and core information for better understanding of such issues as the importance of and processes for creating future direction; managing a complex change process; effective strategies for involving individuals and groups in the informatics effort; and effectively managing the altered organization. This article reviews the behavioral and business referent disciplines that can potentially contribute to improved implementations and on-going management of change in the medical informatics arena. PMID:9067874

  13. 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.

  14. 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.

  15. Employee Perceptions of Corporate Reputation and Impact of The Perceptions on Organizational Pride, Organizational Commitment and Job Satisfaction: A Study on the East Marmara Region Plastic Packaging Industry

    OpenAIRE

    Çekmecelioğlu, Hülya Gündüz; Dinçel, Güler

    2014-01-01

    Corporate reputation accepted as one of the strategic sources is corporate assets which add value to firm and has long-term benefits. Due to the increasing importance, in the recent years, corporate reputation has been an interesting subject for academicians along with the business world. The aim of this study is to examine how employees perceive the corporate reputation of the enterprises operating in plastic packaging industry and the impact of these perceptions on organizational pride, job...

  16. 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

  17. A long look back: an analysis of 50 years of organizational communication research (1964-2013)

    OpenAIRE

    Garner, Johny T.; Ragland, J. Parker; Leite, Megan; Young, Jordan; Bergquist, Gretchen; Summers, Sydney; Pool, Gentrie; Taylor, Samuel; Tian, Xi; Reyes, Eduardo; Haynes, Micah; Ivy, Trey

    2016-01-01

    As a means of understanding the identity and heritage of organizational communication scholarship, we conducted a content analysis of 1,399 articles published in communication journals since 1964. Our findings demonstrate key turning points in organizational communication scholarship, trends in the development of knowledge, and areas in which this discipline can continue to grow in future endeavors. While research has problematized power and has emphasized the constitutive nature of communica...

  18. The changing duties of organizational psychologists in Slovenia in the past and in the present

    OpenAIRE

    Eva Boštjančič; Aina Laimiš

    2016-01-01

    As with other areas, the growth of occupational and organizational psychology is based on scientific research, variety of situational factors and trends, and needs that arise in the organizational environment. The aim of the study was to describe the tasks carried out by psychologists in organizations in the past (55 years long history of the field in Slovenia), and to compare these with the tasks that are currently performed. The results were compared with similar studies that had been condu...

  19. Analysis of contracting processes and organizational culture at Naval Air Systems Command

    OpenAIRE

    Kovack, Christopher T.

    2008-01-01

    This study assesses contracting process capabilities at Naval Air Systems Command (NAVAIR) in Patuxent River, Maryland, using the Contract Management Maturity Model (CMMM). The primary purpose of this study is to analyze NAVAIR's contracting processes to identify key process area strengths and weaknesses and to provide a roadmap for improvement. This study also focuses on assessing organizational culture at the NAVAIR Contracting Directorate. Several studies have shown that organizational...

  20. 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 ...

  1. A systematic review of patient acceptance of consumer health information technology.

    Science.gov (United States)

    Or, Calvin K L; Karsh, Ben-Tzion

    2009-01-01

    A systematic literature review was performed to identify variables promoting consumer health information technology (CHIT) acceptance among patients. The electronic bibliographic databases Web of Science, Business Source Elite, CINAHL, Communication and Mass Media Complete, MEDLINE, PsycArticles, and PsycInfo were searched. A cited reference search of articles meeting the inclusion criteria was also conducted to reduce misses. Fifty-two articles met the selection criteria. Among them, 94 different variables were tested for associations with acceptance. Most of those tested (71%) were patient factors, including sociodemographic characteristics, health- and treatment-related variables, and prior experience or exposure to computer/health technology. Only ten variables were related to human-technology interaction; 16 were organizational factors; and one was related to the environment. In total, 62 (66%) were found to predict acceptance in at least one study. Existing literature focused largely on patient-related factors. No studies examined the impact of social and task factors on acceptance, and few tested the effects of organizational or environmental factors on acceptance. Future research guided by technology acceptance theories should fill those gaps to improve our understanding of patient CHIT acceptance, which in turn could lead to better CHIT design and implementation. PMID:19390112

  2. 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.

  3. Radioactive waste package acceptance criteria

    International Nuclear Information System (INIS)

    Preliminary acceptance criteria have been developed for packages containing nuclear waste which must be stored or disposed of by the US Department of Energy. Acceptance criteria are necessary to ensure that the waste packages are compatible with all elements of the Waste Management System. The acceptance criteria are subject to revision since many of the constraints that will be imposed on the waste packages by the Waste Management System have either not been defined or are being revised. Delineation of the acceptance criteria will provide bases for handling, transporting and disposing of the commercial waste

  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. 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.

  6. The Israeli Defense Forces: an organizational perspective

    OpenAIRE

    Green, Matthew John

    1990-01-01

    Approved for public release, distribution is unlimited The author traces the organizational growth and change within the Israeli Defense Forces (IDF) over its 40-year history. A model is offered which depicts a military organization as an open system embedded within a changing environment. Selected inputs to this organizational system are shown to affect organizational structure and, in turn, the combat capabilities of the force. The author uses the five major Arab-Israeli wars as critical...

  7. LEVELS OF ORGANIZATIONAL COMMITMENT FOR FEDERATION EMPLOYEES

    OpenAIRE

    Hayri DEMİR; Selçuk BUĞDAYCI

    2011-01-01

    This paper deals with the levels of organizational commitment for general secretaries, sport experts and civil servants working in sport federations. 183 persons are included in the research. Data for the research have been collected through “Three Dimensional Organizational Commitment Scale” developed by Meyer, Allen and Smith (1993). In this paper, organizational commitment is examined in three different dimensions as emotional commitment, continuance commitment and normative commitment, an...

  8. Organizational change and institutional diversity (In French)

    OpenAIRE

    Marie CORIS (E3i, IFReDE-GRES); Frigant, Vincent; Lung, Yannick

    2009-01-01

    This paper proposes a review of the literature on the analysis of organizational change. Part 1 identifies three main factors of institutional change: competition, technological change and evolution in the institutional environment. Part 2 discusses industrial dynamics’ approaches of the organizational change, from a diachronic point of view (historical dimension) and from a synchronic one (diversity of firms’ organizational model within a sectorial or institutional context).

  9. Changing Organizational Routines. Antecedents, Processes, Outcomes

    OpenAIRE

    Wilhelm, Hendrik

    2014-01-01

    Organizational routines represent the primary means through which organizations perform and prevail, and can be found in such diverse tasks as hiring new employees, assembling cars in automobile plants, and conducting surgery in hospitals. This dissertation examines the antecedents, processes, and outcomes of organizational routine change and argues that organizational context is underappreciated in routine research. Context matters because it helps explain when, why, and how routines change.

  10. ENHANCING JOB SATISFACTION THROUGH ORGANIZATIONAL COMMUNICATION

    OpenAIRE

    ŞOMĂCESCU SABINA MĂDĂLINA; BARBU MIHAIL CĂTĂLIN

    2016-01-01

    In this paper, we have investigated the link between the organizational communication and job satisfaction. We assumed that a healthy communication determines the motivation of the staff, the increase of the productivity and individual and organizational performances. Our study showed that there is a positive link between the organizational communication and job satisfaction. The employees perceive the communication as a motivating factor when the communication is open and efficie...

  11. The Components of the Organizational Culture

    OpenAIRE

    Cornelia Elena TUREAC

    2005-01-01

    Knowing that the organizational culture functions constitute the base of notification and capitalization of the major importance, which is having for every company, regardless the domain of activity, dimension, economic potential or belonging to a certain national culture. The importance of the organizational culture is consisting of its functions, the importance is manifesting trough some concrete elements the company level and not only. The organizational culture is allowing the identificat...

  12. DETERMINANTS OF ORGANIZATIONAL CULTURE IN AGRICULTURAL ENTERPRISE

    OpenAIRE

    Rafał Baum; Benedykt Pepliński; Karol Wajszczuk; Jacek Wawrzynowicz; Jarosław Wańkowicz

    2015-01-01

     This article presents selected issues related to the problem of organizational culture. The work is based on the results of empirical research involving qualitative investigations using the case study method. It examines the values and norms defi ning the organizational culture of selected agricultural enterprises. It was found that the values and norms are an important factor in the competitiveness of a company. Appropriate shaping of the organizational culture promotes proinnovative b...

  13. The Triple Helix of the Organizational Knowledge

    OpenAIRE

    Contantin BRĂTIANU

    2013-01-01

    The purpose of this paper is to present the inner triple helix dynamics of the organizationalknowledge. This is a new perspective of the classical view of tacit knowledge– explicit knowledge dyad of the organizational knowledge promoted by Nonaka and hisco-workers. The new perspective is based on the metaphor that organizational knowledge isa "eld rather than a stock, or stocks and flows. It is a complex metaphor using the thermodynamicsprinciples. The organizational knowledge is composed of ...

  14. 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...

  15. Organizational Structure and Product Market Competition

    OpenAIRE

    Jung Hur; Yohanes E. Riyanto

    2007-01-01

    We analyze an interaction between a firm’s choice of organizational structure and competition in the product-market. Two organizational structures are considered, namely a centralized-organization, whereby formal authority is retained by a principal, and a decentralized-organization, whereby formal authority is delegated to an agent. We show that the choice of organizational structure hinges on a trade-off between operating-profit and managerial effort. The principal may prefer to choose an o...

  16. A theory of organizational readiness for change

    OpenAIRE

    Weiner Bryan J

    2009-01-01

    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 devel...

  17. Organizational learning in the hotel sector

    OpenAIRE

    Alinne Nobre Pinto

    2014-01-01

    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 or...

  18. SHAPING ORGANIZATIONAL CULTURE. THE IMPACT ON PERFORMANCE

    OpenAIRE

    CRISTIAN ODAGIU

    2011-01-01

    Understanding and manipulating organizational culture to improve performance is of particular interest in the light of the modernization programme within the public sector. Bibliographic sources of information from the national and international literature on organizational culture provided a picture of cultural management issues in relation to explain dynamics that can be used to manipulate culture to accentuate change. A good practice example of managing organizational culture in terms of i...

  19. 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.

  20. Linking unlearning with innovation through organizational memory and technology

    OpenAIRE

    Jiménez Jiménez, Daniel; Cepeda Carrión, Gabriel Alfonso; Cegarra Navarro, Juan Gabriel

    2010-01-01

    While the information technologies provide organizational members with explicit concepts, such as writing instruction manuals, the ‘organizational memory’ provides individuals with tacit knowledge, such as systematic sets, routines and shared visions. This means that individuals within an organization learn by using both the organizational memory and the information technologies. They interact to reduce organizational information needs contributing to improve organizational innovativeness....

  1. A research framework of organizational factors on safety in the Republic of Korea

    International Nuclear Information System (INIS)

    Korean nuclear society is yet unfamiliar with the topic, 'organizational factors on safety', while having shown lots of accomplishments in the area of physical and human factors on safety. However, recent large-scale accidents in other technological areas illustrate the importance of managing organization factors on safety. Recently Korea Atomic Energy Research Institute (KAERI) started paying attention to this topic and is trying to establish a future research framework of organizational factors on safety. This paper tries to explain overall direction of the framework. Our framework, as managing organizational factors on safety, considers two kinds of areas: design of management systems, which implies a feed-forward system including organizational models; and operation of those systems, which implies a feedback system including management information and implementation systems. Our framework also considers the evolution stage of a management system. Management systems evolve from visibility stage to optimization stage. To optimize a management system, we should be able to control the system. To control the system, we should be able to see how the system is going. In addition, this paper tries to share some experience of KAERI on how organizational structure and culture affects organizational performance in R and D perspective. (author). 2 refs, 1 fig

  2. 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 ...

  3. 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...

  4. The Impact of Organizational Envy on Organizational Climate Created among Employees: An Application in Accommodation Enterprises

    OpenAIRE

    Aziz Gökhan Özkoç; Nurgül Çaliskan

    2014-01-01

    Expression of individuals’ emotional intelligence is an important factor to reach success in organizational life as well as daily life. Positive or negative emotions of employees have the potential to affect the organizational climate created through their relationship between each other in a positive or negative way. In this study, the impact of envy –which is a new issue in organizational behavior literature– on organizational climate, which has an important role in organizations’ realizati...

  5. The Effect of Organizational Stress on Organizational Silence: An Application in Five Star Thermal Hotel Establishments

    OpenAIRE

    KILIÇ, Gonca; TUNÇ, Tülin; SARAÇLI, Sinan; KILIÇ, İbrahim

    2013-01-01

    In this study it was aimed to determine the effects of organizational stress on organizational silence with an application at five-stars hotel establishments and to review general literature on organizational stress and organizational silence. Study questionnaires were distributed 387 participants working at five-stars hotel establishments in Afyonkarahisar. Data was analyzed by factor analysis, reliability analysis, mean, standard deviation, Pearson’s correlation analysis, and bivariate ...

  6. EMPIRICAL INVESTIGATION OF ETHICAL LEADERSHIP, JOB TURNOVER, JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

    OpenAIRE

    Yasin Munir; Prof. Dr. Muhammad Ehsan Malik; Baktawar Javaid; Amina Arshad; Mayda Khalid; Rubia Nawaz; Sania Nazir

    2013-01-01

    To improve organizational citizenship behavior is the effort to reduce the cost and the best way to achieve organizational effectiveness. The main point of the choice of organizational citizenship behavior as a field of research is to find the reasons for the behavior of citizenship lacks the Pakistani organizations. Organizational behavior has been linked to the overall effectiveness of the organization, so these types of employee behavior have important consequences in the workplace. Organi...

  7. The Relationship between Perceived Organizational Justice, Organizational Commitment and Job Satisfaction

    OpenAIRE

    Masoomeh Saadati; Aghdas Saadati; Amin Asghari; Maryam Golkhatmi Bidgoli; Alireza Ghodsi; Azam Golkhatmi Bidgoli

    2016-01-01

    Background and Objectives: One of the latent and consequential factors of facilitation of organizational justice is staff members’ level of organizational commitment. The present study aimed at surveying the relationships between various dimensions of organizational justice with organizational commitment and job satisfaction of staff of a Medical University. Methods: 263 staff members were eligible and agreed to participate in the survey.  Data related to demographic characteri...

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

    OpenAIRE

    Fuat OKTAY

    2016-01-01

    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 determ...

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

    OpenAIRE

    Mahsan Hajirasouliha; Elham Agha Alikhani; Ashkan Faraji

    2014-01-01

    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 suggestion...

  10. RELATIONSHIP BETWEEN THE LEADERSHIP BEHAVIORS AND ORGANIZATIONAL TRUST AND ORGANIZATIONAL JUSTICE

    OpenAIRE

    YILMAZ, Kürşad; ALTINKURT, YAHYA

    2012-01-01

    This paper examined the relationships between the school administrators’ leadership behavior and teachers’ perceptions of organizational trust, and organizational justice. The sample of the survey model study consists of 271 high school teachers in the province of Kutahya in Turkey. Data is collected by “Organizational Trust Scale”, “Organizational Justice Scale” and “Leadership Behavior Scale”. Data is analyzed through descriptive statistics and Regression Analysis. The research findings sho...

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

    OpenAIRE

    Saman Chehrazi; Mehrdad Hoseini Shakib; Mohammad Hosein Askari Azad

    2014-01-01

    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 organiza...

  12. Job satisfaction and organizational trust as antecedents of organizational commitment in Finnish and Estonian SMEs

    OpenAIRE

    Kemell, Kirsi

    2015-01-01

    This empirical study examines three well-known leadership themes – organizational commitment, job satisfaction and organizational trust – from the perspective of Finnish and Estonian small and medium –sized enterprises (SMEs). The object of the study is to increase knowledge about organizational commitment and job attitudes affecting the formation of commitment. The study is cross-sectional, using previously gathered SME survey data. Organizational commitment is understood as a multidime...

  13. Analysis of the organizational cynicism and organizational loyalty: Turkish Police Department Sample

    OpenAIRE

    Mehmet Ali Tekiner; Bekir Tavas

    2016-01-01

    In the research, it was aimed to evaluate organizational cynicism and organizational loyalty of Turkish Police Department. In the research 153 subjects, all of whom work in the police departments, has been attempted to be analyzed through 5-point Likert scale. The data gathered has been statistically analyzed and the results have been explained. According to results, it was found that organizational cynicism and organizational loyalty were changed based on demographic properties of partic...

  14. On the organizational learning work process

    International Nuclear Information System (INIS)

    This paper presents an organizational learning work process for use at nuclear power plants or other high-risk industries. Relying on insights gained from surveying organizational learning activities at nuclear power plants, the proposed work process synthesizes distributed learning activities and improves upon existing organizational learning processes. A root-cause analysis that targets organizational factors is presented. Additionally, a more accurate and objective methodology for prioritizing operating experience is presented. This methodology was applied to a case study during a workshop with utility personnel held at MIT. (author)

  15. Research in organizational participation and cooperation

    DEFF Research Database (Denmark)

    Jeppesen, Hans Jeppe; Jønsson, Thomas; Rasmussen, Thomas

    2005-01-01

    This article discusses some different perspectives on organizational participation and presents conducted and ongoing research projects by the research unit SPARK at Department of Psychology, University of Aarhus....

  16. 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.

  17. The Competitive Advantage of Organizational Learning.

    Science.gov (United States)

    Appelbaum, Steven H.; Gallagher, John

    2000-01-01

    Explores theories of organizational learning and identifies the implications of the following for learning organizations: the new economy, strategic planning, management practices, and communication. (Contains 32 references.) (SK)

  18. 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.

  19. Organizational Capabilities of the Entrepreneurial University

    Directory of Open Access Journals (Sweden)

    Lucian Gramescu

    2015-05-01

    Full Text Available Developing entrepreneurial capabilities has become a key competitiveness strategy in business across the world. Overall, organizational capabilities can provide performance improvements by taking an integrated approach to people, infrastructure and processes as means of codifying organizational learning. The paper proposes “organizational capability” as a valuable tool for universities who seek to develop their competitiveness entrepreneurially, especially across the EU, where higher education is no longer a guarantee for employment and alternatives are sorely needed. For this purpose, we explore conceptualizations of organizational capabilities, propose an integrative model and apply it to learn more about the development of capability from practice at Aalto University in Finland.

  20. 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.

  1. 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.

  2. Nevada National Security Site Waste Acceptance Criteria

    International Nuclear Information System (INIS)

    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.

  3. 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

  4. Organizational communication and performance appraisal: the organizational communication under 360º evaluation

    OpenAIRE

    Mourão, R.; Miranda, S

    2015-01-01

    Organizational communication and performance appraisal are essential to human resources management. Organizational communication has been relevant in organizations, especially because globalization and competitiveness create more permanent contact between employees (Miller, 2011). In turn, performance appraisal has been shown to be essential to organizational effectiveness (Proctor and Doukakis, 2003). However, traditional performance evaluation has some limitations (e.g. quotation mistakes a...

  5. The influence of job satisfaction, organizational commitment, and fairness perceptions on organizational citizenship behavior.

    Science.gov (United States)

    Schappe, S P

    1998-05-01

    Previous research has indicated that job satisfaction, perceptions of procedural justice, and organizational commitment are all significant correlates of organizational citizenship behavior (OCB). Those variables were studied collectively to determine their relative effects on OCB. Hierarchical regression analyses indicated that when all three of the variables were considered concurrently, only organizational commitment accounted for a unique amount of variance in OCB. PMID:9540226

  6. Are employees' ratings of coworkers' organizational citizenship behavior influenced by their own perceptions of organizational justice?'.

    Science.gov (United States)

    Aşcigil, Semra F; Magner, Nace R; Sonmez, Yener

    2005-08-01

    Partial correlation analysis of questionnaire data from 62 of 65 employees of a Turkish company indicated that employees' own perceptions of organizational justice in terms of distributive, procedural, and interactional justice were related to how they rated their coworkers' organizational citizenship behavior. Specifically, all three two-way interactions between the justice variables were related to organizational citizenship behavior. PMID:16279309

  7. The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

    Science.gov (United States)

    Azizollah, Arbabisarjou; Abolghasem, Farhang; Amin, Dadgar Mohammad

    2016-01-01

    Background and Objective: Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. Materials and Methods: This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at Pculture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009). PMID:26925884

  8. 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…

  9. 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…

  10. 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…

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

    OpenAIRE

    Erdem Kırkbeşoğlu; Şule Tuzlukaya

    2014-01-01

    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 t...

  12. 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

  13. The Mediating Role of Organizational Citizenship Behavior between Organizational Identification and Its Consequences

    Science.gov (United States)

    Patnaik, Siddharth; Biswas, Soumendu

    2005-01-01

    This study was conducted to assess the impact of organizational identification on consequences like job satisfaction and turnover intention of organizational members. It also explored the mediational role played by organizational citizenship behavior in the relationship. Using a sample (n=127) of Indian employees, this current study makes a…

  14. 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.

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

    Science.gov (United States)

    Stinglhamber, Florence; Marique, Géraldine; Caesens, Gaëtane; Desmette, Donatienne; Hansez, Isabelle; Hanin, Dorothée; Bertrand, Françoise

    2015-01-01

    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. PMID:25875086

  16. 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

  17. Antecedents to Organizational Learning as a Determinant of Business Performance: The Role of the Organizational Size as a Moderator Variable

    OpenAIRE

    Juan C. Real

    2008-01-01

    This paper analyzes the influence of key organizational variables on organizational learning, considering the latter as a process of knowledge creation determining organizational performance. It is showed that both the entrepreneurial orientation of the organization and its learning orientation positively influence on organizational learning, and this has a significant effect on organizational performance. The results also reveal that the relationship established between entrepreneurial orien...

  18. Worldwide nuclear revival and acceptance

    International Nuclear Information System (INIS)

    The current status and trends of the nuclear revival in Europe and abroad are outlined. The development of public opinion in the last decade is playing an important part. This has turned from clear rejection to careful acceptance. Transparency and open communication will be important aspects in the further development of nuclear acceptance. (orig.)

  19. 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

  20. 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 t...... to ageing and over nutrition, or illnesses linked to genetic predispositions or other risk factors....