WorldWideScience

Sample records for organizational influence processes

  1. Using organizational influence processes to overcome IS implementation barriers

    DEFF Research Database (Denmark)

    Ngwenyama, Ojelanki; Nielsen, Peter Axel

    2014-01-01

    A fundamental tenet of the information systems (IS) discipline holds that: (a) a lack of formal power and influence over the organization targeted for change, (b) weak support from top management, and (c) organizational memories of prior failures are barriers to implementation success. Our research......, informed by organization influence, compellingly illustrates that such conditions do not necessarily doom a project to failure. In this paper, we present an analysis of how an IS implementation team designed and enacted a coordinated strategy of organizational influence to achieve implementation success...... despite these barriers. Our empirical analysis also found that technology implementation and change is largely an organizational influence process (OIP), and thus technical-rational approaches alone are inadequate for achieving success. Our findings offer managers important insights into how they can...

  2. Enterprise Systems Implementations: Organizational Influence Processes for Corporate User Representatives

    DEFF Research Database (Denmark)

    Nielsen, Peter Axel; Nordheim, Stig

    2008-01-01

    -depth, interpretive study from the oil industry, where we analyze a case of innovative integration of an ECM system with collaboration technologies. The data collection has been longitudinal. The data analysis has been performed through the perspective of organizational influence processes. The main finding concerns...... an organizational role as corporate user representative to deal with the scale and complexities of implementation. A single person was particularly influential in the role. At the outset a user representative had to perform upward influence processes from a lower formal position. This is impeding...

  3. A Framework for Investigating Influence of Organizational Decision Makers on Data Mining Process Achievement

    Directory of Open Access Journals (Sweden)

    Hanieh Hajisafari

    2012-02-01

    Full Text Available Currently, few studies deal with evaluation of data mining plans in context of solvng organizational problems. A successful data miner is searching to solve a fully defined business problem. To make the data mining (DM results actionable, the data miner must explain them to the business insider. The interaction process between the business insiders and data miners is actually a knowledge-sharing process. In this study through representing a framwork, influence of organizational decision makers on data mining process and results investigated. By investigating research literature, the critical success factors of data mining plans was identified and the role of organizational decision makers in each step of data mining was investigated.‌ Then, the conceptual framework of influence of organizational decision makers on data mining process achievement was designed. By getting expert opinions, the proposed framework was analyzed and evantually designed the final framework of influence of organizational decision makers on data mining process achievement. Analysis of experts opinions showed that by knowledge sharing of data ming results with decision makers, "learning", "action or internalization" and "enforcing/unlearning" will become as critical success factors. Also, results of examining importance of decision makers' feedback on data mining steps showed that getting feedback from decision makers could have most influence on "knowledge extraction and representing model" step and least on "data cleaning and preprocessing" step.

  4. A Framework for Investigating Influence of Organizational Decision Makers on Data Mining Process Achievement

    OpenAIRE

    Hanieh Hajisafari; Shaaban Elahi

    2012-01-01

    Currently, few studies deal with evaluation of data mining plans in context of solvng organizational problems. A successful data miner is searching to solve a fully defined business problem. To make the data mining (DM) results actionable, the data miner must explain them to the business insider. The interaction process between the business insiders and data miners is actually a knowledge-sharing process. In this study through representing a framwork, influence of organizational decision mak...

  5. How does organizational culture influence organizational learning in a shipping company?

    OpenAIRE

    Jimenez, Jorge Mario Garzon

    2016-01-01

    This project targets on organizational culture and organizational learning, aiming to reveal how organizational culture influences on organizational learning within the shipping industry. The main research question is: How does organizational culture influence organizational learning within a shipping company? The two research sub-questions are: 1) Which components of organizational culture are especially important for organizational learning? 2) How is organizational structure...

  6. [Factors influencing nurses' organizational citizenship behavior].

    Science.gov (United States)

    Park, Junhee; Yun, Eunkyung; Han, Sangsook

    2009-08-01

    This study was conducted to identify the factors that influence nurses' organizational citizenship behavior. A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational.transactional leadership (14 items). Cronbach's alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis. The factors influencing nurses' organizational citizenship behavior were identified as self-leadership(beta=.247), empowerment (beta=.233), job satisfaction (beta=.209), organizational commitment (beta=.158), and transactional leadership (beta=.142). Five factors explained 42.0% of nurses' organizational citizenship behavior. The results of this study can be used to develop further management strategies for enhancement of nurses' organizational citizenship behavior.

  7. Meeting Organizational Performance with Shared Knowledge Management Processes

    OpenAIRE

    Franco, Massimo; Mariano, Stefania

    2010-01-01

    Using empirical research data, this study investigated how knowledge is stored and retrieved in an American company and contributed to the growing body of literature on the use of knowledge, technology, and memory systems to improve organizational performance. It demonstrated the importance of individual motivation and efforts, managerial capabilities, and shared organizational technologies in the management of organizational processes and revealed factors influencing the processes of knowled...

  8. Influence of Technological Assets on Organizational Performance through Absorptive Capacity, Organizational Innovation and Internal Labour Flexibility

    Directory of Open Access Journals (Sweden)

    Encarnación García-Sánchez

    2018-03-01

    Full Text Available Organizational innovation is increasingly mandatory for firms to overcome their competitors. Organizational innovation is especially relevant in today’s dynamic and turbulent environments, where other internal variables—such as technological assets, employee training, coordination of new management capabilities, and new flexible human resources and more adaptable organizational designs—must be encouraged to create value and competitive advantage. The purpose of our research is to analyse whether technological assets influence absorptive capacity (potential and realized absorptive capacity and how absorptive capacity influences internal labour flexibility, organizational innovation and performance. We achieve these goals by analysing the interrelations among internal labour flexibility, organizational innovation and performance, using the theory of resources and capabilities. A quantitative study was carried out with data gathered by personal interview using a structured questionnaire. Relationships proposed in the theoretical model were estimated through a structural equation model, using a sample of 160 European technology companies. The results show that support for technology and improvement of technological skills and technological distinctive competencies promote improvement in organizational performance through their positive influence on the processes of potential and realized absorption capacity. Potential absorptive capacity influences realized absorptive capacity, which impacts not only internal labour flexibility but also organizational innovation and organizational performance. Further, internal labour flexibility influences organizational performance through organizational innovation. This issue is of particular interest when considering the dynamic nature of turbulent technological environments in which the organization operates. Technological assets thus identify new sources of flexibility and organizational innovation based

  9. The Influence Of Organizational Culture On Management Information System

    Directory of Open Access Journals (Sweden)

    Arlis Dewi Kuraesin

    2017-03-01

    Full Text Available This article aims to know the culture of the organization and management accounting information system based on existing theories. The management information system is a collection of sub-systems which are interconnected with each other to work together in harmony to achieve one goal of process data into information needed by management in decision making. An important factor influencing the use of information systems is Cultural Organization. Management Information system success is influenced by several factors one of which is the organizations culture. Organizational culture has a very strong influence on the overall organizational and individual behavior due to the information system is a major component of the organization are influenced substantially by organizational culture.

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

    Directory of Open Access Journals (Sweden)

    Jimmy Sadeli

    2012-12-01

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

  11. The Influence Of Leadership, Talent Management, Organizational Cultureand Organizational Support On Employee Engagement

    Directory of Open Access Journals (Sweden)

    Jimmy Sadeli

    2015-08-01

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

  12. Strategic Planning Process and Organizational Structure: Impacts, Confluence and Similarities

    Directory of Open Access Journals (Sweden)

    Dyogo Felype Neis

    2017-01-01

    Full Text Available This article aims to analyze the relationship between the strategic planning process and organizational structure in the reality of a complex organization: the Public Prosecutor’s Office of Santa Catarina (MPSC. The research is set by the single case study research strategy and data were collected through the following instruments: bibliographical research, documentary research, semi-structured interviews and systematic observation. The conclusion indicates that the phases of the strategic planning process influence and are influenced by the elements of the organizational structure and highlights the confluences, the impacts and similarities between the stages of formulation and implementation of the strategic process with the various constituent elements of the organizational structure.

  13. Organizational, managerial, and institutional influences on risk management

    International Nuclear Information System (INIS)

    Perin, C.

    1992-01-01

    Organizational and managerial systems for risk management in nuclear power plants are under the influence of externally and internally generated goals. Externally, the NRC, public utility commissions, and such institutions as Institute of Nuclear Power Operations (INPO) establish requirements and guidelines for best practice. Internally, utility strategies define operational goals and standards for safety and production. One managerial responsibility in operating the complex, interdependent technological systems of nuclear power plants is to assure that the activities of departments, divisions, and functions are coordinated. These bridging processes need to be understood in order to suggest alternatives for organizing work and managing risk. To delineate the ways in which regulators and industry institutions affect these processes, details of their influences on daily practices can be addressed through a work system approach. The work system approach takes a dynamic view of organizational structures and managerial processes. Managers balance safety goals with efficiency and production goals through a continuous exchange of information, advice, expertise, budget allocations, personnel, and other resources, drawing on resources from within their organizations and from outside their boundaries. This exchange of resources is essential to organizational strategies for reducing and managing risk

  14. Business processes in organizational diagnosis

    OpenAIRE

    Janićijević, Nebojša

    2010-01-01

    The paper points out why and how it is necessary to include business processes into organizational diagnosis as a first step in the process of organizational change management. First, the necessity of including business processes into diagnostic models which are used during the performing of organizational changes is proved in the paper. Next, the business processes’ components and characteristics which need to be included into organizational diagnosis are defined, and the way in which they a...

  15. AN ANALYSIS OF THE ORGANIZATIONAL STRUCTURE AND THE PROCESS TO ADOPT GLOBAL SOURCING

    Directory of Open Access Journals (Sweden)

    Moema Pereira Nunes

    2016-03-01

    Full Text Available This study analyze the adoption of GS by Brazilian companies in terms of organizational structure and process of GS in order to identify what is differencing the experience of these companies and the previously knowledge related with GS. A case-based qualitative research was developed. Four Brazilian companies were investigated. Data were collect interviews and a content analysis was made. Regarding the organizational structure, it was identified that the firm’s industry sector influence in the adoption of GS. It confirms the assumption that the environment plays an important role in emerging countries. The need of innovation and the geographic concentration in an industry sector were identified as influences in the organizational structure to adopt GS. The need of scale in the purchasing process was perceived as an influence in the process of GS. The investigated companies presented a non-structure process of GS, what reduce the opportunity to learn with GS as part of the process may not be monitored.

  16. Influence of Organizational Culture on Service Provider Selection

    OpenAIRE

    Yılmaz, Mehmet; Yılmaz Börekçi, Dilek; Örnek, Ali

    2017-01-01

    Although Third Party Logistics Service Provider (3PL) selection literature mentions organizational culture’s role in the development as well as in the maintenance of 3PL arrangements, there is a paucity of attempts to underline the significance of organizational culture’s influence on the formation and management of 3PL relationships. In this study, the influence of different organizational cultural orientations in uncertainty avoidance, future orientation, performance orientation and paterna...

  17. 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.

  18. The influence of national culture on organizational change and competitiveness in Serbia

    Directory of Open Access Journals (Sweden)

    Ostojić Đorđe

    2014-01-01

    Full Text Available Globalization of business has created a worldwide market where companies from around the world make interactions. National cultures have a significant influence on the way companies do business, as well as on company's market position. National culture influences the way managers interpret their environment, the types of organizational changes and employee motivation. Companies must perform more rigorous selection of workers, so as to employ a worker whose individual cultural values (that are formed under the influence of national culture correspond to organizational culture of a company, improving the competitiveness of companies in the process.

  19. ESTIMATION OF EXTERNAL FACTORS INFLUENCE ON THE ORGANIZATIONAL AND RESOURCE SUPPORT OF ENGINEERING

    Directory of Open Access Journals (Sweden)

    Yu. V. Gusak

    2013-09-01

    Full Text Available Purpose. The engineering industry is characterized by deep specialization and high co-operation, which suggests a high degree of interaction with other industries and the economy, highly sensitive to external factors. Effective regulation of the engineering industry’s organizational-resource support will ensure coherence of all the subsystems of the market economy, the competitive environment, a full course of the investment process and the success of the industry. Therefore there is a need for detailed estimation and analysis of the external factors’ influence on the formation and implementation indexes of the engineering industry’s organizational-resource support. Methodology. To establish the close connection between the set of external factors of formation and implementation indexes of the engineering industry organizational-resource support the correlation analysis was used, to calculate the amount of the formation and implementation indexes of the engineering industry organizational-resource support’s change under the influence of the external factors with malleability coefficient were applied. Findings. The external influence factors on the engineering industry organizational-resource support by the source of origin: industrial, economical, political, informational, and social were separated and grouped. The classification of the external factors influence on the engineering industry organizational-resource support, depending on their influence’s direction on the formation and implementation indexes of the engineering industry’s organizational-resource support was made. The connection closeness and the amount of the formation and implementation indexes of the engineering industry organizational-resource support change (the machinery index of and the sales volume machinery index under the influence of the external factors with malleability coefficient were determined. Originality. The estimation of the external factors

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

    OpenAIRE

    Jimmy Sadeli

    2012-01-01

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

  1. 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…

  2. On the organizational learning work process

    International Nuclear Information System (INIS)

    Weil, Richard; Apostolakis, George

    2000-01-01

    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)

  3. THE INFLUENCE OF SPIRITUAL INTELLIGENCE,LEADERSHIP, AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: A STUDY TO ISLAMIC BANK IN MAKASSAR CITY

    Directory of Open Access Journals (Sweden)

    Muhdar. HM

    2015-06-01

    Full Text Available The aims of this study are to find out and to analys: (1 the influence of spiritual intelligence on organizational citizenship behavior; (2 the influence of leadership on organizational citizenship behavior; (3 the influence of organizationan culture on organizational citizenship behaviorThe population included all employees of Islamic Bank in Makassar City. There were 178 samples determined by using Slovin formula. The samples were selected in two stages: proportional and purposive sampling. The data were analyzed by using path analysis with the AMOS 21 program. The results show that: spiritual intelligence has a positive and significant influence on organizational citizenship behavior; leadership has a positive and significant influence on organizational citizenship behavior; organizational culture has a positive and significant influence on organizational citizenship behavior.

  4. Influence of organizational factors on safety

    International Nuclear Information System (INIS)

    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

  5. Organizational Development: Values, Process, and Technology.

    Science.gov (United States)

    Margulies, Newton; Raia, Anthony P.

    The current state-of-the-art of organizational development is the focus of this book. The five parts into which the book is divided are as follows: Part One--Introduction (Organizational Development in Perspective--the nature, values, process, and technology of organizational development); Part Two--The Components of Organizational Developments…

  6. Influence of School Managers' Ethical Leadership Behaviors on Organizational Culture: Teachers' Perceptions

    Science.gov (United States)

    Toytok, Esef Hakan; Kapusuzoglu, Saduman

    2016-01-01

    Problem Statement: Frequently researched, organizational effectiveness is influenced by leadership, organizational culture and climate, organizational commitment, and job satisfaction; additionally, for effective, sustainable management, ethical leadership, which also influences organizational culture, is emphasized. To our knowledge, no previous…

  7. The influence of workforce behavior on organizational performance.

    Science.gov (United States)

    Cerdena, Ernesto A

    2009-01-01

    Individual attitudes, values, personalities, ethics, and cultural differences all have an influence in organizational behavior. The formation of a culturally harmonious organization leads to new levels of management and structure, transcending the distinct cultures of individual team members. Leaders must be able to improve group process by facilitating interaction among group members and by maximizing group dynamics, which can only develop when there is positive interdependence, accountability, constructive interaction, and social skills.

  8. Organizational strategy, structure, and process.

    Science.gov (United States)

    Miles, R E; Snow, C C; Meyer, A D; Coleman, H J

    1978-07-01

    Organizational adaptation is a topic that has received only limited and fragmented theoretical treatment. Any attempt to examine organizational adaptation is difficult, since the process is highly complex and changeable. The proposed theoretical framework deals with alternative ways in which organizations define their product-market domains (strategy) and construct mechanisms (structures and processes) to pursue these strategies. The framework is based on interpretation of existing literature and continuing studies in four industries (college textbook publishing, electronics, food processing, and health care).

  9. Phenomenological Study: How Organizational Structures and Change Processes Influence Student Learning

    Science.gov (United States)

    Johnson, Charlotte Clay

    2013-01-01

    Educational institutions create organizational structures for younger students with limited work experience. New generations of adult students require different organizational structures to improve success. The current phenomenological qualitative study addressed the lack of consensus of what types of organizational structures in higher education…

  10. Use of Influence Diagrams and Fuzzy Theory to Develop Assessment Method of Organizational Influences on Component Maintenance

    International Nuclear Information System (INIS)

    Yoonik Kim; Kwang-Won Ahn; Chang-Hyun Chung; Kil Yoo Kim; Joon-Eon Yang

    2002-01-01

    Organization can make influences on all the systems. Especially in case of nuclear power plants in which safety is established to be one of the most important operating goals, there have been a lot of research efforts for the hardware advancement. However in recent years, it has been widely recognized that organizational factors in nuclear power plants have an important influence on the safety attitudes and the safe behavior of individuals. Until now, any means to include assessments of organizational structure in probabilistic risk assessments have not been universally accepted. The objective of this work is to develop a method to assess organizational influences on component maintenance. Influence diagrams are introduced in this method as a decision making tool and fuzzy theory is used to reflect the vagueness in considering relevance of human activities in maintenance tasks. Introducing fuzzy theory to assess the organizational factors is deemed to a somewhat new trial, which makes it possible to convert linguistic vague descriptions into mathematical ones. Fuzzy linguistic descriptions offer an alternative and often complementary language to conventional, i.e., analytic approaches to modeling systems. Among the existing methodologies to assess organizational factors, the concept of the ω-factor model is utilized and the mechanism that organizational factors have influences on component maintenance is evaluated through composing influence diagrams. These influences go to failure rates and eventually affect component unavailability. Further study will make it possible that the influences of organizational factors on human error probabilities are incorporated into human reliability analysis and furthermore probabilistic safety assessment. (authors)

  11. Followers in the organizational leadership process: From attribution to shared leadership

    Directory of Open Access Journals (Sweden)

    Vesna Stojanovic Aleksic

    2016-08-01

    Full Text Available Despite the fact that most of the theories and models of leadership are solely focused on the leader as the central figure of the leadership process, there is a need to draw attention to the importance of the followers’ role in the organizational leadership process, which is the main subject of this paper. Newer approaches to leadership provide a framework for the study of a reciprocal influence in the leadership process, in which the behavior of the leader appears as both an independent and a dependent variable at the same time. The aim is to draw attention to the necessity of adjusting leadership styles to the characteristics of the followers and encourage the followers’ active role in leadership, as the basic precondition for the effectiveness of the entire leadership process. The paper reviews the evolution of the role of the followers in organizational leadership through various approaches and models of leadership, from the attribution of potential leadership qualities through the process of attribution, through the followers’ influence in the selection of the dominant leadership style, to the equal participation in the leadership process, reflected in the concepts of servant leadership and shared leadership.

  12. Influence of organizational and project cultures on project success

    Directory of Open Access Journals (Sweden)

    Berdykulova G. M.

    2017-10-01

    Full Text Available the article is dedicated to studying the influence of organizational and project cultures on effective project management of the company by knowledge systematization and the comparative analysis of world companies’ practice that allowed to reveal the main factors and criteria of projects success and negative influence of organizational culture on the project; key aspects of corporate culture and cultural integration under the conditions of globalization.

  13. The influence of passion and empowerment on organizational citizenship behavior of teachers mediated by organizational commitment

    OpenAIRE

    Cheasakul, Uree; Varma, Parvathy

    2016-01-01

    Abstract: The present research aims to study the direct and indirect influence of passion and empowerment on organizational citizenship behavior of teachers in a private university in Thailand mediated by organizational commitment. The sample comprises 124 teachers teaching in the university and the Organizational Citizenship Behavior Scale, adapted by Podsakoff and Mackenzie (1990), Passion Scale, developed by Vallerand, Carbonneau, Fernet and Guay (2008), School Participant Empowerment Scal...

  14. A Case Study on the Influence of Organizational Culture on Language Classroom

    Science.gov (United States)

    Liu, Zhihui

    2009-01-01

    This paper tries to probe the influence of the organizational culture on language classroom at a newly-established local college. It firstly reviews the knowledge of the organizational culture and finds out its features, and then discusses how the organizational culture was greatly influenced by the host educational environment. On the basis of…

  15. The impact of inter-organizational alignment (IOA) on implementation outcomes: evaluating unique and shared organizational influences in education sector mental health.

    Science.gov (United States)

    Lyon, Aaron R; Whitaker, Kelly; Locke, Jill; Cook, Clayton R; King, Kevin M; Duong, Mylien; Davis, Chayna; Weist, Mark D; Ehrhart, Mark G; Aarons, Gregory A

    2018-02-07

    Integrated healthcare delivered by work groups in nontraditional service settings is increasingly common, yet contemporary implementation frameworks typically assume a single organization-or organizational unit-within which system-level processes influence service quality and implementation success. Recent implementation frameworks predict that inter-organizational alignment (i.e., similarity in values, characteristics, activities related to implementation across organizations) may facilitate the implementation of evidence-based practices (EBP), but few studies have evaluated this premise. This study's aims examine the impact of overlapping organizational contexts by evaluating the implementation contexts of externally employed mental health clinicians working in schools-the most common integrated service delivery setting for children and adolescents. Aim 1 is to estimate the effects of unique intra-organizational implementation contexts and combined inter-organizational alignment on implementation outcomes. Aim 2 is to examine the underlying mechanisms through which inter-organizational alignment facilitates or hinders EBP implementation. This study will conduct sequential, exploratory mixed-methods research to evaluate the intra- and inter-organizational implementation contexts of schools and the external community-based organizations that most often employ school-based mental health clinicians, as they relate to mental health EBP implementation. Aim 1 will involve quantitative surveys with school-based, externally-employed mental health clinicians, their supervisors, and proximal school-employed staff (total n = 120 participants) to estimate the effects of each organization's general and implementation-specific organizational factors (e.g., climate, leadership) on implementation outcomes (fidelity, acceptability, appropriateness) and assess the moderating role of the degree of clinician embeddedness in the school setting. Aim 2 will explore the mechanisms

  16. The Influence of Spiritual Intelligence,Leadership, and Organizational Culture on Organizational Citizenship Behavior: a Study to Islamic Bank in Makassar City

    OpenAIRE

    HM, Muhdar; Rahma, St

    2015-01-01

    The aims of this study are to find out and to analys: (1) the influence of spiritual intelligence on organizational  citizenship  behavior; (2) the influence of leadership on organizational  citizenship  behavior; (3) the influence of organizationan culture on organizational  citizenship  behaviorThe population included all employees of Islamic Bank in Makassar City. There were 178 samples determined by using Slovin formula.  The samples were selected in two...

  17. The Mediating Influence of Organizational Characteristics in the Relationship between Organizational Type and Relational Power: An Extension of Psychological Empowerment Research

    Science.gov (United States)

    Wilke, Lindsay A.; Speer, Paul W.

    2011-01-01

    Processes of psychological empowerment for members of community-based organizations may be strongly influenced by organizational factors. Using survey data from a random sample of urban residents (n = 974), the present study examines how individual perceptions of empowering features of organizations (group-based belief system, role opportunity,…

  18. 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

  19. The influence of marketing orientation on organizational ...

    African Journals Online (AJOL)

    The influence of marketing orientation on organizational performance: a case study in Terengganu. ... of relationship marketing in the hotel industry performance regarding Permai Hotel ... EMAIL FREE FULL TEXT EMAIL FREE FULL TEXT

  20. Personality and organizational influences on aerospace human performance

    Science.gov (United States)

    Helmreich, Robert L.

    1989-01-01

    Individual and organizational influences on performance in aerospace environments are discussed. A model of personality with demonstrated validity is described along with reasons why personality's effects on performance have been underestimated. Organizational forces including intergroup conflict and coercive pressures are also described. It is suggested that basic and applied research in analog situations is needed to provide necessary guidance for planning future space missions.

  1. Managing Organizational Change

    OpenAIRE

    Kraft, Anna

    2017-01-01

    Sensegiving is a key leadership activity in times of organizational change. Leaders share their understanding of the change in an attempt to exert influence on employees’ sensemaking towards a preferred redefinition of the organizational reality. This dissertation investigates the context and process of leader sensegiving by outlining the moderators that affect the sensegiving process and the forms sensegiving takes in the different phases of a change process. Sensegiving ist eine wesentli...

  2. Organizational characteristics and processes are important in the adoption of the Alberta Nutrition Guidelines for Children and Youth in child-care centres.

    Science.gov (United States)

    Farmer, Anna P; Nikolopoulos, Hara; McCargar, Linda; Berry, Tanya; Mager, Diana

    2015-06-01

    The objective of the present study was to gain an understanding of the organizational characteristics and processes in two child-care centres that may influence adoption of the Alberta Nutrition Guidelines for Children and Youth (ANGCY). In-depth qualitative case studies. Data were collected through direct observations, key informant interviews and field notes. Diffusion of Innovations theory guided the evaluation and intrinsic case analysis. Two urban child-care centres in Edmonton, Alberta, Canada identified as exemplary early adopter cases. Ten key informants comprised of directors, junior and senior staff members participated in interviews. Organizational processes such as leadership, networking and knowledge brokering, health champions and organizational culture positively influenced adoption behaviour in child-care centres. A key determinant influencing organizational behaviour within both centres was the directors' strong leadership. Acceptance of and adherence to the guidelines were facilitated by organizational factors, such as degree of centralization, formalization and complexity, level of staff training and education. Knowledge brokering by directors was important for transferring and exchanging information across the centre. All child-care staff embraced their informal role as health champions as essential to supporting guideline adherence and encouraging healthy food and eating environments. Organizational processes and characteristics such as leadership, knowledge brokering and networking, organizational culture and health champions played an important role in the adoption of nutrition guidelines in child-care centres. The complex interplay of decision making, organization of work and specialization of roles influenced the extent to which nutrition guidelines were adopted.

  3. The Organizational-Methodical Mechanism for Influencing the Status of Internal Communications of Enterprise

    Directory of Open Access Journals (Sweden)

    Saher Liudmyla Yu.

    2017-10-01

    Full Text Available The article explores the essence of the organizational-economic mechanism, defines the main constituent elements and proposes a structural-logical relations diagram of the mechanism for management of the internal communication processes of enterprises. The basic principles of management are allocated, their hierarchy is provided from a position of grade of influence on the process of internal communications management. A list of management methods within the proposed management mechanism (economic, social-psychological, organizational is described. It has been determined that the application of one group of methods in the process of managing the internal communications of enterprise without the use of others cannot have a lasting positive effect, because the management process requires an integrated and systemic approach. The author provides a sequence of phases of the internal communications management based on the process of diagnosing the status of the internal communication processes of enterprise and the formation of strategic directions of activity along with the managerial decision-making on its basis.

  4. Organizational Influences on Health Professionals' Experiences of Moral Distress in PICUs.

    Science.gov (United States)

    Wall, Sarah; Austin, Wendy J; Garros, Daniel

    2016-03-01

    This article reports the findings of a qualitative study (secondary analysis) that explored the organizational influences on moral distress for health professionals working in pediatric intensive care units (PICUs) across Canada. Participants were recruited to the study from PICUs across Canada. The PICU is a high-tech, fast-paced, high-pressure environment where caregivers frequently face conflict and ethical tension in the care of critically ill children. A number of themes including relationships with management, organizational structure and processes, workload and resources, and team dynamics were identified. This study provides a rare and important multi-disciplinary perspective on this topic and the findings have implications for administrators and leaders who seek to improve the moral climate of healthcare delivery.

  5. Explaining discontinuity in organizational learning : a process analysis

    NARCIS (Netherlands)

    Berends, J.J.; Lammers, I.S.

    2010-01-01

    This paper offers a process analysis of organizational learning as it unfolds in a social and temporal context. Building upon the 4I framework (Crossan et al. 1999), we examine organizational learning processes in a longitudinal case study of an implementation of knowledge management in an

  6. INFLUENCE OF ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE ON THE PERFORMANCE OF EMPLOYEES (Studies in Human Capital Group PT Bank Syariah Mandiri, Tbk.

    Directory of Open Access Journals (Sweden)

    Hafiz Pradana

    2015-09-01

    Full Text Available The purpose of this study are: 1 To find a description of the organizational culture, leadership style, and performance of employees at PT Bank Syariah Mandiri, Tbk. 2 To test empirically the influence of organizational culture on employee performance at PT Bank Syariah Mandiri, Tbk. 3 To test empirically the influence of leadership style on the performance of employees at PT Bank Syariah Mandiri, Tbk. 4 To test empirically the influence of organizational culture and leadership style simultaneously on the performance of employees at PT Bank Syariah Mandiri, Tbk. The analysis of this study is descriptive and explanatory analysis. Research conducted on 63 employees of PT Bank Syariah Mandiri, Tbk., while the data collection techniques is used an observation, interview, and questionnaire, which are processed using by SPSS 16.0. The result of the hypothesis shows that there is a positive and significant influence between organizational culture on performance as well as a positive and significant influence of leadership style on performance. Organizational culture and leadership style also have an influence simultaneously positive and significant effect on performance.

  7. The Role of External Knowledge Sources and Organizational Design in the Process of Opportunity Exploitation

    DEFF Research Database (Denmark)

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

    involving 536 Danish firms shows that the use of external knowledge sources is positively associated with opportunity exploitation, but the strength of this association is significantly influenced by organizational designs that enable the firm to access external knowledge during the process of exploiting......Research highlights the role of external knowledge sources in the recognition of strategic opportunities, but is less forthcoming with respect to the role of such sources during the process of exploiting or realizing opportunities. We build on the knowledge-based view to propose that realizing...... opportunities often involves significant interactions with external knowledge sources. Organizational design can facilitate a firm’s interactions with these sources, while achieving coordination among organizational members engaged in opportunity exploitation. Our analysis of a double-respondent survey...

  8. The Role of External Knowledge Sources and Organizational Design in the Process of Opportunity Exploitation

    DEFF Research Database (Denmark)

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

    2013-01-01

    involving 536 Danish firms shows that the use of external knowledge sources is positively associated with opportunity exploitation, but the strength of this association is significantly influenced by organizational designs that enable the firm to access external knowledge during the process of exploiting......Research highlights the role of external knowledge sources in the recognition of strategic opportunities but is less forthcoming with respect to the role of such sources during the process of exploiting or realizing opportunities. We build on the knowledge-based view to propose that realizing...... opportunities often involves significant interactions with external knowledge sources. Organizational design can facilitate a firm's interactions with these sources, while achieving coordination among organizational members engaged in opportunity exploitation. Our analysis of a double-respondent survey...

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

    Directory of Open Access Journals (Sweden)

    Juris Iljins

    2016-01-01

    Full Text Available 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 research design is based on Yin (1994 methodology and consists of two main stages: data analysis and validation for case study and case study’s methodology according to Yin (1994 (four steps: design the case, conduct the case, analyse the case evidence and develop conclusions. In the first stage an expert evaluation method was used to investigate the significance of organizational culture factors’ impact on organizational climate. Different factors of organizational climate were explored in the paper. To affirm the results triangulation method was applied. To verify the results of the research mathematical calculations and case study were used. Within the research the most significant factors were stressed. During the second stage, the case study was carried out to validate the research results in specific companies. Comparison between medium-size companies was made. It is important, that in case Latvian company (A capital holders are Latvian entrepreneurs and capital holders of Lithuanian company (B are international. Scientific aim: To distinguish organizational culture’s factors that have an impact on organizational climate’s change. Findings: The results of the research confirmed that during the period of changes organizational culture has an impact on organizational climate through specific factors. Theoretical model how change organizational culture impacts organizational climate is developed. Research showed that stability, job satisfaction, team

  10. Process-oriented integration and coordination of healthcare services across organizational boundaries.

    Science.gov (United States)

    Tello-Leal, Edgar; Chiotti, Omar; Villarreal, Pablo David

    2012-12-01

    The paper presents a methodology that follows a top-down approach based on a Model-Driven Architecture for integrating and coordinating healthcare services through cross-organizational processes to enable organizations providing high quality healthcare services and continuous process improvements. The methodology provides a modeling language that enables organizations conceptualizing an integration agreement, and identifying and designing cross-organizational process models. These models are used for the automatic generation of: the private view of processes each organization should perform to fulfill its role in cross-organizational processes, and Colored Petri Net specifications to implement these processes. A multi-agent system platform provides agents able to interpret Colored Petri-Nets to enable the communication between the Healthcare Information Systems for executing the cross-organizational processes. Clinical documents are defined using the HL7 Clinical Document Architecture. This methodology guarantees that important requirements for healthcare services integration and coordination are fulfilled: interoperability between heterogeneous Healthcare Information Systems; ability to cope with changes in cross-organizational processes; guarantee of alignment between the integrated healthcare service solution defined at the organizational level and the solution defined at technological level; and the distributed execution of cross-organizational processes keeping the organizations autonomy.

  11. ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE: KEY FACTORS IN THE ORGANIZATIONAL ADAPTATION PROCESS

    Directory of Open Access Journals (Sweden)

    Ivona Vrdoljak Raguž

    2017-01-01

    Full Text Available This paper intends to theorize about how the specific leadership style affects the organizational adaptation in terms of its external environment through fostering the desired organizational culture. Adaptation success, the dimensions of organizational culture and the executive leadership role in fostering the desired corporate culture conducive to the organizational adaptation process are discussed in this paper. The objective of this paper is to highlight the top executive managers’ crucial role and their leadership style in creating such an internal climate within an organization that, in turn, encourages and strengthens the implementation of changes and adaptation to its environment. The limitations of this paper lie in the consideration that this subject matter is discussed only at a theoretical level and that its validity should be proved through practical application.

  12. Do organizational practices matter in role stress processes? A study of direct and moderating effects for marketing-oriented boundary spanners

    NARCIS (Netherlands)

    J. Singh (Jagdip); W.J.M.I. Verbeke (Willem); G.K. Rhoads (Gary)

    1996-01-01

    textabstractPrevious research and meta-analyses suggest that the influence of organizational variables on boundary role stress processes is weak and marginal. Using the emerging work in organizational practices and configurations, the authors reexamine this relationship by addressing three critical

  13. Influence of Perceived Organizational Support and Discretionary ...

    African Journals Online (AJOL)

    Influence of Perceived Organizational Support and Discretionary Treatment on Work Attitude of Industrial Workers. AI Alarape, FM Akinlabi. Abstract. No Abstract Available African Journal for the Psychological Study of Social Issues Vol.5(1) 2000: 23-36. Full Text: EMAIL FULL TEXT EMAIL FULL TEXT · DOWNLOAD FULL ...

  14. Organizational culture during the accident response process

    International Nuclear Information System (INIS)

    Shurberg, D.A.; Haber, S.B.

    1992-01-01

    A large volume of literature hypothesizes a direct relationship between organizational culture and organizational effectiveness. Culture data have been collected by the authors and others at nuclear power plants (NPPs) and other organizations that demand high reliability. In this paper, the literature and data are used to explore a critical dimension of the accident response process in an NPP: the transition from an anticipatory strategy to an ad hoc strategy. In particular, the effect of organizational culture on the implementation of each of these strategies is examined

  15. Organizational structure in process-based organizations

    NARCIS (Netherlands)

    Vanhaverbeke, W.P.M.; Torremans, H.P.M.

    1999-01-01

    This paper investigates the role of the organization structure in process-based organizations. We argue that companies cannot be designed upon organizational processes only or that process management can be simply imposed as an additional structural dimension on top of the existing functional or

  16. Organizational factors influencing improvements in safety

    International Nuclear Information System (INIS)

    Marcus, A.; Nichols, M.L.; Olson, J.; Osborn, R.; Thurber, J.

    1992-01-01

    Research reported here seeks to identify the key organizational factors that influence safety-related performance indicators in nuclear power plants over time. It builds upon organizational factors identified in NUREG/CR-5437, and begins to develop a theory of safety-related performance and performance improvement based on economic and behavioral theories of the firm. Central to the theory are concepts of past performance, problem recognition, resource availability, resource allocation, and business strategies that focus attention. Variables which reflect those concepts are combined in statistical models and tested for their ability to explain scrams, safety system actuations, significant events, safety system failures, radiation exposure, and critical hours. Results show the performance indicators differ with respect to the sets of variables which serve as the best predictors of future performance, and past performance is the most consistent predictor of future performance

  17. Contrasting dynamics of organizational learning : a process theory perspective

    NARCIS (Netherlands)

    Berends, J.J.; Lammers, I.S.

    2006-01-01

    In this paper we analyze the process characteristics of organizational learning. A wide variety of process models of organizational learning have been proposed in the literature, but these models have not been systematically investigated. In this paper we use Van de Ven and Poole's (1995) taxonomy

  18. The Influence of Organizational Culture on School-Based Obesity Prevention Interventions: A Systematic Review of the Literature.

    Science.gov (United States)

    Fair, Kayla N; Solari Williams, Kayce D; Warren, Judith; McKyer, E Lisako Jones; Ory, Marcia G

    2018-06-01

    Although the influence of organizational culture has been examined on a variety of student outcomes, few studies consider the influence that culture may have on school-based obesity prevention interventions. We present a systematic review of the literature to examine how elements of organizational culture may affect the adoption, implementation, and sustainability of school-based obesity prevention interventions. Fourteen studies examining the impact of organizational-level characteristics on school-based obesity prevention interventions were identified through the online databases EBSCO (CINAHL, ERIC, Agricola), Web of Science, Medline (PubMed), and Scopus. Five themes were identified as elements of organizational culture that influence the adoption, implementation, and sustainability of school-based obesity prevention interventions: organizational response to limited resources, value placed on staff training and professional development, internal support, organizational values, and school climate. Organizational culture can greatly influence the success of school-based obesity interventions. The collection of data related to organizational-level factors may be used to identify strategies for creating and sustaining a supportive environment for obesity prevention interventions in the school setting. © 2018, American School Health Association.

  19. Political and organizational influences on middle school evaluations

    NARCIS (Netherlands)

    Scheerens, Jaap; Creemers, Bert P.M.

    1988-01-01

    Middle school evaluations provide a case in point when the influence of political and organizational contextual conditions on evaluations is considered. This is illustrated by means of a description of the experiences with the middle school evaluation in the Netherlands and a brief sketch of the

  20. Organizational Values and Knowledge Sharing in Multinational Corporations

    DEFF Research Database (Denmark)

    Michailova, Snejina; Minbaeva, Dana

    2012-01-01

    While the existing knowledge sharing literature, in general, emphasizes the link between organizational culture and knowledge sharing, it remains rather ambiguous about how certain components of the former may shape the latter. This issue is especially relevant to multinational corporations (MNCs......), which typically consist of multiple organizational (sub)cultures and whose existence depends, to a great extent, on sharing knowledge across borders. The present study examines the influence of one key component of organizational culture – organizational values – on knowledge sharing. From 2003 to 2007......, we studied Danisco, a Danish MNC, to examine the processes of espousement, enactment and internalization of a core organizational value – dialogue. In particular, we studied how these processes influence knowledge sharing behavior among employees. We collected original empirical data using content...

  1. Culture Matters in Successful Curriculum Change: An International Study of the Influence of National and Organizational Culture Tested With Multilevel Structural Equation Modeling

    NARCIS (Netherlands)

    Jippes, M.; Driessen, E.W.; Broers, N.J.; Majoor, G.D.; Gijselaers, W.H.; Vleuten, C.P.M. van der

    2015-01-01

    PURPOSE: National culture has been shown to play a role in curriculum change in medical schools, and business literature has described a similar influence of organizational culture on change processes in organizations. This study investigated the impact of both national and organizational culture on

  2. Organizational factors influencing successful primary care and public health collaboration.

    Science.gov (United States)

    Valaitis, Ruta; Meagher-Stewart, Donna; Martin-Misener, Ruth; Wong, Sabrina T; MacDonald, Marjorie; O'Mara, Linda

    2018-06-07

    Public health and primary care are distinct sectors within western health care systems. Within each sector, work is carried out in the context of organizations, for example, public health units and primary care clinics. Building on a scoping literature review, our study aimed to identify the influencing factors within these organizations that affect the ability of these health care sectors to collaborate with one another in the Canadian context. Relationships between these factors were also explored. We conducted an interpretive descriptive qualitative study involving in-depth interviews with 74 key informants from three provinces, one each in western, central and eastern Canada, and others representing national organizations, government, or associations. The sample included policy makers, managers, and direct service providers in public health and primary care. Seven major organizational influencing factors on collaboration were identified: 1) Clear Mandates, Vision, and Goals; 2) Strategic Coordination and Communication Mechanisms between Partners; 3) Formal Organizational Leaders as Collaborative Champions; 4) Collaborative Organizational Culture; 5) Optimal Use of Resources; 6) Optimal Use of Human Resources; and 7) Collaborative Approaches to Programs and Services Delivery. While each influencing factor was distinct, the many interactions among these influences are indicative of the complex nature of public health and primary care collaboration. These results can be useful for those working to set up new or maintain existing collaborations with public health and primary care which may or may not include other organizations.

  3. Review: how do hospital organizational structure and processes affect quality of care?: a critical review of research methods.

    Science.gov (United States)

    Hearld, Larry R; Alexander, Jeffrey A; Fraser, Irene; Jiang, H Joanna

    2008-06-01

    Interest in organizational contributions to the delivery of care has risen significantly in recent years. A challenge facing researchers, practitioners, and policy makers is identifying ways to improve care by improving the organizations that provide this care, given the complexity of health care organizations and the role organizations play in influencing systems of care. This article reviews the literature on the relationship between the structural characteristics and organizational processes of hospitals and quality of care. The review uses Donabedian's structure-process-outcome and level of analysis frameworks to organize the literature. The results of this review indicate that a preponderance of studies are conducted at the hospital level of analysis and are predominantly focused on the organizational structure-quality outcome relationship. The article concludes with recommendations of how health services researchers can expand their research to enhance one's understanding of the relationship between organizational characteristics and quality of care.

  4. Health care clinicians' engagement in organizational redesign of care processes: The importance of work and organizational conditions.

    Science.gov (United States)

    Dellve, L; Strömgren, M; Williamsson, A; Holden, R J; Eriksson, A

    2018-04-01

    The Swedish health care system is reorienting towards horizontal organization for care processes. A main challenge is to engage health care clinicians in the process. The aim of this study was to assess engagement (i.e. attitudes and beliefs, the cognitive state and clinical engagement behaviour) among health care clinicians, and to investigate how engagement was related to work resources and demands during organizational redesign. A cohort study was conducted, using a questionnaire distributed to clinicians at five hospitals working with care process improvement approaches, two of them having implemented Lean production. The results show that kinds of engagement are interlinked and contribute to clinical engagement behaviour in quality of care and patient safety. Increased work resources have importance for engagements in organizational improvements, especially in top-down implementations. An extended work engagement model during organizational improvements in health care was supported. The model contributes to knowledge about how and when clinicians are mobilized to engage in organizational changes. Copyright © 2017 Elsevier Ltd. All rights reserved.

  5. [Influence of organizational commitment and professional nurses in conflict resolution strategies].

    Science.gov (United States)

    Pinho, Paula; Albuquerque, Carlos

    2013-01-01

    INTRODUCE: The changes in the health area and the set of structural changes in the nursing profession and career interfere in the dynamics and stability of the future of the nurses. To study the influence of organizational and professional commitment of the nurses in the strategies of conflict resolution. This is a quantitative, transversal and non-experimental research, following a descriptive-correlational way. Non-probabilistic sample of 102 nurses to perform duties in Health Units, mostly female (82.4%) with a mean age of 39.33 years and standard deviation 9.226. The measuring instrument consists of three scales calibrated and validated for the portuguese population: Organizational Commitment Questionnaire, Professional Commitment Scale and Inventory Strategies for Conflict Resolution, which assesses how individuals deal with conflict situations before higher (Form A), subordinate (Form B) and colleagues (Form C). Nurses demonstrate a moderate organizational commitment and higher affective commitment and normative commitment to the instrumental. Nurses demonstrate a moderate professional commitment and the results show that nurses have higher values on the dimensions of that interest and challenge the relevance dimension of nursing as a profession. The organizational commitment influences the adoption of strategies of conflict resolution as a conflict situation arises with the boss, subordinates or colleagues. The higher the level of organizational commitment higher the level of professional commitment. Nurses more engaged professionally demonstrate strategies that use more integrative and compromise in conflict resolution whether against the boss, subordinates or colleagues. The results ensure the need to promote and stimulate the affective commitment by the positive consequences it entails the organization and the profession. The organizational performance benefits from the stimulation of the conflict under certain conditions and that the constructive

  6. Influence of Psychological Empowerment on Organizational Commitment among Medical Employees in a Hospital Setting.

    Science.gov (United States)

    Kebriaei, A; Rakhshaninejad, M; Mohseni, M

    2014-12-01

    People within organizations are a key factor for efficiency. Thus employee empowerment has become a popular management strategy. The study aimed to investigate the relationship between psychological empowerment and organizational commitment among medical staff of a hospital in Zahedan city. This cross sectional study was carried out in 2013. A random sample of 172 medical employees in Khatam-ol-Anbia hospital at Zahedan city was selected and responded to items of the questionnaires using a 7-point Likert scale ranging from 1 to 7. For measuring psychological empowerment and organizational commitment, Mishra & Spreitzer's scale and Meyer and Allen's questionnaire were used. A higher score means a higher degree of psychological empowerment or organizational commitment. Analysis was carried out using SPSS. The level of organizational commitment and psychological empowerment significantly were higher than average. There was a significant positive relationship between employees' empowerment and their commitment to organization. Psychological empowerment was a significant predictor of organizational commitment (β = .524). Out of the five dimensions of empowerment three dimensions are significant predictors of commitment and explain 37.1% of the variance in commitment. Due to The positive influence of psychological empowerment on organizational commitment, programs for in-service education should focus on facilitating psychological empowerment to improve and increase organizational commitment. Also, since impact of employees psychological empowerment on organizational commitment partially supported, there are other variables that influence the organizational commitment.

  7. Transformational Leadership and Change: How Leaders Influence Their Followers' Motivation Through Organizational Justice.

    Science.gov (United States)

    Deschamps, Carl; Rinfret, Natalie; Lagacé, Marie Claude; Privé, Catherine

    2016-01-01

    In the past decade, the reform of Québec's healthcare establishments has resulted in a reduction in the number of institutions through mergers and closures. In this report, we investigate the consequences of reform by looking at managers' motivations and related mitigating factors. We examine the influence that transformational leaders have on their employees' motivation through organizational justice. Using a survey of 253 healthcare managers, we describe how the positive impact of transformational leadership on motivation is fully mediated via different aspects of organizational justice. The results indicate that while transformational leaders influence each type of organizational justice, followers' motivation is affected primarily by procedural and interpersonal justice and little by distributive justice.

  8. Influence of Organizational Citizenship Behavior on Hotel Employees’ Job Satisfaction and Subjective Well-Being

    Directory of Open Access Journals (Sweden)

    Gülseren YURCU

    2017-06-01

    Full Text Available The aim of the present study is to analyze the influence of organizational citizenship behavior (OCB of employees working for the accommodation business on their job satisfaction (JS and subjective well-being (SWB. For this purpose, data were collected from 2,051 employees in various five-star accommodation enterprises located in Antalya, the most important tourism destination in Turkey. The analysis of the data showed that organizational citizenship behavior and its subdimensions correlate positively with job satisfaction and subjective well-being and influence them positively. It was also found that job satisfaction mediates the relationship between organizational citizenship behavior and subjective well-being. Employees with organizational citizenship behavior were found to have higher levels of job satisfaction and subjective well-being. The results showed that organizational citizenship behavior is a stronger predictor for the job satisfaction of the employees than subjective well-being. The findings offer useful and important implications for business managers when hiring employees.

  9. Organizational strategy and diversity management: diversity-sensitive orientation as a moderating influence.

    Science.gov (United States)

    Dansky, Kathryn H; Weech-Maldonado, Robert; De Souza, Gita; Dreachslin, Janice L

    2003-01-01

    Empirical studies on diversity suggest that health care organizations have been slow to embrace diversity management. We propose that sensitivity to diversity, at the corporate level, moderates strategic decision making, which influences human resource management practices such as diversity initiatives. This study of 203 hospitals explored the relationships among organizational strategy, organizational sensitivity to diversity, and diversity management practices.

  10. Oil sands and organizational cultures: strategy and stakeholder dynamics in an environmental public consultation process (Alberta)

    Energy Technology Data Exchange (ETDEWEB)

    Rouse, M.J.

    2000-07-01

    The demand for corporate responsiveness to environmental and social concerns, more specifically the requirement for public participation/consultation with stakeholders is, according to industry insiders, one of the most pressing changes for the oil industry. For this study, data on a public consultation process involving Syncrude Canada Limited, Alberta Environmental Protection, and the Alberta Energy and Utilities Board was collected through a combination of public hearing transcripts, participant observation, interview methodologies and reports. >From the perspective of organizational strategy, stakeholder relations, institutional theory and organizational cultures, the author investigated the public consultation process. Strategic action was the central theme to emerge through the findings. Positioning strategies influenced by stakeholder status from the organization's viewpoint and stakeholder relationships informed by the network of stakeholder relationships are included in stakeholder dynamics. The management of organizational culture and the creation of an institutional field to generate and maintain values across the relational field of focal organizations, and reduce costs and conflicts, are included in strategic outcomes. The elaboration and extension of components of stakeholder and institutional theories are part of further results, as well as an integrated understanding of the dynamic interconnectedness of organizational cultures, strategies and stakeholders in an environmental public consultation process.

  11. Pengaruh Self-Efficacy, Budaya Organisasi Dan Motivasi Kerja Terhadap Komitmen Organisasi [The Influence of Self-Efficacy, Organizational Culture, and Work Motivation toward Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Yulan Yulan

    2017-06-01

    Full Text Available The objectives of this study is to find out the following: 1 does self-efficacy have a positive influence on work motivation, 2 does organizational culture have a positive influence on work motivation, 3 does self-efficacy have a positive influence on organizational commitments, 4 does organizational culture have a positive influence on organizational commitments, and, 5 does work motivation have a positive influence on organizational commitments in a TMAP Foundation. The data collection in this study is done using a questionare given to all employee of the foundation. The number of the respondents was 30 people. The method used in this research was quantitative research by using the path analysis method. This study is using the PLS-SEM approach with the help of SmartPLS tools to evaluate the outer model and inner model. The finding of this study is that self-efficacy has positive effects on work motivation, organizational culture has positive effects on work motivation, self-efficacy has positive effects on organizational commitments, organizational culture has positive effects on organizational commitments, and working motivation has positive effects on organizational commitments. This study can provide input for the foundation to develop and empower their employees so they can become better. In addition, the results of this study can also help other non-profit organization foundations located specifically in remote areas. BAHASA INDONESIA ABSTRAK: Penelitian ini bertujuan untuk mengetahui: 1 apakah self-efficacy memiliki pengaruh positif terhadap motivasi kerja, 2 apakah budaya organisasi memiliki pengaruh positif terhadap motivasi kerja, 3 apakah self –efficacy memiliki pengaruh positif terhadap komitmen organisasi, 4 budaya organisasi memiliki pengaruh positif terhadap komitmen organisasi, 5 motivasi kerja memiliki pengaruh positif terhadap komitmen organisasi bagi karyawan Yayasan TMAP. Pengumpulan data dilakukan dengan penyebaran

  12. A REVIEW OF ORGANIZATIONAL CULTURE IN THE MERGERS & ACQUISITIONS PROCESS

    Directory of Open Access Journals (Sweden)

    Louis-Caleb REMANDA

    2016-12-01

    Full Text Available Mergers and acquisitions (M&A are the most widespread and most reliable international operations in the strategic market. Theoretically, they can respond to a certain amount of conventional goals like creating intrinsic value and performance. Integrating an organizational culture in an M&A process can help top management from both organizations understand cultural differences as fast as possible, in order to reduce consequences. The question remains as to whether we can go from a theoretical case to a practical one and achieve results beyond expectations. In this 2015 study we took into account cultural changes, communicated them to the members going into the process, and demonstrated the fundamental role that organizational culture plays. By comparing several approaches surrounding organizational culture, we conclude that this concept should extended to further perspectives, such as the importance of acculturation, cultural tolerance and organizational identity, all present before, during, and after the M&A process.

  13. Organizational Culture and Its Implementation in the Choice of Strategic Option - Case Study Montenegro

    Directory of Open Access Journals (Sweden)

    Gordana NIKČEVIĆ

    2014-10-01

    Full Text Available The topic of this paper is to examine the influence of organizational culture on determination and implementation of the appropriate strategy within the company. Specifically, the author has tested the hypothesis about the influence of organizational culture on determination of strategy in Montenegrin companies. Firstly, in the theoretical part of the paper, the author defined organizational culture and business strategy and then analyzed the nature and manner of influence of organizational culture on formulation and implementation of strategy, as well as influence of implemented strategy on organizational culture. Organizational culture affects formulation of strategy determining information gathering, perception and interpretation of the environment. Namely, culture can facilitate or prevent implementation of the strategy through legitimization process. In the same way, the application of chosen strategy may, through its institutionalization process, reinforce or change the existing organizational culture. The empirical part of the paper refers to research results and testing of hypotheses about the influence of organizational culture on strategy of companies in Montenegro carried out on sample of 16 companies (324 respondents in Montenegro.

  14. The influence of organizational and national culture on new product performance

    OpenAIRE

    Eisend, Martin; Evanschitzky, Heiner; Gilliland, David I.

    2016-01-01

    The authors conduct a meta-analysis on the combined influence of organizational and national culture on new product performance. For this purpose, they refer to the effectiveness of value congruency and develop a conceptual model describing the fit between organizational culture types as suggested by the competing values framework and national culture, as described by Hofstede's cultural dimensions. The meta-analysis is based on 489 effect sizes taken from 123 manuscripts. The findings show t...

  15. Unwrapping the organizational entry process: disentangling multiple antecedents and their pathways to adjustment.

    Science.gov (United States)

    Kammeyer-Mueller, John D; Wanberg, Connie R

    2003-10-01

    This 4-wave longitudinal study of newcomers in 7 organizations examined preentry knowledge, proactive personality, and socialization influences as antecedents of both proximal (task mastery, role clarity, work group integration, and political knowledge) and distal (organizational commitment, work withdrawal, and turnover) indicators of newcomer adjustment. Results suggest that preentry knowledge, proactive personality, and socialization influences from the organization, supervisors, and coworkers are independently related to proximal adjustment outcomes, consistent with a theoretical framework highlighting distinct dimensions of organizational and work task adjustment. The proximal adjustment outcomes partially mediated most of the relationships between the antecedents of adjustment and organizational commitment, work withdrawal, and turnover.

  16. Organizational Processes and Patient Experiences in the Patient-centered Medical Home.

    Science.gov (United States)

    Aysola, Jaya; Schapira, Marilyn M; Huo, Hairong; Werner, Rachel M

    2018-06-01

    There is increasing emphasis on the use of patient-reported experience data to assess practice performance, particularly in the setting of patient-centered medical homes. Yet we lack understanding of what organizational processes relate to patient experiences. Examine associations between organizational processes practices adopt to become PCMH and patient experiences with care. We analyzed visit data from patients (n=8356) at adult primary care practices (n=22) in a large health system. We evaluated the associations between practice organizational processes and patient experience using generalized estimating equations (GEE) with an exchangeable correlation structure to account for patient clustering by practice in multivariate models, adjusting for several practice-level and patient-level characteristics. We evaluated if these associations varied by race/ethnicity, insurance type, and the degree of patient comorbidity MEASURES:: Predictors include overall PCMH adoption and adoption of six organizational processes: access and communications, patient tracking and registry, care management, test referral tracking, quality improvement and external coordination. Primary outcome was overall patient experience. In our full sample, overall PCMH adoption score was not significantly associated with patient experience outcomes. However, among subpopulations with higher comorbidities, the overall PCMH adoption score was positively associated with overall patient experience measures [0.2 (0.06, 0.4); P=0.006]. Differences by race/ethnicity and insurance type in associations between specific organizational processes and patient experience were noted. Although some organizational processes relate to patients' experiences with care irrespective of the background of the patient, further efforts are needed to align practice efforts with patient experience.

  17. Culture Matters in Successful Curriculum Change: An International Study of the Influence of National and Organizational Culture Tested With Multilevel Structural Equation Modeling.

    Science.gov (United States)

    Jippes, Mariëlle; Driessen, Erik W; Broers, Nick J; Majoor, Gerard D; Gijselaers, Wim H; van der Vleuten, Cees P M

    2015-07-01

    National culture has been shown to play a role in curriculum change in medical schools, and business literature has described a similar influence of organizational culture on change processes in organizations. This study investigated the impact of both national and organizational culture on successful curriculum change in medical schools internationally. The authors tested a literature-based conceptual model using multilevel structural equation modeling. For the operationalization of national and organizational culture, the authors used Hofstede's dimensions of culture and Quinn and Spreitzer's competing values framework, respectively. To operationalize successful curriculum change, the authors used two derivates: medical schools' organizational readiness for curriculum change developed by Jippes and colleagues, and change-related behavior developed by Herscovitch and Meyer. The authors administered a questionnaire in 2012 measuring the described operationalizations to medical schools in the process of changing their curriculum. Nine hundred ninety-one of 1,073 invited staff members from 131 of 345 medical schools in 56 of 80 countries completed the questionnaire. An initial poor fit of the model improved to a reasonable fit by two suggested modifications which seemed theoretically plausible. In sum, characteristics of national culture and organizational culture, such as a certain level of risk taking, flexible policies and procedures, and strong leadership, affected successful curriculum change. National and organizational culture influence readiness for change in medical schools. Therefore, medical schools considering curriculum reform should anticipate the potential impact of national and organizational culture.

  18. Organizational Change, Leadership and Learning: Culture as Cognitive Process.

    Science.gov (United States)

    Lakomski, Gabriele

    2001-01-01

    Examines the claim that it is necessary to change an organization's culture in order to bring about organizational change. Considers the purported causal relationship between the role of the leader and organizational learning and develops the notion of culture as cognitive process based on research in cultural anthropology and cognitive science.…

  19. The influence of nonconscious processes on perceptions of downsizing and terminations.

    Science.gov (United States)

    Walker, Sean; Karau, Steven

    2016-01-01

    Although social and cognitive psychologists have developed a large body of research on priming and other nonconscious processes, relatively little research has focused on how these issues influence organizationally relevant phenomena. The current research sought to partially fill this void by examining the influence of nonconscious processes on perceptions of organizational downsizing. In three studies, individuals were primed with traits of self-reliance or employer-reliance either supraliminally (Study 1) or subliminally (Studies 2 and 3). Studies 1 and 2 found that individuals primed with self-reliance had less negative views of downsizing. Experiment 3 found that those primed with self-reliance reported greater perceptions of fair treatment, respect for their boss, and decreased levels of anger in response to a termination scenario. Implications and future directions are discussed.

  20. Enterprise Social Media Influence on Organizational Practice

    DEFF Research Database (Denmark)

    Dyrby, Signe

    This paper explores the introduction of Enterprise Social Media into organizational practices. The investigation draws on Foucault’s perspective of dispositif analysis as an approach to analyzing and understanding the influence of technology on organizations. The dispositif analysis is pursued...... through the illustration of an organization implementing an enterprise social media technology for the practice of knowledge management. In the analysis two dispositifs are considered, a dispositif of hierarchy and a dispositif of network. A discussion is carried on the dispositif analysis as a method...... including opportunities and limitations. It is argued that allowing for the analysis of historically formed dispositifs can add to our way of understanding the influences of technology on the social order of organizations....

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

    Science.gov (United States)

    Hsiao, Hsi-Chi; Chang, Jen-Chia

    2011-01-01

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

  2. Organizational learning as a test-bed for business process reengineering

    DEFF Research Database (Denmark)

    Larsen, Michael Holm; Leinsdorff, Torben

    1998-01-01

    The fact that a company's learning ability may prevent strategic drift and the fact that many companies are undertaking BPR (business process reengineering) projects leads us to ask whether all these BPR activities promote organizational learning. Within this framework, we studied the extent...... of Enzyme Business, Novo Nordisk A/S. The result of the analysis is that a correlation between BPR and organizational learning has been established, i.e. the BPR elements: customer focus, process orientation, high level of ambition, clean sheet principle, performance measuring, the business system diamond...... to which BPR promotes organizational learning by focusing on the project group and the steering committee. This paper is based partly on a theoretical study of the significant characteristics of BPR and of organizational learning and partly on a field study carried out in cooperation with the business unit...

  3. Organizational Socialization of Women in the Italian Army: Learning Processes and Proactive Tactics

    Science.gov (United States)

    Atzori, Milena; Lombardi, Luigi; Fraccaroli, Franco; Battistelli, Adalgisa; Zaniboni, Sara

    2008-01-01

    Purpose: This study aims to examine the organizational socialization of women soldiers in the Italian Army. Design/methodology/approach: Following an interactionist interpretation of socialization, a model was tested to determine the influence of organizational socialization tactics, proactive behaviours, supervisor support on organizational…

  4. 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.

  5. The influence of partnership centrality on organizational perceptions of support: a case study of the AHLN structure.

    Science.gov (United States)

    Moore, Spencer; Smith, Cynthia; Simpson, Tammy; Minke, Sharlene Wolbeck

    2006-10-31

    Knowledge of the structure and character of inter-organizational relationships found among health promotion organizations is a prerequisite for the development of evidence-based network-level intervention activities. The Alberta Healthy Living Network (AHLN) mapped the inter-organizational structure of its members to examine the effects of the network environment on organizational-level perceptions. This exploratory analysis examines whether network structure, specifically partnership ties among AHLN members, influences organizational perceptions of support after controlling for organizational-level attributes. Organizational surveys were conducted with representatives from AHLN organizations as of February 2004 (n = 54). Organizational attribute and inter-organizational data on various network dimensions were collected. Organizations were classified into traditional and non-traditional categories. We examined the partnership network dimension. In- and out-degree centrality scores on partnership ties were calculated for each organization and tested against organizational perceptions of available financial support. Non-traditional organizations are more likely to view financial support as more readily available for their HEALTR programs and activities than traditional organizations (1.57, 95% CI: .34, 2.79). After controlling for organizational characteristics, organizations that have been frequently identified by other organizations as valuable partners in the AHLN network were found significantly more likely to perceive a higher sense of funding availability (In-degree partnership value) (.03, 95% CI: .01, .05). Organizational perceptions of a supportive environment are framed not only by organizational characteristics but also by an organization's position in an inter-organizational network. Network contexts can influence the way that organizations perceive their environment and potentially the actions that organizations may take in light of such perceptions. By

  6. Organizational structures of companies versus project management effectiveness

    Directory of Open Access Journals (Sweden)

    Joanna Haffer

    2012-12-01

    Full Text Available An organizational structure, indicated as one out of the four main organizational conditions supporting project management, has an essential meaning for project execution. This article, based on the research results, describes different organizational structures of project-orientated enterprises, enumerating their advantages and disadvantages, and reveals the influence of inter-organizational relations on project management effectiveness in enterprises operating in Poland. The results indicate that the more a character of inter-organizational relations is heading towards project structure, the higher project management effectiveness is. In the next sequence the project management processes are supported by strong matrix structures, whereas the worst outcomes are provided by functional structures. Simultaneously, it was concluded that project structures are conducive to high advancement of project management processes, and among them, especially project risk management processes as well as communication, time and cost management processes.

  7. Organizational contextual features that influence the implementation of evidence-based practices across healthcare settings: a systematic integrative review.

    Science.gov (United States)

    Li, Shelly-Anne; Jeffs, Lianne; Barwick, Melanie; Stevens, Bonnie

    2018-05-05

    Organizational contextual features have been recognized as important determinants for implementing evidence-based practices across healthcare settings for over a decade. However, implementation scientists have not reached consensus on which features are most important for implementing evidence-based practices. The aims of this review were to identify the most commonly reported organizational contextual features that influence the implementation of evidence-based practices across healthcare settings, and to describe how these features affect implementation. An integrative review was undertaken following literature searches in CINAHL, MEDLINE, PsycINFO, EMBASE, Web of Science, and Cochrane databases from January 2005 to June 2017. English language, peer-reviewed empirical studies exploring organizational context in at least one implementation initiative within a healthcare setting were included. Quality appraisal of the included studies was performed using the Mixed Methods Appraisal Tool. Inductive content analysis informed data extraction and reduction. The search generated 5152 citations. After removing duplicates and applying eligibility criteria, 36 journal articles were included. The majority (n = 20) of the study designs were qualitative, 11 were quantitative, and 5 used a mixed methods approach. Six main organizational contextual features (organizational culture; leadership; networks and communication; resources; evaluation, monitoring and feedback; and champions) were most commonly reported to influence implementation outcomes in the selected studies across a wide range of healthcare settings. We identified six organizational contextual features that appear to be interrelated and work synergistically to influence the implementation of evidence-based practices within an organization. Organizational contextual features did not influence implementation efforts independently from other features. Rather, features were interrelated and often influenced each

  8. Organizational culture and organizational commitment: Serbian case

    Directory of Open Access Journals (Sweden)

    Mitić Siniša

    2016-01-01

    Full Text Available The paper presents the results of the impact of certain dimensions of organizational culture (Future Orientation, Power Distance, Human Orientation and Performance Orientation on organizational commitment in companies in Serbia. Through a survey, responses were obtained from a total of N = 400 middle managers from 129 companies. The results show a statistically significant correlation between the observed dimensions of organizational culture and organizational commitment dimensions. Also, there is a statistically significant predictive effect of certain dimensions of organizational culture on the dimensions of organizational commitment. The biggest influences on the dimensions of organizational commitment have dimensions Future Orientation - FO and Performance Orientation - PO. On the other hand, under the most affected dimension of organizational culture is the dimension of organizational commitment Organizational identification - OCM1.

  9. How can core self-evaluations influence job burnout? The key roles of organizational commitment and job satisfaction.

    Science.gov (United States)

    Peng, Jiaxi; Li, Dongdong; Zhang, Zhenjiang; Tian, Yu; Miao, Danmin; Xiao, Wei; Zhang, Jiaxi

    2016-01-01

    This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory-General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction. © The Author(s) 2014.

  10. Organizational Learning as a Model for Continuous Transformation

    Science.gov (United States)

    Mayer, Anysia; LeChasseur, Kimberly; Donaldson, Morgaen; Cobb, Casey

    2013-01-01

    In this article we use organizational learning theory as a framework for thinking about how participation in CPED has influenced changes in the EdD program established in 2003 at the University of Connecticut. Both single and double loop learning were a part of our process of institutionalizing a culture of organizational learning, a process that…

  11. The Influence of Organizational External Factors on Construction Risk Management among Nigerian Construction Companies

    Directory of Open Access Journals (Sweden)

    A.Q. Adeleke

    2018-03-01

    Full Text Available Background: Substantial empirical research has shown conflicting results regarding the influence of organizational external factors on construction risk management, suggesting the necessity to introduce a moderator into the study. The present research confirmed whether rules and regulations matter on the relationships between organizational external factors and construction risk management. Methods: Based on discouragement and organizational control theory, this research examined the effects of organizational external factors and rules and regulations on construction risk management among 238 employees operating in construction companies in Abuja and Lagos, Nigeria. A personally administered questionnaire was used to acquire the data. The data were analyzed using partial least squares structural equation modeling. Results: A significant positive relationship between organizational external factors and construction risk management was asserted. This study also found a significant positive relationship between rules and regulations and construction risk management. As anticipated, rules and regulations were found to moderate the relationship between organizational external factors and construction risk management, with a significant positive result. Similarly, a significant interaction effect was also found between rules and regulations and organizational external factors. Implications of the research from a Nigerian point of view have also been discussed. Conclusion: Political, economy, and technology factors helped the construction companies to reduce the chance of risk occurrence during the construction activities. Rules and regulations also helped to lessen the rate of accidents involving construction workers as well as the duration of the projects. Similarly, the influence of the organizational external factors with rules and regulations on construction risk management has proven that most of the construction companies that implement the

  12. Organizational factors influencing improvements in safety

    International Nuclear Information System (INIS)

    Marcus, A.; Nichols, M.L.; Olson, J.; Osborn, R.; Thurber, J.

    1991-01-01

    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

  13. The Impact of Corporate Sustainability on Organizational Processes and Performance

    OpenAIRE

    Eccles, Robert G; Ioannou, Ioannis; Serafeim, Georgios

    2014-01-01

    We investigate the effect of corporate sustainability on organizational processes and performance. Using a matched sample of 180 US companies, we find that corporations that voluntarily adopted sustainability policies by 1993 - termed as High Sustainability companies - exhibit by 2009 distinct organizational processes compared to a matched sample of companies that adopted almost none of these policies - termed as Low Sustainability companies. The boards of directors of High Sustainability com...

  14. Influence of customer value orientation, brand value, and business ethics level on organizational performance

    Directory of Open Access Journals (Sweden)

    Leslier Maureen Valenzuela Fernández

    2016-06-01

    Full Text Available Purpose – Customer value orientation, brand value and business ethics are critical variables to developing long-term relationships with customers and achieve sustainable sales growth over time. This research shows how the degree of orientation to customer value by the sales forces, brand value and business ethical standards could significantly influence organizational performance. Design/methodology/approach – The study contributes to an explanatory model through a structural equation model (SEM and empirical evidence of research applied to 327 executives – occupying medium and high positions in several companies in Chile – who manage their business globally. Findings – The results support the hypothesis that customer value orientation, brand value and business ethics influence organizational performance. Originality/value – This research shows how the degree of orientation to customer value by the sales forces, brand value and business ethical standards could significantly influence organizational performance in a country like Chile.

  15. Including Organizational Cultural Parameters in Work Processes

    National Research Council Canada - National Science Library

    Handley, Holly A; Heacox, Nancy J

    2004-01-01

    ... between decision-makers of different nationalities. In addition to nationality, a decision-maker is also a member of an organization and brings this organizational culture to his role in the work process, where it may also affect his task performance...

  16. Influence of organizational factors on performance reliability

    International Nuclear Information System (INIS)

    Haber, S.B.; O'Brien, J.N.; Metlay, D.S.; Crouch, D.A.

    1991-12-01

    This is the first volume of a two-volume report. Volume 2 will be published at a later date. This report presents the results of a research project conducted by Brookhaven National Laboratory for the United States Nuclear Regulatory Commission, Office of Nuclear Regulatory Research. The purpose of the project was to develop a general methodology to be use in the assessment of the organizational factors which affect performance reliability (safety) in a nuclear power plant. The research described in this report includes the development of the Nuclear Organization and Management Analysis Concept (GNOMIC). This concept characterizes the organizational factors that impact safety performance in a nuclear power plant and identifies some methods for systematically measuring and analyzing the influence of these factors on safety performance. This report is divided into two parts; Part 1 presents an overview of the development of the methodology, while Part 2 provides more details and a technical analysis of the methodological development. Specifically, the results of two demonstration studies, the feasibility of the methodology, and a specific applications for which the methodology was developed are presented

  17. Six Community College Presidents: Organizational Pressures, Change Processes and Approaches to Leadership

    Science.gov (United States)

    Malm, James R.

    2008-01-01

    A total of six Maryland community college presidents were guided through conversations to identify the organizational challenges and uncertainties that have forced organizational changes in their respective colleges. Another thrust of the research was to discover what organizational change processes these presidents have implemented to overcome…

  18. Deriving social relations among organizational units from process models

    NARCIS (Netherlands)

    Song, M.S.; Choi, I.; Kim, K.M.; Aalst, van der W.M.P.

    2008-01-01

    For companies to sustain competitive advantages, it is required to redesign and improve business processes continuously by monitoring and analyzing process enactment results. Furthermore, organizational structures must be redesigned according to the changes in business processes. However, there are

  19. Relationship between nurses' organizational trust levels and their organizational citizenship behaviors.

    Science.gov (United States)

    Altuntas, Serap; Baykal, Ulku

    2010-06-01

    This research used a descriptive and explorative design to determine the levels of nurses' organizational trust and organizational citizenship and to investigate relationships between the levels of organizational trust and organizational citizenship behaviors. Nurses who had completed their orientation from a total of 11 hospitals with bed capacities of 100 and located in the European district of Istanbul were included in the sample for this study. Formal, written applications and approval of the ethical committee were obtained from concerned institutions before proceeding with the data collection step. The Organizational Trust Inventory and the Organizational Citizenship Level Scale, a questionnaire form including five questions regarding nurses' personal characteristics, were used in data collection. Data collection tools were distributed to 900 nurses in total, and usable data were obtained from 482 nurses. Number and percentage calculations and Pearson correlation analysis were used to assess research data. The results of the present research showed that nurses had a higher than average level of trust in their managers and coworkers and they trusted more in their managers and coworkers than their institutions. The Organizational Citizenship Level Scale indicated that the behavior most frequently demonstrated by the nurses was conscientiousness, followed by courtesy and civic virtue, whereas sportsmanship was displayed to an average extent. An analysis of relationships between nurses' level of organizational trust and their organizational citizenship behaviors revealed that nurses who trust in their managers, institutions, and coworkers demonstrated the organizational citizenship behaviors of conscientiousness, civic virtue, courtesy, and altruism more frequently. The findings attained in this study indicated that the organizational trust the staff had in their institutions, managers, and coworkers influenced the organizational citizenship behaviors of

  20. 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.

  1. Flexible Process Notations for Cross-organizational Case Management Systems

    DEFF Research Database (Denmark)

    Slaats, Tijs

    : the notations in which the processes are defined. Traditional process notations are flow-based: control of the process flows from one activity to the next. This paradigm inherently encourages modellers to think in terms of strict orderings instead of supporting flexibility. Flow-based models that do try...... of the process and techniques for runtime adaptation. This dissertation reports on the results of the Technologies for Flexible Cross-organizational Case Management Systems (FLExCMS) research project which was started in cooperation between ITU and the company Exformatics A/S. The goals of the project were...... to strengthen the industrial adoption of constraintbased notations and techniques by further developing DCR Graphs to be industrially applicable, with a particular focus on guaranteeing safety for cross-organizational processes. We will show how DCR Graphs have been extended with new dimensions such as time...

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

    Directory of Open Access Journals (Sweden)

    Marcela Sefora (SANA NEMTEANU

    2015-11-01

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

  3. Esquecimento organizacional e suas consequências no processo de aprendizagem organizacional Organizational forgetting and its consequences for the process of organizational learning

    Directory of Open Access Journals (Sweden)

    Lourdes de Costa Remor

    2010-06-01

    Full Text Available Este artigo apresenta uma revisão da literatura sobre o tema "esquecimento organizacional" e suas consequências no processo de aprendizagem organizacional. O objetivo da revisão é mostrar a importância atribuída ao esquecimento organizacional, considerando que acreditamos que ele interfere no processo da aprendizagem. Na literatura, percebe-se haver grande interesse na aprendizagem como um diferencial competitivo na busca por resultados. Por outro lado, parecem ser subvalorizados o esquecimento organizacional e seus desdobramentos nos processos de aprendizagem organizacional.This article presents a review of the literature on organizational forgetting and its consequences for the process of organizational learning, so as to assess the importance attributed to organizational forgetting, considering that it interferes in the learning process. The literature reviewed showed great interest in learning as a competitive differential. On the other hand, organizational forgetting and its developments are underestimated in the processes of organizational learning.

  4. Analyzing the nursing organizational structure and process from a scheduling perspective.

    Science.gov (United States)

    Maenhout, Broos; Vanhoucke, Mario

    2013-09-01

    The efficient and effective management of nursing personnel is of critical importance in a hospital's environment comprising approximately 25 % of the hospital's operational costs. The nurse organizational structure and the organizational processes highly affect the nurses' working conditions and the provided quality of care. In this paper, we investigate the impact of different nurse organization structures and different organizational processes for a real-life situation in a Belgian university hospital. In order to make accurate nurse staffing decisions, the employed solution methodology incorporates shift scheduling characteristics in order to overcome the deficiencies of the many phase-specific methodologies that are proposed in the academic literature.

  5. "Does organizational culture influence the ethical behavior in the pharmaceutical industry?".

    Science.gov (United States)

    Nagashekhara, Molugulu; Agil, Syed Omar Syed

    2011-12-01

    Study of ethical behavior among medical representatives in the profession is an under-portrayed component that deserves further perusal in the pharmaceutical industry. The purpose of this study is to find out the influence of organizational culture on ethical behavior of medical representatives. Medical representatives working for both domestic and multinational companies constitutes the sample (n=300). Data is collected using a simple random and cluster sampling through a structured questionnaire. The research design is hypothesis testing. It is a cross-sectional and correlational study, conducted under non-contrived settings. Chi-square tests were shows that there is an association between the organizational culture and ethical behavior of medical representatives. In addition, the strength of the association is measured which report to Cramer's V of 63.1% and Phi Value of 2.749. Results indicate that multinational company medical reps are more ethical compared to domestic company medical representatives vast difference in both variance and in t test results. Through better organizational culture, pharmaceutical companies can create the most desirable behavior among their employees. Authors conclude that apart from organizational culture, the study of additional organizational, individual and external factors are imperative for better understanding of ethical behavior of medical representatives in the pharmaceutical industry in India.

  6. Organizational Culture Influence On Total Productive Maintenance (TPM and Operational Performance Using RASCH Model Analysis

    Directory of Open Access Journals (Sweden)

    Mohd Norhasni Mohd Asaad

    2014-02-01

    Full Text Available Abstract. Market globalization, competitive product and services, high economic crises are the most critical factors that influence the success of the manufacturing companies in global market. Therefore it is critical to the manufacturing companies to be efficient in production and lean tool may used to achieve that.  The most frequently used is the Total Preventive Maintenance (TPM, even though there are many studies have been conducted in relation to the TPM but there is limited research in investigating the effects of the TPM on operational performance. However, the result of the studies was not consistent, where TPM practice may have positive and negative impact on operational performance. Among the reason is the culture of the organization that influenced the implementation of TPM and operational performance. Due to that this study attempts to investigate the influence of organizational culture on the TPM implementation and operational performance.  Rasch model is used in this study due to its ability in interpreting and analyzing the ability of respondents in performing the difficult items. The online questionnaires were distributed to 63 randomly selected automotive companies located at Northern Region of Malaysia.  Results of the study revealed that the organizational culture has influenced on the successful implementation of TPM and operational performance. Therefore by the implementation of TPM in outstanding organizational culture can improve operational performance.   Keyword: Total Preventive Maintenance (TPM, Lean manufacturing, Operational performance, Organizational culture, Rasch modeldoi:10.12695/ajtm.2013.6.2.2How to cite this article:Mohd Asaad, M.N and Yusoff, R.Z. (2013. Organizational Culture Influence On Total Productive Maintenance (TPM and Operational Performance Using RASCH Model Analysis . The Asian Journal of Technology Management 6 (2: 72-81. Print ISSN: 1978-6956; Online ISSN: 2089-791X.  doi:10.12695/ajtm

  7. Influence of organizational culture on quality healthcare delivery.

    Science.gov (United States)

    Carney, Marie

    2011-01-01

    The purpose of this paper is to identify if aspects of organizational culture may indicate a new terrain in the cultural influences-quality healthcare relationship. This research stems from the author's belief that viewing the role of head of department or directorate as pivotal to health care management is critical to health care planning and quality healthcare delivery. Interviews were undertaken among 50 professional clinician and non-clinician managers working in the role of head of department, in acute care hospitals in Ireland. The sample was drawn from the total population of 850 managers, utilized in a previous survey study. Organizational culture is more complex than was previously thought. Several cultural influences such as excellence in care delivery, ethical values, involvement, professionalism, value-for-money, cost of care, commitment to quality and strategic thinking were found to be key cultural determinants in quality care delivery. Health care managers perceive that in order to deliver quality focused care they need to act in a professional, committed manner and to place excellence at the forefront of care delivery, whilst at the same time being capable of managing the tensions that exist between cost effectiveness and quality of care. These tensions require further research in order to determine if quality of care is affected in a negative manner by those tensions. Originality relates to the new cultural terrain presented in this paper that recognizes the potential of health service managers to influence the organizations' culture and through this influence to take a greater part in ensuring that quality health care is delivered to their patients. It also seems to be important that value-for-money is viewed as an ethical means of delivering healthcare, and not as a conflict between quality and cost.

  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...... organizational practice with legitimacy – and thus solidify the coupling of innovative ideas and organizational practice. Extending existing research, we develop a set of propositions linking dimensions of visuality and visualization to the different stages of institutionalization in order to explain...

  9. Software life cycle dynamic simulation model: The organizational performance submodel

    Science.gov (United States)

    Tausworthe, Robert C.

    1985-01-01

    The submodel structure of a software life cycle dynamic simulation model is described. The software process is divided into seven phases, each with product, staff, and funding flows. The model is subdivided into an organizational response submodel, a management submodel, a management influence interface, and a model analyst interface. The concentration here is on the organizational response model, which simulates the performance characteristics of a software development subject to external and internal influences. These influences emanate from two sources: the model analyst interface, which configures the model to simulate the response of an implementing organization subject to its own internal influences, and the management submodel that exerts external dynamic control over the production process. A complete characterization is given of the organizational response submodel in the form of parameterized differential equations governing product, staffing, and funding levels. The parameter values and functions are allocated to the two interfaces.

  10. Soft Systems Methodology Embedded in Organizational Knowledge-Creating Process

    OpenAIRE

    Yoshida, Taketoshi

    2005-01-01

    We clarify the role of tacit knowing in the soft systems methodology. For the purpose we investigate the basic structure of its seven-stage model, while embedding the soft systems methodology in organizational knowledge-creating process. This leads to the introduction of concept creation to the methodology. This changes the basic shape of the soft systems methodology from learning cycle to organizational knowledge-creating spiral where concept creation is the key point.

  11. Organizational diagnosis of computer and information learning needs: the process and product.

    Science.gov (United States)

    Nelson, R; Anton, B

    1997-01-01

    Organizational diagnosis views the organization as a single entity with problems and challenges that are unique to the organization as a whole. This paper describes the process of establishing organizational diagnoses related to computer and information learning needs within a clinical or academic health care institution. The assessment of a college within a state-owned university in the U.S.A. is used to demonstrate the process of organizational diagnosis. The diagnoses identified include the need to improve information seeking skills and the information presentation skills of faculty.

  12. How to Measure the Intervention Process? An Assessment of Qualitative and Quantitative Approaches to Data Collection in the Process Evaluation of Organizational Interventions

    OpenAIRE

    Johan Simonsen Abildgaard; Per Øystein Saksvik; Karina Nielsen

    2016-01-01

    The evaluation of organizational interventions targeting employee health and wellbeing has been found to be a challenging task (Murta et al., 2007). The use of process evaluation, defined as the evaluation of “individual, collective or management perceptions and actions in implementing any intervention and their influence on the overall result of the intervention.” Nytrø et al. (2000) has served to increase focus on the evaluation of the specific intervention processes and not only the outcom...

  13. THE INFLUENCE OF THE ENVIRONMENTAL ORGANIZATIONAL CAPABILITIES ON THE COMPETITIVE ADVANTAGE

    Directory of Open Access Journals (Sweden)

    BUTNARIU Anca

    2015-05-01

    requests of their retailer clients. The data was analyzed by the correlation and the regression method. The conclusions are that the organizational capabilities achieved through environmental investments influence positively only the competitive advantages based on costs and on differentiation, partially confirming our hypothesis.

  14. Organizational Networks

    DEFF Research Database (Denmark)

    Grande, Bård; Sørensen, Ole Henning

    1998-01-01

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

  15. The Influence of Leadership Behavior and Organizational Commitment on Organizational Readiness for Change in a Higher Learning Institution

    Science.gov (United States)

    Nordin, Norshidah

    2012-01-01

    Many factors contribute to the effectiveness in implementing organizational change. However, many change effort fail due to several factors such as lack of commitment, style of leadership, and emotional distress of the employees who have to implement the change. This study was intended to determine the influence of leadership behavior and…

  16. A Process-Philosophical Understanding of Organizational Learning as "Wayfinding": Process, Practices and Sensitivity to Environmental Affordances

    Science.gov (United States)

    Chia, Robert

    2017-01-01

    Purpose: This paper aims to articulate a practice-based, non-cognitivist approach to organizational learning. Design/methodology/approach: This paper explores the potential contribution of a process-based "practice turn" in social theory for understanding organizational learning. Findings: In complex, turbulent environments, robust…

  17. Transcending Organizational Boundaries:Exploring intra- and inter-organizational processes of business model innovation in a port authority

    OpenAIRE

    Kringelum, Louise Tina Brøns

    2017-01-01

    This thesis explores how processes of business model innovation can unfoldin a port authority by transcending organizational boundaries throughinter-organizational collaboration. The findings contribute to two fields ofacademic inquiry: the study of business model innovation and the study ofhow the roles of port authorities evolve. This contribution is made by combiningthe two fields, where the study of business model innovation is usedas an analytical concept for understanding the evolution ...

  18. Organizational influence on the occurrence of work accidents involving exposure to biological material.

    Science.gov (United States)

    Marziale, Maria Helena Palucci; Rocha, Fernanda Ludmilla Rossi; Robazzi, Maria Lúcia do Carmo Cruz; Cenzi, Camila Maria; dos Santos, Heloisa Ehmke Cardoso; Trovó, Marli Elisa Mendes

    2013-01-01

    to analyze work accidents involving exposure to biological materials which took place among personnel working in nursing and to evaluate the influence of the organizational culture on the occurrence of these accidents. a retrospective, analytical study, carried out in two stages in a hospital that was part of the Network for the Prevention of Work Accidents. The first stage involved the analysis of the characteristics of the work accidents involving exposure to biological materials as recorded over a seven-year period by the nursing staff in the hospital studied, and registered in the Network databank. The second stage involved the analysis of 122 nursing staff members' perception of the institutional culture, who were allocated to the control group (workers who had not had an accident) and the case group (workers who had had an accident). 386 accidents had been recorded: percutaneous lesions occurred in 79% of the cases, needles were the materials involved in 69.7% of the accidents, and in 81.9% of the accident there was contact with blood. Regarding the influence of the organizational culture on the occurrence of accidents, the results obtained through the analysis of the two groups did not demonstrate significant differences between the average scores attributed by the workers in each organizational value or practice category. It is concluded that accidents involving exposure to biological material need to be avoided, however, it was not possible to confirm the influence of organizational values or practices on workers' behavior concerning the occurrence of these accidents.

  19. Organizational Influences and Constraints on Community College Web-Based Media Relations

    Science.gov (United States)

    McAllister, Sheila M.; Taylor, Maureen

    2012-01-01

    Various organizational, departmental, and interdepartmental factors influence how an educational institution practices public relations. These factors may enable or hinder the ways in which communication practitioners build and maintain relationships with the media. Higher education institutions are especially in need of public relations efforts.…

  20. The Influence of Universities' Organizational Features on Professorial Intellectual Leadership

    Science.gov (United States)

    Uslu, Baris; Welch, Anthony

    2018-01-01

    This research examines the intellectual leadership behaviours of senior academics at professoriate level, and the influences of institutional support practices, climate and communication in universities as main organizational features on these behaviours. To explore relations among research variables, qualitative data were collected by interviews…

  1. 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...

  2. Understanding and managing organizational change: implications for public health management.

    Science.gov (United States)

    Thompson, Jon M

    2010-01-01

    Managing organizational change has become a significant responsibility of managers. Managing the change process within public health organizations is important because appropriately and systematically managing change is linked to improved organizational performance. However, change is difficult and the change process poses formidable challenges for managers. Managers themselves face increased pressure to respond to environmental influences and provide the necessary leadership to their organizations in the change process. In fact, managing organizational change has become a key competency for healthcare managers. This article addresses the important topic of organizational change in public health organizations. It provides a conceptual foundation for understanding organizational change and its relationship to healthcare organizational performance, and then discusses the types and nature of change, using some examples and evidence from those organizations that have successfully managed change. A framework for guiding public health managers in the change management process is provided. The article concludes with suggested management competencies to establish a change-oriented organization with the culture and capacity for change.

  3. Impacts of organizational leadership and culture on organizational ...

    African Journals Online (AJOL)

    Impacts of organizational leadership and culture on organizational trust: Role of job cadre. ... Open Access DOWNLOAD FULL TEXT ... Data analysis via two separate 2X2X2 ANOVA revealed significant main influences of leadership quality ...

  4. Impact of Burnout on Organizational Outcomes, the Influence of Legal Demands: The Case of Ecuadorian Physicians

    Directory of Open Access Journals (Sweden)

    Paola Ochoa

    2018-05-01

    Full Text Available Interest in burnout has developed extensively worldwide, but there is scarce the literature regarding the consequences that new legal demands have on burnout and on organizational outcomes in physicians. The global context of the medical profession has been characterized in the recent years by changes in the employment patterns, profound intensification of work, and increment of labor flexibility. In this context, the study aims to analyze the influence of burnout on organizational outcomes in physicians, depending on new legal demands perception in Ecuador. Regarding the method, the research was cross sectional and in the first stage, studied the psychometric characteristics, validity and reliability of the instrument to assess burnout through a series of confirmatory factor analyses (CFA. In a second part, we assessed, the robustness of the model of causal relations between the burnout dimensions and organizational outcomes. We carried out a series of path analysis, structural equation model. The study was accomplished in five hospitals and the sample was incidental, comprising 435 physicians from Ecuador. We divided the group in two subcategories, Sample A, composed by participants that considered that new Criminal Code (COIP affects them and the Sample B, the group of physicians who believed that the COIP does not affect them. Burnout was assessed with the Spanish adaptation of the Maslach Burnout Inventory (MBI, the Organizational outcomes were measured with a seven-item self-report questionnaire, and we included an item regarding to the influence of new Criminal Code. We formulated four hypotheses, that considered that physicians who believed that the COIP affect them experience a greater negative influence of burnout on organizational outcomes. The results indicated that the group of physicians who believed that the COIP affects them (Sample A experienced a greater negative influence of cynicism on productivity than Sample B. Moreover

  5. Impact of Burnout on Organizational Outcomes, the Influence of Legal Demands: The Case of Ecuadorian Physicians.

    Science.gov (United States)

    Ochoa, Paola

    2018-01-01

    Interest in burnout has developed extensively worldwide, but there is scarce the literature regarding the consequences that new legal demands have on burnout and on organizational outcomes in physicians. The global context of the medical profession has been characterized in the recent years by changes in the employment patterns, profound intensification of work, and increment of labor flexibility. In this context, the study aims to analyze the influence of burnout on organizational outcomes in physicians, depending on new legal demands perception in Ecuador. Regarding the method, the research was cross sectional and in the first stage, studied the psychometric characteristics, validity and reliability of the instrument to assess burnout through a series of confirmatory factor analyses (CFA). In a second part, we assessed, the robustness of the model of causal relations between the burnout dimensions and organizational outcomes. We carried out a series of path analysis, structural equation model. The study was accomplished in five hospitals and the sample was incidental, comprising 435 physicians from Ecuador. We divided the group in two subcategories, Sample A, composed by participants that considered that new Criminal Code (COIP) affects them and the Sample B, the group of physicians who believed that the COIP does not affect them. Burnout was assessed with the Spanish adaptation of the Maslach Burnout Inventory (MBI), the Organizational outcomes were measured with a seven-item self-report questionnaire, and we included an item regarding to the influence of new Criminal Code. We formulated four hypotheses, that considered that physicians who believed that the COIP affect them experience a greater negative influence of burnout on organizational outcomes. The results indicated that the group of physicians who believed that the COIP affects them (Sample A) experienced a greater negative influence of cynicism on productivity than Sample B. Moreover, the lack of

  6. Identifying and Prioritizing the Key Factors Influencing Customer Decision Making in Buying Organizational Software (A survey about HAMKARAN Co.

    Directory of Open Access Journals (Sweden)

    shahryar Azizi

    2013-07-01

    Full Text Available Expansion of adopting information systems, specially packed software, facilitate managing the organizational process, hence, identification the factors influence customer buying decision is vital for software providers. This mixed method study tried to identify the factors affecting decision making of buying new organizational software, classify and rank them beside. In-depth interviews with 10 customers of Hamkaran system that had the potential of buying new software have been done and content analysis of these interviews revealed some factors in five categories that became the base of questionnaire design. This study is applied in view of aim, and is descriptive-survey in view of entity. Sample of 177 customers of System Group Co. have been chosen for the study. Kruskal-Wallis test and T test of normality showed all factors to be effective. Then the factors have been prioritized using Frideman test which are as follows: buyer`s internal organizational factors, product feature, factors related to sellers organization, factors related to process and selling promotion, market and environmental factors.

  7. A Model of Organizational Trajectories to Innovation Management

    Directory of Open Access Journals (Sweden)

    Alvair Silveira Torres Jr.

    2007-03-01

    Full Text Available The multiple-case study research in three industrial companies - located in Brazil- about organizational changing, comparing cases of lean production system implementation, revealed a suggested interpretation of the determinants and directions of organizational innovation. The model tries to account for both continuous changes and discontinuities in organizational innovation. Continuous changes are related to secondary innovation, which doesn’t break an organizational paradigm, while discontinuities are associated with a new trajectory, since a primary innovation adopted by the whole organization. Then, the innovative lean process associated with secondary innovation was inadequate to change the organizational trajectory and it explains the cyclical decisions. On the other hand, the lean production system related to primary innovation, assumes the role as a new trajectory, influencing changes in total organization. The greatest difference found in the companies for innovative diffusion process, was the aspect of spread the organizational principles or a simple set of management’s tools.

  8. Health workers' perceptions of private-not-for-profit health facilities' organizational culture and its influence on retention in Uganda.

    Science.gov (United States)

    Shumba, Constance Sibongile; Kielmann, Karina; Witter, Sophie

    2017-12-06

    An in-depth understanding of how organizational culture is experienced by health workers (HWs), and influences their decisions to leave their jobs is a fundamental, yet under-examined, basis for forming effective retention strategies. This research examined HWs' working experiences and perceptions of organisational culture within private-not-for-profit, largely mission-based hospitals, and how this influenced retention. Thirty-two HWs, including managers, in 19 health facilities in Uganda were interviewed using a semi-structured topic guide. Interview transcripts were analysed using thematic content analysis. Interviews showed that the organizational culture was predominantly hierarchical, with non-participative management styles which emphasized control and efficiency. HWs and managers held different perceptions of the organizational culture. While the managers valued results and performance, HWs valued team work, recognition and participative management. The findings of this study indicate that organizational culture influences retention of HWs in health facilities and provide a useful context to inform health care managers in the PNFP sub-sector in Uganda and similar contexts. To improve retention of HWs, a gradual shift in organizational culture will be necessary, focussing on the values, beliefs and perceptions which have the greatest influence on observable behaviour.

  9. The Influence of Organizational Climate on Work Productivity Library Staff at CISRAL Padjadjaran University

    Directory of Open Access Journals (Sweden)

    Dewi Nurma Hastuti

    2017-01-01

    Full Text Available Abstrak : Penelitian ini bertujuan untuk mengetahui (1 Pengaruh iklim organisasi terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, (2 Pengaruh struktur terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, (3 Pengaruh standar-standar terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran (4 Pengaruh tanggung jawab terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran. Penelitian ini dilakukan pada 25 orang tenaga perpustakaan CISRAL Universitas Padjadjaran. Metode penelitian ini menggunakan statistik deskriptif. Berdasarkan hasil penelitian menunjukkan bahwa (1 Iklim organisasi memiliki pengaruh signifikan terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, (2 Struktur memiliki pengaruh signifikan terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, (3 Standar memiliki pengaruh signifikan terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, dan (4 Tanggung jawab memiliki pengaruh signifikan terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran. Iklim organisasi pada CISRAL Universitas Padjadjaran dikategorikan kondusif, namun sebaiknya perpustakaan dapat menciptakan iklim organisasi yang lebih kondusif dan nyaman agar produktivitas kerja tenaga perpustakaan semakin meningkat.   Kata Kunci : Iklim Organisasi, Tenaga Perpustakaan, Produktivitas Kerja   Abstract: This study aims to find out (1 The influence of organizational climate on work productivity of librarian at Padjadjaran University, CISRAL (2 The Influences of structure on work productivity of librarian at CISRAL Padjadjaran University (3 The influence of standards on work productivity of librarian at CISRAL University of Padjadjaran (4 The influence of responsibility on work productivity librarian at CISRAL Padjadjaran University

  10. VA Health Care: Processes to Evaluate, Implement, and Monitor Organizational Structure Changes Needed

    Science.gov (United States)

    2016-09-01

    their families , such as medallions and markers for headstones that signify veterans’ service. Page 3 GAO-16-803 VHA Organizational ... Research Oversight, and Chief Nursing Page 8 GAO-16-803 VHA Organizational Structure Officer. Also, the Chief Financial Officer and...VA HEALTH CARE Processes to Evaluate, Implement, and Monitor Organizational Structure Changes Needed Report to

  11. Organizational Influences on Interdisciplinary Interactions during Research and Design of Large-Scale Complex Engineered Systems

    Science.gov (United States)

    McGowan, Anna-Maria R.; Seifert, Colleen M.; Papalambros, Panos Y.

    2012-01-01

    The design of large-scale complex engineered systems (LaCES) such as an aircraft is inherently interdisciplinary. Multiple engineering disciplines, drawing from a team of hundreds to thousands of engineers and scientists, are woven together throughout the research, development, and systems engineering processes to realize one system. Though research and development (R&D) is typically focused in single disciplines, the interdependencies involved in LaCES require interdisciplinary R&D efforts. This study investigates the interdisciplinary interactions that take place during the R&D and early conceptual design phases in the design of LaCES. Our theoretical framework is informed by both engineering practices and social science research on complex organizations. This paper provides preliminary perspective on some of the organizational influences on interdisciplinary interactions based on organization theory (specifically sensemaking), data from a survey of LaCES experts, and the authors experience in the research and design. The analysis reveals couplings between the engineered system and the organization that creates it. Survey respondents noted the importance of interdisciplinary interactions and their significant benefit to the engineered system, such as innovation and problem mitigation. Substantial obstacles to interdisciplinarity are uncovered beyond engineering that include communication and organizational challenges. Addressing these challenges may ultimately foster greater efficiencies in the design and development of LaCES and improved system performance by assisting with the collective integration of interdependent knowledge bases early in the R&D effort. This research suggests that organizational and human dynamics heavily influence and even constrain the engineering effort for large-scale complex systems.

  12. Organizational Contexts and Texts: The Redesign of the Midwest Bell Telephone Bill.

    Science.gov (United States)

    Keller-Cohen, Deborah

    1987-01-01

    Offers a retrospective view of organizational factors affecting the redesign of the Midwest Bell Telephone Bill. Shows how financial considerations, organizational time frame, and employee training and experience influenced the bill's development process. (MM)

  13. Organizational infrastructure of innovation processes in Russian Russia

    Directory of Open Access Journals (Sweden)

    Kuznetsova Elena

    2017-01-01

    Full Text Available The study presents the regional and national statistics, allowing drawing the conclusions about the state of the innovation process, its elements, and their relationships. The main result of the study is the identified “gap” between basic science as the object of creating innovations and manufacturing enterprises as the object of the implementation of innovations. According to the authors, there is a necessity for the process control for not only the creation, but the implementation of innovations in production; the formation of an infrastructure that can provide the interaction of science and industry, the transformation of scientific developments into the manufacturing process now. This structure should be a buffer zone between the elements of the innovation process, create an area of mutually beneficial cooperation. The article considers the evolution of scientific development transformation in production. The organizational model of “innovation-to-production” transfer established on the small innovative enterprises affiliated with the leading educational institutions is suggested. The merits and drawbacks of the organizational interaction models in the “higher education institution-the small innovative enterprise-the enterprise” chain are shown.

  14. A Study of Principal Influence and Organizational Climate in Elementary Schools

    Science.gov (United States)

    Escobedo, Patricia Villarreal

    2016-01-01

    Schools have dynamic and changing social environments which present a variety of challenges to campus leaders. Administrators have a multitude of responsibilities to school stakeholders for all facets of organizational life on the campus. School leaders can benefit from a better understanding of how greater levels of principal influence serves as…

  15. DETERMINATION OF ORGANIZATIONAL STRESS AND ORGANIZATIONAL BURNOUT LEVELS OF MID LEVEL MANAGERS WORKING IN FOUR AND FIVE STAR HOTEL BUSINESSES

    Directory of Open Access Journals (Sweden)

    Sevket Yirik

    2015-04-01

    Full Text Available The present study emphasizes the concepts of stress and organizational stress which are the main concepts constituting theoretical foundation of the research; evaluates influences of stress on organization; discusses the concept of organizational burnout as well as its sub-dimensions; and analyses organizational stress and burnout levels of mid level managers working in four and five star hotels. The purpose of this study is to analyze the relationship between organizational stress and organizational burnout levels of mid level managers of four and five star hotel businesses. Survey has been conducted on 318 employees of four and five star hotels operating in Alanya, Turkey. According to the analysis of data, it has been observed that ages of mid level managers have an influence on their organizational stress and burnout levels. Genders of mid level managers are influential on their organizational stress levels while they have no influence on their burnout levels. Education levels of managers influence their organizational stress levels while they have no influence on their burnout levels. The departments of managers are influential both on organizational stress and burnout. Positions of managers influence their burnout levels while they have no influence on their organizational stress levels.

  16. 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…

  17. The Role of Teams as Organizational Structures in a Global Organizational Context

    OpenAIRE

    Zoltan Raluca

    2012-01-01

    The flexibility that modern companies must show in regard to global market entails the recourse to work teams which are multicultural adapted and aware of their role and place in the overall structure of the organization. The technological changes along with the customer needs diversification require the awareness of the influence of organizational structure on team members as well as the influence of teams on organizational structures and organizational context. The present paper aims to poi...

  18. Effect of Organizational Culture Factors on Knowledge Management Processes Implementation in Technology & Deputy Tax Planning Agency

    Directory of Open Access Journals (Sweden)

    Hamid Rahimian

    2011-10-01

    Full Text Available This research was a case study to evaluate the effect of organizational culture on knowledge management processes implementation in Technology & Deputy Tax Planning Agency was done by Survey Method. Population of the study was experts in Technology & Deputy Tax planning of the organization. Research tools included two questionnaires: the organizational culture profile and the processes of knowledge management. The first questionnaire has surveyed the seven components of organizational culture (competitiveness, social responsibility, supportiveness, innovation, emphasis on rewards, performance orientation, and stability. The second has explored six processes such as creation, capture, organization, storage, dissemination and application of knowledge. The results of this research showed that according to the experts the components of organizational culture and knowledge management were in the intermediate level. Between each of the seven components of organizational culture was 70% positive and significant relationship with knowledge management processes. Also, among each of the seven components of organizational culture was positive and significant relationship with knowledge management processes. Regression analysis gave the same result that only two components of social responsibility and performance orientation in predicting the changing role of knowledge management processes have been effective.

  19. The influence of information and communication technologies on organizational innovation. A perspective of Mexican SMEs

    Directory of Open Access Journals (Sweden)

    Héctor Cuevas-Vargas

    2016-11-01

    Full Text Available The adoption of new organizational methods is essential for any firm to improve its ability to seize and create new knowledge, which is necessary to develop alternative types of innovations. Hence, the appropriate use of Information and Communication Technologies (ICTs can substantially improve organizational innovation. In this sense, an empirical study of 288 manufacturing SMEs in the Guanajuato region, Mexico, was conducted to determine the influence of ICTs usage on organizational innovation in a developing country. The results obtained through the Structural Equation Modeling demonstrate that the use of ICTs substantially impacts on organizational innovation. Therefore, SMEs should use ICTs effectively and collaboratively with suppliers and customers to meet market trends and improve or innovate their products

  20. [The development of an organizational socialization process model for new nurses using a system dynamics approach].

    Science.gov (United States)

    Choi, Soon-Ook

    2005-04-01

    The purpose of this study was to examine the problems and relevant variables for effective Organizational Socialization of new nurses, to produce a causal map, to build up a simulation model and to test its validity. The basic data was collected from Sep. 2002 to July 2003. The Organizational Socialization process of new nurses was analyzed through a model simulation. The VENSIM 5.0b DSS program was used to develop the study model. This Model shows interrelation of these result variables: organizational commitment, job satisfaction, job performance, intention of leaving the work setting, decision making ability, and general results of Organizational Socialization. The model's factors are characteristic of organization and individual values, task-related knowledge and skills, and emotion and communication that affects new nurses' socialization process. These elements go through processes of anticipatory socialization, encounter, change and acquisition. The Model was devised to induce effective Organizational Socialization results within 24 months of its implementation. The basic model is the most efficient and will also contribute to the development of knowledge in the body of nursing. This study will provide proper direction for new Nurse's Organizational Socialization. Therefore, developing an Organizational Socialization Process Model is meaningful in a sense that it could provide a framework that could create effective Organizational Socialization for new nurses.

  1. Influence of organizational characteristics and context on research utilization.

    Science.gov (United States)

    Cummings, Greta G; Estabrooks, Carole A; Midodzi, William K; Wallin, Lars; Hayduk, Leslie

    2007-01-01

    Despite three decades of empirical investigation into research utilization and a renewed emphasis on evidence-based medicine and evidence-based practice in the past decade, understanding of factors influencing research uptake in nursing remains limited. There is, however, increased awareness that organizational influences are important. To develop and test a theoretical model of organizational influences that predict research utilization by nurses and to assess the influence of varying degrees of context, based on the Promoting Action on Research Implementation in Health Services (PARIHS) framework, on research utilization and other variables. The study sample was drawn from a census of registered nurses working in acute care hospitals in Alberta, Canada, accessed through their professional licensing body (n = 6,526 nurses; 52.8% response rate). Three variables that measured PARIHS dimensions of context (culture, leadership, and evaluation) were used to sort cases into one of four mutually exclusive data sets that reflected less positive to more positive context. Then, a theoretical model of hospital- and unit-level influences on research utilization was developed and tested, using structural equation modeling, and 300 cases were randomly selected from each of the four data sets. Model test results were as follows--low context: chi2= 124.5, df = 80, p low: chi2= 144.2, p high: chi2= 157.3, df = 80, p low: chi2= 146.0, df = 80, p contexts with more positive culture, leadership, and evaluation also reported significantly more research utilization, staff development, and lower rates of patient and staff adverse events than did nurses working in less positive contexts (i.e., those that lacked positive culture, leadership, or evaluation). The findings highlight the combined importance of culture, leadership, and evaluation to increase research utilization and improve patient safety. The findings may serve to strengthen the PARIHS framework and to suggest that, although

  2. Employee perceptions of the influence of diversity dimensions on co-worker interactions and daily organizational operations

    Directory of Open Access Journals (Sweden)

    Atasha Reddy

    2014-11-01

    Full Text Available This study assesses employee perceptions of the influence of diversity dimensions (race, gender, religion, language, sexual orientation, attitudes, values, work experience, physical ability, economic status, personality on their interactiions with co-workers as well as on their organization in its daily operations. These perceptions were also compared and gender related correlates were assessed. The study was undertaken in a public sector Electricity Department in KwaZulu-Natal, South Africa. The population includes 100 employees in the organization, from which a sample of 81 was drawn using simple random sampling. Data was collected using a self-developed, pre-coded, self-administered questionnaire whose reliability was assessed using Cronbach’s Coefficient Alpha. Data was analyzed using descriptive and inferential statistics. The findings reflect that employees perceive that their interactions with co-workers are most likely to be influenced by attitudes, work experience and personality and that daily organizational operations are most likely to be influenced by race, work experience and attitudes. Furthermore, religion and sexual orientation are perceived as having the least influence on co-worker interaction and day-to-day organizational operations. In the study it was also found that employees perceive that race followed by gender influences day-to-day organizational operations to a larger extent than it influences co-worker interactions. Recommendations made have the potential to enhance the management of workforce diversity

  3. THE INFLUENCE OF ORGANIZATIONAL CULTURE ON THE PERFORMANCE OF PHILIPPINE BANKS

    Directory of Open Access Journals (Sweden)

    Aliza D. Racelis

    2010-12-01

    Full Text Available This study examines the relationship between organizational culture and organizational performance in the Philippine banking sector. Based on a sample of 60 banks operating in the Philippines, this study sought to verify the notion that organizational culture — especially when it is “strong” and “adaptive” — can influence an organization’s financial performance. The results show that there is a significant and positive correlation between corporate profitability and the banks’ Culture Strength. This observation is especially relevant in environments characterized by rapid, unpredictable change, given that being too focused on clearly defined visions and goals may cause organizations to lose sight of emerging threats and opportunities and thus make them less adaptive. Moreover, more detailed analysis reveals the critical importance of bank size (represented chiefly by number of employees for both deposits performance and profitability. The study further finds that it is the Profitability measure, not the Deposits measure, that relates to Culture Strength. This is an important result, as Net Profits are an after-cost measure of bank profitability, i.e., a key corporate effectiveness measure.

  4. The Interaction of Principal and Teacher Instructional Influence as a Measure of Leadership as an Organizational Quality

    Science.gov (United States)

    Jackson, Karen M.; Marriott, Christine

    2012-01-01

    Purpose: This article presents the design and test of a measure of school leadership as an organizational quality through the interaction of principal and teacher instructional influence. The Organizational Leadership Model hypothesizes four distinct conditions of school leadership, and the analysis investigates the relationship between teacher,…

  5. The role of organizational trust in safety climate's influence on organizational outcomes.

    Science.gov (United States)

    Kath, Lisa M; Magley, Vicki J; Marmet, Matthew

    2010-09-01

    Based on elements of social exchange theory and other conceptualizations of trust, a model was developed situating organizational trust as a central component to the relationship that safety climate has with organizational outcomes. Specifically, the model specified that two facets of safety climate--upward safety communication and management attitudes toward safety--would be positively related to organizational trust. Increased levels of trust would then predict increased motivation to engage in safe job-related behaviors, increased job satisfaction, and decreased turnover intentions. Another hypothesis investigated whether job safety relevance would moderate the relationship between safety climate and trust. Online survey research was conducted with 599 employees from 97 work groups across a New England grocery store chain. Hierarchical linear modeling indicated support for trust mediating the relationship between safety climate and organizational outcomes; further, the relationship between safety climate and trust was stronger within work groups where safety was more relevant. 2009 Elsevier Ltd. All rights reserved.

  6. The effects of process-oriented organizational design on firm performance

    NARCIS (Netherlands)

    Kohlbacher, M.; Reijers, H.A.

    2013-01-01

    Purpose – Several organizations choose a process-oriented organizational design as a source for competitive advantage. The purpose of this paper is to explore empirically the relationship between process orientation (PO) and firm performance. The paper considers PO as a multidimensional construct

  7. Interaction Between Strategy and Organizational Performance: The Influence of Family Management

    Directory of Open Access Journals (Sweden)

    Ieda Margarete Oro

    2017-01-01

    Full Text Available This article aims to analyze how occurs the interaction between business strategy and organizational performance in family firms. The research is classified as descriptive, with a qualitative approach, operationalized by the case study procedure. Data were collected through semi-structured interviews, documents and notices. Interviews were conducted with key informants and core family run. Evidence collected in the company searched, show that the business strategy with entrepreneurial attitude is characterized by the differentiation strategy (brand management and product innovation (creation and development of new products driven by family values disseminated within the organization. The results indicate that entrepreneurial orientation and family influence plays an important role for the realization of structural and strategic fit and, in turn, to the achievement of organizational performance.

  8. The effect of perceived organizational support on organizational commitment of diagnostic imaging radiographers

    International Nuclear Information System (INIS)

    Makanjee, Chandra Rekha; Hartzer, Yolanda F.; Uys, Ilse L.

    2006-01-01

    This article arises from a research project investigating the effects of occupational stress and organizational commitment of diagnostic imaging radiographers on rendering quality service. One of the main aims of this project was to determine the extent to which perceived organizational support influenced commitment of radiographers to the organization, to reduce turnover intent and quality of service rendered. A descriptive correlation study design, based on questionnaires completed by 119 radiographers from 11 organizations, revealed that organizational commitment was moderate towards a tendency of poor. A positive relationship was found between various antecedents of perceived organizational support and organizational commitment (mainly affective and normative), indicating that perceived organizational support positively influenced radiographers' organizational commitment. There is a clear indication of turnover intent, which in turn has a negative impact on rendering quality service. In conclusion, to reduce turnover intent, and improve quality of service rendered, management needs to play an important role in creating a positive working environment for radiographers to perform their tasks

  9. Organizational Factors of Justice and Culture Leading to Organizational Identification in Merger and Acquisition

    Science.gov (United States)

    Ismail, Maimunah; Umar Baki, Nordahlia

    2017-01-01

    Purpose: This paper aims to examine the influence of two organizational factors, namely, organizational justice and organizational culture, on organizational identification as perceived by employees following merger and acquisition (M&A) in Malaysia. Design/methodology/approach: The study, which adopts the Social Identity Theory as its…

  10. Research organizational factors

    International Nuclear Information System (INIS)

    Coffman, F.D. Jr.

    1990-01-01

    Organizational processes at nuclear power plants should be sufficient to prevent accidents and to protect public health and safety upon the occurrence of an accident. The role of regulatory research is to confirm that agency assessments of organization processes are on a firm technical basis and provide for improvements in the NRC [Nuclear Regulatory Commission] programs. A firm technical basis is achieved by reducing uncertainties associated with methods and measures used to assess organization processes. The general objective for regulatory research is to confirm that the agency has a coherent understanding of the organizational processes that are individually necessary and are collectively sufficient for safe operations, methods are available to reliably characterize organizational processes, and measures exist to monitor changes in the key organizational processes. The first specific objective was to develop a method to translate organizational processes into PRAs. The discussion provides feedback and insights from experience with the past and the ongoing organizational factors research. That experience suggests a set of ingredients that appear proper for performing regulatory research on organizational processes. By keeping focused upon these proper ingredients, the research will contribute to the regulatory assessments of utility management through the use of improved methods and measures in investigations, inspections, diagnostics, performance indicators, and PRA insights

  11. 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…

  12. Professional and organizational commitment in paediatric occupational therapists: the influence of practice setting.

    Science.gov (United States)

    Seruya, Francine M; Hinojosa, Jim

    2010-09-01

    The professional and organizational commitment of paediatric occupational therapists working in two distinct practice settings, schools and medically based settings, was investigated. A web-based survey program was used to administer a questionnaire to occupational therapists employed in New York, New Jersey and Connecticut. The study employed social identity theory as a guiding perspective in understanding therapists' professional and organizational commitment. One hundred and fifty-seven paediatric therapists responded to the Professional Commitment Questionnaire and the Organizational Commitment Questionnaire to gauge their commitment to both the profession and their employing organizations. Results indicated that paediatric therapists, regardless of employment setting, have high professional commitment. Paediatric occupational therapists employed in medically based settings indicated statistically significant higher organizational commitment than their school-based counterparts. For therapists that work in school settings, the presence of a professional cohort did not influence professional commitment scores. As the study employed a web-based survey methodology, only individuals who were members of associations and had access to a computer and the Internet were able to participate. Further study might include widening the participant pool as well as adding additional instruments to explore both professional and organizational commitment on a more national scale. Copyright 2010 John Wiley & Sons, Ltd.

  13. METHODICAL APPROACHES TO FORMING INNOVATIVE PROJECT AND ENTERPRISE MANAGEMENT ORGANIZATIONAL STRUCTURES

    Directory of Open Access Journals (Sweden)

    A. O. Baklanov

    2011-01-01

    Full Text Available The following principles are discussed as methodical bases of the choice of innovative project and enterprise management organizational structures: hierarchism, bureaucratization, adhocratie, tent organization, lean business engineering, rational organization, amorphous organization, teaching organization. Conditions that complicate industrial and technological processes influence enterprise management process dynamics. The variety of existing types of organizational structures is determined by industrial, economic, psychological and social conditions.

  14. Effective Organizational Structures and Processes: Addressing Issues of Change

    Science.gov (United States)

    Andrade, Maureen Snow

    2016-01-01

    This chapter describes organizational structures and processes at the institutional and project levels for the development and support of distance learning initiatives. It addresses environmental and stakeholder issues and explores principles and strategies of effective leadership for change creation and management.

  15. Organizational culture, intersectoral collaboration and mental health care.

    Science.gov (United States)

    Mitchell, Penelope Fay; Pattison, Philippa Eleanor

    2012-01-01

    This study aims to investigate whether and how organizational culture moderates the influence of other organizational capacities on the uptake of new mental health care roles by non-medical primary health and social care services. Using a cross-sectional survey design, data were collected in 2004 from providers in 41 services in Victoria, Australia, recruited using purposeful sampling. Respondents within each service worked as a group to complete a structured interview that collected quantitative and qualitative data simultaneously. Five domains of organizational capacity were analyzed: leadership, moral support and participation; organizational culture; shared concepts, policies, processes and structures; access to resource support; and social model of health. A principal components analysis explored the structure of data about roles and capacities, and multiple regression analysis examined relationships between them. The unit of analysis was the service (n = 41). Organizational culture was directly associated with involvement in two types of mental health care roles and moderated the influence of factors in the inter-organizational environment on role involvement. Congruence between the values embodied in organizational culture, communicated in messages from the environment, and underlying particular mental health care activities may play a critical role in shaping the emergence of intersectoral working and the uptake of new roles. This study is the first to demonstrate the importance of organizational culture to intersectoral collaboration in health care, and one of very few to examine organizational culture as a predictor of performance, compared with other organizational-level factors, in a multivariate analysis. Theory is developed to explain the findings.

  16. Business Process Improvement in Organizational Design of E-Government Services.

    NARCIS (Netherlands)

    O.F. Aydinli; S. Brinkkemper; J.P.P. Ravesteijn

    2009-01-01

    This paper describes a business process and organizational re-design and implementation project for an e-government service organization. In this project the initial process execution time of a Virtual Private Network (VPN) connection request has been reduced from some 60 days to 2 days. This has

  17. Organizational Lerning and Strategy: Information Processing Approach of Organizaitonal Learning to Perform Strategic Choice Analysis

    Directory of Open Access Journals (Sweden)

    Agustian Budi Prasetya

    2017-03-01

    Full Text Available Study of organizational learning required to discuss the issue of strategy to understand company’s organizational knowledge and how company applied the organizational knowledge toward the changing of the environment. Method of the analysis for this research was based on desk research thoroughly on the existing literature. This research analyzed the viewpoints of different researchers in organizational learning and elaborates the information processing abilities approach of Organizational Learning (OL. Based on desk research on literature, the research discussed information processing approach to explain organizational learning and strategy choice by describing the importance of information and assumptions, the activities of knowledge acquisition, interpreting and distribution of the knowledge, typology of exploitation and exploration learning. It proposed the importance of the company to perform alignment between internal managerial process arrangement and external environment while doing the learning, based on the strategic choice space, as theatrical clustering map of the learning, the fit, the alignment, and the alliances of the organization. This research finds that the strategic space might help the analysis of balancing between exploitation and exploration learning while applying the analysis of varied firm characteristics, strategic orientation, and industrial environments.

  18. Moderating effects of nurses' organizational justice between organizational support and organizational citizenship behaviors for evidence-based practice.

    Science.gov (United States)

    Chang, Ching-Sheng

    2014-10-01

    Lack of existing literature on the correlation among organizational justice, organizational support, and organizational citizenship behaviors has created a research gap in previous evidence-based practice (EBP) studies on nursing personnel. To investigate whether organizational justice among nurses has a moderating effect between their organizational support and organizational citizenship behaviors in order to bridge such a gap of existing literature with the EBP study on nursing personnel. Nursing staff of one large and influential hospital in Taiwan was surveyed. Four hundred questionnaires were distributed, and 386 were collected with a valid response rate of 96.50%. SPSS 17.0 and Amos 17.0 statistical software packages were used for data analysis. Nurses' organizational support positively influences their organizational citizenship behaviors, and their organizational justice perception has a positive moderating effect between organizational support and organizational citizenship behaviors. Results call hospitals' attention to the type of individual behaviors that may improve organizational performance. When nursing staff perceive fair and impartial treatment by the organization and supportive emotional attachment, behaviors beneficial for the organization are expressed in return. Subjective perceptions of nursing staff play an important role in organizational exchange relationship; the higher the degree of nursing staff's perceived organizational justice, the higher the degree of their organizational support, perception, and exhibition of organizational citizenship behaviors such as altruistic behavior and dedication to the work. © 2014 Sigma Theta Tau International.

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

    Science.gov (United States)

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

    2012-07-01

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

  20. Exploring the Business Case Development Process in Inter-Organizational Enterprise System Implementations

    NARCIS (Netherlands)

    Eckartz, S.M.; Katsma, Christiaan; Daneva, Maia

    Creating and negotiating an inter-organizational business case (BC) for multiple-stakeholder enterprise systems is a major challenge. This paper looks closer into the factors that influence the stakeholders’ willingness to share information necessary for the BC development. The authors develop an

  1. A Common Methodology: Using Cluster Analysis to Identify Organizational Culture across Two Workforce Datasets

    Science.gov (United States)

    Munn, Sunny L.

    2016-01-01

    Organizational structures are comprised of an organizational culture created by the beliefs, values, traditions, policies and processes carried out by the organization. The work-life system in which individuals use work-life initiatives to achieve a work-life balance can be influenced by the type of organizational culture within one's workplace,…

  2. An exploration study to find important factors influencing on multi-dimensional organizational culture

    Directory of Open Access Journals (Sweden)

    Naser Azad

    2013-08-01

    Full Text Available This paper presents an empirical investigation to find important factors influencing multi-dimensional organizational culture. The proposed study designs a questionnaire in Likert scale consists of 21 questions, distributes it among 300 people who worked for different business units and collects 283 filled ones. Cronbach alpha is calculated as 0.799. In addition, Kaiser-Meyer-Olkin Measure of Sampling Adequacy and Approx. Chi-Square are 0.821 and 1395.74, respectively. The study has implemented principal component analysis and the results have indicated that there were four factors influencing organizational culture including, diversity in culture, connection based culture, integrated culture and structure of culture. In terms of diversity in culture, sensitivity to quality data and cultural flexibility are the most influential sub-factors while connection based marketing and relational satisfaction are two important sub-factors associated with diversity in culture. The study discusses other issues.

  3. OSUL2013: Fostering Organizational Change through a Grassroots Planning Process

    Science.gov (United States)

    Schlosser, Melanie

    2011-01-01

    This paper provides background on planning and organizational culture change in libraries and describes a grassroots planning process taking place at the Ohio State University Libraries. Now in its third phase, the process aims to create a long-term plan for the organization while fostering a more collaborative, innovative culture.

  4. Leadership and Organizational Culture

    Institute of Scientific and Technical Information of China (English)

    宋丽娜

    2015-01-01

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

  5. Organizational strategy influence on visual memory performance after stroke: cortical/subcortical and left/right hemisphere contrasts.

    Science.gov (United States)

    Lange, G; Waked, W; Kirshblum, S; DeLuca, J

    2000-01-01

    To examine how organizational strategy at encoding influences visual memory performance in stroke patients. Case control study. Postacute rehabilitation hospital. Stroke patients with right hemisphere damage (n = 20) versus left hemisphere damage (n = 15), and stroke patients with cortical damage (n = 11) versus subcortical damage (n = 19). Organizational strategy scores, recall performance on the Rey-Osterrieth Complex Figure (ROCF). Results demonstrated significantly greater organizational impairment and less accurate copy performance (i.e., encoding of visuospatial information on the ROCF) in the right compared to the left hemisphere group, and in the cortical relative to the subcortical group. Organizational strategy and copy accuracy scores were significantly related to each other. The absolute amount of immediate and delayed recall was significantly associated with poor organizational strategy scores. However, relative to the amount of visual information originally encoded, memory performances did not differ between groups. These findings suggest that visual memory impairments after stroke may be caused by a lack of organizational strategy affecting information encoding, rather than an impairment in memory storage or retrieval.

  6. Organizational restructuring in response to changes in information-processing technology

    OpenAIRE

    Andrzej Baniak; Jacek Cukrowski

    1999-01-01

    This paper examines the effects of changes in information-processing technology on the efficient organizational forms of data-processing in decision-making systems. Data-processing is modelled in the framework of the dynamic parallel processing model of associative computation with an endogenous set-up costs of the processors. In such a model, the conditions for efficient organization of information-processing are defined and the architecture of the efficient structures is considered. It is s...

  7. Organizational influences on the work life conflict and health of shiftworkers.

    Science.gov (United States)

    Pisarski, Anne; Lawrence, Sandra A; Bohle, Philip; Brook, Christine

    2008-09-01

    This study examined organizational factors affecting the impact of shiftwork on work life conflict and subjective health. A model was proposed in which support from supervisors, support from colleagues, and team identity influence time-based work life conflict through two mediating variables: team climate and control over the working environment. Reduced conflict, in turn, produces enhanced psychological well-being and diminished physical symptoms. A structural equation model based on survey data from 530 nurses supported the proposed model. It also identified unpredicted direct links between team identity and physical symptoms, and between supervisor support and both control over the work environment and psychological well-being. The results indicate that organizational interventions focused on social support, team identity, team climate, and control can diminish the negative effects of shiftwork on work life conflict and health in shiftworkers.

  8. On Organizational Adaptation via Dynamic Process Selection

    National Research Council Canada - National Science Library

    Handley, Holly A; Levis, Alexander H

    2000-01-01

    .... An executable organizational model composed of individual models of a five stage interacting decision maker is used to evaluate the effectiveness of the different adaptation strategies on organizational performance...

  9. Analysis of social relations among organizational units derived from process models and redesign of organization structure

    NARCIS (Netherlands)

    Choi, I.; Song, M.S.; Kim, K.M.; Lee, Y-H.

    2007-01-01

    Despite surging interests in analyzing business processes, there are few scientific approaches to analysis and redesign of organizational structures which can greatly affect the performance of business processes. This paper presents a method for deriving and analyzing organizational relations from

  10. Organizational Learning in Research and Development Centers in Developing Economies: The Influence of Institutional Contexts

    Directory of Open Access Journals (Sweden)

    Claudia del Carmen Díaz-Pérez

    2008-01-01

    Full Text Available The evolving role of public research institutes in the world in the recent decades has placed significant challenges for them. Governments and stakeholders continue to question their relevance and their ability to adapt to the changing circumstances and demands from society. Attempts to develop new organizational models and management strategies are common in both developed and emerging economies. Public R&D laboratories are thus faced with the need to undertake rapid organizational learning processes in order to adapt and to maintain legitimacy. However, these learning processes may be more complex and difficult when the institutional arrangements in which these organizations are nested are themselves immature. We present an analysis of those learning processes on the basis organizational case studies in Mexico and abroad. Theoretical and policy issues are discussed.

  11. The Influence of Investment in Workplace Learning on Learning Outcomes and Organizational Performance

    Science.gov (United States)

    Park, Yoonhee; Jacobs, Ronald L.

    2011-01-01

    Although the importance of workplace learning has been recognized in research and practice, there is little empirical support that describes how workplace learning, including both formal and informal learning, is linked to organizational performance. This study investigated the influence of investment in workplace learning on learning outcomes and…

  12. [Path analysis of the Influence of Hospital Ethical Climate Perceived by Nurses on Supervisor Trust and Organizational Effectiveness].

    Science.gov (United States)

    Noh, Yoon Goo; Jung, Myun Sook

    2016-12-01

    The purpose of this study was to analyze the paths of influence that a hospital's ethical climate exerts on nurses' organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor, and verify compatibility of the models in hospital nurses. The sample consisted of 374 nurses recruited from four hospitals in 3 cities in Korea. The measurements included the Ethical Climate Questionnaire, Supervisor Trust Questionnaire, Organizational Commitment Questionnaire and Organizational Citizenship Behavior Questionnaire. Ethical Climate Questionnaire consisted of 6 factors; benevolence, personal morality, company rules and procedures, laws and professional codes, self-interest and efficiency. Data were analysed using SPSS version 18.0 and AMOS version 18.0. Supervisor trust was explained by benevolence and self-interest (29.8%). Organizational commitment was explained by benevolence, supervisor trust, personal morality, and rules and procedures (40.4%). Organizational citizenship behavior was explained by supervisor trust, laws and codes, and benevolence (21.8%). Findings indicate that managers need to develop a positive hospital ethical climate in order to improve nurses' trust in supervisors, organizational commitment and organizational citizenship behavior.

  13. Contradictory values in the process of organizational change: a case study

    Directory of Open Access Journals (Sweden)

    Nebojsa Janicijevic

    2017-09-01

    Full Text Available Values have always been perceived as a guide for action at both individual and organizational levels. By showcasing an example of one Serbian company, the paper aims to present how employees and managers collective values can be inconsistent and contradictory, as well as the causes and effects of such a state of company system of values. The research was conducted by applying a case study method in a Serbian company comprising both qualitative and quantitative research techniques. The company was in the process of intensive organizational changes at the time of the research. The research has shown that it is possible for values of the employees and managers to be contradictory and that this contradiction is caused by radical changes both in the environment and in the organization itself. The research has also shown that this contradiction characterizes the Moving Phase in the process of organizational change, and that it is likely to disappear when company moves into the Refreezing Phase in the change process. The conclusions of this paper imply that the structure of collective values in organizations must be taken into account both in research and in practice of change management. Generalization of conclusions and implications is limited by the nature of the applied case study research method.

  14. THE INFLUENCE OF ORGANIZATIONAL CLIMATE, TRANSFORMATIONAL LEADERSHIP, AND WORK MOTIVATION ON TEACHER JOB PERFORMANCE

    Directory of Open Access Journals (Sweden)

    K. Kartini

    2017-07-01

    Full Text Available This research aimed at investigating the influence of organizational climate, transformational leadership, and work motivation on teacher job performance at Pondok Modern Tazakka, Batang - Central Java.The research using a quantitative approach with survey method. Amount of the samples in this research are 55 teachers that selected randomly. The data were analyzed by using descriptive statistics and inferential statistic using path analysis. (1 organizational climate have positive direct effect on teacher performance with path coefficient (py1 = 0,257 and t-count 2,963> t-table 1,684; (2 transformational leadership have positive direct effect on teacher performance with path coefficient (py2 = 0,489 and t-count 5,164> t-table 1,684, (3 work motivation have positive direct effect to teacher performance with path coefficient (py3 = 0,261 and t count 2,42> t-table 1,684, (4 organizational climate have positive direct effect (p31 = 0.391 and t-count 3.990> t-table 1.684, and (5 transformational leadership have a direct positive effect on work motivation with path coefficient (p32 = 0.526 and t-count 5,376> t- table 1,684. The Conclusion is organizational climate, transformational leadership, and work motivation have a direct effect on teacher job performance. Organizational climate and transformational leadership also have a direct effect on teacher work motivation. Therefore to improve teacher job performance, organizational climate, transformational leadership, and work motivation must be considered to be improved.

  15. Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals.

    Science.gov (United States)

    Berberoglu, Aysen

    2018-06-01

    Extant literature suggested that positive organizational climate leads to higher levels of organizational commitment, which is an important concept in terms of employee attitudes, likewise, the concept of perceived organizational performance, which can be assumed as a mirror of the actual performance. For healthcare settings, these are important matters to consider due to the fact that the service is delivered thoroughly by healthcare workers to the patients. Therefore, attitudes and perceptions of the employees can influence how they deliver the service. The aim of this study was to evaluate healthcare employees' perceptions of organizational climate and test the hypothesized impact of organizational climate on organizational commitment and perceived organizational performance. The study adopted a quantitative approach, by collecting data from the healthcare workers currently employed in public hospitals in North Cyprus, utilizing a self-administered questionnaire. Collected data was analyzed with the help of Statistical Package for Social Sciences, and ANOVA and Linear Regression analyses were used to test the hypothesis. Results revealed that organizational climate is highly correlated with organizational commitment and perceived organizational performance. Simple linear regression outcomes indicated that organizational climate is significant in predicting organizational commitment and perceived organizational performance. There was a positive and linear relationship between organizational climate with organizational commitment and perceived organizational performance. Results from the regression analysis suggested that organizational climate has an impact on predicting organizational commitment and perceived organizational performance of the employees in public hospitals of North Cyprus. Organizational climate was found to be statistically significant in determining the organizational commitment of the employees. The results of the study provided some critical

  16. Organizational Models for Non-Core Processes Management: A Classification Framework

    Directory of Open Access Journals (Sweden)

    Alberto F. De Toni

    2012-12-01

    The framework enables the identification and the explanation of the main advantages and disadvantages of each strategy and to highlight how a company should coherently choose an organizational model on the basis of: (a the specialization/complexity of the non‐core processes, (b the focus on core processes, (c its inclination towards know‐how outsourcing, and (d the desired level of autonomy in the management of non‐core processes.

  17. Ethnography and organizational processes

    NARCIS (Netherlands)

    van Hulst, M..; Ybema, S.B.; Yanow, D.; Tsoukas, H.; Langley, A.

    2017-01-01

    In recent decades, organizational scholars have set out to explore the processual character of organizations. They have investigated both the overtly ephemeral and sometimes dramatically unstable aspects of contemporary organizing and the social flux and flow of everyday organizing hiding beneath

  18. The Effects of Perceptions of Organizational Structure on Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers.

    Science.gov (United States)

    Lambert, Eric G; Qureshi, Hanif; Klahm, Charles; Smith, Brad; Frank, James

    2017-12-01

    Successful police organizations rely on involved, satisfied, and committed workers. The concepts of job involvement (i.e., connection with the job), job satisfaction (i.e., affective feeling toward the job), and organizational commitment (i.e., bond with the employing organization) have been shown to significantly affect intentions and behaviors of employees. The current study used multivariate ordinary least squares (OLS) regression analysis on survey results from a sample of 827 Indian police officers to explore how perceptions of work environment factors affect officers' job involvement, job satisfaction, and organizational commitment. Organizational support, formalization (i.e., level of codified written rules and guidelines), promotional opportunities, institutional communication (i.e., salient work information is transmitted), and input into decision-making (i.e., having a voice in the process) significantly influenced the job involvement, job satisfaction, and organizational commitment of Indian police officers. Specifically, in the multivariate analysis, perceptions of formalization and instrumental communication had a positive relationship with job involvement; perceptions of organizational support, promotional opportunities, instrumental communication, and input into decision-making had positive associations with job satisfaction; and perceptions of organizational support, formalization, promotional opportunities, instrumental communication, and input into decision-making had positive relationships with organizational commitment.

  19. Influence of Leaders' Psychological Capital on Their Followers: Multilevel Mediation Effect of Organizational Identification

    Science.gov (United States)

    Chen, Qishan; Wen, Zhonglin; Kong, Yurou; Niu, Jun; Hau, Kit-Tai

    2017-01-01

    We investigated the relationships between leaders' and their followers' psychological capital and organizational identification in a Chinese community. Participants included 423 followers on 34 work teams, each with its respective team leader. Hierarchical linear models (HLM) were used in the analyses to delineate the relationships among participants' demographic background (gender, age, marital status, and educational level), human capital, and tenure. The results revealed that leaders' psychological capital positively influenced their followers' psychological capital through the mediation effect of enhancing followers' organizational identification. The implications of these findings, the study's limitations, and directions for future research are discussed. PMID:29075218

  20. Methodology for determining influence of organizational culture to business performance

    Directory of Open Access Journals (Sweden)

    Eva Skoumalová

    2007-01-01

    Full Text Available Content this article is to propose the possible methodology for quantitative measuring the organizational culture using the set of statistical methods. In view of aim we elected procedure consisting of two major sections. The first is classification of organizational culture and role of quantitative measurement on organizational culture. This part includes definition and several methods used to classify organizational culture: Hofstede, Peters and Waterman, Deal and Kennedy, Edgar Schein, Kotter and Heskett, Lukášová and opinions why a measurement perspective is worthwhile. The second major section contains methodology for measuring the organizational culture and its impact on organizational performance. We suggest using structural equation modeling for quantitative assessment of organizational culture.

  1. Modeling Organizational Cognition

    DEFF Research Database (Denmark)

    Secchi, Davide; Cowley, Stephen

    2018-01-01

    This article offers an alternative perspective on organizational cognition based on e-cognition whereby appeal to systemic cognition replaces the traditional computational model of the mind that is still extremely popular in organizational research. It uses information processing, not to explore...... inner processes, but as the basis for pursuing organizational matters. To develop a theory of organizational cognition, the current work presents an agent-based simulation model based on the case of how individual perception of scientific value is affected by and affects organizational intelligence...... units' (e.g., research groups', departmental) framing of the notorious impact factor. Results show that organizational cognition cannot be described without an intermediate meso scale - called here social organizing - that both filters and enables the many kinds of socially enabled perception, action...

  2. Organizational change and the psychological contract : How change influences the perceived fulfillment of obligations

    NARCIS (Netherlands)

    van der Smissen, A.I.M.; Schalk, R.; Freese, C.

    2013-01-01

    Purpose This study aims to examine how organizational change and attitude towards change affects the fulfillment of the psychological contract. The influence of type of change, impact of change, former change experiences and frequency of change on fulfillment of the psychological contract is

  3. Coordination processes and outcomes in the public service: the challenge of inter-organizational food safety coordination in Norway.

    Science.gov (United States)

    Lie, Amund

    2011-01-01

    In 2004 Norway implemented a food safety reform programme aimed at enhancing inter-organizational coordination processes and outcomes. Has this programme affected inter-organizational coordination processes and outcomes, both vertically and horizontally – and if so how? This article employs the concept of inter-organizational coordination as an analytical tool, examining it in the light of two theoretical perspectives and coupling it with the empirical findings. The argument presented is that the chances of strong coordination outcomes may increase if inter-organizational processes feature a clear division of labour, arenas for coordination, active leadership, a lack of major conflicting goals, and shared obligations.

  4. The influence of organizational commitment and health on sickness absenteeism: a longitudinal study.

    Science.gov (United States)

    Schalk, René

    2011-07-01

    The prevention of sickness absenteeism of nurses is an important issue for organizations in health care as well as for nurses. The role of work-related attitudes, such as organizational commitment, as a cause of absenteeism is still unclear. To examine the influence over time of organizational commitment, health complaints, and visits to a general practitioner on sickness absenteeism. This was a longitudinal, three-wave study in two nursing homes in the Netherlands among 224 nurses. Questionnaire data (self reports of organizational commitment, health complaints, visits to a general practitioner), as well as absenteeism data retrieved from personnel files was used. Health complaints and visits to a general practitioner were found to predict absenteeism behaviour. Commitment was related to health complaints at the same point in time, but did not predict future sickness absenteeism. With respect to managing sickness absenteeism of nurses it should be acknowledged by managers that nurses call in sick when they perceive that there is a real health problem, not because of negative work attitudes. It is important, however, for managers to signal signs of decreasing organizational commitment because this is associated with increases in health complaints. This can eventually result in increases in absenteeism. © 2011 The Author. Journal compilation © 2011 Blackwell Publishing Ltd.

  5. OPPORTUNITY TO REDUCE RESISTANCE TO CHANGE IN A PROCESS OF ORGANIZATIONAL CHANGE

    Directory of Open Access Journals (Sweden)

    Prediscan Mariana

    2011-12-01

    Full Text Available This paper aims to present the research results conducted on several models of organizational change regarding the identification of the appropriate moment in which the managers interest should turn towards the reduction of the employees resistance to change. More specifically, we intend to identify when is the best moment to reduce the resistance to change, depending on the change we want to achieve. After more research of organizational change models, we have reached the following conclusions: -not all models of organizational change present reducing resistance to change as a necessary stage; -the place of this phase in the models of organizational change is not considered to be the same; -some models of organizational change recommend indirectly reducing employee resistance to change by indicating the use of some methods, techniques, processes that would lead to this result. Here we include mainly: communication, training, positive motivation of employees; -we recommended that the place of this stage should vary depending on the desired change to achieve; -in strategic changes, which are extremely important for an organization and which affect a large number of employees, we recommend that the reduction of the employee resistance to change be achieved before passing to the implementation of the plan developed to implement the change; -in imposed changes, in conditions of crisis when we have no time available to plan the change, immediately after it had been implemented it is necessary to conduct effective actions meant to ensure, even if the change has been made, the reduction of the resistance to change of the affected employees -to achieve time savings in the process of organizational change, we recommend that after having obtained a certain attachment of some employees to change, the implementation of the methods, of the techniques that would increase their commitment to continue to be developed in parallel with the implementation of the

  6. Governing Knowledge Processes

    DEFF Research Database (Denmark)

    Foss, Nicolai Juul; Husted, Kenneth; Michailova, Snejina

    2003-01-01

    An under-researched issue in work within the `knowledge movement' is therelation between organizational issues and knowledge processes (i.e., sharingand creating knowledge). We argue that managers can shape formalorganization structure and organization forms and can influence the moreinformal org...... to Anna Grandori for numerous excellent comments on anearlier draft. The standard disclaimer applies.Keywords: Knowledge creation, knowledge sharing, governance, organizationaleconomics, organizational behavior.......An under-researched issue in work within the `knowledge movement' is therelation between organizational issues and knowledge processes (i.e., sharingand creating knowledge). We argue that managers can shape formalorganization structure and organization forms and can influence the moreinformal...... organizational practices in order to foster knowledge sharing andcreation. Theoretically, we unfold this argument by relying on key ideas oforganizational economics and organizational behaviour studies. We put forwarda number of refutable propositions derived from this reasoning.AcknowledgmentsWe are grateful...

  7. A qualitative study exploring visible components of organizational culture: what influences the use of psychotropic medicines in nursing homes?

    Science.gov (United States)

    Sawan, Mouna J; Jeon, Yun-Hee; Fois, Romano J; Chen, Timothy F

    2016-10-01

    The influence of organizational culture on how psychotropic medicines are used in nursing homes has not been extensively studied. Schein's theory provides a framework for examining organizational culture which begins with the exploration of visible components of an organization such as behaviors, structures, and processes. This study aimed to identify key visible components related to the use of psychotropic medicines in nursing homes. A qualitative study was conducted in eight nursing homes in Sydney, Australia. Purposive sampling was used to conduct semi-structured interviews with 40 participants representing a broad range of health disciplines. Thematic analysis was used to derive concepts. Three visible components were related to psychotropic medicine use. These were drugs and therapeutics committee meetings, pharmacist led medication management reviews and formal and informal meetings with residents and their families. We found that only a few nursing homes utilized drugs and therapeutics committee meetings to address the overuse of psychotropic medicines. Pharmacist led medication management reviews provided a lever to minimize inappropriate psychotropic prescribing for a number of nursing homes; however, in others it was used as a box-ticking exercise. We also found that some nursing homes used meetings with residents and their families to review the use of psychotropic medicines. This study was the first to illustrate that visible components of organizational culture do influence the use of psychotropic medicines and explains in detail what of the culture needs to be addressed to reduce inappropriate psychotropic prescribing.

  8. Contract Management Process Maturity: Empirical Analysis of Organizational Assessments

    Science.gov (United States)

    2009-08-27

    with the National Contract Management Association (NCMA), a Certified Purchasing Manager ( CPM ) with the Institute for Supply Management (ISM), and a...include advertising procurement opportunities, conducting industry and pre-proposal conferences, and amending solicitation documents as required. 4...with organizational core processes include advertising procurement opportunities, conducting solicitation and pre-proposal conferences, and amending

  9. Gender inequalities in the workplace: The effects of organizational structures, processes, practices, and decision makers’ sexism

    Directory of Open Access Journals (Sweden)

    Cailin Susan Stamarski

    2015-09-01

    Full Text Available Gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices. For women, some of the most harmful gender inequalities are enacted within Human Resources (HR practices. This is because HR practices (i.e., policies, decision-making, and their enactment affect the hiring, training, pay, and promotion of women. We propose a model of gender discrimination in HR that emphasizes the reciprocal nature of gender inequalities within organizations. We suggest that gender discrimination in HR-related decision-making and in the enactment of HR practices stems from gender inequalities in broader organizational structures, processes, and practices. This includes leadership, structure, strategy, culture, organizational climate, as well as HR policies. In addition, organizational decision makers’ levels of sexism can affect their likelihood of making gender biased HR-related decisions and/or behaving in a sexist manner while enacting HR practices. Importantly, institutional discrimination in organizational structures, processes, and practices play a pre-eminent role because not only do they affect HR practices, they also provide a socializing context for organizational decision makers’ levels of hostile and benevolent sexism. Although we portray gender inequality as a self-reinforcing system that can perpetuate discrimination, important levers for reducing discrimination are identified.

  10. Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism

    Science.gov (United States)

    Stamarski, Cailin S.; Son Hing, Leanne S.

    2015-01-01

    Gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices. For women, some of the most harmful gender inequalities are enacted within human resources (HRs) practices. This is because HR practices (i.e., policies, decision-making, and their enactment) affect the hiring, training, pay, and promotion of women. We propose a model of gender discrimination in HR that emphasizes the reciprocal nature of gender inequalities within organizations. We suggest that gender discrimination in HR-related decision-making and in the enactment of HR practices stems from gender inequalities in broader organizational structures, processes, and practices. This includes leadership, structure, strategy, culture, organizational climate, as well as HR policies. In addition, organizational decision makers’ levels of sexism can affect their likelihood of making gender biased HR-related decisions and/or behaving in a sexist manner while enacting HR practices. Importantly, institutional discrimination in organizational structures, processes, and practices play a pre-eminent role because not only do they affect HR practices, they also provide a socializing context for organizational decision makers’ levels of hostile and benevolent sexism. Although we portray gender inequality as a self-reinforcing system that can perpetuate discrimination, important levers for reducing discrimination are identified. PMID:26441775

  11. Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers' sexism.

    Science.gov (United States)

    Stamarski, Cailin S; Son Hing, Leanne S

    2015-01-01

    Gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices. For women, some of the most harmful gender inequalities are enacted within human resources (HRs) practices. This is because HR practices (i.e., policies, decision-making, and their enactment) affect the hiring, training, pay, and promotion of women. We propose a model of gender discrimination in HR that emphasizes the reciprocal nature of gender inequalities within organizations. We suggest that gender discrimination in HR-related decision-making and in the enactment of HR practices stems from gender inequalities in broader organizational structures, processes, and practices. This includes leadership, structure, strategy, culture, organizational climate, as well as HR policies. In addition, organizational decision makers' levels of sexism can affect their likelihood of making gender biased HR-related decisions and/or behaving in a sexist manner while enacting HR practices. Importantly, institutional discrimination in organizational structures, processes, and practices play a pre-eminent role because not only do they affect HR practices, they also provide a socializing context for organizational decision makers' levels of hostile and benevolent sexism. Although we portray gender inequality as a self-reinforcing system that can perpetuate discrimination, important levers for reducing discrimination are identified.

  12. Marketing Cooperatives' Re-engineering: Influences among Organizational Attributes, Strategic Attributes & Performance

    NARCIS (Netherlands)

    Benos, T.; Kalogeras, N.; Verhees, F.J.H.M.; Pennings, J.M.E.

    2009-01-01

    ABSTRACT In this paper we expand the agribusiness co-op literature by studying the re-engineering process of marketing cooperatives (co-ops). More specifically we discuss and empirically examine organizational innovations adopted by marketing co-ops in Greece. We hypothesize three types of

  13. Considerations for implementing an organizational lessons learned process.

    Energy Technology Data Exchange (ETDEWEB)

    Fosshage, Erik D

    2013-05-01

    This report examines the lessons learned process by a review of the literature in a variety of disciplines, and is intended as a guidepost for organizations that are considering the implementation of their own closed-loop learning process. Lessons learned definitions are provided within the broader context of knowledge management and the framework of a learning organization. Shortcomings of existing practices are summarized in an attempt to identify common pitfalls that can be avoided by organizations with fledgling experiences of their own. Lessons learned are then examined through a dual construct of both process and mechanism, with emphasis on integrating into organizational processes and promoting lesson reuse through data attributes that contribute toward changed behaviors. The report concludes with recommended steps for follow-on efforts.

  14. THE MEDIATING ROLE OF ORGANIZATIONAL TRUST IN THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

    Directory of Open Access Journals (Sweden)

    Ozan BÜYÜKYILMAZ

    2017-12-01

    Full Text Available This study investigates direct and indirect relationships between perceived organizational support, organizational trust and organizational citizenship behavior. The aim of the study is to determine the effect of employee perceptions of organizational support on the tendency to exhibit organizational citizenship behavior and to determine the mediating role of perceived trust in perceived organizational support and organizational citizenship behavior relationship. The data used in the study were gathered by questionnaire from 228 graduate students studying at the Karabuk University Institute of Social Sciences and at the same time working in state and private institutions. In the process of testing the hypotheses, path analysis was used in the context of structural equation modeling. As a result of the study, it was determined that organizational trust fully mediates the relationship between perceived organizational support and the dimensions of altruism, conscientiousness and sportsmanship of organizational citizenship behavior and partially mediates the relationship between perceived organizational support and the dimensions of courtesy and civic virtue of organizational citizenship behavior.

  15. DRIVERS OF ORGANIZATIONAL CHANGES

    Directory of Open Access Journals (Sweden)

    Mariana SENDREA

    2017-10-01

    Full Text Available Organizational changes do not appear from nothing or by themselves. For any process of performing something, there are certain causes, and the process is the result of those factors. If there are no reasons to carry out a certain process or action, then logically there will not be need for that action. Because of the continuity of the organizational changes in the business life cycle, there will always be reasons for organizational changes. These forces are called sources of organizational change

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

    Directory of Open Access Journals (Sweden)

    Özlem GÜLLÜOĞLU IŞIK

    2015-08-01

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

  17. Influencing Change : Organizational Change and the Implementation of Self-Managing Teams

    OpenAIRE

    Bergman, Amanda; Mashouri, Mastaneh

    2017-01-01

    Organizational changes are inevitable, yet up to 70% fail. Technological development and competition in a volatile environment require more flexible organizations. As such, implementing self-managed teams (SMTs) has become a more common approach. The fact that SMTs ought to be self-managed has further raised a debate, since it is argued that some form of manager still is required. Therefore, the following research question was proposed; How does the interplay of influences unfold between the ...

  18. Organizational Change Perspectives on Software Process Improvement

    DEFF Research Database (Denmark)

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

    Many software organizations have engaged in Software Process Improvement (SPI) and experienced the challenges related to managing such complex organizational change efforts. As a result, there is an increasing body of research investigating change management in SPI. To provide an overview of what......, and brain perspectives. Practitioners may use these articles as a guide to SPI insights relevant to their improvement initiatives. In contrast, the impact of culture, dominance, psychic prison, flux and transformation, and politics in SPI have only received scant attention. We argue that these perspectives...

  19. Organizational processes and nuclear power plant safety

    International Nuclear Information System (INIS)

    Landy, F.J.; Jacobs, R.R.; Mathieu, J.

    1991-01-01

    The paper describes the effects organizational factors have on the risk associated with the operation of nuclear power plants. The described research project addresses three methods for identifying the organizational factors that impact safety. The first method consists of an elaborate theory-based protocol dealing with decision making procedures, interdepartmental coordination of activities, and communications. The second, known as goals/means/measures protocol, deals with identifying safey related goals. The third method is known as behaviorally anchored rating scale development. The paper discusses the importance of the convergence of these three methods to identify organizational factors essential to reactor safety

  20. The Influence of the Organizational Structures of Colleges and Universities on College Student Learning.

    Science.gov (United States)

    Berger, Joseph B.

    2002-01-01

    Reports the findings of a study conducted to determine the influence of various dimensions of organizational structure (bureaucratic, collegial, political, symbolic, and systemic) on college student learning. Findings indicate that dimensions of the structure of the colleges and universities as organizations exert both positive and negative…

  1. 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.

  2. 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.

  3. Work-Induced Stress and Its Influence on Organizational ...

    African Journals Online (AJOL)

    The study examined work induced stress and its relationship to Organizational Effectiveness and Productivity amongst Nigerian Employees. Employees of Nigerian Television Authority and Nigerian Immigration Services were sampled in this study to observe how workplace has interfered with their inputs and organizational ...

  4. Analysis of the effect of leadership and organizational culture on the organizational effectiveness of radiological technologist's working environments

    International Nuclear Information System (INIS)

    Kim, J.H.; Kim, C.S.; Kim, J.M.

    2011-01-01

    Purpose: The purpose of this study was to present ideas to upgrade job performance and improve organizational management by analyzing leadership aspects and organizational cultures of radiological technologist organizations. Method: A questionnaire was used to collect data from 261 radiological technologists working in the city of Busan. Then, SPSS/PC + Win 13 was used to statistically analyze the collected data. One-way ANOVA was adopted to test differences among groups, and multiple regression analyses were conducted to examine the effect of organizational culture and leadership upon organizational effectiveness. Results: First, it was found that radiological technologists stressed consensus most among the 4 types of organizational culture and regarded core transformational leadership as the right type of leadership. Second, regarding the relationship between leadership and organizational effectiveness, transformational leadership had the highest influence upon organizational effectiveness. Third, as for the relationship between organizational culture and organizational effectiveness, it was found that a developmental culture has the highest influence upon organizational effectiveness, followed by a culture of consensus. Conclusion: If transformational leadership and consensual culture are used properly for upgrading job performance in the organization, conflicts among radiological technologists might be reduced, thereby enhancing organizational effectiveness.

  5. Organizational factors, organizational culture, job satisfaction and entrepreneurial orientation in public administration

    Directory of Open Access Journals (Sweden)

    Konstantinos M. Karyotakis

    2016-05-01

    Full Text Available The present paper outlines the critical role and influence of organizational culture and job satisfaction on the relationship between organizational factors and entrepreneurial orientation (EO in the public sector through generating the theoretical framework. Upon examining these terms, a model that reflects their mutual relationships has been suggested. The amalgam of internal work environment, work discretion and rewards/recognition in combination with the appropriate degree of organizational boundaries, such as formalization, centralization, technology routines and connectedness, are crucial for fostering organizational culture and job satisfaction that lead to EO through innovativeness, proactiveness and risk taking.

  6. Safety in the c-suite: How chief executive officers influence organizational safety climate and employee injuries.

    Science.gov (United States)

    Tucker, Sean; Ogunfowora, Babatunde; Ehr, Dayle

    2016-09-01

    According to social learning theory, powerful and high status individuals can significantly influence the behaviors of others. In this paper, we propose that chief executive officers (CEOs) indirectly impact frontline injuries through the collective social learning experiences and effort of different groups of organizational actors-including members of the top management team (TMT), organizational supervisors, and frontline employees. We found support for our collective social learning model using data from 2,714 frontline employees, 1,398 supervisors, and 229 members of TMTs in 54 organizations. TMT members' experiences within a CEO-driven TMT safety climate was positively related to organizational supervisors' reports of the broader organizational safety climate and their subsequent collective support for safety (reported by frontline employees). In turn, supervisory support for safety was associated with fewer employee injuries at the individual level. We discuss the theoretical and practical implications of these findings for workplace safety research and practice. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  7. 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...

  8. Extending the 4I Organizational Learning Model: Information Sources, Foraging Processes and Tools

    Directory of Open Access Journals (Sweden)

    Tracy A. Jenkin

    2013-08-01

    Full Text Available The continued importance of organizational learning has recently led to several calls for further developing the theory. This article addresses these calls by extending Crossan, Lane and White’s (1999 4I model to include a fifth process, information foraging, and a fourth level, the tool. The resulting 5I organizational learning model can be generalized to a number of learning contexts, especially those that involve understanding and making sense of data and information. Given the need for organizations to both innovate and increase productivity, and the volumes of data and information that are available to support both, the 5I model addresses an important organizational issue.

  9. Analisis Pengaruh Perilaku Inovatif dan Self – Esteem terhadap Organizational Citizenship Behavior di PT. Stannia Binekajasa

    Directory of Open Access Journals (Sweden)

    Jerry Marcellinus Logahan

    2014-05-01

    Full Text Available This research was conducted in PT. Stannia Binekajasa, a company engaged in apartment leasing and sport facilities service. The purpose of this study is to determine the effect of Innovative Behavior and Self -Esteem on Organizational Citizenship Behavior both partially and simultaneously. The data obtained by survey, using questionnaire through cross sectional method. The data is processed using simple regression and multiple regression analysis as a method analysis. The result of this study indicates that the Innovative Behaviour in the company, have a significant influence on Organizational Citizenship Behavior by 79.5%, and Self-Esteem have a significant influence on Organizational Citizenship Behavior by 89.5%. Variable Innovative Behavior and Self- Esteem in the company have a significant influence on Organizational Citizenship Behavior by 89.2%.

  10. How to Measure the Intervention Process? An Assessment of Qualitative and Quantitative Approaches to Data Collection in the Process Evaluation of Organizational Interventions.

    Science.gov (United States)

    Abildgaard, Johan S; Saksvik, Per Ø; Nielsen, Karina

    2016-01-01

    Organizational interventions aiming at improving employee health and wellbeing have proven to be challenging to evaluate. To analyze intervention processes two methodological approaches have widely been used: quantitative (often questionnaire data), or qualitative (often interviews). Both methods are established tools, but their distinct epistemological properties enable them to illuminate different aspects of organizational interventions. In this paper, we use the quantitative and qualitative process data from an organizational intervention conducted in a national postal service, where the Intervention Process Measure questionnaire ( N = 285) as well as an extensive interview study ( N = 50) were used. We analyze what type of knowledge about intervention processes these two methodologies provide and discuss strengths and weaknesses as well as potentials for mixed methods evaluation methodologies.

  11. How to Measure the Intervention Process? An Assessment of Qualitative and Quantitative Approaches to Data Collection in the Process Evaluation of Organizational Interventions

    Directory of Open Access Journals (Sweden)

    Johan Simonsen Abildgaard

    2016-09-01

    Full Text Available Organizational interventions aiming at improving employee health and wellbeing have proven to be challenging to evaluate. To analyze intervention processes two methodological approaches have widely been used: quantitative (often questionnaire data, or qualitative (often interviews. Both methods are established tools, but their distinct epistemological properties enable them to illuminate different aspects of organizational interventions. In this paper, we use the quantitative and qualitative process data from an organizational intervention conducted in a national postal service, where the Intervention Process Measure questionnaire (N=285 as well as an extensive interview study (N= 50 were used. We analyze what type of knowledge about intervention processes these two methodologies provide and discuss strengths and weaknesses as well as potentials for mixed methods evaluation methodologies.

  12. Compulsory citizenship behavior and organizational citizenship behavior: the role of organizational identification and perceived interactional justice.

    Science.gov (United States)

    Zhao, Hongdan; Peng, Zhenglong; Chen, Hsiu-Kuei

    2014-01-01

    This article examines the psychological mechanism underlying the relationship between compulsory citizenship behavior (CCB) and organizational citizenship behavior (OCB) by developing a moderated mediation model. The model focuses on the mediating role of organizational identification and the moderating role of interactional justice in influencing the mediation. Using a time-lagged research design, the authors collected two waves of data from 388 supervisor-subordinate dyads in 67 teams to test the moderated mediation model. Results revealed that CCB negatively influenced OCB via impairing organizational identification. Moreover, interactional justice moderated the strength of the indirect effect of CCB on OCB (through organizational identification), such that the mediated relationship was stronger under low interactional justice than under high interactional justice.

  13. Organizational factors affecting the adoption of diabetes care management processes in physician organizations.

    Science.gov (United States)

    Li, Rui; Simon, Jodi; Bodenheimer, Thomas; Gillies, Robin R; Casalino, Lawrence; Schmittdiel, Julie; Shortell, Stephen M

    2004-10-01

    To describe the extent of adoption of diabetes care management processes in physician organizations in the U.S. and to investigate the organizational factors that affect the adoption of diabetes care management processes. Data are derived from the National Survey of Physician Organizations and the Management of Chronic Illness, conducted in 2000-2001. A total of 1,104 of the 1,590 physician organizations identified responded to the survey. The extent of adoption of four diabetes care management processes is measured by an index consisting of the organization's use of diabetic patient registries, clinical practice guidelines, case management, and physician feedback. The ordinary least-squares model is used to determine the association of organizational characteristics with the adoption of diabetes care management processes in physician organizations. A logistic regression model is used to determine the association of organizational characteristics with the adoption of individual diabetes care management processes. Of the 987 physician organizations studied that treat patients with diabetes, 48% either do not use any or use only one of the four diabetes care management processes. A total of 20% use two care management processes, and 32% use three or four processes. External incentives to improve quality, computerized clinical information systems, and ownership by hospitals or health maintenance organizations are strongly associated with the diabetes care management index and the adoption of individual diabetes care management processes. Policies to encourage external incentives to improve quality and to facilitate the adoption of computerized clinical information technology may promote greater use of diabetes care management processes. Copyright 2004 American Diabetes Association

  14. Role stress and job satisfaction: their supervisory antecedents and their influence on organizational commitment

    Directory of Open Access Journals (Sweden)

    C. Boshoff

    1995-06-01

    Full Text Available Despite the more extensive use of other resources such as modern technology, the optimal utilization of human resources will remain a daunting challenge to all managers during the 1990's and beyond. The absence of em- ployees from work, both temporarily and permanently, however, renders the realization of this objective near impossible. Ensuring that employees want to be and are at work, and stay there, thus become important secondary objectives. Both absenteeism and turnover have been shown to undermine optimal employee performance. Some argue that the willingness to be at work will depend on the degree to which employees identify with the organization's goals, objectives, and values (commitment to the organization. This study investigated this contention, and whether the behaviour and actions of supervisors can influence the organizational commitment of employees. A structural equation modelling approach was used to assess whether job stress and job satisfaction serve as intervening variables in the supervision-organizational commitment relationship. The empirical results revealed that intrinsic job satisfaction exerts a significant positive influence on organizational commitment, and role conflict, a negative influence. A management style which can be described as participative is likely to limit the harmful influence of role conflict while enhancing feelings of intrinsic job satisfaction among employees. Opsomming Nieteenstaande die toenemende gebruik van tegnologie in ondernemings, is die optimale benutting van menslike hulpbronne steeds onmisbaar en van deurslaggewende belang. Die doeltreffende gebruik van menslike hulpbronne kan egter belemmer word deur 'n hoe arbeidsomset en afwesigheidsyfer. Daar word aanvaar dat die bereidwilligheid om by die werk te wees in 'n groot mate beinvloed word deur die mate waartoe werknemers hulleself vereenselwig met die onderneming se waardestelsels en doelstellings. Hierdie verskynsel staan bekend as

  15. 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.

  16. ORGANIZATIONAL CAPITAL IN ENTERPRISE ARCHITECTURE

    Directory of Open Access Journals (Sweden)

    Kirill G. Skripkin

    2016-01-01

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

  17. The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

    Directory of Open Access Journals (Sweden)

    Rosa Monteiro

    2017-10-01

    Full Text Available Work-family reconciliation plays a crucial role in the well-being of employees, having impacts at the individual, social and organizational level. Studies concluded that poor work-life balance as one of the ten predictors of psychosocial risks at work. A family-friendly culture relates to how an organization values and allows the articulation of the various spheres of its workers’ life. We intended to determine the effect of different variables like the existence of services, the organizational culture and the managers and colleagues support, on the stress experienced. A sample of 156 employees, from five organizations in the same region of Portugal, responded to a survey contributing to the empirical results of the study. We have conducted a structural equation model to test whether the factor solution of the perception of the reconciliation capability - STRESS model demonstrated a goodness of fit to the population studied. We’ve concluded that more important than the existence of reconciliation services, the perception of a supportive organizational culture, namely by colleagues and supervisors has great influence in reconciliation capability and by that way on work stress feelings. This might explain why workers do not use all the spectrum of resources provided by organizations and states to work-life reconciliation.

  18. The Impact of Organizational Factors on Safety. The Perspective of Experts from the Spanish Nuclear Sector

    International Nuclear Information System (INIS)

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

    2014-01-01

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

  19. The organizational factor in PSA framework

    Energy Technology Data Exchange (ETDEWEB)

    Farcasiu, Mita, E-mail: mmfarcasiu@yahoo.com; Nitoi, Mirela

    2015-11-15

    The goals of the Man–Machine–Organization system analysis are to develop the suitable studies and techniques to identify, prevent and predict the cause of system unavailability. A descriptive concept of man–machine–organization system was developed. MMOS is defined in probability theory in the attempt to find ways for its qualitative and quantitative quantification in a PSA framework. The need for this study was demonstrated by analysis of variance of the complex system unavailability in relation to human error probability (HEP) and organizational error probability (OMP). The PSA model proposed in this paper assesses the organizational factor in MMOS by observing its influence on the human factor and equipment. Thus the influence of organizational factors is evaluated not only on component but also on the human performance. The study highlights the need to improve the understanding of the influence of organizational factors on the safe operation of nuclear installations. Using MMOS concept in PSA could identify any serious deficiencies of human and equipment performance which can sometime be corrected by improvement of the organizational factor.

  20. The organizational factor in PSA framework

    International Nuclear Information System (INIS)

    Farcasiu, Mita; Nitoi, Mirela

    2015-01-01

    The goals of the Man–Machine–Organization system analysis are to develop the suitable studies and techniques to identify, prevent and predict the cause of system unavailability. A descriptive concept of man–machine–organization system was developed. MMOS is defined in probability theory in the attempt to find ways for its qualitative and quantitative quantification in a PSA framework. The need for this study was demonstrated by analysis of variance of the complex system unavailability in relation to human error probability (HEP) and organizational error probability (OMP). The PSA model proposed in this paper assesses the organizational factor in MMOS by observing its influence on the human factor and equipment. Thus the influence of organizational factors is evaluated not only on component but also on the human performance. The study highlights the need to improve the understanding of the influence of organizational factors on the safe operation of nuclear installations. Using MMOS concept in PSA could identify any serious deficiencies of human and equipment performance which can sometime be corrected by improvement of the organizational factor.

  1. Bureaucratic Structure, Organizational Processes, and Three Dimensions of School Effectiveness.

    Science.gov (United States)

    Miskel, Cecil; And Others

    The purpose of this study was to test the hypotheses that schools with more participative processes and less structure have higher levels of perceived organizational effectiveness, teacher job satisfaction, and student achievement than schools with less participative climates and more structure. A sample of 114 school units and 1,632 teachers…

  2. The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment,and Employee Performance

    Directory of Open Access Journals (Sweden)

    Marnis Atmojo

    2012-04-01

    Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformational leadership towards organizational commitment; Third, to prove and analyze the influence of transformationalleadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformational leadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.

  3. Strategic HRM in Building Micro-Foundations of Organizational Knowledge-Based Performance

    DEFF Research Database (Denmark)

    Minbaeva, Dana

    2013-01-01

    Strategic HRM research has a strong potential to further our understanding of how organizational knowledge processes influence performance at various analytical levels. Drawing on ability–motivation–opportunity research and linking it to knowledge sharing behaviors, we discuss the micro......-foundations in the link between strategic HRM practices and knowledge-based organizational performance. We thus describe a research agenda for future micro-foundational research that links strategic HRM and knowledge-based performance....

  4. Pengaruh Job Involvement dan Job Satisfaction terhadap Organizational Citizenship Behaviour serta Dampaknya pada Knowledge Sharing di PT Indolift Sukses Abadi

    Directory of Open Access Journals (Sweden)

    Tinjung Desy Nursanti

    2015-08-01

    Full Text Available The research was conducted at PT Indolift Sukses Abadi, a folklift distributor that sells and distributes all heavy equipment products. The objective of this study was to determine whether there is any influence of job involvement and job satisfaction on organizational citizenship behavior that impact to knowledge sharing. Data were obtained by distributing a questionnaire to 100 respondents of the company; and then were processed using Path Analysis Technique. Based on this research, job involvement and job satisfaction partially and simultaneously have influence on organizational citizenship behaviour. Then, job satisfaction and organizational citizenship behaviour partially have influence on knowledge sharing. However, job involvement partially has no influence on knowledge sharing. Nevertheless, job involvement, job satisfaction, and organizational citizenship behavior simultaneously have influence on knowledge sharing.

  5. Applying the best available science to fire management: Individual and organizational influences to success

    Science.gov (United States)

    Vita Wright

    2012-01-01

    Fifty years of scientific literature on human behavior, communication and organizations offers numerous insights into the communication and use of science in the context of public land management. Using diverse but complementary social science theories and methods, I studied individual and organizational influences on the use of science by federal fire managers and...

  6. Relationship Between Organizational Culture and Organizational Effectiveness - A Study of Nurses in Taiwan.

    Science.gov (United States)

    Yan, Yu-Hua

    2016-01-01

    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. It is therefore essential to understand the relationship between organizational cultures and organizational effectiveness. A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 900 questionnaires were distributed and 473 valid questionnaires were returned. Organizational cultures were significantly (positively) correlated with organizational effectiveness (p<0.001). When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing organizational effectiveness.

  7. REGULARITIES OF THE INFLUENCE OF ORGANIZATIONAL AND TECHNOLOGICAL FACTORS ON THE DURATION OF CONSTRUCTION OF HIGH-RISE MULTIFUNCTIONAL COMPLEXES

    Directory of Open Access Journals (Sweden)

    ZAIATS Yi. I.

    2015-10-01

    Full Text Available Problem statement. Technical and economic indexes of projects of construction of high-rise multifunctional complexes, namely: the duration of construction works and the cost of building products depends on the technology of construction works and method of construction organization, and on their choice influence the architectural and design, constructional and engineering made decisions. Purpose. To reveal the regularity of influence of organizational and technological factors on the duration of construction of high-rise multifunctional complexes in the conditions of dense city building. Conclusion. To reveal the regularity of the influence of organizational and technological factors (the height, the factor complexity of design of project and and estimate documentation, factor of complexity of construction works, the factor of complexity of control of investment and construction project, economy factor, comfort factor, factor of technology of projected solutions for the duration of the construction of high-rise multifunctional complexes (depending on their height: from 73,5 m to 100 m inclusively; from 100 m to 200 m inclusively allow us to quantitatively assess their influence and can be used in the development of the methodology of substantiation of the expediency and effectiveness of the realization of projects of high-rise construction in condition of compacted urban development, based on the consideration of the influence of organizational and technological aspects.

  8. The Effect of Information Security Management on Organizational Processes Integration in Supply Chain

    Directory of Open Access Journals (Sweden)

    Mohsen Shafiei Nikabadi

    2012-03-01

    Full Text Available : The major purpose of this article was that how information security management has effect on supply chain integration and the effect of implementing "information security management system" on enhancing supplies chain integration. In this respect, current research was seeking a combination overview to these tow approaches (Information Security Management and Organizational Processes Integration by Enterprise Resources Planning System and after that determined factors of these two important issue by factor analysis. Researchers using a series of comments in the automotive experts (production planning and management and supply chain experts and caregivers car makers and suppliers in the first level and second level supply chain industry. In this way, it has been done that impact on how information security management processes enterprise supply chain integration with the help of statistical correlation analysis. The results of this investigation indicated effect of "information security management system" various dimensions that were coordination of information, prevent human errors and hardware, the accuracy of information and education for users on two dimensions of internal and external integration of business processes, supply chain and finally, it can increased integration of business processes in supply chain. At the end owing to quite these results, deployment of "information security management system" increased the integration of organizational processes in supply chain. It could be demonstrate with the consideration of relation of organizational integration processes whit the level of coordination of information, prevent errors and accuracy of information throughout the supply chain.

  9. Redesigning a Ministry of Health's organizational structure: exploring implementation challenges through Botswana's experiences.

    Science.gov (United States)

    Seitio-Kgokgwe, Onalenna; Gauld, Robin D C; Hill, Philip C; Barnett, Pauline

    2016-04-01

    The Botswana's Ministry of Health redesigned and adopted a new organizational structure in 2005, which was poorly implemented. This article explores factors that influenced the implementation of this organizational structure. This article draws from data collected through in-depth interviews with 54 purposively selected key informants comprising policy makers, senior managers and staff of the Ministry of Health (N = 40) and senior officers from various stakeholder organizations (N = 14). Participants generally felt that the review of the Ministry of Health organizational structure was important. The previous structure was considered obsolete with fragmented functions that limited the overall performance of the health system. The new organizational structure was viewed to be aligned to current national priorities with potential to positively influence performance. Some key weaknesses identified included lack of consultation and information sharing with workers during the restructuring process, which affected the understanding of their new roles, failure to mobilize key resources to support implementation of the new structure and inadequate monitoring of the implementation process. Redesigning an organizational structure is a major change. There is a need for effective and sustained leadership to plan, direct, coordinate, monitor and evaluate the implementation phase of the reform. Copyright © 2014 John Wiley & Sons, Ltd. Copyright © 2014 John Wiley & Sons, Ltd.

  10. How Organizational Culture as Perceived by Senior Administrators Influences the Adoption of Information Technology Systems in Two 4-Year Public Universities

    Science.gov (United States)

    O'Neill, David Edward

    2012-01-01

    The purpose of this study was to investigate the relationship between university culture, organizational characteristics, and central IT systems adoption within two four-year public universities. A qualitative multi-case methodology was used to examine the influence of organizational cultures and characteristics on personal perceptions, actions,…

  11. Using internal marketing to improve organizational commitment and service quality.

    Science.gov (United States)

    Tsai, Yafang; Wu, Shih-Wang

    2011-12-01

    The purpose of this article was to explore the structural relationships among internal marketing, organizational commitment and service quality and to practically apply the findings. Internal marketing is a way to assist hospitals in improving the quality of the services that they provide while executing highly labour-intensive tasks. Through internal marketing, a hospital can enhance the organizational commitment of its employees to attain higher service quality. This research uses a cross-sectional study to survey nursing staff perceptions about internal marketing, organizational commitment and service quality. The results of the survey are evaluated using equation models. The sample includes three regional hospitals in Taiwan. Three hundred and fifty questionnaires were distributed and 288 valid questionnaires were returned, yielding a response rate of 82.3%. The survey process lasted from 1 February to 9 March 2007. The data were analysed with SPSS 12.0, including descriptive statistics based on demographics. In addition, the influence of demographics on internal marketing, organizational commitment and service quality is examined using one-way anova. The findings reveal that internal marketing plays a critical role in explaining employee perceptions of organizational commitment and service quality. Organizational commitment is the mediator between internal marketing and service quality. The results indicate that internal marketing has an impact on both organizational commitment and service quality. Internal marketing should be emphasized to influence frontline nursing staff, thereby helping to create better organizational commitment and service quality. © 2011 The Authors. Journal of Advanced Nursing © 2011 Blackwell Publishing Ltd.

  12. Model Keterkaitan Market Orientation, Leadership, Organizational Innovation dan Organizational Performance pada Industri Kerajinan di Sumatera Barat

    Directory of Open Access Journals (Sweden)

    RATNI PRIMA LITA

    2018-04-01

    Full Text Available The purpose of this study is to analyze the influence of market orientation, leadership, organizational innovation and organizational performance in handycraft industry in Bukittinggi City, Pariaman City, Padang Pariaman Regency, and Pesisir Selatan Regency. This research uses quantitative methods, while the sampling technique using Purposive sampling with sample size of 86 craft companies. The criteria assigned to the respondent is the handycraft business that produce and market their own product. In this study, data were collected through the questionnaire of the owner of the handycraft industry. Data were analyzed using structural equation modeling (SEM method with SmartPLS software. This research uses multidimensional constructions first order reflective and second order formative. Based on the data analyzed it can be concluded that leadership has a significant positive effect on business performance. This is evidenced by the two dimensions of leadership (Transactional leadership and transformational leadership is able to explain the performance of the organization well. In addition, market orientation  have 3 dimensional (Customer orientation, resource orientation, and competitor orientation is also able to give influence to organizational performance and organizational innovation. However, organizational innovation is not able to give a significant influence for the performance improvement of handycraft industry. It can be concluded that organizational performance in handycraft industry is influenced by market orientation conducted on consumers and competitors. And also the most important factor is how the attitude of leadership owned by the owner of handicraft industry in managing and running the business, in order to craft products in accordance with customer tastes.

  13. The Influence of Societal Values on Organizational Culture at Company Level –the Romanian Case

    OpenAIRE

    Mihai Ovidiu CERCEL

    2011-01-01

    The present study aims to analyze the influence of societal values in modelling the organizational culture at company level. Studies conducted by different researchers highlighted the differences of perception between peoples’ values in their society in relation with the values of their colleagues of different nationalities. Finally, these values influence the importance that people grants to work, leisure, family and social status. The purpose of this paper is to draw the highlights of a new...

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

    Science.gov (United States)

    Chang, Ching-Sheng

    2015-06-01

    The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff. © The Author(s) 2014.

  15. A study on ranking the effects of transformational leadership style on organizational agility and mediating role of organizational creativity

    Directory of Open Access Journals (Sweden)

    Seidmehdi Veiseh

    2014-09-01

    Full Text Available The purpose of this study was to investigate the effects of the components of transformational leadership style on organizational agility and mediating role of organizational creativity in Ilam Gas Refinery located in province of Ilam, Iran. The method of the present study was descriptive and correlational-structural equation modeling. The population of this research included all 400 workers of Ilam gas refinery and the study chose a sample of196 employees. The questionnaire was standardized using Cronbach's alpha; the obtained reliability was 0.90, which indicated the reliability of the questionnaire. At the end, the data was analyzed by LISREL software and structural equation modeling analysis was conducted. The findings showed that transformational leadership style had an effect on organizational agility. In addition, organizational creativity maintained a mediator role on influencing the transformational leadership on organizational agility. The four dimensions of transformational leadership, hopeful influence, inspirational motivation, intellectual encouragement as well as personal considerations also influenced on the agility of organizations.

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

    Directory of Open Access Journals (Sweden)

    Mohammad Q. Ahmad Al-Qarioti

    2015-11-01

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

  17. Analysis of the effect of leadership and organizational culture on the organizational effectiveness of radiological technologist's working environments

    Energy Technology Data Exchange (ETDEWEB)

    Kim, J.H.; Kim, C.S. [Department of Radiological Science, College of Health sciences, Catholic University of Pusan, Bugok 3-Dong, Geumjeong-gu, Busan 607-757 (Korea, Republic of); Kim, J.M., E-mail: donald@cup.ac.kr [Department of Computer Education, Graduate School, Korea University, Anam-dong Seongbuk - gu, Seoul 136-701 (Korea, Republic of)

    2011-08-15

    Purpose: The purpose of this study was to present ideas to upgrade job performance and improve organizational management by analyzing leadership aspects and organizational cultures of radiological technologist organizations. Method: A questionnaire was used to collect data from 261 radiological technologists working in the city of Busan. Then, SPSS/PC + Win 13 was used to statistically analyze the collected data. One-way ANOVA was adopted to test differences among groups, and multiple regression analyses were conducted to examine the effect of organizational culture and leadership upon organizational effectiveness. Results: First, it was found that radiological technologists stressed consensus most among the 4 types of organizational culture and regarded core transformational leadership as the right type of leadership. Second, regarding the relationship between leadership and organizational effectiveness, transformational leadership had the highest influence upon organizational effectiveness. Third, as for the relationship between organizational culture and organizational effectiveness, it was found that a developmental culture has the highest influence upon organizational effectiveness, followed by a culture of consensus. Conclusion: If transformational leadership and consensual culture are used properly for upgrading job performance in the organization, conflicts among radiological technologists might be reduced, thereby enhancing organizational effectiveness.

  18. Organizational variables on nurses' job performance in Turkey: nursing assessments.

    Science.gov (United States)

    Top, Mehmet

    2013-01-01

    The purpose of this study was to describe the influence of organizational variables on hospital staff nurses' job performance as reported by staff nurses in two cities in Turkey. Hospital ownership status, employment status were examined for their effect on this influence. The reported influence of organizational variables on job performance was measured by a questionnaire developed for this study. Nurses were asked to evaluate the influence of 28 organizational variables on their job performance using a five-point Likert-type scale (1- Never effective, 5- Very effective). The study used comparative and descriptive study design. The staff nurses who were included in this study were 831 hospital staff nurses. Descriptive statistics, frequencies, t-test, ANOVA and factor analysis were used for data analysis. The study showed the relative importance of the 28 organizational variables in influencing nurses' job performance. Nurses in this study reported that workload and technological support are the most influential organizational variables on their job performance. Factor analysis yielded a five-factor model that explained 53.99% of total variance. Administratively controllable influence job organizational variables influence job performance of nurses in different magnitude.

  19. Acute and Chronic Effects of Alcohol Use on Organizational Processes in Memory

    Science.gov (United States)

    Rosen, Linda J.; Lee, Catherine L.

    1976-01-01

    Subjects selected on the basis of their drinking histories (alcoholics, heavy drinkers, and social drinkers, N=24) were tested on a series of tasks in order to assess organizational processes in memory. (Editor)

  20. Methodological approach to organizational performance improvement process

    OpenAIRE

    Buble, Marin; Dulčić, Želimir; Pavić, Ivan

    2017-01-01

    Organizational performance improvement is one of the fundamental enterprise tasks. This especially applies to the case when the term “performance improvement” implies efficiency improvement measured by indicators, such as ROI, ROE, ROA, or ROVA/ROI. Such tasks are very complex, requiring implementation by means of project management. In this paper, the authors propose a methodological approach to improving the organizational performance of a large enterprise.

  1. A Study of the Influence of Organizational Learning on Employees' Innovative Behavior and Work Engagement by a Cross-Level Examination

    Science.gov (United States)

    Lin, Hsiu-Chuan; Lee, Yuan-Duen

    2017-01-01

    The purpose of this study is to examine the influence of organizational learning on employee's innovative behavior, and further proposed the mediation effect of work engagement between the relationship of organizational learning and employee's innovative behavior. The study targets on executives and their subordinates by paired samples within the…

  2. Organizational memory and the completeness of process modeling in ERP systems

    NARCIS (Netherlands)

    van Stijn, E.J.; Wensley, A.K.P.

    2001-01-01

    Enterprise resource planning (ERP) systems not only have a broad functional scope promising to support many different business processes, they also embed many different aspects of the company’s organizational memory. Disparities can exist between those memory contents in the ERP system and related

  3. Assessing the Organizational Characteristics Influencing Quality Improvement Implementation in Saudi Hospitals.

    Science.gov (United States)

    Shamsuddin Alaraki, Mohammad

    The health care system in Saudi Arabia has serious problems with quality and safety that can be reduced through systematic quality improvement (QI) activities. Despite the use of different QI models to improve health care in Saudi hospitals during the last 2 decades, consistent improvements have not yet been achieved and the results are still far below expectations. This may reflect a problem in introducing and implementing the QI models in the local contexts. The objective of this study is to assess the extent of QI implementation in Saudi hospitals and to identify the organizational characteristics that make Saudi hospitals particularly challenging for QI. Understanding these characteristics can inform efforts to improve them and may lead to more successful implementation. A mixed-methods approach was conducted using 2 data collection tools: questionnaires and interviews. The quantitative phase (questionnaires) aimed to uncover the current level of QI implementation in Saudi hospital as measured by 7 critical dimensions adapted from the literature. The qualitative phase (interviews) aimed to understand the organizational characteristics that impede or underpin QI in Saudi hospitals. The QI implementation was found to be significantly poor across the 7 dimensions with average score ranging between 22.80 ± 0.57 and 2.11 ± 0.69 on a 5-point Likert scale and with P value of less than .05. We also found that the current level of QI implementation helped Saudi hospitals neither to improve "customer satisfaction" nor to achieve measurable improvements in "quality results" scoring significantly low at 2.11 ± 0.69 with P value of .000 and 2.47 ± 0.57 with P value of .000, respectively. Our study confirms the presence of a multitude of organizational barriers that impede QI in Saudi hospitals. These are related to organizational culture, human resources management, processes and systems, and structure. These 4 were found to have the strongest impact on QI in Saudi

  4. Employee Fitness Programs: Exploring Relationships between Perceived Organizational Support toward Employee Fitness and Organizational Sustainability Performance

    Directory of Open Access Journals (Sweden)

    Zhe Wang

    2018-06-01

    Full Text Available This study investigates the influence of employee fitness programs on organizational sustainability performance from the perspective of organizational support as perceived by employees. Organizational sustainability performance was specified as a second-order factor, which was affected by three first-order factors: financial performance, social performance, and environmental performance. A snowball sampling method was employed to conduct an online survey of working adults in Shanghai to test the proposed hypotheses. Results show that perceived organizational support toward employee fitness has a positive and significant effect on organizational sustainability performance, and the positive effect is mediated by job satisfaction and organizational commitment. This study also provides theoretical and managerial implications.

  5. Investigating the influence of organizational role on perceptions of risk in deep coal mines

    Energy Technology Data Exchange (ETDEWEB)

    Weyman, A.K.; Clarke, D.D. [Human Factors Group, Sheffield (United Kingdom). Health & Safety Lab.

    2003-06-01

    The authors replicated O. Ostberg's (1980) study of forestry workers using a range of personnel groups' in coal mines. Findings demonstrate a high level of consensus between a range of personnel groups for a set of pictorially depicted behavioral risks, at the level of rank order, but significant differences in terms of relative magnitudes. Magnitudes of perceived risk were found to be greater for those closest to the point of hazard than for members of more geographically and experientially distal groups. Findings are interpreted with reference to influences associated with organizational role. Revealed differences between personnel groups are explained in terms of cognitive availability, specifically effects associated with habituation and familiarity with risk, these sources of perceptual bias appearing to interact with organizational role.

  6. The Role of the Process Organizational Structure in the Development of Intrapreneurship in Large Companies

    Directory of Open Access Journals (Sweden)

    Delić Adisa

    2016-12-01

    Full Text Available Modern companies’ business environments have become increasingly complex, dynamic, and uncertain as a consequence of globalization and the rapid development of information communications technology. Companies are urged to increase their flexibility in order to keep their competitiveness in the global market. The affirmation of intrapreneurship becomes one of the basic ways for achieving higher adaptability and competitiveness of large companies in the modern business environment. In this context, the choice of an organizational solution that improves the development of entrepreneurial orientation and increases employee entrepreneurship and innovativeness becomes an important task for large companies. Research studies and business practices have indicated that various types of modern organizational forms enable the development of intrapreneurship. Therefore, the main aim of this paper is to identify dominant characteristics of organizational solutions and analyse their influence on the development of intrapreneurship in large companies in Bosnia and Herzegovina (BiH. The research results indicate that current organizational characteristics are not favourable for the development of intrapreneurship in large BiH companies and that improvement is necessary in order to create an enabling environment for intrapreneurship and innovativeness. Based on these findings, recommendations for appropriate organizational changes are presented that might result in a more intensive development of intrapreneurship in large BiH companies.

  7. 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.

  8. Organizational change in family firms

    OpenAIRE

    HENDRIKX, Karolien; VOORDECKERS, Wim; LAMBRECHTS, Frank

    2009-01-01

    Many organizational change efforts don’t live up to their expectations, with inefficiencies in the interaction process between organizational actors as one of the main potential reasons for this failure. Therefore, this paper will focus on the impact of interaction processes on change within the specific organizational context of family firms. Family firms are particularly interesting for organizational change research since they have several unique characteristics that may facilitate or hind...

  9. Blended Families: The Influence of Organizational and Managerial Culture in Mergers of Career-Oriented Colleges

    Science.gov (United States)

    Wambach, Michael W.

    2009-01-01

    This qualitative case study is constructed to offer insight on the infrequently investigated influence of organizational culture before and after a merger between higher education institutions. Respondents were selected from volunteers to form three strata of employees; staff, mid-level management which included some faculty members, and upper…

  10. An Investigation of the Effects of Workrelated - Stress and Organizational Commitment on Organizational Citizen ship Behavior: A Research on Banking Industry

    Directory of Open Access Journals (Sweden)

    Melisa Erdilek Karabay

    2014-03-01

    Full Text Available With increasing competition conditions and the acceleration of lobalization, organizations’ new management approach now support mployees in the direction of attaining the objectives of the organization to have more effective behaviors. However, employees in the business world are under the constant influence of factors that will affect their current working conditions negatively. In this context, job stress continues to influence today's organizational structure significantly. In this context, organizational commitment and organizational citizenship behavior in the literature emerges as the most coveted concept in the business world. The employees that have organizational commitment and organizational citizen ship behavior may lead to the creation of more efficient work environment . In this study, the relationship between organizational commitment , job stress, and organizational citizenship behavior is investigated in banking sector. As a result , it has been fo und that, bank employees' organizational commitment and organizational citizenship behavior affect courtesy, altruism, civic virtue , onscientiousness and sportsmenship, positively. On the other hand, bank employees’ organizational citizenship behavior with work stress has a negative effect on courtesy and consciousness.

  11. Influence of organizational culture on human error

    International Nuclear Information System (INIS)

    Friedlander, M.A.; Evans, S.A.

    1996-01-01

    Much has been written in contemporary business literature during the last decade describing the role that corporate culture plays in virtually every aspect of a firm's success. In 1990 Kotter and Heskett wrote, open-quotes We found that firms with cultures that emphasized all of the key managerial constituencies (customers, stockholders, and employees) and leadership from managers at all levels out-performed firms that did not have those cultural traits by a huge margin. Over an eleven year period, the former increased revenues by an average of 682 percent versus 166 percent for the latter, expanded their workforce by 282 percent versus 36 percent, grew their stock prices by 901 percent versus 74 percent, and improved their net incomes by 756 percent versus 1 percent.close quotes Since the mid-1980s, several electric utilities have documented their efforts to undertake strategic culture change. In almost every case, these efforts have yielded dramatic improvements in the open-quotes bottom-lineclose quotes operational and financial results (e.g., Western Resources, Arizona Public Service, San Diego Gas ampersand Electric, and Electricity Trust of South Australia). Given the body of evidence that indicates a relationship between high-performing organizational culture and the financial and business success of a firm, Pennsylvania Power ampersand Light Company undertook a study to identify the relationship between organizational culture and the frequency, severity, and nature of human error at the Susquehanna Steam Electric Station. The underlying proposition for this asssessment is that organizational culture is an independent variable that transforms external events into organizational performance

  12. Performance pressure and organizational change

    DEFF Research Database (Denmark)

    Nielsen, Peter

    2016-01-01

    During the last ten years, employees in both the Danish health and the education sector have experienced political reforms, which have increased performance pressure and organizational change. Both sectors are characterized by professional organizations in which knowledge is important. This article...... sets focus on the dynamics of professional work relations approached as knowledge organization and investigate how the employees experience the organizational change and whether they are involved directly or indirectly in the change processes. It further investigates the influence of autonomy...... private and public workplaces at the employer and employee level. Data was collected in spring 2012 and resulted in a research sample of 617 private and public workplaces and 3362 employees. 543 are employed in 94 public education workplaces and 700 in 128 public health workplaces. The results...

  13. Methodological approach to organizational performance improvement process

    Directory of Open Access Journals (Sweden)

    Marin Buble

    2001-01-01

    Full Text Available Organizational performance improvement is one of the fundamental enterprise tasks. This especially applies to the case when the term “performance improvement” implies efficiency improvement measured by indicators, such as ROI, ROE, ROA, or ROVA/ROI. Such tasks are very complex, requiring implementation by means of project management. In this paper, the authors propose a methodological approach to improving the organizational performance of a large enterprise.

  14. 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...... their activities with other agents in the society, using the GOAL agent programming language and the OperA organizational model....

  15. How Do People Make Continence Care Happen? An Analysis of Organizational Culture in Two Nursing Homes

    Science.gov (United States)

    Lyons, Stacie Salsbury

    2010-01-01

    Purpose: Although nursing homes (NHs) are criticized for offering poor quality continence care, little is known about the organizational processes that underlie this care. This study investigated the influence of organizational culture on continence care practices in two NHs. Design and Methods: This ethnographic study explored continence care…

  16. “Does Organizational Culture Influence the Ethical Behavior in the Pharmaceutical Industry?”

    OpenAIRE

    Nagashekhara, Molugulu; Agil, Syed Omar Syed

    2012-01-01

    Study of ethical behavior among medical representatives in the profession is an under-portrayed component that deserves further perusal in the pharmaceutical industry. The purpose of this study is to find out the influence of organizational culture on ethical behavior of medical representatives. Medical representatives working for both domestic and multinational companies constitutes the sample (n=300). Data is collected using a simple random and cluster sampling through a structured question...

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

    OpenAIRE

    Asghar Nikbakht Elham Nikbakht; Ali Soleimani Rad; Mohammad Reza Iravani

    2012-01-01

    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...

  18. Students' High School Organizational Leadership Opportunities and Their Influences on Academic Achievement and Civic Participation

    Science.gov (United States)

    Elemen, Jennifer E.

    2015-01-01

    The purpose of this quantitative study was to analyze high school leadership praxis for its inclusion of students in organizational leadership dialogue and decision-making and the influences of these factors on student achievement and civic participation. Survey questionnaire data were provided by 215 full-time enrolled undergraduate students from…

  19. Organizational change. Success factors and risks

    International Nuclear Information System (INIS)

    Lundqvist, K.

    2002-01-01

    The electricity sector is undergoing a restructuring due to deregulation. This might present a challenge to safety. Safety issues cannot be separated from organizational issues. They must be an integral part of the change process from the very beginning. This overview is based on a study of recent literature about organizational development and change management in general. The 'multi standard' organizations of today are no consistent creations, but conglomerates of loosely coupled units. This form of organization has developed during the latest 30-40 years and is also called a 'network organization'. Relatively autonomous groups of actors are identifying themselves with the same type of groups in other organizations and they meet on external scenes of development. They are for instance human resource experts, managers on different levels, safety delegates, quality experts, engineers and economists. The expansion of the network enterprise also means a closer interaction with suppliers and customers. Impulses of change are reaching the organization from many angles and this creates plenty of imbalances and tensions. The traditional view that changes are initiated and steered top - down is challenged. The organizations of today are difficult to change in a planned way due to the influence of those powerful forces. The organizational behavior is not so 'rational' as could be expected. A strong, but often neglected force, is the social or symbolic environment of an organization. The organizational identity is formed in relation to other significant organizations and actors. The search for identity is a powerful driving force. Norms and conventions are influencing how a company shall be organized at a certain period of time. Several organizational models and concepts, often of American origin, have been replacing each other's during recent years. Marketing, fashion and actions of significant others are also influencing the behavior of organizations. Inherent of the

  20. ORGANIZATIONAL COMMITMENT AS THE BLACK BOX TO CONNECT THE ISLAMIC WORK ETHICS AND EMPLOYEES BEHAVIOR TOWARD ORGANIZATIONAL CHANGE

    Directory of Open Access Journals (Sweden)

    Sri Wartini

    2014-09-01

    Full Text Available The objective of the study was to examine the direct and indirect influences of Islamic work ethics on employees behavior toward organization change with organizational commitment as mediation. The population of the study was Public Civil Servants of the general inspectors of finance ministry. The samples were taken by Solvin method. It was a purposive sampling with 87 respondents. The results of the study showed that there was a direct influence of Islamic work ethics on organizational commitment, there was not any direct influence of organizational commitment on employees behavior toward organizational change, there was an indirect influence of Islamic work ethics on employees behavior toward organization change with organizational commitment as the mediation. It is concluded that there were a direct and an indirect influences of Islamic work ethics on employees behavior toward organizational commitmen as the mediation. Tujuan penelitian ini untuk menguji pengaruh langsung dan tidak langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai mediasi. Populasi dalam penelitian ini adalah karyawan Pegawai Negeri Sipil di Itjen Kementerian Keuangan RI sebanyak 87 responden, menggunakan metode Slovin dengan teknik Purposive Sampling. Berdasarkan hasil penelitian menunjukkan, bahwa terdapat pengaruh langsung etika kerja Islami pada komitmen organisasional, tidak terdapat pengaruh langsung komitmen organisasional pada perilaku karyawan terhadap perubahan organisasi, terdapat pengaruh langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dan terdapat pengaruh etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai mediasi. Penelitian ini menyimpulkan, bahwa ada pengaruh langsung dan tidak langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai

  1. Organizational culture influences health care workers' influenza immunization behavior.

    Science.gov (United States)

    Isaacson, Nicole; Roemheld-Hamm, Beatrix; Crosson, Jesse C; Dicicco-Bloom, Barbara; Winston, Carla A

    2009-03-01

    Low rates of influenza immunization among health care workers (HCWs) pose a potential health risk to patients in primary care practices. Despite previous educational efforts and programs to reduce financial barriers, HCW influenza immunization rates remain low. Variation in practice-level organizational culture may affect immunization rates. To explore this relationship, we examined organizational cultures and HCWs' influenza immunization behaviors in three family medicine practices. We used a multi-method comparative case study. A field researcher used participant observation, in-depth interviews, and key informant interviews to collect data in each practice in November-December 2003. A diverse team used grounded theory to analyze text data. Organizational culture varied among practices and differing HCW immunization rates were observed. The most structured and business-like practice achieved immunization of all HCWs, while the other two practices exhibited greater variation in HCW immunization rates. Physicians in the practices characterized as chaotic/disorganized or divided were immunized at higher rates than other members of the practices. In these practices, organizational culture was associated with varying rates of influenza immunization for HCWs, especially among nonphysicians. Addressing elements of organizational culture such as beliefs regarding influenza immunization and office policies may facilitate the immunization of all staff members.

  2. Applying the best available science to fire management: Individual and organizational influences to success (Abstract)

    Science.gov (United States)

    Vita Wright

    2012-01-01

    Fifty years of scientific literature on human behavior, communication and organizations offers numerous insights into the communication and use of science in the context of public land management. Using diverse but complementary social science theories and methods, I studied individual and organizational influences on the use of science by federal fire managers and...

  3. Methods of assessing functioning of organizational and economic mechanism during innovation process implementation

    Directory of Open Access Journals (Sweden)

    Blinkov Maksim

    2017-01-01

    Full Text Available This paper proposes methods of assessing the efficiency of organizational and economic mechanism of an industrial enterprise when implementing innovation processes. These methods allow continuous monitoring at all stages of innovation process implementation, lead to reduction in costs of innovation activity and enable maximum use of the creative potential of enterprise personnel. The significance and attractiveness of this method is ensured by the fact that it can be applied by industrial companies in any market fields regardless of the lifecycle stage applicable to the studied goods, company and/or innovative process because the composition and the number of specific indicators can be adjusted by the work group both before the study and in the course of the company’s innovative activities (at any stage of their implementation. The multi-sided approach proposed for assessing the efficiency of organizational and economic mechanism of the industrial enterprise when implementing innovation processes ensures full and accurate assessment of the impact of certain factors on the final result.

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

    Science.gov (United States)

    Bogler, Ronit; Somech, Anit

    2004-01-01

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

  5. Organizational culture and work-related attitudes among staff in assisted living.

    Science.gov (United States)

    Sikorska-Simmons, Elzbieta

    2006-02-01

    In this study, the author examines the relationship between staff perceptions of organizational culture and their work-related attitudes in assisted living. Data were collected from 317 staff in 61 facilities using self-administered questionnaires. Staff who had more favorable perceptions of organizational culture reported greater job satisfaction, coworker satisfaction, and organizational commitment. Among the dimensions of organizational culture, perceptions of teamwork had the strongest influence on satisfaction with coworkers, and perceptions of organizational morale had the strongest influence on job satisfaction and organizational commitment. Those who want to improve staff attitudes should focus on creating organizational cultures that promote teamwork and high organizational morale.

  6. The mediating effect of organizational culture on the relationship between transformational leadership and organizational citizenship behavior

    Directory of Open Access Journals (Sweden)

    Keramat Esmi

    2017-10-01

    Full Text Available Introduction: Contemporary studies of organizational citizenship behavior (OCB are recognized as essential for modern organizations. These studies indicate that organizations with more emphasis on the OCB are healthier and more successful. The results also show that employees, who act beyond their job duties and exert OCB, belong to high productivity workgroup and enterprise with excellent quality in comparison to employees with low level of OCB. Therefore, the investigation of antecedents of organizational citizenship behavior can help the organizations to improve and reinforce it. Thus, the present study aimed at investigating the mediating effect of organizational culture on the relationship between transformational leadership and OCB. Method: A descriptive correlation research method was employed in this study. A total of 160 experts at Shiraz University were selected as the research sample through simple random sampling method using Cochran’s formula. Moreover, the study employed three instruments, namely Bass and Avolio’s transformational leadership questionnaire, Podsakoff’s et al.’s (1990 organizational citizenship behavior scale, and Denison organizational culture survey (2006. It is noted that the reliability of all the scales was obtained through Cronbach’s alpha coefficient. To analyze the research data, Pearson coefficient and structural equation modeling were used through SPSS 22 and Lisrel 8.8 software. Results: The results indicated that of dimensions of transformational leadership, inspirational motivation (β=0.33, and individualized consideration (β=-0.23 directly influenced OCB. Moreover, these two dimensions indirectly influenced OCB through organizational culture (dimension of involvement. The direct and indirect (β=0.16 effect of inspirational motivation on OCB was positive whereas individualized consideration directly had a negative and indirectly (β=0.14 a positive effect on OCB. Two other dimensions of

  7. The influence of transformational leadership on organizational creative problem solving capacity

    Directory of Open Access Journals (Sweden)

    Stevanović Ana

    2015-01-01

    Full Text Available In order to successfully operate and remain in contemporary turbulent marketplace, organizations need to foster their employees' creativity, because it is a prerequisite of organizational innovation. As creativity is a precursor of innovation, and as innovation is an example of creative solutions implementation, there arenumerous situations which require creative behavior of employees and that can be labeled as 'problems'. Therefore, creative problem solving turns out to be relevant in understanding of creativity. The aim of this paper is to offer an answer to the question - how transformational leadership influences the improvement of the capacity for creative problem solving within the organization. On the basis of the relevant literature, but also numerous practical examples of successful companies, we realized that transformational leaders foster a creative attitude of the employees and help them to build capacity for creative problem solving. Also, we realized that many studies have neglected the psychological conditions under which this exchange takes place. As creative problem solving requires extensive and strenuous cognitive processes, we assumed that the role of psychological safety is necessary because employees need to feel free during proposing new creative solutions.

  8. Not even the past: The joint influence of former leader and new leader during leader succession in the midst of organizational change.

    Science.gov (United States)

    Zhao, Helen H; Seibert, Scott E; Taylor, M Susan; Lee, Cynthia; Lam, Wing

    2016-12-01

    Leader succession often occurs during organizational change processes, but the implications of leader succession, in terms of reactions to the change, rarely have been investigated. Employee attitudes and behaviors during organizational change may be influenced jointly by a former leader who recently has transitioned out of the team and the new leader who recently has transitioned into it. We predict an interaction between former and new leaders' transformational leadership on employees' behavioral resistance to and support for change. On the basis of contrast effect theory, a highly transformational former leader constrains the potential effectiveness of the new leader, but a former leader low in transformational leadership enhances this potential effectiveness. We also propose conditional indirect effects transmitted through commitment to the changing organization. Our research was conducted in a large Chinese hospitality organization that was implementing radical organizational change, during which virtually all aspects of processes and products are changed. We collected a 2-wave multisource data from employees who had recently experienced a leader succession and their newly assigned leaders. On the basis of a final sample of 203 employees from 22 teams, we found empirical support for the proposed interaction effects. The conditional indirect effects were also consistent with our expectations, but the effect on behavioral resistance to change was stronger than the effect on behavioral support for change. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  9. Influence Of Perceived Employer Branding On Perceived Organizational Culture Employee Identity And Employee Commitment

    Directory of Open Access Journals (Sweden)

    Dilhani Anuradha Akuratiya

    2017-08-01

    Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.

  10. The Relationship Between Organizational Justice and Innovative Behaviour

    Directory of Open Access Journals (Sweden)

    Ivana Jašková

    2017-12-01

    Full Text Available The aim of this article is to review the literary sources dealing with the direct or indirect relationship between organizational justice and innovative behaviour. Innovative employee behaviour is a precondition for a company to realize innovation on an organizational level. However, this is a discretionary behaviour which is not enforceable by the company. The extent and efficiency of this behaviour can, however, be influenced by the creation of a fair working environment (in terms of rewards and the redistribution of resources, in terms of corporate processes and creating space for employees to become involved in the decision-making process, and in terms of interpersonal relations and communication, both on the part of superiors and co-workers. A direct relationship between these variables has not been demonstrated by many empirical studies, but there is evidence of an indirect relationship between organizational justice and innovative behaviour. This can be supported by formal procedures within the company (for example, a system for submitting suggestions or in an informal way through the provision of support from management, a psychological contract or the creation of a positive climate within the company in accordance with the principles of organizational justice, which helps to motivate employees to submit innovative suggestions.

  11. To Understand the “Brazilian Way” of School Management: How National Culture Influences the Organizational Culture and School Leadership

    Directory of Open Access Journals (Sweden)

    Ana Maria de Albuquerque Moreira

    2018-06-01

    Full Text Available This study aims to identify characteristics of national culture in the culture of Brazilian school management and leadership. Considering the broad literature that deals with the peculiarities of Brazilian culture and its influence on Brazilian management, it is assumed that as an institution belonging to a particular society, the school offers internal dynamics that are organized under influences of historical and cultural determinants of this society. This work is an exploratory study that uses secondary data found in studies on the profiles of principals, leadership, climate, and organizational culture in schools and primary data from research applied in public secondary schools located in the Federal District, Brazil. The results demonstrate that the initial premise—national culture influences the organizational culture and school leadership—has been confirmed and aspects that merit further analysis are identified.

  12. WORKPLACE SOCIAL SUPPORT AND WORK–FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK–FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT

    OpenAIRE

    KOSSEK, ELLEN ERNST; PICHLER, SHAUN; BODNER, TODD; HAMMER, LESLIE B.

    2011-01-01

    This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work–family-specific supervisor and organizational support and work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also k...

  13. The relationships between perceived organizational support, affective commitment, psychological contract breach, organizational citizenship behaviour and work engagement.

    Science.gov (United States)

    Gupta, Vishal; Agarwal, Upasna A; Khatri, Naresh

    2016-11-01

    This study examines the factors that mediate and moderate the relationships of perceived organizational support with work engagement and organization citizenship behaviour. Specifically, affective commitment is posited to mediate and psychological contract breach to moderate the above relationships. Nurses play a critical role in delivering exemplary health care. For nurses to perform at their best, they need to experience high engagement, which can be achieved by providing them necessary organizational support and proper working environment. Data were collected via a self-reported survey instrument. A questionnaire was administered to a random sample of 750 nurses in nine large hospitals in India during 2013-2014. Four hundred and seventy-five nurses (63%) responded to the survey. Hierarchical multiple regression was used for statistical analysis of the moderated-mediation model. Affective commitment was found to mediate the positive relationships between perceived organizational support and work outcomes (work engagement, organizational citizenship behaviour). The perception of unfulfilled expectations (psychological contract breach) was found to moderate the perceived organizational support-work outcome relationships adversely. The results of this study indicate that perceived organizational support exerts its influence on work-related outcomes and highlight the importance of taking organizational context, such as perceptions of psychological contract breach, into consideration when making sense of the influence of perceived organizational support on affective commitment, work engagement and citizenship behaviours of nurses. © 2016 John Wiley & Sons Ltd.

  14. Half-Way Out: How Requiring Outside Offers to Raise Salaries Influences Faculty Retention and Organizational Commitment

    Science.gov (United States)

    O'Meara, KerryAnn

    2015-01-01

    This institutional case study examines the influence of a policy requiring outside offers for faculty salary increases on institutional retention efforts and faculty organizational commitment. Outside offers and policies governing them are rarely examined, and studied here from the perspective of administrators, leaving faculty, and faculty who…

  15. Organizational decision making

    OpenAIRE

    Grandori, Anna

    2015-01-01

    Approved for public release; distribution is unlimited This thesis develops a heuristic approach to organizational decision-making by synthesizing the classical, neo-classical and contingency approaches to organization theory. The conceptual framework developed also integrates the rational and cybernetic approaches with cognitive processes underlying the decision-making process. The components of the approach address the role of environment in organizational decision-maki...

  16. How organizational context affects bioethical decision-making: pharmacists' management of gatekeeping processes in retail and hospital settings.

    Science.gov (United States)

    Chiarello, Elizabeth

    2013-12-01

    Social science studies of bioethics demonstrate that ethics are highly contextual, functioning differently across local settings as actors make daily decisions "on the ground." Sociological studies that demonstrate the key role organizations play in shaping ethical decision-making have disproportionately focused on physicians and nurses working in hospital settings where they contend with life and death issues. This study broadens our understanding of the contexts of ethical decision-making by empirically examining understudied healthcare professionals - pharmacists - working in two organizational settings, retail and hospital, where they act as gatekeepers to regulated goods and services as they contend with ethical issues ranging from the serious to the mundane. This study asks: How do organizations shape pharmacists' identification, negotiation, and resolution of ethical challenges; in other words, how do organizations shape pharmacists' gatekeeping processes? Based on 95 semi-structured interviews with U.S. pharmacists practicing in retail and hospital pharmacies conducted between September 2009 and May 2011, this research finds that organizations influence ethical decision-making by shaping how pharmacists construct four gatekeeping processes: medical, legal, fiscal, and moral. Each gatekeeping process manifests differently across organizations due to how these settings structure inter-professional power dynamics, proximity to patients, and means of accessing information. Findings suggest new directions for theorizing about ethical decision-making in medical contexts by drawing attention to new ethical actors, new organizational settings, an expanded definition of ethical challenges, and a broader conceptualization of gatekeeping. Copyright © 2012 Elsevier Ltd. All rights reserved.

  17. Do Leadership Styles Influence Organizational Health? A Study in Educational Organizations

    Science.gov (United States)

    Toprak, Mustafa; Inandi, Bulent; Colak, Ahmet Levent

    2015-01-01

    This research aims to investigate the effect of leadership styles of school principals on organizational health. Causal-comparative research model was used to analyze the relationships between leadership types and organizational health. For data collection, a Likert type Multifactor Leadership scale questionnaire and Organizational Health scale…

  18. Organizational factors in Korean NPPs

    International Nuclear Information System (INIS)

    Jang, D. J.; Kim, Y. I.; Jeong, C. H.; Kim, J. W.

    2003-01-01

    Organizational factors are referred to as the factors that influence the achievement of a goal of an organization. Latent problems of an organization could contribute to causing human errors in such stages as design, operation and maintenance, and furthermore, leading to an severe accident. In order to evaluate an organization from the safety viewpoint, it is necessary to identify the organizational factors in a systematic fashion. In this paper, some efforts to identify the organizational factors in Korean NPPs are presented. The study was performed in the following steps: 1) Reviewing the definitions and range of the organizational factors used by the previous 13 researches, 2) Structuring the organizational factors by screening and collating factors, 3) Analysing the organizational factors that is considered to have contributed to the trip events based on the trip report of Korean NPPs, 4) Suggesting a more reliable taxonomy of organizational factors for event analysis by applying the Onion Structure Model to the selected factors

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

    International Nuclear Information System (INIS)

    Reiman, T.; Oedewald, P.; Wahlstroem, B.; Rollenhagen, C.; Kahlbom, U.

    2008-03-01

    Organizational safety reviews are part of the safety management process of power plants. They are typically performed after major reorganizations, significant incidents or according to specified review programs. Organizational reviews can also be a part of a benchmarking between organizations that aims to improve work practices. Thus, they are important instruments in proactive safety management and safety culture. Most methods that have been used for organizational reviews are based more on practical considerations than a sound scientific theory of how various organizational or technical issues influence safety. Review practices and methods also vary considerably. The objective of this research is to promote understanding on approaches used in organizational safety reviews as well as to initiate discussion on criteria and methods of organizational assessment. The research identified a set of issues that need to be taken into account when planning and conducting organizational safety reviews. Examples of the issues are definition of appropriate criteria for evaluation, the expertise needed in the assessment and the organizational motivation for conducting the assessment. The study indicates that organizational safety assessments involve plenty of issues and situations where choices have to be made regarding what is considered valid information and a balance has to be struck between focus on various organizational phenomena. It is very important that these choices are based on a sound theoretical framework and that these choices can later be evaluated together with the assessment findings. The research concludes that at its best, the organizational safety reviews can be utilised as a source of information concerning the changing vulnerabilities and the actual safety performance of the organization. In order to do this, certain basic organizational phenomena and assessment issues have to be acknowledged and considered. The research concludes with recommendations on

  20. 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

    Organizational safety reviews are part of the safety management process of power plants. They are typically performed after major reorganizations, significant incidents or according to specified review programs. Organizational reviews can also be a part of a benchmarking between organizations that aims to improve work practices. Thus, they are important instruments in proactive safety management and safety culture. Most methods that have been used for organizational reviews are based more on practical considerations than a sound scientific theory of how various organizational or technical issues influence safety. Review practices and methods also vary considerably. The objective of this research is to promote understanding on approaches used in organizational safety reviews as well as to initiate discussion on criteria and methods of organizational assessment. The research identified a set of issues that need to be taken into account when planning and conducting organizational safety reviews. Examples of the issues are definition of appropriate criteria for evaluation, the expertise needed in the assessment and the organizational motivation for conducting the assessment. The study indicates that organizational safety assessments involve plenty of issues and situations where choices have to be made regarding what is considered valid information and a balance has to be struck between focus on various organizational phenomena. It is very important that these choices are based on a sound theoretical framework and that these choices can later be evaluated together with the assessment findings. The research concludes that at its best, the organizational safety reviews can be utilised as a source of information concerning the changing vulnerabilities and the actual safety performance of the organization. In order to do this, certain basic organizational phenomena and assessment issues have to be acknowledged and considered. The research concludes with recommendations on

  1. Organizational determinants of evaluation practice in Australian prevention agencies.

    Science.gov (United States)

    Schwarzman, J; Bauman, A; Gabbe, B; Rissel, C; Shilton, T; Smith, B J

    2018-06-01

    Program evaluation is essential to inform decision making, contribute to the evidence base for strategies, and facilitate learning in health promotion and disease prevention organizations. Theoretical frameworks of organizational learning, and studies of evaluation capacity building describe the organization as central to evaluation capacity. Australian prevention organizations recognize limitations to current evaluation effectiveness and are seeking guidance to build evaluation capacity. This qualitative study identifies organizational facilitators and barriers to evaluation practice, and explores their interactions in Australian prevention organizations. We conducted semi-structured interviews with 40 experienced practitioners from government and non-government organizations. Using thematic analysis, we identified seven key themes that influence evaluation practice: leadership, organizational culture, organizational systems and structures, partnerships, resources, workforce development and training and recruitment and skills mix. We found organizational determinants of evaluation to have multi-level interactions. Leadership and organizational culture influenced organizational systems, resource allocation and support of staff. Partnerships were important to overcome resource deficits, and systems were critical to embed evaluation within the organization. Organizational factors also influenced the opportunities for staff to develop skills and confidence. We argue that investment to improve these factors would allow organizations to address evaluation capacity at multiple levels, and ultimately facilitate effective evaluation practice.

  2. The influence of organizational culture on intellectual capital

    Directory of Open Access Journals (Sweden)

    Maria Amalia Trillo

    2007-07-01

    Full Text Available This paper tries to analyse the connection between organizational culture and intellectual capital. Nowadays, the possibility of incorporating cultural capital as a factor that distinguishes the strategic–social concept of intellectual capital in the actual knowledge society is being studied. In order to this, the elements that form organizational culture in each one of the five capitals of the “Intellectus Model” have been selected. They constitute an independent capital called cultural capital. A suggestion for the future is the possibility of creating a new model. Its peculiarity is the cultural capital incorporation as a distinguishing component. This would allow relating the intangible assets elements and variables depending on the organizational culture context. It is necessary to consider than this proposal must take into account the culture as a key element, in which is based the internal logic of the model. It also provides it with the necessary dynamic structure in a competitive and changing society as ours is.

  3. Safety through organizational learning

    International Nuclear Information System (INIS)

    Fahlbruch, B.; Miller, R.; Wilpert, B.

    1998-01-01

    Systems safety is a characteristic of a system enabling it to function under the required operating conditions with a minimum of losses and unforeseen damage to the system and its environment and without any systems breakdowns. The system is influenced by human factors as those factors which, in a general way, influence people in working with a technical system, i.e., people, technology, and organization. Different approaches to learning from events, and processes of event analysis in nuclear technology are presented. The theoretical basis of the 'Safety through Organizational Learning' event analysis technique is the sociotechnical event creation model, which postulates that events can be described as a chain of individual events arising from the joint action of factors contributing directly and indirectly. (orig.) [de

  4. MANAGEMENT AND ORGANIZATIONAL BEHAVIOR IN THE EUROPEAN UNION BUSINESS ENVIRONMENT

    OpenAIRE

    DAN POPESCU; ALINA DRUCY

    2012-01-01

    The paper contains the results of a research developed by the authors on the organizational behavior in SMEs in Romania and Spain. This research is highlighting the fact that the organizational behavior is highly influenced by the core organizational values and is answering to the questions about how individuals and groups act in organizations and why. The research demonstrated how the core values of an organization are influencing the organizational behavior of the human resources from diffe...

  5. Influencing Organizational Commitment through Office Redesign

    Science.gov (United States)

    Morrow, Paula C.; McElroy, James C.; Scheibe, Kevin P.

    2012-01-01

    Prior research on the effects of office redesign on work-related outcomes has been largely a theoretical and yielded mixed and conflicting findings. Expanding on individual reactions to office design changes as specified by social interference theory, we propose that office redesign affects organizational commitment and this relationship is…

  6. Organizational Enablers for Project Governance

    DEFF Research Database (Denmark)

    Müller, Ralf; Shao, Jingting; Pemsel, Sofia

    and their relationships to organizational success. Based on these results, the authors discovered that organizational enablers (including key factors such as leadership, governance, and influence of project managers) have a critical impact on how organizations operate, adapt to market fluctuations and forces, and make......While corporate culture plays a significant role in the success of any corporation, governance and “governmentality” not only determine how business should be conducted, but also define the policies and procedures organizations follow to achieve business functions and goals. In their book......, Organizational Enablers for Project Governance, Ralf Müller, Jingting Shao, and Sofia Pemsel examine the interaction of governance and governmentality in various types of companies and demonstrate how these factors drive business success and influence project work, efficiency, and profitability. The data...

  7. Product design planning with the analytic hierarchy process in inter-organizational networks

    NARCIS (Netherlands)

    Hummel, J. Marjan; van Rossum, Wouter; Verkerke, Gijsbertus Jacob; Rakhorst, Gerhard

    2002-01-01

    In the second half of inter–organizational product development, the new product is likely to face significant design changes. Our study focused on the adequacy of the analytic hierarchy process (AHP) to support the collaborative partners to steer and align the accompanying design activities. It

  8. Product design planning with the analytic hierarchy process in inter-organizational networks

    NARCIS (Netherlands)

    Hummel, J.M.; van Rossum, Wouter; Verkerke, Bart; Rakhorst, G

    2002-01-01

    In the second half of inter-organizational product developments the new product is likely to face significant design changes. Our study focused on the adequacy of the analytic hierarchy process (AHP) to support the collaborative partners to steer and align the accompanying design activities. It

  9. Organizational Transformation from the Inside Out: Reinventing the MIT Center for Organizational Learning.

    Science.gov (United States)

    Clanon, Jeff

    1999-01-01

    The 2-year process by which the Massachusetts Institute of Technology's Center for Organizational Learning transformed into the self-governed Society for Organizational Learning illustrates new ways of conceiving organizations, the capabilities required for change, and critical elements of the process: diverse representation, grounding in business…

  10. Preindustrial Patterns in Chinese Organizational Culture

    DEFF Research Database (Denmark)

    Kragh, Simon Ulrik

    2012-01-01

    Chinese organizational culture is usually described as being influenced by Confucian social norms and unique to the country. The paper argues in contrast to this view that there are important cultural similarities between values and norms in organizations in China and other developing countries....... It is suggested that China, like other developing countries, is in a process of industrialization but retains preindustrial social norms which shape social relations and organizational structures. The paper shows first that the morals of social distance and reciprocity which anthropologists have found...... to be constitutive of a large number of preindustrial communities also govern relationships within and between organizations in present-day China. The paper then turns to organizations in Africa and Latin America and it is shown that the same social morals structure behaviours in these two developing regions...

  11. Organizational structures of companies versus project management effectiveness

    OpenAIRE

    Joanna Haffer

    2012-01-01

    An organizational structure, indicated as one out of the four main organizational conditions supporting project management, has an essential meaning for project execution. This article, based on the research results, describes different organizational structures of project-orientated enterprises, enumerating their advantages and disadvantages, and reveals the influence of inter-organizational relations on project management effectiveness in enterprises operating in Poland. The results indicat...

  12. The Semi-opened Infrastructure Model (SopIM): A Frame to Set Up an Organizational Learning Process

    Science.gov (United States)

    Grundstein, Michel

    In this paper, we introduce the "Semi-opened Infrastructure Model (SopIM)" implemented to deploy Artificial Intelligence and Knowledge-based Systems within a large industrial company. This model illustrates what could be two of the operating elements of the Model for General Knowledge Management within the Enterprise (MGKME) that are essential to set up the organizational learning process that leads people to appropriate and use concepts, methods and tools of an innovative technology: the "Ad hoc Infrastructures" element, and the "Organizational Learning Processes" element.

  13. Revisiting Organizational Credibility and Organizational Reputation – A Situational Crisis Communication Approach

    Directory of Open Access Journals (Sweden)

    Jamal Jamilah

    2017-01-01

    Full Text Available Organizational credibility, the extent of which an organization as the source of messages is perceived as trustworthy and reliable, is one important aspect to determine organization’s survival. The perceived credibility of the messages will either strengthen or worsen an organization reputation. The primary objective of this paper is to revisit the concept of organizational credibility and its interaction with organizational outcomes such as organizational reputation. Based on the situational crisis communication theory (SCCT, this paper focuses on the impact of organizational credibility on organizational reputation following a crisis. Even though the SCCT has been widely used in crisis communication research, the theory still has its own limitations in explaining factors that could potentially affect the reputation of an organization. This study proposes a model by integrating organizational credibility in the SCCT theoretical framework. Derived from the theoretical framework, three propositions are advanced to determine the relationships between organizational credibility with crisis responsibility and perceived organizational reputation. This paper contributes to further establishing the SCCT and posits key attributes in the organizational reputation processes..

  14. The Leadership Style Model That Builds Work Behavior Through Organizational Culture

    Directory of Open Access Journals (Sweden)

    Arasy Alimudin

    2017-09-01

    Full Text Available The changes in organizational culture and work behavior is an important process for companies to survive in competition. And a change of leadership that is part of the change will pose challenges and reactions to the interests of its human resources. The research approach used quantitative research and included explanatory research to explain the causal relationship among variables through hypothesis testing with partial least squares path modeling (PLS-SEM analysis technique. The results showed the influence of leadership style on positive work behavior but not significant. Reward and punishment no significant effect on work behavior. The organizational culture had a positive and significant effect on work behavior. The leadership style had a positive and significant effect on organizational culture. The reward and punishment had positive and significant effect on organizational culture. The findings of this study showed that participative leadership style model using reward and punishment mechanism could improve work behavior and organizational culture.

  15. Organizational- and system-level characteristics that influence implementation of shared decision-making and strategies to address them - a scoping review.

    Science.gov (United States)

    Scholl, Isabelle; LaRussa, Allison; Hahlweg, Pola; Kobrin, Sarah; Elwyn, Glyn

    2018-03-09

    Shared decision-making (SDM) is poorly implemented in routine care, despite being promoted by health policies. No reviews have solely focused on an in-depth synthesis of the literature around organizational- and system-level characteristics (i.e., characteristics of healthcare organizations and of healthcare systems) that may affect SDM implementation. A synthesis would allow exploration of interventions to address these characteristics. The study aim was to compile a comprehensive overview of organizational- and system-level characteristics that are likely to influence the implementation of SDM, and to describe strategies to address those characteristics described in the literature. We conducted a scoping review using the Arksey and O'Malley framework. The search strategy included an electronic search and a secondary search including gray literature. We included publications reporting on projects that promoted implementation of SDM or other decision support interventions in routine healthcare. We screened titles and abstracts, and assessed full texts for eligibility. We used qualitative thematic analysis to identify organizational- and system-level characteristics. After screening 7745 records and assessing 354 full texts for eligibility, 48 publications on 32 distinct implementation projects were included. Most projects (N = 22) were conducted in the USA. Several organizational-level characteristics were described as influencing the implementation of SDM, including organizational leadership, culture, resources, and priorities, as well as teams and workflows. Described system-level characteristics included policies, clinical guidelines, incentives, culture, education, and licensing. We identified potential strategies to influence the described characteristics, e.g., examples how to facilitate distribution of decision aids in a healthcare institution. Although infrequently studied, organizational- and system-level characteristics appear to play a role in the

  16. Relationship between organizational justice and organizational safety climate: do fairness perceptions influence employee safety behaviour?

    Science.gov (United States)

    Gyekye, Seth Ayim; Haybatollahi, Mohammad

    2014-01-01

    This study investigated the relationships between organizational justice, organizational safety climate, job satisfaction, safety compliance and accident frequency. Ghanaian industrial workers participated in the study (N = 320). Safety climate and justice perceptions were assessed with Hayes, Parender, Smecko, et al.'s (1998) and Blader and Tyler's (2003) scales respectively. A median split was performed to dichotomize participants into 2 categories: workers with positive and workers with negative justice perceptions. Confirmatory factors analysis confirmed the 5-factor structure of the safety scale. Regression analyses and t tests indicated that workers with positive fairness perceptions had constructive perspectives regarding workplace safety, expressed greater job satisfaction, were more compliant with safety policies and registered lower accident rates. These findings provide evidence that the perceived level of fairness in an organization is closely associated with workplace safety perception and other organizational factors which are important for safety. The implications for safety research are discussed.

  17. Translating organizational change

    DEFF Research Database (Denmark)

    Scheuer, John Damm

    2016-01-01

    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...

  18. Factors Influencing the Selection of the Systems Integration Organizational Model Type for Planning and Implementing Government High-Technology Programs

    Science.gov (United States)

    Thomas, Leann; Utley, Dawn

    2006-01-01

    While there has been extensive research in defining project organizational structures for traditional projects, little research exists to support high technology government project s organizational structure definition. High-Technology Government projects differ from traditional projects in that they are non-profit, span across Government-Industry organizations, typically require significant integration effort, and are strongly susceptible to a volatile external environment. Systems Integration implementation has been identified as a major contributor to both project success and failure. The literature research bridges program management organizational planning, systems integration, organizational theory, and independent project reports, in order to assess Systems Integration (SI) organizational structure selection for improving the high-technology government project s probability of success. This paper will describe the methodology used to 1) Identify and assess SI organizational structures and their success rate, and 2) Identify key factors to be used in the selection of these SI organizational structures during the acquisition strategy process.

  19. Organizational Capability Deployment Analysis for Technology Conversion into Processes, Products and Services

    Directory of Open Access Journals (Sweden)

    Tomoe Daniela Hamanaka Gusberti

    2013-12-01

    Full Text Available This article discusses Organizational Capabilities as the basic components of business models that emerged under the New Product Development Process and Technological Management. In the context of the new Technology Based Companies Development, it adopts a qualitative research in order to identify, analyze and underpin the organizational capability deployment in a process of technology conversion into product and service. The analysis was carried out considering concepts from literature review, in a technology based enterprise started by an academic spin-off company. The analysis enabled the elicitation of a Business Model and the discussion of their components, and correspondent evolution hypothesis. The paper provides an example of capability deployment accordingly the established theory illustrated by a case study. The study not just enumerate the needed partners, resources, customer channels, it enabled the description of their connection, representing the logic behind the decision made to develop the conceptual model. This detailed representation of the model allows better addressed discussions.

  20. Technical executive’s organizational commitment at Malaysian Oil & Gas Industry

    OpenAIRE

    Firend, A.R; Binti Sofyan, P.

    2016-01-01

    This paper investigates the levels of organizational commitment among technical executive, identifies factors that influence organizational commitment in the Malaysian oil and gas industry, and examines the impact of organizational commitment on organizational performance. This research was conducted at Malaysia Marine and Heavy Engineering (MMHE). The framework adopted the three component-conceptualization of organizational commitment. Among the findings is that organizational commitment ten...

  1. Company Vision and Organizational Learning

    Directory of Open Access Journals (Sweden)

    Vojko Toman

    2015-11-01

    Full Text Available 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 or enhanced through learning. This paper defines vision, learning, creativity and management and, above all, their relationships. The author argues that company vision influences the learning and knowledge of employees in the company through the vision’s content, through the vision-creating process, and through the vision enforcement process. Conversely, the influence of learning on company vision is explained. The paper is aimed at the use in the practice of companies and helps them to increase their effectiveness.

  2. Communication in Organizational Groups

    OpenAIRE

    Monica RADU

    2007-01-01

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

  3. Factors Influencing Environmental Scanning in the Organizational Context

    Directory of Open Access Journals (Sweden)

    Zita Correia

    2001-01-01

    Full Text Available This paper identifies and analyses the factors internal to the organization, which affect the activity of environmental scanning, understood here as the information seeking activity of managers, directed at the company's external environment. These factors include individual factors, such as information consciousness and exposure to information, and organizational factors such as information climate and "outwardness". The main relationships among them are also analysed. These factors were identified in the course of research aiming to provide a comprehensive understanding of the environmental scanning process (Correia & Wilson, 1996. The methodology used - a case-study approach coupled with the grounded theory method of qualitative analysis - was of major importance in obtaining information that is grounded largely on the personal experience of managers.

  4. The Strategic Fitness Process: A Collaborative Action Research Method for Developing and Understanding Organizational Prototypes and Dynamic Capabilities

    Directory of Open Access Journals (Sweden)

    Michael Beer

    2013-04-01

    Full Text Available Organizations underperform and sometimes fail because their leaders are unable to learn the unvarnished truth from relevant stakeholders about how the design and behavior of the organization is misaligned with its goals and strategy. The Strategic Fitness Process (SFP was designed to enable leaders to overcome organizational silence about the misalignment with the environment and chosen strategy. By enabling an honest, organization-wide and public conversation, senior management teams, working collaboratively with scholar-consultants and organizational members, have access to valid data (the unvarnished truth, can conduct a valid diagnosis, and can develop a valid plan to change the structure, processes, and behavior of an organization while at the same time developing commitment that ensures execution. SFP is also a research method. By applying SFP iteratively to new and challenging situations, scholar-consultants can invent new organizational prototypes as well as learn if a standardized and institutionalized organizational learning process like SFP can enhance dynamic capabilities. The SFP model is illustrated with an application to Hewlett-Packard’s Santa Rosa Systems Division.

  5. [Influence of Nurse Managers' Authentic Leadership on Nurses' Organizational Commitment and Job Satisfaction: Focused on the Mediating Effects of Empowerment].

    Science.gov (United States)

    Choi, Han Gyo; Ahn, Sung Hee

    2016-02-01

    The aim of this study was to examine the mediating effect of empowerment in the relationship of nurse managers' authentic leadership, with nurses' organizational commitment and job satisfaction. The participants in this study were 273 registered nurses working in five University hospitals located in Seoul and Gyeonggi Province. The measurements included the Authentic Leadership Questionnaire, Condition of Work Effectiveness Questionnaire-II, Organizational Commitment Questionnaire and Korea-Minnesota Satisfaction Questionnaire. Data were analyzed using t-test, ANOVA, Scheffé test, Pearson correlation coefficients, simple and multiple regression techniques with the SPSS 18.0 program. Mediation analysis was performed according to the Baron and Kenny method and Sobel test. There were significant correlations among authentic leadership, empowerment, organizational commitment and job satisfaction. Empowerment showed perfect mediating effects in the relationship between authentic leadership and organizational commitment. It had partial mediating effects in the relationship between authentic leadership and job satisfaction. In this study, nurse managers' authentic leadership had significant influences on nurses organizational commitment and job satisfaction via empowerment. Therefore, to enhance nurses' organizational commitment and job satisfaction, it is necessary to build effective strategies to enhance nurse manager's authentic leadership and to develop empowering education programs for nurses.

  6. Construction the organizational structure of the MTE oriented on the business-processes management

    OpenAIRE

    Kohut, Y.

    2011-01-01

    The methodical recommendations for the construction the organizational structure of the MTE oriented on the business-processes management has been developed by substantiating of basic works, maintenance, sequence and orientation, and also methods and receptions of their realization.

  7. Attention to change: A multilevel theory on the process of emergent continuous organizational change.

    Science.gov (United States)

    Wee, Elijah X M; Taylor, M Susan

    2018-01-01

    Increasingly, continuous organizational change is viewed as the new reality for organizations and their members. However, this model of organizational change, which is usually characterized by ongoing, cumulative, and substantive change from the bottom up, remains underexplored in the literature. Taking a multilevel approach, the authors develop a theoretical model to explain the mechanisms behind the amplification and accumulation of valuable, ongoing work-unit level changes over time, which then become substantial changes at the organizational level. Drawing on the concept of emergence, they first focus on the cognitive search mechanisms of work-unit members and managers to illustrate how work-unit level routine changes may be amplified to the organization through 2 unique processes: composition and compilation emergence. The authors then discuss the managers' role in creating a sense of coherence and meaning for the accumulation of these emergent changes over time. They conclude this research by discussing the theoretical implications of their model for the existing literature of organizational change. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  8. The relative contribution of patient, provider and organizational influences to the appropriate diagnosis and management of diabetes mellitus.

    Science.gov (United States)

    Marceau, Lisa; McKinlay, John; Shackelton, Rebecca; Link, Carol

    2011-12-01

    To estimate the relative contribution of patient attributes, provider characteristics and organizational features of the doctors' workplace to the diagnosis and management of diabetes. In a factorial experimental design doctors (n = 192) viewed clinically authentic vignettes of 'patients' presenting with identical signs and symptoms. Doctor subjects were primary care doctors stratified according to gender and level of experience. During an in-person interview scheduled between real patients, doctors were asked how they would diagnosis and manage the vignette 'patients' in clinical practice. This study considered the relative contribution of patient, doctor and organizational factors. Taken together patient attributes explained only 4.4% of the variability in diabetes diagnosis. Doctor factors explained only 2.0%. The vast majority of the explained variance in diabetes diagnosis was due to organizational factors (14.3%). Relative contributions combined (patient, provider, organizational factors) explained only 20% of the total variance. Attempts to reduce health care variations usually focus on the education/activation of patients, or increased training of doctors. Our findings suggest that shifting quality improvement efforts to the area which contributes most to the creation and amplification of variations (organizational influences) may produce better results in terms of reduced variations in health care associated with diabetes. © 2010 Blackwell Publishing Ltd.

  9. Organizational Requirements in E-business

    NARCIS (Netherlands)

    Choenni, R.S.; van Leijen, H.; Bakker, R

    The integration of e-business processes with other traditional organizational processes is an important factor to serve customers effectively. Organizations must be flexible enough to cooperate with their partners. The article focuses on the two most important organizational requirements for

  10. Improving performance of high risk organizations Spanish nuclear sector from the analysis of organizational culture factors

    International Nuclear Information System (INIS)

    La Salabarnada, E.; German, S.; Silla, I.; Navajas, J.

    2012-01-01

    This paper presents the research project funded by UNESA and conducted by the CISOT-CIEMAT that aims to contribute to improving the operating performance of the Spanish nuclear power plants. This paper aims to identify the factors and key organizational processes to improve efficiency, in order to advance knowledge about the influence of organizational culture on the safety of high reliability organizations.

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

    Directory of Open Access Journals (Sweden)

    Ebrahim Parcham

    2017-01-01

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

  12. Pengaruh Kepemimpinan Spiritual Terhadap Perilaku Etis, Kualitas Kehidupan Kerja, Kepuasan Kerja, Komitmen Organisasional dan Kinerja Karyawan [Influence of Spiritual Leadership on Ethical Behavior, Quality of Work Life, Job Satisfaction, Organizational Commitment, and Employee Performance

    Directory of Open Access Journals (Sweden)

    Riane Johnly Pio

    2015-05-01

    Full Text Available This study aims to analyze and explain the influence of spiritual leadership to ethical behavior, quality of work life, job satisfaction, organizational commitment and employee performance. The sample in this study was 160 employees working at the Bank of North Sillawesi. Structural Equation Modeling was used as a tool of analysis in this study. The results showed that spiritual leadership had significant influence directly to ethical behavior, but no significant effect on the quality of work life, job satisfaction, organizational commitment and employee performance. Ethical behavior has a direct significant effect on the quality of working life, job satisfaction, and organizational commitment, and indirectly significant effect on employee performance. Quality of work life has a significant direct effect on job satisfaction, organizational commitment and employee performance. Job satisfaction has a direct significant effect on organizational commitment and indirectly has a significant effect on the perforrnance of employees. Organizational commitment has a direct significant effect on the performance of the employee. The findings in this study are the spiritual leadership affects the quality of work life, job satisfaction and organizational commitment through ethical behavior. Spiritual leadership affects the performance of employees through ethical behavior and organizational commitment. Ethical behavior influences employee performance through organizational commitment, and job satisfaction influence on employee performance through organizational commitment.

  13. Organizational Behaviour Study Material

    OpenAIRE

    P. Sreeramana Aithal

    2016-01-01

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

  14. INFLUENCE OF PLANNING, ORGANIZATIONAL CHARACTERISTICS AND REGULATION ON ROAD TRAFFIC SAFETY OF PEDESTRIANS

    Directory of Open Access Journals (Sweden)

    G. M. Kuharenok

    2011-01-01

    Full Text Available The paper presents results of research on planning, organizational characteristics and regulation modes at  the regulated pedestrian crossings, located out of crossroads in the street and road network of Minsk. Some regularities pertaining to the influence of the investigated characteristics on road traffic safety of pedestrians are revealed in the paper. Practical offers on increase of road traffic safety of pedestrians in the Republic of Belarus have been developed on the basis of the executed investigations and cited in the paper. 

  15. From one to two – a possible model of organizational development and development of organizational capabilities

    OpenAIRE

    M. Somosi Veres

    2013-01-01

    The business management of most successful companies is a result of the coordinated operation of the processes, organizational structure, supporting systems and employees which make up the organizational capabilities of the company. Within the business processes, this includes development and continuous improvement of key internal rules and regulations, the division of spheres of power and responsibility, the requirements and the operation of fundamental checkpoints for organizational units, ...

  16. Leadership, Culture and Organizational Change

    Directory of Open Access Journals (Sweden)

    Vladimir-Codrin Ionescu

    2014-12-01

    Full Text Available An effective leadership, an evolutionary organizational culture and permanent connection to change may ensure a company’s success within an ever more dynamic competitive environment. The scientific approach of this paper is in line with theoretical and applied research in the field by the presentation of the connections existing among leadership, organizational culture and organizational change. The paper highlights the triad “vision – motivation – momentum”, the mission and the defining coordinates of leadership, the complementarity “new – tradition” in organizational culture, the stages of the change management process and the role of managers and leaders in the preparation and implementation of change projects. Leadership is essential in building and developing an appropriate cultural model, which, in its turn, is an important vector of organizational change processes in modern companies.

  17. 說故事對組織記憶影響之研究 A Study of Influence of Storytelling toward Organizational Memory

    Directory of Open Access Journals (Sweden)

    Pin-Han Chen

    2008-06-01

    stored by story, and it is one of retention facilities of organizational memory. For this reason, we can’t ignore the influence of storytelling on organizational memory. Besides, universities are important in the era of knowledge-based economy because of the influence of organizational memory on thinking, behavior, and attitude of members. The idea, spirit, and culture of universities can be passed down by storytelling. Shih Hsin university is the subject in this study. Based on the literature review and in-depth interview, this study explores the importance of storytelling to organization, the influence of storytelling on organizational memory, and organization value can be or can not be conveyed and established effectively by storytelling. The results of this study indicate that: 1. The importance of storytelling: Through storytelling, organization members emotionally connect to their organization and then identify their organization; 2. Storytelling can store organizational culture, convey experience and knowledge, and improve acquisition, retention, and maintenance of process of organizational memory management; 3. Organization value and spirit can be conveyed effectively by storytelling. Meanwhile, it is positive to employees. The results of this study explore the influence of storytelling on organizational memory and could be the reference to establishment and development of organizational memory in such enterprise and higher education organization.

  18. An empirical analysis on influencing factors on organizational silence and its relationship with employee’s organizational commitment

    Directory of Open Access Journals (Sweden)

    Belal Panahi

    2012-04-01

    Full Text Available Today, there is no doubt that in many organizations, many employees refuse to provide their opinions and comments about the organizational problems. In fact, in many organizations there is a created climate, which often makes employees feel their opinion is not valued. This phenomenon is examined as an organizational silence that by identifying the factors affecting on it we can effectively take steps to eliminate barriers to commenting staff in organizations. In this regard, this paper presents an empirical work conducted on data obtained from 260 employees Payame Noor University of East Azerbaijan Province. These data are analyzed by SPSS software and regression and path analysis tests. The results showed that there is a significant relationship between silence climate dimensions and employee organizational commitment with silence behavior employee. In addition, there is a positive correlation between higher management attitudes and supervisor’s attitudes with workers silent behavior. We have also observed that there is a negative correlation between communication opportunities and organizational commitment with employee silence behavior of employees.

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

    Directory of Open Access Journals (Sweden)

    José G. Vargas Hernández

    2010-03-01

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

  20. National Culture Influence over the Organizational Culture in Romania

    OpenAIRE

    Carataº Maria Alina; Spãtariu Elena Cerasela

    2012-01-01

    The present paper aims highlighting the characteristics of the organisational culture concept in Romania. In the first part of the paper, we have presented the importance of organizational culture theory through a literature review; we described the factors that have an impact on it. In the second part, we developed ideas about the national culture of Romania, the national frame and how this affects the organizational culture, and we presented its peculiarities.

  1. Organizational Ingenuity : Concept, Processes and Strategies

    NARCIS (Netherlands)

    Lampel, Joseph; Honig, Benson; Drori, Israel

    2014-01-01

    In this introduction to the special issue we explore the main features of 'organizational ingenuity', defined as 'the ability to create innovative solutions within structural constraints using limited resources and imaginative problem solving'. We begin by looking at the changing views of the

  2. THE INFLUENCE OF PERCEIVED ORGANIZATIONAL SUPPORT, JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT TOWARD ORGANIZATIONAL CITIZENSHIP BEHAVIOR (A Study of the Permanent Lecturers at University of Lambung Mangkurat, Banjarmasin

    Directory of Open Access Journals (Sweden)

    Meiske Claudia

    2018-01-01

    Full Text Available The population in this research is all of the permanent lecturers employed at University of Lambung Mangkurat (ULM. The respondents are taken from 4 academic ranks, which are represented by Asisten Ahli (Instructor, Lektor (Assistant Professor, Lektor Kepala (Associate Professor, and Guru Besar (Professor. One hundred and thirty samples were collected by using a proportional-stratified random sampling method. A Partial Least Square (PLS method was used to analyze the data. The results showed that lecturers with a positive perception of the organizational support available to them feel more satisfied with their job, which in turn encourages the creation of a high organizational commitment and results in the emergence of positive organizational citizenship behavior (OCB. These study’s results showed us the application of social exchange theory and organizational support theory in a higher educational institution. The findings of this study are considered to be important, as they provide additional empirical evidence regarding the importance of organizational support as a basis for improving the ULM lecturers' job satisfaction, organizational commitment, and OCB. The implications and further research are also discussed.

  3. Factors Influencing the Organizational Stress among Teachers Working in Higher Education Sector in Kerala: An Empirical Analysis

    Science.gov (United States)

    Areekkuzhiyil, Santhosh

    2014-01-01

    The study aims to explore the various factors that influence the organizational stress of teachers working in higher education sector in the state of Kerala. The data required for the study has been conveniently collected from 200 teachers working in higher education sector. Exploratory factor analysis revealed nine factors, which significantly…

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

  5. Examining the impact of business process orientation on organizational performance: the case of Croatia

    OpenAIRE

    Ljubica Milanović Glavan; Vesna Bosilj Vukšić

    2017-01-01

    The competitive global market of the new millennium has raised awareness of business processes as the most important management paradigm. Extensive literature on business process management suggests that organizations can enhance their overall performance by adopting a process view of business. However, empirical research in this field is lacking. The aim of this paper is to examine the how business process orientation (BPO) impacts financially and non-financially organizational performance (...

  6. Researching organizational factors

    International Nuclear Information System (INIS)

    Coffman, F.

    1991-01-01

    This paper discusses feedback and insights from experience (both successful and unsuccessful) with the past and the ongoing organizational factors research. That experience suggests a leading set of ingredients that appear proper for performing regulatory research on organizational processes. By keeping focused upon these proper ingredients, the research will contribute to the regulatory assessments of utility management through the use of improved methods and measures in investigations, inspections, diagnostics, performance indicators, and PRA insights. This paper is organized into (1) an introductory description of what the agency is doing to assess organizational effectiveness, (2) some insights from past and ongoing research, (3) an opinion on a leading set of ingredients to properly research organizational factors, and (4) a summary

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

    OpenAIRE

    José G. Vargas Hernández; Mohammad Reza Noruzi

    2010-01-01

    Organizational economics makes important contributions to management theory. The focus of structural contingency theory is on the phenomena of the economy significant in organizational management theory and other new paradigms of organizational theories. However, the theory of organizational economics has hardly taken the multiple disciplines of organizational behaviour, strategy and theory, but is aligned with the management theories of psychology, sociology and policy dealing with human mot...

  8. ORGANIZATIONAL CAPITAL THEORY EXPRESSION OF ELECTRONIC HEALTH

    Directory of Open Access Journals (Sweden)

    Tomas Vedlūga

    2017-03-01

    Full Text Available Implementation of e-health is a very difficult and complex process in terms of health policy that requires both organizational ability to meet market requirements and well-managed internal communication, which is carried out through organizational capital and high organizational culture and philosophy. This process requires a change in the organizational processes of health care institutions, ensuring the management and use of health information in order to improve the functioning of health care institutions. Scientists emphasize that health care institutions, with a high organizational capital can effectively promote the development of e-health, by consistently improving the quality of health care services and increasing the confidence and sense of security by enhancing the individual‘s ability to become more involved in the health care system. Nevertheless, in Lithuania, the progress of health care institutions in the field of e-health varies significantly, therefore, different tendencies of e-health care indicators tend to be related to organizational capital. Organizational capital covering the various dimensions of social context analysis, and organizational capital theory is a paradigm that attempts to explain the e-health inequalities at the level of organizations. This paper has evaluated the organizational capital theory expression of the e-health level, to identify and analyze organizational capital assessment indices in the field of e-health and modeled organizational capital assessment scheme.

  9. An organizational metamodel for hospital emergency departments.

    Science.gov (United States)

    Kaptan, Kubilay

    2014-10-01

    I introduce an organizational model describing the response of the hospital emergency department. The hybrid simulation/analytical model (called a "metamodel") can estimate a hospital's capacity and dynamic response in real time and incorporate the influence of damage to structural and nonstructural components on the organizational ones. The waiting time is the main parameter of response and is used to evaluate the disaster resilience of health care facilities. Waiting time behavior is described by using a double exponential function and its parameters are calibrated based on simulated data. The metamodel covers a large range of hospital configurations and takes into account hospital resources in terms of staff and infrastructures, operational efficiency, and the possible existence of an emergency plan; maximum capacity; and behavior both in saturated and overcapacitated conditions. The sensitivity of the model to different arrival rates, hospital configurations, and capacities and the technical and organizational policies applied during and before a disaster were investigated. This model becomes an important tool in the decision process either for the engineering profession or for policy makers.

  10. Monitoring human and organizational factors influencing common-cause failures of safety-instrumented system during the operational phase

    International Nuclear Information System (INIS)

    Rahimi, Maryam; Rausand, Marvin

    2013-01-01

    Safety-instrumented systems (SISs) are important safety barriers in many technical systems in the process industry. Reliability requirements for SISs are specified as a safety integrity level (SIL) with reference to the standard IEC 61508. The SIS reliability is often threatened by common-cause failures (CCFs), and the beta-factor model is the most commonly used model for incorporating the effects of CCFs. In the design phase, the beta-factor, β, is determined by answering a set of questions that is given in part 6 of IEC 61508. During the operational phase, there are several factors that influence β, such that the actual β differs from what was predicted in the design phase, and therefore the required reliability may not be maintained. Among the factors influencing β in the operational phase are human and organizational factors (HOFs). A number of studies within industries that require highly reliable products have shown that HOFs have significant influence on CCFs and therefore on β in the operational phase, but this has been neglected in the process industry. HOFs are difficult to predict, and susceptible to be changed during the operational phase. Without proper management, changing HOFs may cause the SIS reliability to drift out of its required value. The aim of this article is to highlight the importance of HOFs in estimation of β for SISs, and also to propose a framework to follow the HOFs effects and to manage them such that the reliability requirement can be maintained

  11. WORK CULTURE, WORK MOTIVATION AND ORGANIZATIONAL PERFORMANCE: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT

    OpenAIRE

    Sri Rahayu Wilujeng*, Sri Wahyu Lelly Hana Setyanti , Handriyono

    2018-01-01

    Human resources are an organization asset that becomes an important factor in the progress of an organization. The quality of human resources itself can be seen from the performance of the employees. The purpose of this research is to examine the influence of work culture and work motivation on organizational performance with organizational commitment as mediating. This research is a review from the theory and several researches that have been done on the work culture, work motivation, organi...

  12. NCI designated cancer center funding not influenced by organizational structure.

    Science.gov (United States)

    Wolfe, Margaret E; Yagoda, Daniel; Thurman, Paul W; Luna, Jorge M; Figg, William Douglas

    2009-05-01

    National Cancer Institutes (NCI) designated cancer centers use one of three organizational structures. The hypothesis of this study is that there are differences in the amount of annual NCI funding per faculty member based on a cancer center's organizational structure. The study also considers the impact of secondary factors (i.e., the existence of a clinical program, the region and the size of the city in which the cancer center is located) on funding and the number of Howard Hughes Medical Institute (HHMI) investigators at each cancer center. Of the 63 cancer centers, 44 use a matrix structure, 16 have a freestanding structure, and three have a Department of Oncology structure. Kruskal-Wallis tests reveal no statistically significant differences in the amount of funding per faculty member or the number of HHMI investigators between centers with a matrix, freestanding or Department of Oncology structure. Online research and telephone interviews with each cancer center were used to gather information, including: organizational structure, the presence of a clinical program, the number of faculty members, and the number of Howard Hughes Medical Institute investigators. Statistical tests were used to assess the impact which organizational structure has on the amount of funding per faculty member and number of HHMI investigators. While the results seem to suggest that the organizational structure of a given cancer center does not impact the amount of NCI funding or number of HHMI investigators which it attracts, the existence of this relationship is likely masked by the small sample size in this study. Further studies may be appropriate to examine the effect organizational structure has on other measurements which are relevant to cancer centers, such as quality and quantity of research produced.

  13. Work structure, organizational communication, and organizational effectiveness

    International Nuclear Information System (INIS)

    Van Cott, H.P.; Bauman, M.B.

    1986-01-01

    This paper describes the assessment of the work structure and organizational communication in nuclear power plants. Questionnaires were given to a cross-section of plant personnel, and structured ''critical incident'' interviews were conducted to verify the questionnaire results. The data showed that a variety of work structure factor problem areas do exist in nuclear power plants. This paper highlights many aspects of organizational communication found to be problematic, and identifies weak links in the chain of coordination and information processing required to effectively perform corrective and preventive maintenance in the plants

  14. Relationship between workplace spirituality and organizational citizenship behavior among nurses through mediation of affective organizational commitment.

    Science.gov (United States)

    Kazemipour, Farahnaz; Mohamad Amin, Salmiah; Pourseidi, Bahram

    2012-09-01

    This study aims to investigate the relationships between workplace spirituality, organizational citizenship behavior (OCB), and affective organizational commitment among nurses, and whether affective commitment mediates the relationship between workplace spirituality and OCB. In the present correlational study, a cross-sectional design was employed, and data were collected using a questionnaire-based survey. Based on the random sampling, 305 nurses were chosen and questionnaires were distributed among respondents in four public and general hospitals located in Kerman, Iran. To analyze the data descriptive statistics, Pearson coefficient, simple and multiple regression, and path analyses were also conducted. Workplace spirituality has a positive influence on nurses' OCB and affective commitment. Workplace spirituality explained 16% of the variation in OCB, while it explained 35% of the variation in affective commitment among nurses. Moreover, affective organizational commitment mediated the impact of workplace spirituality on OCB. Workplace spirituality predicts nurses' OCB and affective organizational commitment. It emphasizes benefits from the new perspective of workplace spirituality, particularly among nurses who need to be motivated in their work. This study illustrates that there are potential benefits owing to the positive influence of workplace spirituality on OCB and affective commitment among nurses. Managers of nursing services should consider workplace spirituality and its positive influence on nurses' outcomes in order to improve their performance and, subsequently, the healthcare system. © 2012 Sigma Theta Tau International.

  15. Organizational Influences on the University Electronic Library.

    Science.gov (United States)

    Davies, Clare

    1997-01-01

    Reviews the literature on the development of full-text electronic libraries in the academic setting. Organizational factors can have impact on electronic library development and ultimate usability. Topics include strategic management, planning and implementation; system specification and design; document provision; user support and training; and…

  16. Contract-Based Transaction Management in Cross-Organizational Workflow Management

    NARCIS (Netherlands)

    Grefen, P.W.P.J.

    Cross-organizational workflow management is an essential ingredient for process integration in virtual enterprises. To obtain cross-organizational workflow processes with robust semantics, these processes should be supported by highlevel cross-organizational transaction management. In this context,

  17. THE REGRESSION MODEL OF IRAN LIBRARIES ORGANIZATIONAL CLIMATE.

    Science.gov (United States)

    Jahani, Mohammad Ali; Yaminfirooz, Mousa; Siamian, Hasan

    2015-10-01

    The purpose of this study was to drawing a regression model of organizational climate of central libraries of Iran's universities. This study is an applied research. The statistical population of this study consisted of 96 employees of the central libraries of Iran's public universities selected among the 117 universities affiliated to the Ministry of Health by Stratified Sampling method (510 people). Climate Qual localized questionnaire was used as research tools. For predicting the organizational climate pattern of the libraries is used from the multivariate linear regression and track diagram. of the 9 variables affecting organizational climate, 5 variables of innovation, teamwork, customer service, psychological safety and deep diversity play a major role in prediction of the organizational climate of Iran's libraries. The results also indicate that each of these variables with different coefficient have the power to predict organizational climate but the climate score of psychological safety (0.94) plays a very crucial role in predicting the organizational climate. Track diagram showed that five variables of teamwork, customer service, psychological safety, deep diversity and innovation directly effects on the organizational climate variable that contribution of the team work from this influence is more than any other variables. Of the indicator of the organizational climate of climateQual, the contribution of the team work from this influence is more than any other variables that reinforcement of teamwork in academic libraries can be more effective in improving the organizational climate of this type libraries.

  18. The Relevance of Organizational Subculture for Motivation to Transfer Learning

    Science.gov (United States)

    Egan, Toby Marshall

    2008-01-01

    Although human resource development practitioners and researchers emphasize organizational culture as a major contributor to employee learning and development, results from this study suggest organizational subculture has greater influence on employee-related learning motivation. The relationships among organizational culture, organizational…

  19. Workplace Bullying and Its Influence on the Perception of Organizational Justice and Organizational Citizenship Behavior in Higher Education

    Science.gov (United States)

    Mourssi-Alfash, Mohamed F.

    2014-01-01

    Most studies in the literature on workplace bullying concentrated on identifying the characteristics of who the bully and the bullied are, bullying behaviors and acts, and the effects of these bullying practices. However, there is not much in the literature about the perception of organizational justice and organizational citizenship behavior…

  20. Attributions of the "causes" of group performance as an alternative explanation of the relationship between organizational citizenship behavior and organizational performance.

    Science.gov (United States)

    Bachrach, D G; Bendoly, E; Podsakoff, P M

    2001-12-01

    The purpose of this study was to examine the possibility that feedback regarding team performance may influence team members' reports of organizational citizenship behaviors. Ninety-five teams of business students (N = 412) participated in a labor-scheduling simulation over a local area network. Teams were provided with false negative, false positive, or neutral feedback regarding their performance. Results support the hypothesis that the perception of 2 forms of organizational citizenship behavior (helping behavior and civic virtue) in work groups may, in part. be a function of the nature of the performance feedback that group members receive. However, negative feedback appears to play a more critical role than positive feedback in this attributional process. Possible reasons for these findings, as well as their implications, are discussed.

  1. The role of organizational control systems in employees’ organizational trust and performance outcomes

    NARCIS (Netherlands)

    Verburg, R.M.; Nienaber, A.; Searle, R.H.; Weibel, A.; Den Hartog, D.N.; Rupp, D.E.

    2018-01-01

    This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates

  2. Organizational buying behavior: An integrated model

    Directory of Open Access Journals (Sweden)

    Rakić Beba

    2002-01-01

    Full Text Available Organizational buying behavior is decision making process by which formal organizations establish the need for purchased products and services, and identify, evaluate, and choose among alternative brands and suppliers. Understanding the buying decision processes is essential to developing the marketing programs of companies that sell to organizations, or to 'industrial customers'. In business (industrial marketing, exchange relationships between the organizational selling center and the organizational buying center are crucial. Integrative model of organizational buying behavior offers a systematic framework in analyzing the complementary factors and what effect they have on the behavior of those involved in making buying decisions.

  3. From Tall to Matrix: Redefining Organizational Structures

    Science.gov (United States)

    Johnson McPhail, Christine

    2016-01-01

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

  4. Dynamic capabilities, Marketing Capability and Organizational Performance

    Directory of Open Access Journals (Sweden)

    Adriana Roseli Wünsch Takahashi

    2017-01-01

    Full Text Available The goal of the study is to investigate the influence of dynamic capabilities on organizational performance and the role of marketing capabilities as a mediator in this relationship in the context of private HEIs in Brazil. As a research method we carried out a survey with 316 IES and data analysis was operationalized with the technique of structural equation modeling. The results indicate that the dynamic capabilities have influence on organizational performance only when mediated by marketing ability. The marketing capability has an important role in the survival, growth and renewal on educational services offerings for HEIs in private sector, and consequently in organizational performance. It is also demonstrated that mediated relationship is more intense for HEI with up to 3,000 students and other organizational profile variables such as amount of courses, the constitution, the type of institution and type of education do not significantly alter the results.

  5. Experience transfer in Norwegian oil and gas industry: Approaches and organizational mechanisms

    Energy Technology Data Exchange (ETDEWEB)

    Aase, Karina

    1997-12-31

    The main objective of this thesis has been to explore how experience transfer works in Norwegian oil and gas industry. This includes how the concept of experience transfer is defined, what the barriers to achieve experience transfer are, how the oil and gas companies address experience transfer, and how these approaches work. The thesis is organized in five papers: (1) describes how organizational members perceive experience transfer and then specifies the organizational and structural barriers that must be overcome to achieve efficient transfer. (2) discusses the organizational means an oil company implements to address experience transfer. (3) describes a process of improving and using requirement and procedure handbooks for experience transfer. (4) explores how the use of information technology influences experience transfer. (5) compares organizational members` perceptions of experience transfer means in an oil company and an engineering company involved in offshore development projects. 277 refs., 3 figs., 29 tabs.

  6. Experience transfer in Norwegian oil and gas industry: Approaches and organizational mechanisms

    Energy Technology Data Exchange (ETDEWEB)

    Aase, Karina

    1998-12-31

    The main objective of this thesis has been to explore how experience transfer works in Norwegian oil and gas industry. This includes how the concept of experience transfer is defined, what the barriers to achieve experience transfer are, how the oil and gas companies address experience transfer, and how these approaches work. The thesis is organized in five papers: (1) describes how organizational members perceive experience transfer and then specifies the organizational and structural barriers that must be overcome to achieve efficient transfer. (2) discusses the organizational means an oil company implements to address experience transfer. (3) describes a process of improving and using requirement and procedure handbooks for experience transfer. (4) explores how the use of information technology influences experience transfer. (5) compares organizational members` perceptions of experience transfer means in an oil company and an engineering company involved in offshore development projects. 277 refs., 3 figs., 29 tabs.

  7. Formative Reputation: From Being an Organizational Asset to Becoming a Process in The Making

    DEFF Research Database (Denmark)

    Baka, Vasiliki

    2016-01-01

    content websites has influenced organizational reputation-making practices in the travel sector. The findings are based upon a corpus of data including: a field study at the offices of the largest travel user-generated website, TripAdvisor and an adaptation of virtual ethnography called ‘netnography......In the last decade, we have witnessed an explosion of emergent web technologies and platforms that have drawn the attention of the academic community, as well as of professionals in many sectors. This paper explores the concept of reputation-making with the aim of explaining how the rise of user-generated......’. In so doing, key insights are generated to inform organizational reputation-making. The paper concludes with the assertion that if we aim to understand the phenomenon of reputation-making, we have to develop a more nuanced and sophisticated way to conceptualize its formativeness. It is suggested...

  8. The effect of the organizational socialization on organizational commitment and turnover intention with regard to moderate effect of career aspirations intention

    Directory of Open Access Journals (Sweden)

    Hossein Vazifehdust

    2014-02-01

    Full Text Available This paper discusses the influence of the Organizational socialization, on Organizational commitment and turnover intention with regard to moderate effect of career aspirations intention. Data were collected via a questionnaire from employees of east branches of social security organization of Tehran. Path analysis of data from 155 respondents was used to test 5 hypotheses. The results show organizational socialization has positive effect on organizational commitment, but negative effect on turnover intention moreover organizational commitment and career aspiration intention have positive effect on turnover intention. Further research should examine the different dimensions of macro-environmental condition on turnover intention.

  9. Effect of internal R&D activities to the accumulation of organizational technical knowledge with the mediation role of absorptive capacity to establish the innovation capability of electronic industries

    Directory of Open Access Journals (Sweden)

    Purwanggono Bambang

    2018-01-01

    Full Text Available Innovation is a strategy for the electronics industry to create a sustainable competitive advantage, in the midst of a rapidly changing environment with all its complexity. Seven AT program as an effort for PT. Hartono Istana Teknologi (Polytron into enterprise knowledge, will accelerate the innovation process, combined with good organizational technical knowledge management. Organizational technical knowledge will be instrumental in innovation capabilities properly if there is an internal R & D activities that support and absorptive capacity as a mediator. This study reviewed the organizational technical knowledge influence to innovation capability, the influence of R & D activities to organizational technical knowledge, as well as the role of absorptive capacity as a mediator. The study was conducted by distributing questionnaires to 130 employees of PT. Hartono Istana Teknologi. Data processing was conducted using SEM. The results showed that the absorptive capacity mediate the relationship between R & D activities and organizational technical knowledge by 51%, and organizational technical knowledge affect innovation capabilities by 64%.

  10. The Role of Organizational Control Systems in Employees’ Organizational Trust and Performance Outcomes

    NARCIS (Netherlands)

    Verburg, R.M.; Nienaber, Ann Marie; Searle, Rosalind H.; Weibel, Antoinette; Den Hartog, Deanne N.; Rupp, Deborah E.

    2018-01-01

    This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates

  11. Organizational culture in Qazvin hospitals (2013

    Directory of Open Access Journals (Sweden)

    AM. Mosadeghrad

    2017-12-01

    Full Text Available Background: Organizational culture influences employees’ job satisfaction, commitment and performance. A strong corporate culture enhances organizational performance. Objective: The aim of this study was to determine the type of organizational culture in Qazvin hospitals. Methods: A descriptive and cross-sectional study was conducted by a survey questionnaire in Qazvin (2013 that was distributed among 800 hospital employees and managers based on stratified random sampling. Findings: The mean of hospitals’ organizational culture was 2.95 out of 5 score. Hospitals' organizational cultures were evaluated as strong in attention to details and stability dimensions and moderate in creativity, risk taking, team working and power distance dimensions. Attention to details in public hospitals was higher than private and social security hospitals. Conclusion: Organizational culture of Qazvin hospitals was evaluated as moderate. Managers for improving hospitals' performance and enhancing employees' and patients' satisfaction should create a culture of higher creativity, innovation, team working and risk taking and lower power distance.

  12. Building organizational development among Myanmar think tanks ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    ... diverse and complementary entry points to strengthen analytical thinking and research ... It will strengthen organizational processes, including strategic planning, ... develop organizational processes to improve communication capacity and ...

  13. Why (we think) facilitation works: insights from organizational learning theory.

    Science.gov (United States)

    Berta, Whitney; Cranley, Lisa; Dearing, James W; Dogherty, Elizabeth J; Squires, Janet E; Estabrooks, Carole A

    2015-10-06

    Facilitation is a guided interactional process that has been popularized in health care. Its popularity arises from its potential to support uptake and application of scientific knowledge that stands to improve clinical and managerial decision-making, practice, and ultimately patient outcomes and organizational performance. While this popular concept has garnered attention in health services research, we know that both the content of facilitation and its impact on knowledge implementation vary. The basis of this variation is poorly understood, and understanding is hampered by a lack of conceptual clarity. In this paper, we argue that our understanding of facilitation and its effects is limited in part by a lack of clear theoretical grounding. We propose a theoretical home for facilitation in organizational learning theory. Referring to extant literature on facilitation and drawing on theoretical literature, we discuss the features of facilitation that suggest its role in contributing to learning capacity. We describe how facilitation may contribute to generating knowledge about the application of new scientific knowledge in health-care organizations. Facilitation's promise, we suggest, lies in its potential to stimulate higher-order learning in organizations through experimenting with, generating learning about, and sustaining small-scale adaptations to organizational processes and work routines. The varied effectiveness of facilitation observed in the literature is associated with the presence or absence of factors known to influence organizational learning, since facilitation itself appears to act as a learning mechanism. We offer propositions regarding the relationships between facilitation processes and key organizational learning concepts that have the potential to guide future work to further our understanding of the role that facilitation plays in learning and knowledge generation.

  14. Assessing the Dimensions of Organizational Culture on ...

    African Journals Online (AJOL)

    The influence of dimensions of organizational culture on organizational commitment was investigated in this paper. A convenient sample made up of Two hundred (200) participants was randomly selected from private and public institutions in Uyo, Akwa Ibom State. They were 113 males and 87 females whose age range ...

  15. Integrated Employee Occupational Health and Organizational-Level Registered Nurse Outcomes.

    Science.gov (United States)

    Mohr, David C; Schult, Tamara; Eaton, Jennifer Lipkowitz; Awosika, Ebi; McPhaul, Kathleen M

    2016-05-01

    The study examined organizational culture, structural supports, and employee health program integration influence on registered nurse (RN) outcomes. An organizational health survey, employee health clinical operations survey, employee attitudes survey, and administration data were collected. Multivariate regression models examined outcomes of sick leave, leave without pay, voluntary turnover, intention to leave, and organizational culture using 122 medical centers. Lower staffing ratios were associated with greater sick leave, higher turnover, and intention to leave. Safety climate was favorably associated with each of the five outcomes. Both onsite employee occupational health services and a robust health promotion program were associated with more positive organizational culture perceptions. Findings highlight the positive influence of integrating employee health and health promotion services on organizational health outcomes. Attention to promoting employee health may benefit organizations in multiple, synergistic ways.

  16. 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.

  17. THE ROLE OF LEADERSHIP IN COMMUNITY PARTNERSHIP, ORGANIZATIONAL CHANGES AND DECISION-MAKING PROCESS IN ADDRESSING CRIME ISSUES, AND TERRORISM

    Directory of Open Access Journals (Sweden)

    Ferid Azemi

    2017-09-01

    Full Text Available This research paper explains the role of leadership style in building community partnership and in this way also addressing many crime issues and terrorism. The methods used during this research paper are the deep insight of understanding leadership collaboration and organizational changes through literature review. A qualitative design was applied for face-to-face interview with a high ranking member of Kosovo Police. This interview shed light on the role of leadership style and challenges that are related to police reformation and also organizational changes. Through this paper, police leadership may be viewed differently, and seem to be very complex. Community partnership and shared decision-making process were emphasized during this study. This research paper also focused on integrity, ethics and strategic planning. Community partnership, organizational changes, and shared decision-making process are related to leadership style. Leadership style may have either positive or adverse effect on addressing crime rate and terrorism. Depending on the style leaders implement, certain components such as community partnership, or organizational change or even shared decision-making process may fail to function. This is why leadership style seems to bring some very interesting conclusions on this research.

  18. The Organizational Communication Process in Schools

    Science.gov (United States)

    Gunbayi, Ilhan

    2007-01-01

    This study examined the perceptions of teachers on the effectiveness of organizational communication in their schools and whether the perceptions differed between teachers in primary and junior high schools as a function of gender, age, marital status, seniority, and rank. Data were collected from a sample of 334 teachers in 63 schools, working in…

  19. What's in a setting?: Influence of organizational culture on provider adherence to clinical guidelines for treating tobacco use.

    Science.gov (United States)

    Hung, Dorothy Y; Leidig, Robynn; Shelley, Donna R

    2014-01-01

    Organizational culture is an important but underinvestigated feature of the work environment that can impact provider behavior, including adherence to clinical practice guidelines. There is substantial evidence that physician assistance to smokers can produce significant reductions in tobacco use. However, this evidence has not been well translated into practice, as only a small proportion of smokers receive recommended treatment during medical visits. This study examines organizational culture as a contextual feature of primary care clinics and its impact on adherence to evidence-based guidelines for treating tobacco use. Cross-sectional survey data were collected from 500 primary care providers in 60 community clinics located in New York City. Relationships between provider adherence to "5A" clinical guidelines, as recommended by the U.S. Public Health Service, and both provider and organizational covariates were described. We used hierarchical linear modeling to examine the associations between clinic culture and provider treatment patterns. Providers in clinics with stronger "group/clan," "hierarchical," and "rational" culture types, as compared with a "developmental" culture, reported greater adherence to 5A guidelines (p organizational culture can influence provider adherence to cessation treatment guidelines, even when controlling for other factors known to affect practice patterns. Specifically, cultures that emphasize human resources and performance standards are conducive to integrating 5A guidelines into routine practice. Understanding the role of organizational culture enables healthcare managers and practitioners to be strategic when implementing, and also sustaining, use of evidence-based guidelines.

  20. Online Academic Networks as Knowledge Brokers: The Mediating Role of Organizational Support

    Directory of Open Access Journals (Sweden)

    Elena-Mădălina Vătămănescu

    2018-04-01

    Full Text Available Placing online academic networks in the framework of social, cultural and institutional “deterritorialization,” the current paper aims at investigating the functionality of these new forms of transnational and trans-organizational aggregations as knowledge brokers. The emphasis is laid on the influence of human collective intelligence and consistent knowledge flows on research innovation, considering the role of organizational support within higher education systems. In this respect, the research relied on a questionnaire-based survey with 140 academics from European emerging countries, the data collected being processed via a partial least squares structural equation modelling technique. Evidence was brought that, as knowledge brokers, online academic networks are systems aimed to support the access to human collective intelligence and consistent knowledge flows which exert a positive influence on research innovation, both directly and indirectly, by means of formal and informal organizational support. As facilitators of collaborative environments for individuals with specialized knowledge, competence, expertise and experience, online academic networks have set themselves up as an agora for academics worldwide and as an outlet for their acumen and literacy.

  1. Recognizing and Managing Multiple Organizational Approaches.

    Science.gov (United States)

    Giesecke, Joan

    1994-01-01

    Discusses a framework for identifying organizational processes or models within the context of the organization's decision-making processes. Five organizational models appropriate to academic libraries are presented: rational, political bargaining, garbage can, bureaucratic, and participatory. Guidelines for managers include how to distinguish…

  2. Antecedents of Organizational Citizenship Behavior Analysis and its Impact Toward Organizational Effectiveness on A Fruit Ice Cream Manufacture

    Directory of Open Access Journals (Sweden)

    Annetta Gunawan

    2012-03-01

    Full Text Available To achieve organizational effectiveness, every company needs not only qualified human resources, but also employees who perform organizational citizenship behavior (OCB, which is influenced by individual internal factor i.e. big five personality and its external factor i.e. job satisfaction and organizational commitment. PT Harapan Surya Lestari also needs employees with high OCB level to maintain the sustainability of the company. The purpose of this research is to analyse the effects of big five personality, job satisfaction, and organizational commitment of the employees to organizational citizenship behavior and its impact toward organizational effectiveness on PT Harapan Surya Lestari (HSL. The method used in the research is Path Analysis. The data is obtained from questionnaire disseminated to all the employees of PT HSL in order to measure the level of big five personality, job satisfaction, and organizational commitment of the employees and organizational effectiveness from the perception of each employee, using likert scale. Results from the data analysis obtained structural equations Y = 0,240 X1 + 0,166 X2 + 0,502 X3 + 0,6671 ε1  where simultaneously big five personality, job satisfaction, and organizational commitment contribute significantly to organizational citizenship behavior of 55,5% and Z = 0,461 X2 + 0,374 Y + 0,6921 ε2  where simultaneously job satisfaction and organizational commitment contribute significantly to organizational effectiveness of 52,1%.

  3. Experience Transfer in Norwegian Oil and Gas Industry: Approaches and Organizational Mechanisms

    Energy Technology Data Exchange (ETDEWEB)

    Aase, Karina

    1997-07-01

    The core aim of the study is to explore the concept of experience transfer in oil and gas industry, and how an oil company approaches this concept. The thesis consists of five papers which are combined in a general description entitled 'Experience transfer in Norwegian oil and gas industry: approaches and organizational mechanisms'. The first paper describes how organizational members perceive experience transfer, and then specifies the many organizational and structural barriers that have to be overcome to achieve efficient experience transfer. The second paper elaborates and assesses the organizational means an oil company implements to address experience transfer. The third paper describes a process of improving and using requirement and procedure handbooks for experience transfer. The fourth paper explores in more detail how the use of information technology influences experience transfer. And the fifth paper compares organizational members' perceptions of experience transfer means in an oil company and an engineering company involved in offshore development projects. Some of the papers are based upon the same data material. Therefore there are reiterations in parts of the contents, especially in the methodological sections.

  4. Experience Transfer in Norwegian Oil and Gas Industry: Approaches and Organizational Mechanisms

    International Nuclear Information System (INIS)

    Aase, Karina

    1997-01-01

    The core aim of the study is to explore the concept of experience transfer in oil and gas industry, and how an oil company approaches this concept. The thesis consists of five papers which are combined in a general description entitled 'Experience transfer in Norwegian oil and gas industry: approaches and organizational mechanisms'. The first paper describes how organizational members perceive experience transfer, and then specifies the many organizational and structural barriers that have to be overcome to achieve efficient experience transfer. The second paper elaborates and assesses the organizational means an oil company implements to address experience transfer. The third paper describes a process of improving and using requirement and procedure handbooks for experience transfer. The fourth paper explores in more detail how the use of information technology influences experience transfer. And the fifth paper compares organizational members' perceptions of experience transfer means in an oil company and an engineering company involved in offshore development projects. Some of the papers are based upon the same data material. Therefore there are reiterations in parts of the contents, especially in the methodological sections

  5. Institutionalization of Planned Organizational Change,

    Science.gov (United States)

    1978-09-01

    organizational change in the context of labor- management relations. One of their basic arguments is that the company and management have conflicting...planned organizational interventions. From the modest number of empirical studies on planned organizational change in a union- management context...new forms of work organization have emphasized the need to increase our understanding of oraganizational change processes. This paper has elaborated

  6. Workplace spirituality and organizational citizenship behaviour among Nigerian academics: The mediating role of normative organizational commitment

    Directory of Open Access Journals (Sweden)

    Kabiru Ishola Genty

    2017-10-01

    Full Text Available The research reported in this paper examined the mediating role of normative organizational commitment on the relationship that exists between workplace spirituality and organizational citizenship behavior amongst academics at some selected Nigerian Universities. A non-experimental research design was adopted utilizing the quantitative and correlational methods. With the aid of the convenience sampling technique, 350 questionnaires were distributed at an equal proportion to academic staffs at two Nigerian public universities. Three hundred and thirty-one questionnaires were retrieved, of which 328 were found usable for analyses in the study. Three hypotheses were proposed and tested using inferential statistics with the aid of SPSS version 20 and the IBM SPSS AMOS version 22. The outcomes of the study brought to the fore that, there exists a statistical significant and positive relationship between workplace spirituality and normative organizational commitment. Correspondingly, a strong and positive relationship was found between normative organizational commitment and organizational citizenship behavior. Finally, a partial mediating influence of normative organizational commitment was established on the workplace spirituality and organizational citizenship behavior relationship. Conclusively, this study recommended that, universities management should recognize workplace spirituality for the attainment of normative commitment to foster more organizational citizenship behavior among the academics.

  7. Disability management and organizational culture in Australia and Canada.

    Science.gov (United States)

    Buys, Nicholas; Wagner, Shannon; Randall, Christine; Harder, Henry; Geisen, Thomas; Yu, Ignatius; Hassler, Benedikt; Howe, Caroline; Fraess-Phillips, Alex

    2017-01-01

    Organizational culture has received increasing attention in terms of its influence on workplace health and productivity, yet there has been little research on its relationship with employer-based disability programs. This study explored the relationship between disability management and organizational culture in Australian and Canadian organizations. Thematic analysis was conducted on data from semi-structured interviews with 16 employees, including injured workers, human resource managers and disability managers in two Australian and two Canadian large organizations. Seven themes were identified: 1. Consistency between espoused beliefs and artifacts in organization; 2. Genuineness of interest in well-being of injured worker; 3. Level of ongoing support of worker following injury; 4. Communication with injured workers; 5. Level of support from supervisors and co-workers; 6. Promptness in claims processing and covering medical costs and; 7. Focus on wellness and injury prevention. It was found that organizational culture may impact the delivery and perceived value of employer-based disability management programs. Given the potential relationship between organizational culture and disability management, employers should facilitate a positive workplace culture by ensuring consistency among underlying values, espoused values and actual treatment of employees, including injured workers.

  8. Managing organizational change in an international scientific network: A study of ICES reform processes

    NARCIS (Netherlands)

    Stange, K.; Olssen, P.; Österblom, H.

    2012-01-01

    Organizations involved in the governance of natural resources are challenged to adjust to the call for more holistic management approaches. This often necessitates organizational change. Here change processes in the International Council for the Exploration of the Sea (ICES) during the years

  9. 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.

  10. The Influence of Organizational Image on Academic Success for International Students

    Science.gov (United States)

    Küçüksüleymanoglu, Rüyam

    2017-01-01

    Image as a concept that develops through personal, environmental, cultural, and organizational factors throughout history. Organizational image is the overall evaluation of people's views regarding an organization or system. The purpose of present study was to determine the relationship between international university students' academic…

  11. The Influence of Organizational Commitment and Motivation in the Relationship between Budget Participation and Managerial Performance (Empirical Study on Provincial Government Agencies ( SKPA of Aceh Province, Indonesia

    Directory of Open Access Journals (Sweden)

    Muslim A. Djalil

    2017-07-01

    Full Text Available The objective of research is to empirically examine the influence of organizational commitment and motivation in the relationship between budget participation and managerialperformance of Provincial Government Agencies (SKPA of Aceh Province.Total samples used in this study were 92 respondents who were in the position of Echelon III and IV in SKPA of Aceh Province. The data source of this study was primary data obtained through the distribution of a questionnaire to the selected respondents. The collected data were analyzed by using Path Analysis Method.The result of the study indicated that the organizational commitment, motivation, and budget participation have a significant influence on the managerial performance both simultaneously and partially. However, the organizational commitment and motivation did not mediate the relationshipbetween budget participation and managerial performance.Keywords: Managerial Performance, Budget Participation, Organizational Commitment, Motivation

  12. Faktor-faktor Budaya Organisasi, Suatu Studi Pada Prodi Administrasi Bisnis (ADBIS - Telkom University Bandung [Factors Influencing Organizational Culture: A Study of the Business Administration Program (ADBIS at Telkom University Bandung

    Directory of Open Access Journals (Sweden)

    Astadi Pangarso

    2015-09-01

    Full Text Available Organizations exist because of the human need for relationships, interaction, communication, and socializing one to another to meet a common goal. Organizational culture becomes an important part that influences the effectiveness of the organization (the term for the fulfillment of the purpose of the organization. This study aims to determine the organizational culture conditions at Prodi Adbis Tel-U by using indicators from the Denison organizational culture model that show involvement, consistency, adaptability and mission. In addition to a theoretical study of the importance of organizational culture, the background for this study is a new formation at Tel-U in which there are Adbis Prodi, in recognition of the organization's culture conditions. Adbis through this research can contribute to gradually building a strong organizational culture where Adbis is aligned with the culture of Tel-U. The research method is a quantitative method with data collection using questionnaires sampling populations of faculty and staff at Prodi Adbis Tel-U with as many as 41 people processed using descriptive statistics. The results showed the overall average of the culture of the organization in the department of the Tel-U Adbis FKB including very low category with the highest score on the mission and the lowest subvariable on involvement.

  13. WORKPLACE SOCIAL SUPPORT AND WORK–FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK–FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT

    Science.gov (United States)

    KOSSEK, ELLEN ERNST; PICHLER, SHAUN; BODNER, TODD; HAMMER, LESLIE B.

    2011-01-01

    This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work–family-specific supervisor and organizational support and work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work–family support. Results show work–family-specific constructs of supervisor support and organization support are more strongly related to work–family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work–family-specific supervisor indirectly relate to work–family conflict via organizational work–family support. These results demonstrate that work–family-specific support plays a central role in individuals’ work–family conflict experiences. PMID:21691415

  14. WORKPLACE SOCIAL SUPPORT AND WORK-FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK-FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT.

    Science.gov (United States)

    Kossek, Ellen Ernst; Pichler, Shaun; Bodner, Todd; Hammer, Leslie B

    2011-01-01

    This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work-family-specific supervisor and organizational support and work-family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work-family conflict: perceived organizational support (POS); supervisor support; perceived organizational work-family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work-family support. Results show work-family-specific constructs of supervisor support and organization support are more strongly related to work-family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work-family-specific supervisor indirectly relate to work-family conflict via organizational work-family support. These results demonstrate that work-family-specific support plays a central role in individuals' work-family conflict experiences.

  15. The Effects of Workplace Learning on Organizational Socialization in the Youth Workforce

    Science.gov (United States)

    Oh, Seok-young

    2016-01-01

    The purpose of this study was to identify how high school graduate newcomers adjust to working in organizations. This study examines how their formal learning, intended informal learning, and unintended informal learning experiences jointly influence their adjustment processes [e.g., role clarity and personal-organizational (P-O) fit]. It also…

  16. Organizational Learning: Some Basic Questions and Answers

    Directory of Open Access Journals (Sweden)

    Miran Mihelčič

    2014-05-01

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

  17. Underlying Dimensions and Organizational Values in Organizational Learning: Strategy for Capacity Building in Developing Countries

    Directory of Open Access Journals (Sweden)

    María Isabel Rivera Vargas

    2013-09-01

    Full Text Available The idea that organizational learning is closely linked to innovation became firmly established by the end of the nineties (Argyris and Schön, 1978; Watkins and Marsick, 1993; Nonaka and Takeuchi, 1995, however, very little research in these topics is done in developing countries. Therefore, the objective of this article is to expose the underlying dimensions as well as the organizational values that should characterize an organizational learning process, as a strategy for technological capacities construction in small and medium size firms. Consequently, through analytical-synthetic methodology including a case study analysis, this article evidence those determinants characteristics of an organizational learning approach to promote the planning of technological learning processes for catching up in order for developing countries to get into the path of innovation.

  18. DESCRIPTION OF THE ORGANIZATIONAL AND TECHNOLOGICAL PROCESSES ON THE GROUND OF THE BASIC MODEL OF THE CYCLE OF REORGANIZATION

    Directory of Open Access Journals (Sweden)

    Gazaryan Robert Kamoevich

    2012-12-01

    Full Text Available The objective of this scientific research is application of the basic model of interaction between phases of a cycle of reorganization of organizational and technological processes underway at industrial enterprises. The authors describe interactions between all six phases of the process of reorganization within the framework of the basic model of a cycle that contemplates organizational and technological processes. Engineering studies are necessary to check for the feasibility of reorganization of industrial enterprises and application of results extracted from the design documentation with a view to reorganization of production activities and construction operations. Upon completion of the decision-making process concerning the need for reorganization in accordance with the basic model of interaction between phases, there occurs restructuring that incorporates processes of design and construction. The authors have demonstrated that reorganization of the basic model cycle should be used in the design of organizational and technological processes with a view to the integrated consideration of reorganization of enterprises in order to comprehend and improve the efficiency of reorganization at each stage, as well as the control over the reorganization of a construction facility.

  19. Towards automated processing of the right of access in inter-organizational Web Service compositions

    DEFF Research Database (Denmark)

    Herkenhöner, Ralph; De Meer, Hermann; Jensen, Meiko

    2010-01-01

    with trade secret protection. In this paper, we present an automated architecture to enable exercising the right of access in the domain of inter-organizational business processes based on Web Services technology. Deriving its requirements from the legal, economical, and technical obligations, we show...

  20. Activity-based costing of canned and processed foods businesses in Thailand: effects on organizational development, business competitiveness and corporate success

    OpenAIRE

    Ussahawanitchakit,Phaprukbaramee

    2017-01-01

    This study aims at investigating the relationships among activity-based costing, organizational development, business competitiveness, and corporate success of canned and processed foods businesses in Thailand. In this study, 142 canned and processed foods businesses in Thailand are the samples of the study. Structural equation model (SEM) was employed to test the research relationships. The research results indicate that activity-based costing positively leads to organizational development a...

  1. A study on effects of organizational learning on organizational innovation: A case study of insurance industry

    Directory of Open Access Journals (Sweden)

    Maryam Marvasti

    2014-03-01

    Full Text Available This paper presents an empirical investigation to study the relationship between organization learning and organization innovation in one of Iranian insurance firm. The proposed study selects a sample of 300 employees who work for different positions for the case study of this paper and using Pearson correlation as well as Freedman tests determines the relationship and ranks different components of the survey. The results of this implementation have indicated that organization innovation influences on organizational learning, data distribution, interpretation and memory significantly but the effect of organizational innovation on data collection cannot be confirmed when the level of significance is five or even ten percent. The implementation of Freedman test has also indicated that Information interpretation is number priority followed by information learning, organizational distribution and organizational memory.

  2. Model Keterkaitan Market Orientation, Leadership, Organizational Innovation dan Organizational Performance pada Industri Kerajinan di Sumatera Barat

    OpenAIRE

    PRIMA LITA, RATNI; MEUTHIA, MEUTHIA; FAISAL, RANNY FITRIANA

    2018-01-01

    The purpose of this study is to analyze the influence of market orientation, leadership, organizational innovation and organizational performance in handycraft industry in Bukittinggi City, Pariaman City, Padang Pariaman Regency, and Pesisir Selatan Regency. This research uses quantitative methods, while the sampling technique using Purposive sampling with sample size of 86 craft companies. The criteria assigned to the respondent is the handycraft business that produce and market their own pr...

  3. Organizational Change and the Role and Use of Management Controls

    DEFF Research Database (Denmark)

    Rikhardsson, Pall; Rohde, Carsten; Christensen, Leif

    countries. The paper identifies and explains the roles of different management controls in the organizational change processes initiated after an economic crisis. It shows how management control elements were used to change interpretive schemes and control archetypes to reflect a new operating environment....... The findings show that use of management controls in organizational change is critical. The type and severity of crisis influences what elements of the management control package are used, how they are coupled together and characteristics of the resulting control archetypes. In one context the organizations...... moved from result based management controls archetype to an action based management controls archetype. Other management controls like budgeting remained unchanged to provide stability when going through turbulent change....

  4. Organizational theory for dissemination and implementation research.

    Science.gov (United States)

    Birken, Sarah A; Bunger, Alicia C; Powell, Byron J; Turner, Kea; Clary, Alecia S; Klaman, Stacey L; Yu, Yan; Whitaker, Daniel J; Self, Shannon R; Rostad, Whitney L; Chatham, Jenelle R Shanley; Kirk, M Alexis; Shea, Christopher M; Haines, Emily; Weiner, Bryan J

    2017-05-12

    Even under optimal internal organizational conditions, implementation can be undermined by changes in organizations' external environments, such as fluctuations in funding, adjustments in contracting practices, new technology, new legislation, changes in clinical practice guidelines and recommendations, or other environmental shifts. Internal organizational conditions are increasingly reflected in implementation frameworks, but nuanced explanations of how organizations' external environments influence implementation success are lacking in implementation research. Organizational theories offer implementation researchers a host of existing, highly relevant, and heretofore largely untapped explanations of the complex interaction between organizations and their environment. In this paper, we demonstrate the utility of organizational theories for implementation research. We applied four well-known organizational theories (institutional theory, transaction cost economics, contingency theories, and resource dependency theory) to published descriptions of efforts to implement SafeCare, an evidence-based practice for preventing child abuse and neglect. Transaction cost economics theory explained how frequent, uncertain processes for contracting for SafeCare may have generated inefficiencies and thus compromised implementation among private child welfare organizations. Institutional theory explained how child welfare systems may have been motivated to implement SafeCare because doing so aligned with expectations of key stakeholders within child welfare systems' professional communities. Contingency theories explained how efforts such as interagency collaborative teams promoted SafeCare implementation by facilitating adaptation to child welfare agencies' internal and external contexts. Resource dependency theory (RDT) explained how interagency relationships, supported by contracts, memoranda of understanding, and negotiations, facilitated SafeCare implementation by balancing

  5. Organizational factors

    International Nuclear Information System (INIS)

    Holy, J.

    1999-12-01

    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.)

  6. Organizational ergonomics of occupational health methods and processes in a Brazilian oil refinery.

    Science.gov (United States)

    Bau, Lucy M S; Farias, Jean P; Buso, Sandro A; Passero, Carolina R Marcon

    2012-01-01

    Organizational ergonomics refers to the optimization of social technical systems, including their organizational structures, policies and processes. The relevant topics include communications, management of resources, work projects, temporal organization of work, team work, participative project, new work paradigms, cooperative work, organizational culture, network organizations and quality management (IEA, 2000). The purpose of this study was the reorganization of the methods and processes of the occupational health sector (SMS/SO - Portuguese acronym of the area) of a petrochemical company. The work involved thirty professionals: a coordinator, two occupational physicians, one cardiologist, one occupational dentist, two occupational nurses, eleven occupational health technicians, one social worker, one nutritionist, one phonoaudiologist, one ophthalmologist, one biochemist, two ergonomists, three administrative assistants, one administrator and one psychologist, during a six-month period. The methodology that was used sought to establish a cooperative alliance focused on change, transformation and acquisition of skills, reflecting directly on the attitudes and performance of the leaderships and their work teams. In addition to the feedback practice, the following supporting tools were used for the study's success: "Functional Polyvalence Matrix", "Management of Failures", 5W2H", "6M", "5 Why" and "process mapping". The intended results after the organization ergonomics restructuring process will allow the leader to help his or her team to make a diagnosis of the problems, identify options, develop strategies, establish targets and action plans, remove barriers, review contexts and implement the business management fundaments: planning, organization, management, coordination and control. The transformation possibilities allow us to consider some hypothesis: Before: Focus only on results. After: Engage collaborators to create sustainable results. Before: Operating

  7. Organizational reputation risk management as a component of the dynamic capabilities management process1

    Directory of Open Access Journals (Sweden)

    Krzakiewicz Kazimierz

    2015-05-01

    Full Text Available Intangible assets, such as reputation, brand value, strategic position, alliances, knowledge, human capital, play an increasingly important role in shaping the market value of an organization. At the same time, in the literature it is emphasized that the attribute of intangibility translates into an increased risk of destruction or impairment of assets. Thus, the research problem associated with the analysis of organizational reputation risk management as a component of the dynamic capabilities management process should be considered important from the point of view of management science. The study attempts to outline the concept of dynamic capabilities, define the concept of risk and subsequently discuss the relationship between dynamic capabilities and organizational reputation risk management.

  8. An investigation on the role of organizational climate on electronic learning

    Directory of Open Access Journals (Sweden)

    Hosseinali Aziziha

    2014-03-01

    Full Text Available This paper presents an empirical investigation on the effect of organizational climate on development of electronic learning in one of Iranian banks named Bank Maskan. In our survey, organizational characteristics include organizational structure, organizational communication, reward and promotion, organizational commitment, risk taking, organizational conflict and team-work. The proposed study uses two questionnaires, one for organizational climate and the other one for electronic learning, in Likert scale. Cronbach alpha for these two questionnaires are calculated as 0.79 and 0.86, respectively. Using Pearson correlation ratio as well as stepwise regression analysis, the study determines that organizational structure, organizational communication, reward and promotion, organizational commitment, risk taking and team-work influence on electronic learning, positively.

  9. ORGANIZATIONAL SUPPORT OF INTELLECTUAL PROPERTY MANAGEMENT AT THE ENTERPRISE

    Directory of Open Access Journals (Sweden)

    I. Kornilova

    2015-08-01

    Full Text Available The article deals with theoretical issues of organizational support of intellectual property management at the enterprise. It is defined the nature, goals, objectives organization of intellectual property. It is selected the features, factors of influence on the choice of organizational structure and organizational form of intellectual property management on an enterprise. It is proposed systematization forms of organizational maintenance of intellectual property management at different classification criteria. Attention is paid to consider outsourcing forms of operations with intellectual property.

  10. The influence of culture on human resource management processes and practices: The propositions for Serbia

    Directory of Open Access Journals (Sweden)

    Bogićević-Milikić Biljana

    2009-01-01

    Full Text Available This paper attempts to address the influence of national culture on HRM practices and processes in order to draw conclusions for Serbian HR practitioners, multinational corporations operating in Serbia, and any other country or organizational context that has similar cultural characteristics. To achieve this we first review the relevant literature to identify the interdependencies between Hofstede's cultural dimensions and HRM practices and processes. On the basis of recognized relationships we put forward 11 propositions about likely appropriate HRM practices (such as job analysis, recruitment and selection, human resource planning and career management for the Serbian cultural context, characterized by high Uncertainty Avoidance, high Power Distance, Collectivism and Femininity.

  11. Evaluating the implementation process of a participatory organizational level occupational health intervention in schools.

    Science.gov (United States)

    Schelvis, Roosmarijn M C; Wiezer, Noortje M; Blatter, Birgitte M; van Genabeek, Joost A G M; Oude Hengel, Karen M; Bohlmeijer, Ernst T; van der Beek, Allard J

    2016-12-01

    The importance of process evaluations in examining how and why interventions are (un) successful is increasingly recognized. Process evaluations mainly studied the implementation process and the quality of the implementation (fidelity). However, in adopting this approach for participatory organizational level occupational health interventions, important aspects such as context and participants perceptions are missing. Our objective was to systematically describe the implementation process of a participatory organizational level occupational health intervention aimed at reducing work stress and increasing vitality in two schools by applying a framework that covers aspects of the intervention and its implementation as well as the context and participants perceptions. A program theory was developed, describing the requirements for successful implementation. Each requirement was operationalized by making use of the framework, covering: initiation, communication, participation, fidelity, reach, communication, satisfaction, management support, targeting, delivery, exposure, culture, conditions, readiness for change and perceptions. The requirements were assessed by quantitative and qualitative data, collected at 12 and 24 months after baseline in both schools (questionnaire and interviews) or continuously (logbooks). The intervention consisted of a needs assessment phase and a phase of implementing intervention activities. The needs assessment phase was implemented successfully in school A, but not in school B where participation and readiness for change were insufficient. In the second phase, several intervention activities were implemented at school A, whereas this was only partly the case in school B (delivery). In both schools, however, participants felt not involved in the choice of intervention activities (targeting, participation, support), resulting in a negative perception of and only partial exposure to the intervention activities. Conditions, culture and

  12. Evaluating the implementation process of a participatory organizational level occupational health intervention in schools

    Directory of Open Access Journals (Sweden)

    Roosmarijn M. C. Schelvis

    2016-12-01

    Full Text Available Abstract Background The importance of process evaluations in examining how and why interventions are (un successful is increasingly recognized. Process evaluations mainly studied the implementation process and the quality of the implementation (fidelity. However, in adopting this approach for participatory organizational level occupational health interventions, important aspects such as context and participants perceptions are missing. Our objective was to systematically describe the implementation process of a participatory organizational level occupational health intervention aimed at reducing work stress and increasing vitality in two schools by applying a framework that covers aspects of the intervention and its implementation as well as the context and participants perceptions. Methods A program theory was developed, describing the requirements for successful implementation. Each requirement was operationalized by making use of the framework, covering: initiation, communication, participation, fidelity, reach, communication, satisfaction, management support, targeting, delivery, exposure, culture, conditions, readiness for change and perceptions. The requirements were assessed by quantitative and qualitative data, collected at 12 and 24 months after baseline in both schools (questionnaire and interviews or continuously (logbooks. Results The intervention consisted of a needs assessment phase and a phase of implementing intervention activities. The needs assessment phase was implemented successfully in school A, but not in school B where participation and readiness for change were insufficient. In the second phase, several intervention activities were implemented at school A, whereas this was only partly the case in school B (delivery. In both schools, however, participants felt not involved in the choice of intervention activities (targeting, participation, support, resulting in a negative perception of and only partial exposure to the

  13. Multidimensional Organizational Communication as a Vehicle for Successful Schools?

    Science.gov (United States)

    Arlestig, Helene

    2007-01-01

    This article explores how principals and teachers view their organizational communication processes, in successful and less successful schools. By dividing the organizational communication process into three dimensions--information, affirmation, and interpretation--different actions and expressions are visualized. To meet organizational needs, all…

  14. The Influence of Human Resource Practices on Internal Customer Satisfaction and Organizational Effectiveness

    Directory of Open Access Journals (Sweden)

    Irfan Ullah

    2013-08-01

    Full Text Available It is generally believed that the impact of Human Resource Practices on internal customer satisfaction can create comparative advantage for the organizational performance. The main objective of this study was to find out the impact of Human Resource Practices on internal customer satisfaction and organizational effectiveness. The impact of human resource practices on the overall performance of organizations has been a leading subject of research and the results have been encouraging, indicative of positive relationship between Human Resource practices and organizational effectiveness. Data was collected through personally administered questionnaire-based survey from 290 banking personnel of Pakistan. Structural equation modeling was used to examine the anticipated model. The results showed that some Human Resource Practices appear to be linked to internal customer satisfaction and organizational effectiveness. The implications for practitioners were to modify and emphasize certain human resource practices, and to emphasize the role of internal customers for organizational effectiveness enhancement. These findings revealed the importance of internal customers in enhancing employee morale, organizational commitment, employee productivity, turnover rate and the organization’s ability to attract talent.

  15. Changing organizational structure and organizational memory in primary care practices: a qualitative interview study.

    Science.gov (United States)

    Alyahya, Mohammad

    2012-02-01

    Organizational structure is built through dynamic processes which blend historical force and management decisions, as a part of a broader process of constructing organizational memory (OM). OM is considered to be one of the main competences leading to the organization's success. This study focuses on the impact of the Quality and Outcome Framework (QOF), which is a Pay-for-Performance scheme, on general practitioner (GP) practices in the UK. The study is based on semistructured interviews with four GP practices in the north of England involving 39 informants. The findings show that the way practices assigned different functions into specialized units, divisions or departments shows the degree of specialization in their organizational structures. More specialized unit arrangements, such as an IT division, particular chronic disease clinics or competence-based job distributions enhanced procedural memory development through enabling regular use of knowledge in specific context, which led to competence building. In turn, such competence at particular functions or jobs made it possible for the practices to achieve their goals more efficiently. This study concludes that organizational structure contributed strongly to the enhancement of OM, which in turn led to better organizational competence.

  16. Organizational capabilities and new market entry processes

    DEFF Research Database (Denmark)

    Nogueira, Leticia Antunes; Andersen, Poul Houman; Drejer, Ina

    This is a conceptual paper that addresses the question of organizational capabilities in the context of firms entering markets that are new to them. The purpose of this work is to outline the theoretical debate on the topic, and propose avenues for empirical investigation....

  17. Pengaruh Komitmen Organisasi, Kepuasan Kerja dan Budaya Organisasi terhadap Organizational Citizenship Behavior (OCB) (Studi pada PT. Plasa Simpanglima Semarang)

    OpenAIRE

    Suparjo, Dyah Puspita Rini Rusdarti

    2013-01-01

    This study aimed to determine the effect of organizational commitment on job satisfaction, knowing the influence of organizational culture on job satisfaction, organizational commitment to investigate the effect of Organizational Citizenship Behavior (OCB), determine the influence of organizational culture on Organizational Citizenship Behavior (OCB), and determine the effect of job satisfaction on Organizational CitizenshipBehavior (OCB).The samples consisted 132 respondents. The data was co...

  18. Organizational learning and organizational design

    OpenAIRE

    Curado, Carla

    2006-01-01

    Literature review Approach This paper explores a new idea presenting the possible relationship between organizational learning and organizational design. The establishment of this relation is based upon extensive literature review. Findings Organizational learning theory has been used to understand several organizational phenomena, like resources and competencies, tacit knowledge or the role of memory in the organization; however, it is difficult to identify fits and consequent misf...

  19. INFLUENCE OF ORGANIZATIONAL AND TECHNOLOGICAL SOLUTIONS TO TECHNICAL AND ECONOMICAL INDICATORS IN PROJECT OF HEAT INSULATION FACADES

    Directory of Open Access Journals (Sweden)

    BABIJ I. N. Cand. Sc. (Tech., Associate Professor,

    2016-09-01

    Full Text Available Summary. Raising of problem. The article dedicated to the solution important problems of choosing rational technical and economic indicators of the duration and cost the process heat insulation facades of buildings by means of experimental and statistical modeling organizational and technological solutions. For this we used the results of numerical experiment, theory a shorthand experiment planning and contemporary computer programs. Purpose. We used experimentally-statistical modeling to establish the impact of organizational and technological solutions for heat insulation of facades by hinged ventilated systems on technical and economic parameters of the project, such as duration and cost. Conclusion. We investigated depending duration assembly jobs and manufacturing cost on the value and combination of variable factors experimental and statistical modeling of construction processes and results patterns of change in studied parameters.

  20. Experience Transfer in Norwegian Oil and Gas Industry: Approaches and Organizational Mechanisms

    Energy Technology Data Exchange (ETDEWEB)

    Aase, Karina

    1997-07-01

    The core aim of the study is to explore the concept of experience transfer in oil and gas industry, and how an oil company approaches this concept. The thesis consists of five papers which are combined in a general description entitled 'Experience transfer in Norwegian oil and gas industry: approaches and organizational mechanisms'. The first paper describes how organizational members perceive experience transfer, and then specifies the many organizational and structural barriers that have to be overcome to achieve efficient experience transfer. The second paper elaborates and assesses the organizational means an oil company implements to address experience transfer. The third paper describes a process of improving and using requirement and procedure handbooks for experience transfer. The fourth paper explores in more detail how the use of information technology influences experience transfer. And the fifth paper compares organizational members' perceptions of experience transfer means in an oil company and an engineering company involved in offshore development projects. Some of the papers are based upon the same data material. Therefore there are reiterations in parts of the contents, especially in the methodological sections.

  1. A Study on Predictor Variables of Organizational Climate in Educational Institutes

    Directory of Open Access Journals (Sweden)

    Gudivada Venkat Rao

    2014-12-01

    Full Text Available The Organization Climate is a fancied term which is relevant at any point of time and is transient. The contextual reference of Organizational Climate is made for its ability to attract, retain and nurture talent. But, even though higher education in India is important; it failed to attract the best talent. The Organizational Climate and its contents were subjected to further scrutiny in this paper in Institutes of Higher Education in Visakhapatnam. The study examines the profile factors and their influence on the components of Organizational Climate. Further, the intra and inter relationships were also tested. The results show direction to the practioners for improving the significant influencing factors. The sample of 150 faculty members was drawn from five Institutes of Higher Education in Visakhapatnam. The human resources practices relating to Working Conditions, Job Design, Performance Management, Compensation, Relations, Communications, Training and Development, Objectivity and Rationality, Grievance Handling and Welfare were considered for estimating the organizational climate. The multi-regression and mean analysis find organizational climate as moderate. The gender diversity and female influence were there in the Educational Institutes. However, Compensation has a very low mean. The Performance Management, Objectivity & Rationality and Relations were found to be the major influencers.

  2. A Study of Organizational Behavior of Colleges of Education of Maharashtra State

    Science.gov (United States)

    Thakur, Geeta R.

    2014-01-01

    The purpose of this study was to study Organizational Behavior of Colleges of Education of Maharashtra state in India. Organizational behavior was studied at three process level i.e. individual process level, team process level and organizational process level. The differences were found out if any, in the Organizational Behavior, in between the…

  3. A Comparison of Organizational Structure and Pedagogical Approach: Online versus Face-to-face

    Directory of Open Access Journals (Sweden)

    Donovan A. McFarlane

    2011-01-01

    Full Text Available This paper examines online versus face-to-face organizational structure and pedagogy in terms of education and the teaching and learning process. The author distinguishes several important terms related to distance/online/e-learning, virtual learning and brick-and-mortar learning interactions and concepts such as asynchronous and synchronous interactions, etc, before deliberating on perceived differences in organizational structure and pedagogical approaches of virtual and brick-and-mortar schools by examining organizational structure, knowledge and pedagogical theories, ideas, and constructs. The roles of mission, vision, and other considerations that contribute to differences between virtual and brick-and-mortar schools are examined. The appropriateness of structure and pedagogy as related to variables such as class size, span of control, and several other factors is discussed. The benefits and drawbacks of both virtual and brick-and-mortar schools are assessed in terms of perceived effectiveness and relation to perceived organizational structural and pedagogical differences before the author presents an informed response to the major thesis of this paper based on pertinent literature and the foregone discussion. After recognizing prevailing practices with regard to organizational structure and pedagogy, and given the pertinent role of technology and several influencing factors such as leadership, and curriculum, among other factors in virtual and brick-and-mortar schools, several recommendations are presented for improving the teaching-learning process.

  4. 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…

  5. CONSTRUCTING ORGANIZATIONAL DISCOURSE. A SYMBOLIC ACTION IN IMPROVING WORK

    Directory of Open Access Journals (Sweden)

    Alexandra GALBIN

    2015-04-01

    Full Text Available Social constructionism, a postmodern approach with epistemological assumptions, brings new resources for organizational interventions. A key element in organizational development, the discourse plays an important role in fashioning the future of this. This article presents the organizational discourse as a symbolic action in which discourse influence behavior of members and reinforces mindsets. Discourse shapes the relations between individuals, and creates mental frames. Create change by changing the discourse generates fresh new possibilities and innovative forms to look at a situation. Constructing a positive organizational discourse offers a great potential for social change and address challenges and advances thinking in the organizational field.

  6. The socio-materiality of designing organizational change

    DEFF Research Database (Denmark)

    Stang Våland, Marianne; Georg, Susse

    2014-01-01

    Purpose – The purpose of this paper is to examine the managerial implications of adopting a design attitude to organizational change. Design/methodology/approach – Based on an ethnographic study of a merger, the paper investigates the intricate interplay between architectural design...... and organizational change in the context of physically relocating an organization to a new office building. Emphasis is given to the socio-materiality of this double design process. Findings – The data suggests that taking a design attitude toward managing organizational change can allow different actors...... to participate in organizational design processes, releasing management from its traditional role as the keeper of the design solution. Research limitations/implications – Although based on a single case, the paper provides insights into the socio-materiality of organizational change that is relevant in other...

  7. Structural and Process Factors That Influence Clinical Nurse Specialist Role Implementation.

    Science.gov (United States)

    Kilpatrick, Kelley; Tchouaket, Eric; Carter, Nancy; Bryant-Lukosius, Denise; DiCenso, Alba

    2016-01-01

    The aim of this study was to examine the influence of structure and process on clinical nurse specialist (CNS) role implementation. We conducted a secondary analysis of cross-sectional survey data. The study was performed in Canada. The authors included 445 of 471 questionnaires (94.5%) of graduate-prepared CNSs. Based on Donabedian's framework, we conducted a secondary analysis of CNS responses using hierarchical regression. The internal consistency of the 6 CNS role dimensions and team dynamics subscales was excellent. The use of a framework to guide CNS role implementation influences all the role dimensions. Employer understanding of the CNS role, working in an urban catchment area, specialty certification, and more years in a CNS role had a direct positive influence on team dynamics. Full-time employment exerted a direct negative influence on this dimension. Furthermore, team dynamics (as a mediator variable), seeing patients in practice, and having an office in the clinical unit exerted a direct positive influence on the clinical dimension. Having an annual performance appraisal and a job description exerted a direct negative influence on the clinical dimension. Employer understanding, working in an urban area, full-time employment, and specialty certification had an indirect effect on the clinical dimension. Accountability to a nonnurse manager exerted a direct negative influence on the education dimension. The research and scholarly/professional development dimensions were influenced by more years in a CNS role. Accountability to a nurse manager exerted a direct positive influence on the organizational leadership dimension; unionization and seeing patients in practice had a direct negative influence on this dimension. Seeing patients in practice and full-time employment exerted a direct positive influence on the consultation dimension. The identification of structures and processes that influence CNS role implementation may inform strategies used by

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

    Directory of Open Access Journals (Sweden)

    Vanessa de Fátima Nery

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

  9. Organizational change. Success factors and risks; Foeraendringsarbete. Framgaangsfaktorer och risker

    Energy Technology Data Exchange (ETDEWEB)

    Lundqvist, K. [Castor Analys AB, Stockholm (Sweden)

    2002-01-01

    The electricity sector is undergoing a restructuring due to deregulation. This might present a challenge to safety. Safety issues cannot be separated from organizational issues. They must be an integral part of the change process from the very beginning. This overview is based on a study of recent literature about organizational development and change management in general. The 'multi standard' organizations of today are no consistent creations, but conglomerates of loosely coupled units. This form of organization has developed during the latest 30-40 years and is also called a 'network organization'. Relatively autonomous groups of actors are identifying themselves with the same type of groups in other organizations and they meet on external scenes of development. They are for instance human resource experts, managers on different levels, safety delegates, quality experts, engineers and economists. The expansion of the network enterprise also means a closer interaction with suppliers and customers. Impulses of change are reaching the organization from many angles and this creates plenty of imbalances and tensions. The traditional view that changes are initiated and steered top - down is challenged. The organizations of today are difficult to change in a planned way due to the influence of those powerful forces. The organizational behavior is not so 'rational' as could be expected. A strong, but often neglected force, is the social or symbolic environment of an organization. The organizational identity is formed in relation to other significant organizations and actors. The search for identity is a powerful driving force. Norms and conventions are influencing how a company shall be organized at a certain period of time. Several organizational models and concepts, often of American origin, have been replacing each other's during recent years. Marketing, fashion and actions of significant others are also influencing the behavior of

  10. Institutionalization and Organizational Long-term Success

    Directory of Open Access Journals (Sweden)

    Denise L. Fleck

    2007-05-01

    Full Text Available Institutionalization processes have an ambivalent effect on organizational long-term success. Even though they foster organizational stability and permanence, they also bring about rigidity and resistance to change. As a result, successful organizations are likely to lose their competitive advantage over time. The paper addresses this issue through the investigation of the institutionalization processes of two long-lived companies: General Electric, a firm that has been a long-term success and its rival, Westinghouse, which was broken up after eleven decades of existence. The longitudinal, multilevel analysis of firms and industry has identified two different modes of organizational institutionalization. The reactive mode gives rise to rigidity and change resistance, much like institutional theory predicts; the proactive mode, on the other hand, neutralizes those negative effects of institutionalization processes. In the reactive mode, structure predominates. In the proactive mode, agency plays a major role in organizational institutionalization, and in managing the organization’s relations with the environment, clearly contributing to environmental institutionalization.

  11. 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.

  12. An integrative model linking feedback environment and organizational citizenship behavior.

    Science.gov (United States)

    Peng, Jei-Chen; Chiu, Su-Fen

    2010-01-01

    Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed.

  13. The Influence of Organizational Systems on Information Exchange in Long-Term Care Facilities: An Institutional Ethnography.

    Science.gov (United States)

    Caspar, Sienna; Ratner, Pamela A; Phinney, Alison; MacKinnon, Karen

    2016-06-01

    Person-centered care is heavily dependent on effective information exchange among health care team members. We explored the organizational systems that influence resident care attendants' (RCAs) access to care information in long-term care (LTC) settings. We conducted an institutional ethnography in three LTC facilities. Investigative methods included naturalistic observations, in-depth interviews, and textual analysis. Practical access to texts containing individualized care-related information (e.g., care plans) was dependent on job classification. Regulated health care professionals accessed these texts daily. RCAs lacked practical access to these texts and primarily received and shared information orally. Microsystems of care, based on information exchange formats, emerged. Organizational systems mandated written exchange of information and did not formally support an oral exchange. Thus, oral information exchanges were largely dependent on the quality of workplace relationships. Formal systems are needed to support structured oral information exchange within and between the microsystems of care found in LTC. © The Author(s) 2016.

  14. Individualism/collectivism and organizational citizenship behavior.

    Science.gov (United States)

    Dávila de León, María Celeste; Finkelstein, Marcia A

    2011-08-01

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

  15. Organizational influences and quality-of-life issues during the professional socialization of certified athletic trainers working in the National Collegiate Athletic Association Division I setting.

    Science.gov (United States)

    Pitney, William A

    2006-01-01

    Health professionals are exposed to critical influences and pressures when socialized into their work environments. Little is known about the organizational socialization of certified athletic trainers (ATs) in the collegiate context. To discuss the organizational influences and quality-of-life issues as each relates to the professional socialization of ATs working in the National Collegiate Athletic Association Division I setting. A qualitative design of in-depth interviews and follow-up electronic interviews was used to examine the organizational socialization of ATs. Participants associated with Division I athletic programs from 4 National Athletic Trainers' Association districts volunteered for the study. A total of 11 men and 5 women participated in the study, consisting of 14 ATs and 2 athletic directors. Interviews were transcribed verbatim and analyzed inductively. A peer review, member checks, and data source triangulation were performed to establish trustworthiness. Two categories emerged that provide insight into the experiences that affected the professional socialization of the ATs: organizational influences and quality-of-life issues. The data indicate that the participants in this study were heavily influenced by the bureaucratic tendencies of the Division I athletic organizations in which they worked. The participants were extremely concerned about the diminished quality of life that may result from being an AT in this context. They were, however, able to maintain a commitment to delivering quality care to the student-athletes despite these influences. High work volume and low administrative support were commonly cited as problems, thus creating concern about diminished quality of life and the fear of burnout. The AT's role appears not only rewarding but also challenging. The reward is working closely with patients and developing an interpersonal bond; the challenge is dealing with a bureaucratic structure and balancing one's professional and

  16. Transforming organizational capabilities in strategizing

    DEFF Research Database (Denmark)

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

    2014-01-01

    Offshored and networked enterprises are becoming an important if not leading organizational form and this development seriously challenges their organizational capabilities. More specifically, over the last years, SMEs have commenced entering these kinds of arrangements. As the organizational...... capabilities of SMEs are limited at the outset, even more emphasis is needed regarding the issues of developing relevant organizational capabilities. This paper aims at investigating how capabilities evolve during an offshoring process of more than 5 years in two Danish SMEs, i.e. not only short- but long......-term evolvements within the companies. We develop our framework of understanding organizational capabilities drawing on dynamic capability, relational capability and strategy as practice concepts, appreciating the performative aspects of developing new routines. Our two cases are taken from one author’s Ph...

  17. Reciprocation of perceived organizational support.

    Science.gov (United States)

    Eisenberger, R; Armeli, S; Rexwinkel, B; Lynch, P D; Rhoades, L

    2001-02-01

    Four hundred thirteen postal employees were surveyed to investigate reciprocation's role in the relationships of perceived organizational support (POS) with employees' affective organizational commitment and job performance. The authors found that (a) POS was positively related to employees' felt obligation to care about the organization's welfare and to help the organization reach its objectives; (b) felt obligation mediated the associations of POS with affective commitment, organizational spontaneity, and in-role performance; and (c) the relationship between POS and felt obligation increased with employees' acceptance of the reciprocity norm as applied to work organizations. Positive mood also mediated the relationships of POS with affective commitment and organizational spontaneity. The pattern of findings is consistent with organizational support theory's assumption that POS strengthens affective commitment and performance by a reciprocation process.

  18. ON THE ROLE AND THE DETERMINANTS OF INTERNAL ORGANIZATIONAL COMMUNICATION

    Directory of Open Access Journals (Sweden)

    Sabina Madalina Somacescu

    2017-12-01

    Full Text Available Internal communication is important for organizations because it creates a conducive organizational climate for performance. However, internal organizational communication did not receive proper attention in organizational management, nor the resources required for effective implementation. We proposed a framework to analyze organizational communication by establishg its determinants and its role. As a consequence, the management of organization will be able to improve the internal communication. In our study, conducted in a large Romanian organization, we analyzed two factors that influence the internal organizational communication: organizational culture and leadership exercised in the organization. Due to its essential role, in transmitting information and ensuring a climate leading to performance, organizational communication must occupy a central place in the organization's top management concerns.

  19. New approach of management in organizational conflict situation

    OpenAIRE

    Sofijanova, Elenica; Kletnikoski, Petar

    2009-01-01

    The organizational confilc is quick mover of the organizational changes, with a diffusionin the organizational structures which asks for new managing styles. A partnership between the involved sides cannot be still seen in our organizations. Constructive progress is missing because organizational maturity is not present which is noticed through the working pleasure, confidence and great financial power. The process of satisfaction is started with a priority to the common, organizational needs...

  20. The Influence of Distributed Leadership on Teachers' Organizational Commitment: A Multilevel Approach

    Science.gov (United States)

    Hulpia, Hester; Devos, Geert; Van Keer, Hilde

    2009-01-01

    In the present study the effects of a cooperative leadership team, distributed leadership, participative decision-making, and context variables on teachers' organizational commitment are investigated. Multilevel analyses on data from 1522 teachers indicated that 9% of the variance in teachers' organizational commitment is attributable to…

  1. Assessing healthcare process maturity: challenges of using a business process maturity model

    NARCIS (Netherlands)

    Tarhan, A.; Turetken, O.; van den Biggelaar, F.J.H.M.

    2015-01-01

    Doi: 10.4108/icst.pervasivehealth.2015.259105 The quality of healthcare services is influenced by the maturity of healthcare processes used to develop it. A maturity model is an instrument to assess and continually improve organizational processes. In the last decade, a number of maturity models

  2. Relationship between perceived organizational politics, organizational trust, human resource management practices and turnover intention among Nigerian nurses

    Directory of Open Access Journals (Sweden)

    Ramatu Abdulkareem Abubakar

    2014-09-01

    Full Text Available Prior research has indicated that employee turnover is detrimental to both individuals and organisations. Because a turnover intention in the workplace is detrimental, several factors have been suggested to better understand the reasons why employees may decide to leave their organisations. Some of the organizational-related factors that have been considered by previous research include perceived organizational justice, job satisfaction, perceived psychological contract breach, and perceived organizational support, among others. Despite these empirical studies, literatures indicate that less attention has been paid to the influence of perceived organisational politics, organizational trust, and perceived human resource practices management (HRM practices on employee turnover. Hence, the present study fills in the gap by examining the relationship between perceived organisational politics, organizational trust, perceived human resource management practices and employee turnover among Registered Nurses in Nigerian public hospitals using multiple regression analysis technique. One hundred and seventy five Registered Nurses participated in the study. Result indicated that perceived organisational politics was significantly and positively related to turnover intentions. The result also showed that both organizational trust and perceived human resource practices were significantly and negatively related to turnover intentions. Theoretical and practical implications of the results are discussed.

  3. The Influence of Perceived Organizational Injustice towards Workplace Personal Web Usage and Work Productivity in Indonesia

    Directory of Open Access Journals (Sweden)

    Nur Fathonah

    2014-11-01

    Full Text Available Workplace personal web usage (WPWU is an employee’s activity in using internet for non-related task during working hours. It is considered a counterproductive behavior when done excessively because it can interrupt employee’s productivity, but it can increase creativity and eliminate boredom when used in a rational amount. The objective of this study was to prove whether perceived organizational injustice had influence on WPWU which affected work productivity. A total of 222 respondents working in various industries were gathered through web-survey. By using multinomial logistic regression analysis, this study found that high level use of internet for unrelated jobs between 2 to 4 hours a day was influenced by respondents’ perception of not getting fair treatment and incentive for being good performer, which then caused them to perform very low completion of tasks. There were two contrasting views regarding this result; organizations considered it as deviant behavior because it reduced employees’ performance whereas employees regarded it as just short breaks to get rid of stress. Hence, this finding suggested that companies should redesign its internet policies to accommodate “Work-Life Blend”; blending work and personal lives, as a consequence of cultural shift in the era of globalization and new technologies. Keywords: Organizational Justice, Workplace Personal Web Usage, Work Productivity, Work-Life Blend, Indonesia.

  4. The Effect of Information Security Management on Organizational Processes Integration in Supply Chain

    OpenAIRE

    Mohsen Shafiei Nikabadi; Ahmad Jafarian; Azam Jalili Bolhasani

    2012-01-01

    : The major purpose of this article was that how information security management has effect on supply chain integration and the effect of implementing "information security management system" on enhancing supplies chain integration. In this respect, current research was seeking a combination overview to these tow approaches (Information Security Management and Organizational Processes Integration by Enterprise Resources Planning System) and after that determined factors of these two import...

  5. Modelling and Enhancement of Organizational Resilience Potential in Process Industry SMEs

    Directory of Open Access Journals (Sweden)

    Slavko Arsovski

    2015-12-01

    Full Text Available The business environment is rapidly changing and puts pressure on enterprises to find effective ways to survive and develop. Since it is almost impossible to identify the multitude of complex conditions and business risks, an organization has to build its resilience in order to be able to overcome issues and achieve long term sustainability. This paper contributes by establishing a two-step model for assessment and enhancement of organizational resilience potential oriented towards Small and Medium Enterprises (SMEs in the process industry. Using a dynamic modelling technique and statistical tools, a sample of 120 SMEs in Serbia has been developed as a testing base, and one randomly selected enterprise was used for model testing and verification. Uncertainties regarding the relative importance of organizational resilience potential factors (ORPFs and their value at each level of business are described by pre-defined linguistic expressions. The calculation of the relative importance of ORPFs for each business level is stated as a fuzzy group decision making problem. First, the weighted ORPFs’ values and resilience potential at each business level are determined. In the second step, near optimal enhancement of ORPFs’ values is achieved by applying a genetic algorithm (GA.

  6. Leveraging organizational dynamics in buildings to change behavior

    Science.gov (United States)

    Hewitt, Elizabeth L.

    Buildings may be stationary, but they are not static; they are dynamic and active collectives of agents and actors, and play an important cultural and social role in shaping norms and influencing outcomes in the built environment. This research develops and applies a unique framework that conceptualizes the urban multifamily residential building as an organization, and seeks to use this lens to better understand the role of organizational characteristics in influencing energy efficiency in buildings. This work finds that an organizational analogy is a fruitful approach for understanding buildings, and that buildings in many ways can and do function successfully as organizations. In particular, eight organizational characteristics are explored here that extend well to buildings. These eight organizational characteristics are also explored more deeply to support an argument that some buildings have an organizational advantage that well positions them to undertake energy efficiency initiatives. One organizational characteristic -- the ownership type of the building -- is determined to be particularly important in driving energy outcomes in multifamily buildings in New York City. In particular, it was found that cooperative buildings in the New York City housing market consume less energy citywide than other types of multifamily properties, holding all else equal. Conversely, it was also found that rental buildings tend to consume more energy citywide. Subsequent qualitative case study work in a small Brooklyn cooperative building offers a deeper understanding of organizational decentralization and its role in driving decision-making and outcomes in the building. Additional comparative work in two rental properties -- one high-income and one low-income -- adds additional context and understanding to economic considerations such as the influence of income in overriding centralized efforts to operate the building efficiently. Ultimately, this research develops an analogy

  7. Family supportive supervisor behaviors and organizational culture: Effects on work engagement and performance.

    Science.gov (United States)

    Rofcanin, Yasin; Las Heras, Mireia; Bakker, Arnold B

    2017-04-01

    Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico (654 subordinates; 134 supervisors) showed that FSSBs influenced work performance through subordinate work engagement. Moreover, the positive association between subordinates' perceptions of FSSBs and work engagement was moderated by family supportive organizational culture. Our results contribute to emerging theories on flexible work arrangements, particularly on family supportive work policies. Moreover, our findings carry practical implications for improving employee work engagement and work performance. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  8. The Assessment Methodology RADAR – A Theoretical Approach of a Methodology for Coordinating the Efforts to Improve the Organizational Processes to Achieve Excellence

    Directory of Open Access Journals (Sweden)

    Cristina Raluca Popescu

    2015-05-01

    Full Text Available In the paper “The Assessment Methodology RADAR – A Theoretical Approach of a Methodology for Coordinating the Efforts to Improve the Organizational Processes to Achieve Excellence” the authors present the basic features of the assessment methodology RADAR that is designed to coordinate the efforts to improve the organizational processes in order to achieve excellence.

  9. Influences on Employee Perceptions of Organizational Work-Life Support: Signals and Resources

    Science.gov (United States)

    Valcour, Monique; Ollier-Malaterre, Ariane; Matz-Costa, Christina; Pitt-Catsouphes, Marcie; Brown, Melissa

    2011-01-01

    This study examined predictors of employee perceptions of organizational work-life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work-life support through two mechanisms: signaling that the organization cares about their work-life…

  10. Dark Triad, Perceptions of Organizational Politics and Counterproductive Work Behaviors: The Moderating Effect of Political Skills

    Directory of Open Access Journals (Sweden)

    Muhammad A. Baloch

    2017-11-01

    Full Text Available The aim of this work focuses on the relationship among the Dark Triad (psychopathy, narcissism, and Machiavellianism, perceptions of organizational politics, political skills, and counterproductive work behavior. This study empirically tests the mediating role of perceptions of organizational politics in the relationship between the Dark Triad and counterproductive work behavior. Furthermore, the study investigates the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. A sample of 149 participants was randomly selected. To analyze the data of the present work, we employed a structural equation model using partial least square and PROCESS. From empirical findings, we imply an inference that perception of organizational politics partially mediates the Dark Triad's influence on the counterproductive work behavior. Moreover, the results identify the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. Empirical findings suggest important policy implications for the hospitality industry.

  11. Dark Triad, Perceptions of Organizational Politics and Counterproductive Work Behaviors: The Moderating Effect of Political Skills

    Science.gov (United States)

    Baloch, Muhammad A.; Meng, Fanchen; Xu, Zefeng; Cepeda-Carrion, Ignacio; Danish; Bari, Muhammad W.

    2017-01-01

    The aim of this work focuses on the relationship among the Dark Triad (psychopathy, narcissism, and Machiavellianism), perceptions of organizational politics, political skills, and counterproductive work behavior. This study empirically tests the mediating role of perceptions of organizational politics in the relationship between the Dark Triad and counterproductive work behavior. Furthermore, the study investigates the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. A sample of 149 participants was randomly selected. To analyze the data of the present work, we employed a structural equation model using partial least square and PROCESS. From empirical findings, we imply an inference that perception of organizational politics partially mediates the Dark Triad's influence on the counterproductive work behavior. Moreover, the results identify the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. Empirical findings suggest important policy implications for the hospitality industry. PMID:29167654

  12. Dark Triad, Perceptions of Organizational Politics and Counterproductive Work Behaviors: The Moderating Effect of Political Skills.

    Science.gov (United States)

    Baloch, Muhammad A; Meng, Fanchen; Xu, Zefeng; Cepeda-Carrion, Ignacio; Danish; Bari, Muhammad W

    2017-01-01

    The aim of this work focuses on the relationship among the Dark Triad (psychopathy, narcissism, and Machiavellianism), perceptions of organizational politics, political skills, and counterproductive work behavior. This study empirically tests the mediating role of perceptions of organizational politics in the relationship between the Dark Triad and counterproductive work behavior. Furthermore, the study investigates the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. A sample of 149 participants was randomly selected. To analyze the data of the present work, we employed a structural equation model using partial least square and PROCESS. From empirical findings, we imply an inference that perception of organizational politics partially mediates the Dark Triad's influence on the counterproductive work behavior. Moreover, the results identify the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. Empirical findings suggest important policy implications for the hospitality industry.

  13. Transformational leadership and organizational citizenship behavior: Modeling emotional intelligence as mediator

    Directory of Open Access Journals (Sweden)

    Majeed Nauman

    2017-12-01

    Full Text Available Leadership and organizational citizenship behavior (OCB stayed at pinnacle in the arena of organizational behavior research since decades and has attained significant consideration of scholars pursuing to define multifaceted dynamics of leadership and their influence on follower’s behavior at work. The voluntary behavior of Organizational citizenship improves organizational effectiveness, and it goes beyond formal job duties. This study attempts to explore the association amongst transformational leadership and organizational citizenship behavior of teachers in public sector higher education institutions in Pakistan. Study of organizational citizenship behavior in educational organizations and academicians is of high value that definitely requires attention. This study examines the direct and indirect influence of transformational leadership through exploring the mediating role of emotional intelligence. The model was tested by employing structural equation modelling technique on survey responses collected from academicians. Results from 220 responses indicated that relationship between transformational leadership and Organizational Citizenship Behavior is statistically significant where Emotional Intelligence plays an important role as a mediator. The results support and add to the positive effects of transformational leadership style interconnected with extra role behavior at work making it more meaningful. The findings make a significant contribution to leadership and organizational behavior literature in higher education sector and propose that organizations should implement practices that help in enhancing the level of organizational citizenship behavior in organizations.

  14. Innovative culture in long-term care settings: the influence of organizational characteristics.

    Science.gov (United States)

    Nieboer, Anna P; Strating, Mathilde M H

    2012-01-01

    Innovative cultures have been reported to enhance the creation and implementation of new ideas and working methods in organizations. Although there is considerable research on the impact of organizational context on the innovativeness of organizations, the same is not the case for research on the organizational characteristics responsible for an innovative culture in (long-term) care settings. The aim of this study was to identify organizational characteristics that explain innovative culture in the (long-term) care sector. A large cross-sectional study in Dutch long-term care-nursing homes and/or elderly homes, care organizations for the handicapped, and long-term mental health care organizations-was conducted. A total of 432 managers and care professionals in 37 organizations participated. The Group Innovation Inventory was used to measure innovative culture in long-term care organizations. Structural characteristics of the organization were centralization and formalization, environmental dynamism and competitiveness, internal and external exchange of information, leadership style, commitment to quality improvement, and the organization's innovative strategy. The determinants of an innovative culture were estimated with a two-level random-intercepts and fixed-slopes model. Multilevel regression models were used to account for the organizational clustering of individuals within the 37 care organizations. Environmental dynamism, job codification, formal external exchange of information, transformational leadership, commitment to quality, and an exploratory and exploitative innovation strategy were all significantly correlated with an innovative culture in the multivariate multilevel analysis; the other characteristics were not. The explained organizational- and individual-level variance was 52.5% and 49.2%, respectively. The results point to substantial differences in innovative cultures between and within care organizations that can, in part, be explained by

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

    Science.gov (United States)

    Basar, Ufuk; Sigri, Ünsal

    2015-01-01

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

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

    DEFF Research Database (Denmark)

    Gambi, Lillian; Jørgensen, Frances; Boer, Harry

    2013-01-01

    This report presents the results of a study about the influence of organizational culture on quality techniques and the impact of matching culture and technique to enhance performance. Data were drawn from 250 manufacturing companies in Brazil and Denmark. Profiles were identified according....... 2- Quality techniques contribute to improve performance, provided they are supported by appropriate cultural characteristics. For instance, the use of goal setting, continuous improvement, and failure prevention and control techniques supported by group and developmental cultures contribute...

  17. Organizational diagnosis, the stepping stone to organizational effectiveness

    Directory of Open Access Journals (Sweden)

    Patsy Govender

    2016-08-01

    Full Text Available Organizational survival, success and effectiveness depend on the ability of the organization to adapt to continuous challenges, competition and change. However, improving and changing organizations demand properly understanding and diagnosing them. So, where does diagnosis start and how can we measure effectiveness? Diagnosis starts with assessing key tasks, structure, people relationships, motivation, support, management leadership, attitude towards change and performance to identify gaps towards effectiveness. Effectiveness is evaluated in terms of the extent to which people have the right skills and competencies and are trained and strategically managed to enhance profitability (finance, the organization’s marketing strategy, operations/service and, measurement of the corporate/business development and growth achieved as a result of planned efforts to ensure organizational viability, stability and maturity. This study uses an integrated system evaluation process to diagnose the extent to which key tasks, structure, people relationships, motivation, support, management leadership, attitude towards change and performance impact on organizational effectiveness respectively. The population for the study comprised of all staff in a provincial trade and investment promotion agency in South Africa and a consensus approach was used through a cluster sampling technique, which secured an 85.4% response rate. In this quantitative, cross-sectional study data was collected using questionnaires and analyzed using both descriptive and inferential statistics. The results reflect that the diagnostic variables impact on organizational effectiveness in varying degrees. The important diagnostic dimensions and areas for improvement are identified and suggestions for corrective action are presented in order to enhance overall organizational effectiveness.

  18. A cognitive organization theory (COT) of organizational change : Measuring organizational texture, audience appeal, and leadership engagement

    NARCIS (Netherlands)

    van den Oord, Ad; Elliott, Karen; Witteloostuijn, Arjen van; Barlage, Melody; Polos, Laszlo; Rogiest, Sofie

    2017-01-01

    Purpose: In this paper, the authors develop a cognitive organization theory (COT) of organizational change. COT was developed in the 2000s, by taking insights from cognitive psychology and anthropology to rebuild the foundation of organizational ecology (OE), grounding macro processes of

  19. Improvement of Organizational Performance and Instructional Design: An Analogy Based on General Principles of Natural Information Processing Systems

    Science.gov (United States)

    Darabi, Aubteen; Kalyuga, Slava

    2012-01-01

    The process of improving organizational performance through designing systemic interventions has remarkable similarities to designing instruction for improving learners' performance. Both processes deal with subjects (learners and organizations correspondingly) with certain capabilities that are exposed to novel information designed for producing…

  20. The organizational measurement manual

    National Research Council Canada - National Science Library

    Wealleans, David

    2001-01-01

    ... Relationship of process to strategic measurements Summary 37 36Contents 19/10/2000 1:23 pm Page vi vi THE ORGANIZATIONAL MEASUREMENT MANUAL 4 PART 2 ESTABLISHING A PROCESS MEASUREMENT PROGRAMME...

  1. Nurse leaders' perceptions of an approaching organizational change.

    Science.gov (United States)

    Salmela, Susanne; Eriksson, Katie; Fagerström, Lisbeth

    2013-05-01

    The aim of the study was to achieve more profound understanding of nurse leaders' perceptions of an approaching organizational change. We used a three-dimensional hermeneutical method of interpretation to analyze text from 17 interviews. The results suggest that nurse leaders were positive toward and actively engaged in continual change to their units, even though they perceived themselves as mere spectators of the change process. The nurse leaders believed that change might benefit patients and patient care, yet their adaptation lacked deeper engagement. The approaching merger affected the nurse leaders' identities on a deeply personal level. They experienced uneasiness and anxiety with regard to being nurse leaders, the future of nursing care, and their mandate as patient advocates. Nurse leaders are in a critical position to influence the success of organizational change, but the organizations covered in this study were not incorporating their knowledge and experiences into the change.

  2. Organizational impact of evidence-informed decision making training initiatives: a case study comparison of two approaches.

    Science.gov (United States)

    Champagne, François; Lemieux-Charles, Louise; Duranceau, Marie-France; MacKean, Gail; Reay, Trish

    2014-05-02

    The impact of efforts by healthcare organizations to enhance the use of evidence to improve organizational processes through training programs has seldom been assessed. We therefore endeavored to assess whether and how the training of mid- and senior-level healthcare managers could lead to organizational change. We conducted a theory-driven evaluation of the organizational impact of healthcare leaders' participation in two training programs using a logic model based on Nonaka's theory of knowledge conversion. We analyzed six case studies nested within the two programs using three embedded units of analysis (individual, group and organization). Interviews were conducted during intensive one-week data collection site visits. A total of 84 people were interviewed. We found that the impact of training could primarily be felt in trainees' immediate work environments. The conversion of attitudes was found to be easier to achieve than the conversion of skills. Our results show that, although socialization and externalization were common in all cases, a lack of combination impeded the conversion of skills. We also identified several individual, organizational and program design factors that facilitated and/or impeded the dissemination of the attitudes and skills gained by trainees to other organizational members. Our theory-driven evaluation showed that factors before, during and after training can influence the extent of skills and knowledge transfer. Our evaluation went further than previous research by revealing the influence--both positive and negative--of specific organizational factors on extending the impact of training programs.

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

    Directory of Open Access Journals (Sweden)

    M. Shabri Abd. Majid

    2016-06-01

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

  4. Title: A study of the relationship between managers\\' decision making styles and organizational health in Isfahan University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    S Bahrami

    2012-12-01

    Full Text Available   Background and Aims: Managers decision making style can function effectively correct departments in universities and its positive impact on organizational health group will increase efficiency. The present study aims to examine the relationship between the decision-making styles and organizational health departments in Isfahan University of Medical Sciences.   Methods: A descriptive and survey research method was utilized. The statistical population included all 594 members of Isfahan Medical Science University Colleges from which a sample of 201 was selected though a classified random sampling   The data gathering instruments included, a researcher – made decision making questionnaire and the Ho & Feldmn (1990, organizational health questionnaire. The reliability of the instruments was estimated 0.86 and 0.92 respectively, though Cronbach Alpha coefficient. Utilizing SPSS (15 statistical software, both descriptive and inferential statistics were applied to analyze the data.   Results: Consultative decision making scored the highest average among the chairpersons, while the authoritative style scored the lowest average. The departments' organizational health was more than mean level in all dimensions except chairperson's influence. Moreover, a significant relationship was observed between decision making style and organizational health indices. Also a direct relationship was not observed between authoritarian decision makings and institutional integration, chairperson influence, consideration, initiating structure, and academic emphasis. A direct relationship was observed between Consultative decision making and chairperson influence, consideration, initiating structure, resource support, morale, and academic emphasis. A direct relationship was observed between Participative decision making and chairperson Influence, consideration, initiating structure.   Conclusion: Consultative and participative decision making can lead to enhancement

  5. Connecting internal communication and organizational engagement. An employee-centered perspective

    OpenAIRE

    Alvarez Garcia, Patricia

    2013-01-01

    Connections between organizational engagement and internal communication have gained much interest in recent years, due to existing evidence suggesting that employees who engage with their organization affect organization’s effectiveness and that, in turn, internal communication can influence organizational engagement. However, there is little evidence about such connection seen from an employee perspective and therefore, this study sought to explore linkages between employee organizational e...

  6. Organizational Context and Capabilities for Integrating Care: A Framework for Improvement

    Directory of Open Access Journals (Sweden)

    Jenna M. Evans

    2016-08-01

    Full Text Available Background: Interventions aimed at integrating care have become widespread in healthcare; however, there is significant variability in their success. Differences in organizational contexts and associated capabilities may be responsible for some of this variability. Purpose: This study develops and validates a conceptual framework of organizational capabilities for integrating care, identifies which of these capabilities may be most important, and explores the mechanisms by which they influence integrated care efforts.  Methods: The Context and Capabilities for Integrating Care (CCIC Framework was developed through a literature review, and revised and validated through interviews with leaders and care providers engaged in integrated care networks in Ontario, Canada. Interviews involved open-ended questions and graphic elicitation. Quantitative content analysis was used to summarize the data.  Results: The CCIC Framework consists of eighteen organizational factors in three categories: Basic Structures, People and Values, and Key Processes. The three most important capabilities shaping the capacity of organizations to implement integrated care interventions include Leadership Approach, Clinician Engagement and Leadership, and Readiness for Change. The majority of hypothesized relationships among organizational capabilities involved Readiness for Change and Partnering, emphasizing the complexity, interrelatedness and importance of these two factors to integrated care efforts.  Conclusions: Organizational leaders can use the framework to determine readiness to integrate care, develop targeted change management strategies, and select appropriate partners with overlapping or complementary profiles on key capabilities. Researchers may use the results to test and refine the proposed framework, with a focus on the hypothesized relationships among organizational capabilities and between organizational capabilities and performance outcomes.

  7. Organizational Context and Capabilities for Integrating Care: A Framework for Improvement

    Science.gov (United States)

    Grudniewicz, Agnes; Baker, G. Ross; Wodchis, Walter P.

    2016-01-01

    Background: Interventions aimed at integrating care have become widespread in healthcare; however, there is significant variability in their success. Differences in organizational contexts and associated capabilities may be responsible for some of this variability. Purpose: This study develops and validates a conceptual framework of organizational capabilities for integrating care, identifies which of these capabilities may be most important, and explores the mechanisms by which they influence integrated care efforts. Methods: The Context and Capabilities for Integrating Care (CCIC) Framework was developed through a literature review, and revised and validated through interviews with leaders and care providers engaged in integrated care networks in Ontario, Canada. Interviews involved open-ended questions and graphic elicitation. Quantitative content analysis was used to summarize the data. Results: The CCIC Framework consists of eighteen organizational factors in three categories: Basic Structures, People and Values, and Key Processes. The three most important capabilities shaping the capacity of organizations to implement integrated care interventions include Leadership Approach, Clinician Engagement and Leadership, and Readiness for Change. The majority of hypothesized relationships among organizational capabilities involved Readiness for Change and Partnering, emphasizing the complexity, interrelatedness and importance of these two factors to integrated care efforts. Conclusions: Organizational leaders can use the framework to determine readiness to integrate care, develop targeted change management strategies, and select appropriate partners with overlapping or complementary profiles on key capabilities. Researchers may use the results to test and refine the proposed framework, with a focus on the hypothesized relationships among organizational capabilities and between organizational capabilities and performance outcomes. PMID:28413366

  8. Narrating Corporate Values and Co-Creating Organizational Change

    DEFF Research Database (Denmark)

    Ravazzani, Silvia; Mormino, Sara

    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......When management introduces a change in corporate identity and values, companies risk experiencing a disconnection from the actual organizational identity and narratives felt and shared among employees. The main challenge therefore is making sure that corporate identity is rooted in organizational...... employees in making sense of the new corporate values in an open and dialogical manner. Activities encompassed digital storytelling on corporate values and organizational change projects aimed at translating these values into concrete behaviours and organizational processes. Critical areas in the use...

  9. Organizational safety factors research lessons learned

    International Nuclear Information System (INIS)

    Ryan, T.G.

    1995-01-01

    This Paper reports lessons learned and state of knowledge gained from an organizational factors research activity involving commercial nuclear power plants in the United States, through the end of 1991, as seen by the scientists immediately involved in the research. Lessons learned information was gathered from the research teams and individuals using a question and answer format. The following five questions were submitted to each team and individual: (1) What organizational factors appear to influence safety performance in some systematic way, (2) Should organizational factors research focus at the plant level, or should it extend beyond the plant level to the parent company, rate setting commissions, regulatory agencies, (3) How important is having direct access to plants for doing organizational factors research, (4) What lessons have been learned to date as the result of doing organizational factors research in a nuclear regulatory setting, and (5) What organizational research topics and issues should be pursued in the future? Conclusions based on the responses provided for this report are that organizational factors research can be conducted in a regulatory setting and produce useful results. Technologies pioneered in other academic, commercial, and military settings can be adopted for use in a nuclear regulatory setting. The future success of such research depends upon the cooperation of regulators, contractors, and the nuclear industry

  10. Management and organizational indicators of process safety

    International Nuclear Information System (INIS)

    Van Hemel, S.B.; Connelly, E.M.; Haas, P.M.

    1991-01-01

    This study is part of a Nuclear Regulatory Commission research element on organizational factors in plant safety under the Human Factors research program. This paper reports that the study investigated the chemical industry, to find leading management or organizational tools which could be useful for the NRC. After collecting information form a variety of information sources, the authors concentrated our study on two types of indicators currently in use: the first is audit- or review-based, and concentrates on programmatic factors; the second, based on frequent behavioral observations, concentrates on the management of individual worker behaviors. The authors analyzed data on the relationships between the leading indictors and direct indictors such as accident and injury rates in three case studies, to determine whether sufficient evidence of validity and utility exists to justify consideration of these indicators as public safety indicators. This paper states that on the basis of statistical associations and other evidence, the authors concluded that the two indicator types have promise for use as plant safety performance indicators, and that further development and testing of the candidate indicators should be performed

  11. TRUST AND EMOTIONS ENERGIZE ORGANIZATIONAL PERFORMANCE

    Directory of Open Access Journals (Sweden)

    Ana Martins

    2017-02-01

    Full Text Available The aim of this paper is to shed more light on the significant effect that leadership self-efficacy and shared leadership have on organizational performance. The purpose of this study is to contribute to the research on shared leadership that is still in its early stages. Trust, as a component of social capital, is considered the essential criteria for an emotionally aware leader. Trust enables individuals to channel their energy on those aspects of work for which they have real passion. Emotions, whether positive or negative, stimulate and steer organizational performance and behavior. Humor can reduce absenteeism; improve levels of effort, health and energy, all of which influence the levels of performance. The case study methodology focused on a profit-oriented Information Technology SME. A questionnaire was distributed to ascertain how leadership self-efficacy might influence shared leadership and affect organizational performance. The study entails the presupposition that those managers who have regard for the self-efficacy leadership attributes cluster will have a higher probability of improving both perceived and actual employee performance. The results of this study seem to demonstrate that emphasis is placed on the problem-solving attributes of leadership self-efficacy. This will result in a positive impact on the organizational performance as a whole. This paper is of added value for scholars and organizations in the knowledge economy.

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

    Science.gov (United States)

    Burns, William R. Travis

    2012-01-01

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

  13. The Coaching and Mentoring Process: The Obvious Knowledge and Skill Set for Organizational Communication Professors

    Science.gov (United States)

    Stowers, Robert H.; Barker, Randolph T.

    2010-01-01

    This article explores the uses of coaching and mentoring as they apply to organizational communication professors. The authors contend that these professors already are proficient at coaching and mentoring and the coaching and mentoring processes are routinely undertaken as part of their standard university teaching responsibilities. As coaches,…

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

    NARCIS (Netherlands)

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

    2007-01-01

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

  15. The Impact of the Learning Organization Environment on the Organizational Learning Process in the Korean Business Context

    Science.gov (United States)

    Song, Ji Hoon; Jeung, Chang-Wook; Cho, Sei Hyoung

    2011-01-01

    Purpose: The primary purposes of the current paper are to: provide theoretically clear concepts of the learning organization (LO) and organizational learning (OL) process; and empirically test the relationships among research constructs--environmental aspects of the LO and three types of OL processes at the levels of individual, group/team, and…

  16. THE ROLE OF STRATEGIES FOR PREVENTION AND ADMINISTRATION OF ORGANIZATIONAL STRESS ON THE EFFICIENCY OF HUMAN RESOURCES

    Directory of Open Access Journals (Sweden)

    Mituţ Iulian

    2011-12-01

    Full Text Available In knowledge-based organizations the stress becomes predictable and success ends up dependent on antistress organizational strategies, on the non-financial motivation and efficiency of human resource. Such human resources strategies influence organization’s excellence in crisis or normal situations. The pressures and tensions of organizational environment have amplified and changed the way/ lifestyle of the individual and organizations, they changed political, economic and organizational decisions. The study of organizational stress in an occupational environment with extremely high expectations enables the formulation of conclusions regarding the influence of organizational strategies on human resources and organizational efficiency. Stress management in modern organizational environment is a prerequisite for organizational performance, competitiveness and organizational success, requiring strategic approach and theoretical / practical knowledge. The aim of this study is to analyze the relationship between organizational stress and the satisfaction of human resource in organization. The main objectives of research aim at: 1 elaboration of organizational stress diagnosis in the military environment and 2 analysis of the effects of organizational stress in the same organizational environment. The study analyzes the index of organizational stress and stress effects according to the satisfaction with organization and job on a sample of 66 subjects. The analysis of correlations between variables revealed the influence of organizational stress upon the satisfaction with organization and job, i.e. individual's motivational system that plays the essential role in achieving organizational excellence.

  17. Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice.

    Science.gov (United States)

    Hassard, Juliet; Teoh, Kevin; Cox, Tom

    2017-10-01

    A growing literature now exists examining the relationship between organizational justice and employees' experience of stress. Despite the growth in this field of enquiry, there remain continued gaps in knowledge. In particular, the contribution of perceptions of justice to employees' stress within an organizational context of uncertainty and change, and in relation to the new and emerging concept of procedural-voice justice. The aim of the current study was to examine the main, interaction and additive effects of work characteristics and organizational justice perceptions to employees' experience of stress (as measured by their feelings of helplessness and perceived coping) during an acknowledged period of organizational uncertainty. Questionnaires were distributed among teachers in seven public primary schools in Hong Kong that were under threat of closure (n = 212). Work characteristics were measured using the demand-control-support model. Hierarchical regression analyses observed perceptions of job demands and procedural-voice justice to predict both teachers' feelings of helplessness and perceived coping ability. Furthermore, teacher's perceived coping was predicted by job control and a significant interaction between procedural-voice justice and distributive justice. The addition of organizational justice variables did account for unique variance, but only in relation to the measure of perceived coping. The study concludes that in addition to 'traditional' work characteristics, health promotion strategies should also address perceptions of organizational justice during times of organizational uncertainty; and, in particular, the value and importance of enhancing employee's perceived 'voice' in influencing and shaping justice-related decisions. © The Author 2016. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  18. Transcending Organizational Boundaries

    DEFF Research Database (Denmark)

    Kringelum, Louise Tina Brøns

    by applying the engaged scholarship approach, thereby providing a methodological contribution to both port and business model research. Emphasizing the interplay of intra- and inter-organizational business model innovation, the thesis adds insight into the roles of port authorities, business model trends......This thesis explores how processes of business model innovation can unfold in a port authority by transcending organizational boundaries through inter-organizational collaboration. The findings contribute to two fields of academic inquiry: the study of business model innovation and the study of how...... the roles of port authorities evolve. This contribution is made by combining the two fields, where the study of business model innovation is used as an analytical concept for understanding the evolution of port authorities, and where the study of port authorities is used as a contextual setting...

  19. CHANGING FROM WITHIN? THE INTRA-ORGANIZATIONAL DYNAMICS OF EU ENLARGEMENT

    Directory of Open Access Journals (Sweden)

    Velibor JAKOVLESKI

    2015-12-01

    Full Text Available This paper opens up the black box of enlargement, focusing on how the intra-organizational relationships among the Council of the European Union, the European Commission, and the European Parliament affect the process of enlargement. Formally speaking, enlargement is an intergovernmental process, suggesting that member states are firmly in control of its outcomes. However, the EU’s supranational actors, specifically the European Parliament and European Commission also attempt to influence enlargement at various stages. I posit that the process of enlargement to the Western Balkans has evolved, influenced by changing constraints which are operating on the aforementioned actors. The added value of this work is in disaggregating the enlargement process based on its institutionalized relationships in both a vertical and horizontal dimension. It provides a supply-side argument for how enlargement policy has evolved from within the EU, rather than simply as a function of external factors.

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

    NARCIS (Netherlands)

    Bartels, J.; Pruyn, Adriaan T.H.; de Jong, Menno D.T.; Joustra, Inge

    2007-01-01

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

  1. Creating organizational cultures

    DEFF Research Database (Denmark)

    Mouton, Nicolaas T.O.; 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...

  2. [Influence of organizational climate on job satisfaction among health professionals].

    Science.gov (United States)

    Muñoz-Seco, E; Coll-Benejam, J M; Torrent-Quetglas, M; Linares-Pou, L

    2006-03-15

    To describe the quality of professional life (QPL) as perceived by primary care workers and to measure the organizational climate (OC). To identify the influence of OC on QPL and the variables that explain this relationship. Cross-sectional study. Primary care centres in the Menorca Health Area (Balearic Islands, Spain). One hundred and sixty six primary care, including health-workers and others. Two anonymous, self-administered, PC-validated questionnaires were filled in: QPL-35 (dimensions: perception of demands, support from managers, and motivation) and OC (dimensions: team-work, cohesion, and commitment). Age, seniority, professional group, job relationship, and the health centre were analysed. Positive answers: 67.4%. Average QPL was 5.78, lower for older workers and higher among those perceiving more cohesion. Average score for perceived demands was 5.53, higher among physicians and less if there is high commitment. Support from managers was 4.9, positively associated with cohesion and team-work and negatively associated with permanent workers and clerical staff. Intrinsic motivation was 7.43, greater if commitment was higher. Regardless of age, professional category and seniority, there was a significant association between OC and QPL (strongest in the motivation [r2=0.26] and managerial support [r2=0.476] dimensions). OC influences QPL, especially in motivation and managerial support. Commitment enhances motivation and perception of demands. Where there is better cohesion and team-work, the manager s support is also rated more highly.

  3. HUBUNGAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR MELALUI ORGANIZATIONAL COMMITMENT PADA BEBERAPA PUSKESMAS DI DKI JAKARTA

    Directory of Open Access Journals (Sweden)

    Catalia Rafsiah Sari Sari

    2015-03-01

    relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment. Keywords: Perceived Organizational Support, Organizational Citizenship Behavior,Organizational Commitment

  4. Physiotherapy practice in the private sector: organizational characteristics and models.

    Science.gov (United States)

    Perreault, Kadija; Dionne, Clermont E; Rossignol, Michel; Poitras, Stéphane; Morin, Diane

    2014-08-29

    Even if a large proportion of physiotherapists work in the private sector worldwide, very little is known of the organizations within which they practice. Such knowledge is important to help understand contexts of practice and how they influence the quality of services and patient outcomes. The purpose of this study was to: 1) describe characteristics of organizations where physiotherapists practice in the private sector, and 2) explore the existence of a taxonomy of organizational models. This was a cross-sectional quantitative survey of 236 randomly-selected physiotherapists. Participants completed a purpose-designed questionnaire online or by telephone, covering organizational vision, resources, structures and practices. Organizational characteristics were analyzed descriptively, while organizational models were identified by multiple correspondence analyses. Most organizations were for-profit (93.2%), located in urban areas (91.5%), and within buildings containing multiple businesses/organizations (76.7%). The majority included multiple providers (89.8%) from diverse professions, mainly physiotherapy assistants (68.7%), massage therapists (67.3%) and osteopaths (50.2%). Four organizational models were identified: 1) solo practice, 2) middle-scale multiprovider, 3) large-scale multiprovider and 4) mixed. The results of this study provide a detailed description of the organizations where physiotherapists practice, and highlight the importance of human resources in differentiating organizational models. Further research examining the influences of these organizational characteristics and models on outcomes such as physiotherapists' professional practices and patient outcomes are needed.

  5. Policy and organizational implications of gender imbalance in the NHS.

    Science.gov (United States)

    Miller, Karen

    2007-01-01

    The purpose of the paper is to examine the policy and organizational implications of gender imbalance in management, which research suggests exists in the NHS. The research in this paper involved a qualitative approach with an analysis of elite interviews conducted with a non-random sample of officials involved in health policy and interviews with a random sample of senior managers in NHS Scotland. The research formed part of a larger study, which explored the enablers and inhibitors to female career progression in various Scottish sectors. The paper finds that gender imbalance in management exists in the NHS. This is manifested in a masculine organizational context, leadership and policy decision-making process, which have implications for female career advancement opportunities and subsequently access to macro policy decisions. The paper involved a sample (30 percent) of senior managers and examined policy processes in NHS Scotland. To improve the external validity of the findings further research should be conducted in NHS organizations in England and Wales. The findings in the paper suggest that gender imbalance in management and a masculine organizational context and leadership style within the NHS create a less than conducive environment for female employees. This has practical implications in terms of levels of part-time employment, career progression and attrition rates. The paper adds to the debate of gender and organizational studies by examining the health sector, which has high levels of female employment but low levels of female representation at senior management levels. The paper therefore adds to an often-neglected area of study, women in leadership and senior managerial positions. The paper is original in its approach by examining the micro and meso organizational dimensions which impact on women's ability to influence macro health policy.

  6. Dimensions of community and organizational readiness for change.

    Science.gov (United States)

    Castañeda, Sheila F; Holscher, Jessica; Mumman, Manpreet K; Salgado, Hugo; Keir, Katherine B; Foster-Fishman, Pennie G; Talavera, Gregory A

    2012-01-01

    Readiness can influence whether health interventions are implemented in, and ultimately integrated into, communities. Although there is significant research interest in readiness and capacity for change, the measurement of these constructs is still in its infancy. The purpose of this review was to integrate existing assessment models of community and organizational readiness. The database PubMed was searched for articles; articles, book chapters, and practitioner guides identified as references cited in the list of core articles. Studies were included if they met the following criteria: (1) Empirical research, (2) identified community or organizational readiness for innovative health programming in the study's title, purpose, research questions, or hypotheses, and (3) identified methods to measure these constructs. Duplicate articles were deleted and measures published before 1995 were excluded. The search yielded 150 studies; 13 met all criteria. This article presents the results of a critical review of 13 community and organizational readiness assessment models, stemming from articles, chapters, and practitioner's guides focusing on assessing, developing, and sustaining community and organizational readiness for innovative public health programs. Readiness is multidimensional and different models place emphasis on different components of readiness, such as (1) community and organizational climate that facilitates change, (2) attitudes and current efforts toward prevention, (3) commitment to change, and (4) capacity to implement change. When initiating the program planning process, it is essential to assess these four domains of readiness to determine how they apply to the nuances across different communities. Thus, community-based participatory research (CBPR) partnerships, in efforts to focus on public health problems, may consider using readiness assessments as a tool for tailoring intervention efforts to the needs of the community.

  7. Organizational design and knowledge performance: An empirical study

    Directory of Open Access Journals (Sweden)

    Enrique Claver-Cortés

    2008-07-01

    Full Text Available The paper analyzes how the traditional variables that define a firm’s organizational structure (formalization, complexity, and centralization influence knowledge performance (the degree to which a firm generates knowledge and uses it to reach a competitive advantage. Three hypotheses are tested using a sample of 164 large Spanish firms. The results show that organizational complexity and centralization exert a positive and a negative influence, respectively, on knowledge performance, which confirms the two hypotheses related to these variables. However, the analysis reveals no empirical evidence to confirm the hypothesis that formalization and knowledge performance are related positively.

  8. Peer support for parents of disabled children part 2: how organizational and process factors influenced shared experience in a one-to-one service, a qualitative study.

    Science.gov (United States)

    Shilling, V; Bailey, S; Logan, S; Morris, C

    2015-07-01

    Parents of disabled children often seek support from their peers. The shared experience between parents appears to be a crucial mediating factor. Understanding how a sense of shared experience is fostered can help to design and evaluate services that seek to provide peer support. We carried out a qualitative study involving semi-structured interviews and focus groups. Participants were 12 parents and 23 befrienders who had contact with the Face2Face one-to-one befriending service in Devon and Cornwall during a 12-month period, and 10 professionals from health, social care and education. Formal structures and processes in place such as training and ongoing supervision and support were highly valued as was the highly personalized, confidential, flexible, one-to-one at-home nature of the service. Crucial to establishing rapport was putting the right people together and ensuring a good match between befrienders and parents. Clearly, the befriending parent has to be emotionally prepared to provide help. However, if the parent being offered support was not ready to accept help at the time it was offered or the type of support was not right for them, they are less likely to engage with the service. Organizational and process factors as well as characteristics of the parents offering and receiving support contribute to the sense of shared experience in one-to-one peer support. These factors interact to influence whether peer support is effective and should be explicitly considered when designing and evaluating services. © 2015 John Wiley & Sons Ltd.

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

    Directory of Open Access Journals (Sweden)

    Taehee Lee

    2016-12-01

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

  10. ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN PEMBERDAYAAN TERHADAP KOMITMEN ORGANISASI SERTA DAMPAKNYA TERHADAP KINERJA KARYAWAN

    Directory of Open Access Journals (Sweden)

    Idayanti Nursyamsi

    2017-03-01

    Full Text Available The success of banking institutions in providing excellent service to the customer was inseparable from theperformance of employees. This research aimed to study the influence of organizational citizenship behaviorand empowerment to organizational commitment and the influence to employee performance. Primary datawas taken by using questionnaires given to 128 employees by using Slovin formula. Path analysis model wasused to test the research hypothesis. The results showed that the level of employee performance positivelyinfluenced by organizational citizenship behavior, and employee empowerment and also comitment organizationalhad significant influence to employee performance. Improving the performance of employees was achallenge for banking institutions because employees were the important assets for the company.

  11. Why do Companies Adopt or Reject SaaS? Looking at the Organizational Aspect

    NARCIS (Netherlands)

    Mangula, Ivonne; van de Weerd, G.C.; Brinkkemper, Sjaak

    2015-01-01

    The aim of this paper is to investigate the influence of three organizational factors on the adoption of SaaS in Indonesian companies, namely top management support, organizational readiness, and organizational size. We conducted interviews with 15 case companies. Our results show that top

  12. Five currents of organizational psychology

    DEFF Research Database (Denmark)

    Nickelsen, Niels Christian Mossfeldt

    2017-01-01

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

  13. Research on the relationship of institutional innovation, organizational learning and synergistic effect: An empirical study of chineses university spin-offs

    Directory of Open Access Journals (Sweden)

    Zhang Hao

    2014-06-01

    Full Text Available Purpose: At present, the Central Government of China pays more attention to the synergistic innovation, and the national strategy policy of “innovation driven development” are made to implementations. Thus, the university plays an important role in the national innovation system, so that how the university gets involved in innovative activities becomes the primary problem of innovation strategy. This paper utilizes Chinese university spin-offs survey data to identify the influence process from institutional innovation and organizational learning to synergistic effect of organization. Design/methodology/approach: Firstly, we found that following the procedural view, each one of these three elements can be divided into two parts. Then, we established structural equation modeling with the connections between these six subdivisions. Secondly, by taking 270 university Spin-offs in China as samples, we verified the fit of the model through statistical data on the questionnaire survey. Thirdly, we analyzed the relationship and influence path of the institutional innovation, organizational learning and synergistic effect. Findings: The results of empirical research show that institutional implementation process is positive correlation on both sides of synergistic effect, and, the intermediary role is obvious that external organizational learning played a regulatory role between institutional innovation synergistic effects. Research limitations/implications: A large-scale questionnaire survey showed that the influence path of “institutions -organization-innovation performance" are existed. Therefore, the system analysis framework should be introduced to the emergence and development of University spin-offs, and further explored the synergistic process of institutional change and organizational evolution. Practical implications: University spin-offs are a mode of university - industry cooperation, and it takes participation in market competition

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

    OpenAIRE

    Taehee Lee; Hyunjeong Nam

    2016-01-01

    This study empirically identifies individual supply chain orientation (SCO) components as antecedents of organizational SCO and analyzes the causal relationships between organizational SCO and supply chain management (SCM). A survey was conducted with Korean firms and the partial least squares method was used to test the proposed hypotheses. The results show that individual SCO has a significant influence on organizational SCO. Organizational SCO has a significant influence on strategic SCM, ...

  15. Instituting organizational learning for quality improvement through strategic planning nominal group processes.

    Science.gov (United States)

    White, D B

    2000-01-01

    Healthcare managers are faced with unprecedented challenges as characterized by managed care constraints, downsizing, increased client needs, and a society demanding more responsive services. Managers must initiate change for quality, efficiency, and survival. This article provides information and strategies for (a) assessing the change readiness of an organization, (b) conducting an organizational diagnosis, (c) instituting a team culture, (d) developing a change strategy, (e) integrating the strategy with a quality improvement process, and (f) identifying the leadership skills to implement organization renewal. Nominal group processes, namely, SWOT and the Search Conference, are described, and case examples are provided. The implementation strategies have been used successfully in a variety of milieus; practical advice for success is described in detail.

  16. The Mediating Role of Organizational Learning in the Relationship of Organizational Intelligence and Organizational Agility.

    Science.gov (United States)

    Bahrami, Mohammad Amin; Kiani, Mohammad Mehdi; Montazeralfaraj, Raziye; Zadeh, Hossein Fallah; Zadeh, Morteza Mohammad

    2016-06-01

    Organizational learning is defined as creating, absorbing, retaining, transferring, and application of knowledge within an organization. This article aims to examine the mediating role of organizational learning in the relationship of organizational intelligence and organizational agility. This analytical and cross-sectional study was conducted in 2015 at four teaching hospitals of Yazd city, Iran. A total of 370 administrative and medical staff contributed to the study. We used stratified-random method for sampling. Required data were gathered using three valid questionnaires including Alberkht (2003) organizational intelligence, Neefe (2001) organizational learning, and Sharifi and Zhang (1999) organizational agility questionnaires. Data analysis was done through R and SPSS 18 statistical software. The results showed that organizational learning acts as a mediator in the relationship of organizational intelligence and organizational agility (path coefficient = 0.943). Also, organizational learning has a statistical relationship with organizational agility (path coefficient = 0.382). Our findings suggest that the improvement of organizational learning abilities can affect an organization's agility which is crucial for its survival.

  17. A theoretical framework of organizational change

    NARCIS (Netherlands)

    Jacobs, G.; Polos, L.; van Witteloostuijn, A.; Christe-Zyse, J.

    2013-01-01

    Purpose – Organizational change is a risky endeavour. Most change initiatives fall short on their goals and produce high opportunity and process costs, which at times outweigh the content benefits of organizational change. This paper seeks to develop a framework, offering a theoretical toolbox to

  18. Psychological Flexibility, ACT, and Organizational Behavior

    Science.gov (United States)

    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…

  19. Development of a Survey to Assess Local Health Department Organizational Processes and Infrastructure for Supporting Obesity Prevention.

    Science.gov (United States)

    Xiao, Ting; Stamatakis, Katherine A; McVay, Allese B

    Local health departments (LHDs) have an important function in controlling the growing epidemic of obesity in the United States. Data are needed to gain insight into the existence of routine functions and structures of LHDs that support and sustain obesity prevention efforts. The purpose of this study was to develop and examine the reliability of measures to assess foundational LHD organizational processes and functions specific to obesity prevention. Survey measures were developed using a stratified, random sample of US LHDs to assess supportive organizational processes and infrastructure for obesity prevention representing different domains. Data were analyzed using weighted κ and intraclass correlation coefficient for assessing test-retest reliability. Most items and summary indices in the majority of survey domains had moderate/substantial or almost perfect reliability. The overall findings support this survey instrument to be a reliable measurement tool for a large number of processes and functions that comprise obesity prevention-related capacity in LHDs.

  20. A study on how organizational citizenship behavior influences on human resource management

    Directory of Open Access Journals (Sweden)

    Mostafa mahouti

    2014-03-01

    Full Text Available During the past few years, there have been some evidences to believe that organizational citizenship behavior (OCB could significantly influence on the success of organizations. This paper presents an empirical investigation to study the effects of OCB on human resource management. The proposed study designs a questionnaire and distributes it among some 260 experts who worked for an Iranian auto industry. The study designs a questionnaire in Likert scale, examines three hypotheses including the relationship between conscientiousness and information quality, courtesy and work efficiency and between civic virtue and work efficiency. Cronbach alphas for Courtesy, Civic virtue and Information Quality are calculated as 0.75, 0.76 and 0.81, respectively. Using structural equation modeling, the study has confirmed existence of positive and meaningful relationships among various components of the survey, which confirms all three hypotheses of the survey.

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

    Directory of Open Access Journals (Sweden)

    Dariush Gholamzadeh

    2014-09-01

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

  2. Factors Affecting Organizational Commitment in Navy Corpsmen.

    Science.gov (United States)

    Booth-Kewley, Stephanie; Dell'Acqua, Renée G; Thomsen, Cynthia J

    2017-07-01

    Organizational commitment is a psychological state that has a strong impact on the likelihood that employees will remain with an organization. Among military personnel, organizational commitment is predictive of a number of important outcomes, including reenlistment intentions, job performance, morale, and perceived readiness. Because of the unique challenges and experiences associated with military service, it may be that organizational commitment is even more critical in the military than in civilian populations. Despite the essential role that they play in protecting the health of other service members, little is known about the factors that influence Navy Corpsmen's organizational commitment. This study investigated demographic and psychosocial factors that may be associated with organizational commitment among Corpsmen. Surveys of organizational commitment and possible demographic and psychosocial correlates of organizational commitment were completed by 1,597 male, active duty Navy Corpsmen attending Field Medical Training Battalion-West, Camp Pendleton, California. Bivariate correlations and hierarchical multiple regression analyses were used to determine significant predictors of organizational commitment. Of the 12 demographic and psychosocial factors examined, 6 factors emerged as significant predictors of organizational commitment in the final model: preservice motivation to be a Corpsman, positive perceptions of Corpsman training, confidence regarding promotions, occupational self-efficacy, social support for a Corpsman career, and lower depression. Importantly, a number of the factors that emerged as significant correlates of organizational commitment in this study are potentially modifiable. These factors include confidence regarding promotions, positive perceptions of Corpsman training, and occupational self-efficacy. It is recommended that military leaders and policy-makers take concrete steps to address these factors, thereby strengthening

  3. Decision and intuition during organizational change : an evolutionary critique of dual process theory

    OpenAIRE

    Talat, U; Chang, K; Nguyen, B

    2017-01-01

    Purpose: The purpose of this paper is to review intuition in the context of organizational change. We argue that intuition as a concept requires attention and its formulation is necessary prior to its application in organizations. The paper provides a critique of Dual Process Theory and highlights shortcomings in organization theorizing of intuition.\\ud Design/methodology/approach: The paper is conceptual and provides in-depth theoretical discussions by drawing from the literature on decision...

  4. THE ANALYSIS OF ORGANIZATIONAL CULTURE VALUES IN PUBLIC SECTORS IN LATVIA

    Directory of Open Access Journals (Sweden)

    Maija Ivanova

    2016-12-01

    Full Text Available Organizational culture is an important issue because of its` big influence on enterprises’ productivity and consequently on realization of their objectives and goals. The validation and harmonization of organizational values and employees’ values has an important role in increasing operational efficiency. It has long been established that enterprises and organizations, where creative and interested employees who support and understand the organizational values of the company work, operate more effectively. In this article elements of organizational culture are studied with a particular focus on the meaning of organizational culture values. This article also reveals an evaluation of the organizational culture in public sectors in Latvia (based on publicly available data and sources of information. In the research there is an indepth analysis of official public organizational culture values included. The analysis has been done in the context of rating different leaders’ organizational values. In this article we analyze the conclusions of various writers on the subject of organizational culture framework characterization. The research of values guidance as well as a view of cultural meaning and influence on both individual and organizational development is described here. The authors analyze the results of empirical research about official public values of companies and the results of a public leaders’ survey (as well as the personal values of employees which provide an opportunity to compare organizational employees’ values with the common results of organizations. Conclusions shows public characterization of values and values distribution in potentially limitative and positive values. The in-depth research of organizational values is based on A. Maslow’s (Maslow 2000 hierarchy of needs approach and developed on R. Barrett`s (Barrett 2006 sample of seven levels of consciousness.

  5. Organizational knowledge and capabilities in healthcare: Deconstructing and integrating diverse perspectives

    Science.gov (United States)

    Evans, Jenna M; Brown, Adalsteinn; Baker, G Ross

    2017-01-01

    Diverse concepts and bodies of work exist in the academic literature to guide research and practice on organizational knowledge and capabilities. However, these concepts have largely developed in parallel with minimal cross-fertilization, particularly in the healthcare domain. This contributes to confusion regarding conceptual boundaries and relationships, and to a lack of application of potentially useful evidence. The aim of this article is to assess three concepts associated with organizational knowledge content—intellectual capital, organizational core competencies, and dynamic capabilities—and to propose an agenda for future research. We conducted a literature review to identify and synthesize papers that apply the concepts of intellectual capital, organizational core competencies, and dynamic capabilities in healthcare settings. We explore the meaning of these concepts, summarize and critique associated healthcare research, and propose a high-level framework for conceptualizing how the concepts are related to each other. To support application of the concepts in practice, we conducted a case study of a healthcare organization. Through document review and interviews with current and former leaders, we identify and describe the organization’s intellectual capital, organizational core competencies, and dynamic capabilities. The review demonstrates that efforts to identify, understand, and improve organizational knowledge have been limited in health services research. In the literature on healthcare, we identified 38 papers on intellectual capital, 4 on core competencies, and 5 on dynamic capabilities. We link these disparate fields of inquiry by conceptualizing the three concepts as distinct, but overlapping concepts influenced by broader organizational learning and knowledge management processes. To aid healthcare researchers in studying and applying a knowledge-based view of organizational performance, we propose an agenda for future research involving

  6. Relationship between transformational leadership style and organizational commitment: Mediating effect of psychological empowerment

    Science.gov (United States)

    Asif, Muhammad; Ayyub, Samia; Bashir, Muhammad Khawar

    2014-12-01

    This study explores the relationship between style of transformational leadership and organizational commitment of employees with mediating role of psychological empowerment in the textile sector Punjab Pakistan. Data was collected using tools from 250 employees. The transformational leadership questionnaire, MLQ-Multifactor leadership Questionnaire [1] was used to verify the perception of the employees towards transformational leadership style in two dimensions i.e. idealized influence and inspirational motivation. The organizational commitment questionnaire designed by [2] was used to verify the affective organizational commitment. Further, psychological empowerment questionnaire was developed by [3] which was used to examine the state of psychological empowerment of textile sector employees. Pearson Correlation revealed that there exists a positive significant relationship between idealized influence and affective organizational commitment, Inspirational motivation and affective organizational commitment, affective organizational commitment and psychological empowerment. The results from the study put forward that there is a significant relationship between style of transformational leadership and organizational commitment. The mediating variable which one is suitable in the model i.e. psychological empowerment and the model is good fit as the F value is significant.

  7. Exploring Knowledge Creation Processes as a Source of Organizational Learning

    DEFF Research Database (Denmark)

    Brix, Jacob

    2017-01-01

    The purpose of the study is to reestablish the link between theories of organizational learning and knowledge creation – theories that in research, have been pursued as independent themes for almost two decades. Based on the literature review, I build a framework that proposes how the two streams...... build eight propositions that are used to discuss and extend the organizational learning and knowledge creation literatures and to justify the framework’s applicability. Finally, I present the managerial implications and the conclusions of the study....

  8. Örgütsel Bağlılık ile Örgütsel Sinizm ve Örgütsel Muhalefet Arasındaki İlişki
    The Relationship Between Organizational Commitment and Organizational Cynicism and Organizational Dissent

    OpenAIRE

    Kaya YILDIZ

    2013-01-01

    Organizatonal commitment is the teellings and relation employessto the organization they work. It is seen that organizational commitmentis affected by various factors and various factors are influenced byorganizational commitment. In recent years, organizational cynicismand organizational dissent are observed as new topic areasorganizational behaviour. In this regard, theachers’ cynicism anddissent perceptions are considered it is seen that to be important. Inthis framework, the aim of this s...

  9. Flow information on organizational perspective

    Directory of Open Access Journals (Sweden)

    Danielly Oliveira Inomata

    2015-09-01

    Full Text Available Introduction: Information flows are vital for the support of processes, decision making and product development in organizations. Objective: To show and describe models of information flows found in the literature and disseminated in Information Science, highlighting the stages, contexts and key outcomes identified. Methodology: Exploratory Search, through the following criteria for the selection of the models: a presentation of a schematic model; b description of the steps that make up the flow. Results: eight models are detailed, which reproduce efficiently the process of information management based on information flows. The models have similar features, but have specific biases, on communication, information management or at the cognitive level. We identified elements and aspects that influence the flow of information. Conclusions: In the organizational context, information value adding should be aligned with the goals of the organization. The study of flows allows characterizing a lean and simple process, from the identification of its elements, and of humans as artifacts of knowledge and as part of this process.

  10. Balancing research and organizational capacity building in front-end project design

    DEFF Research Database (Denmark)

    Hjortsø, Carsten Nico Portefée; Meilby, Henrik

    2013-01-01

    is more complex. We identify 11 specific factors influencing front-end project management related to structure, process and relationship, and we theorize about how these factors influence the choice between research and more general capacity development activities. Copyright © 2013 John Wiley & Sons, Ltd......, but in order for partnerships to comply with general governance-level recommendations, a better understanding is needed of how specific context-dependent factors influence the development and execution of projects. In this article, we aim to contribute to the understanding of factors influencing the design...... phase of RCB partnerships and examine how they influence the balance between performing collaborative research and developing general organizational capacity. Data collection was based on a survey (n = 25), and individual interviews and focus group discussions with 17 Danish project managers from...

  11. 32 CFR 989.5 - Organizational relationships.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 6 2010-07-01 2010-07-01 false Organizational relationships. 989.5 Section 989... PROTECTION ENVIRONMENTAL IMPACT ANALYSIS PROCESS (EIAP) § 989.5 Organizational relationships. (a) The host... decision is made on the proposal and an action is undertaken. Support agreements should provide specific...

  12. THE ASSESSMENT METHODOLOGIES PTELR, ADRI AND CAE – THREE METHODOLOGIES FOR COORDINATING THE EFFORTS TO IMPROVE THE ORGANIZATIONAL PROCESSES TO ACHIEVE EXCELLENCE

    OpenAIRE

    Cristina Raluca POPESCU; Gheorghe N. POPESCU

    2015-01-01

    In the paper “The Assessment Methodologies PTELR, ADRI and CAE – Three Methodologies for Coordinating the Efforts to Improve the Organizational Processes to Achieve Excellence” the authors present the basic features of the assessment methodologies PTELR, ADRI and CAE that are designed to coordinate the efforts to improve the organizational processes in order to achieve excellence. In the first part of the paper (the introduction of the paper), the authors present the general background concer...

  13. Library Evaluation and Organizational Learning: A Questionnaire Study

    Science.gov (United States)

    Chen, Kuan-Nien

    2006-01-01

    This article focuses on organizational learning, particularly in the context of evaluation and organizational change. These concepts are discussed in terms of academic libraries. As part of this discussion, a model entitled Processes and Phases of Organizational Learning (PPOL) was developed which is a visual representation of the range of…

  14. Consulting to Facilitate Planned Organizational Change in Schools

    Science.gov (United States)

    Zins, Joseph E.; Illback, Robert J.

    2007-01-01

    We present an update of our 1984 chapter on organizational interventions in educational settings. Our view of the organizational change process is described, followed by a discussion of the gap between current theory and practice. We describe several examples of promising organizational change initiatives, followed by our observations of future…

  15. The relationship between information, organizational culture and decision making in an organization

    Directory of Open Access Journals (Sweden)

    Paulo Danelon Lopes

    2015-09-01

    Full Text Available Introduction: Includes a documentary research on the relationship between information, organizational culture and decision making in an organization. Objective: The goal is to check the influence of information, considering the organizational culture, decision making in an organization. Methodology: The literature review include authors specialized in the areas of information (Belkin; Borko; Capurro; Choo; Tarapanoff; among others; culture (Fleury et al.; Moraes and Fadel; Nassar and Schein, decision making (Angeloni; Hoppen; Leitão and Nassif; Lousada and Valentim and Oliveira and organization (Bernardes and Marcondes and Maximiano. Results: That there may be a strong interdependency between information, culture and decision making in an organization. Conclusions: The information can facilitate understanding of the culture of an organization, how the processes of change occur and what alternatives can be raised so that she can achieve success in their decision-making process in order to ensure its perpetuation over time.

  16. The Role of Organizational Control Systems in Employees' Organizational Trust and Performance Outcomes.

    Science.gov (United States)

    Verburg, Robert M; Nienaber, Ann-Marie; Searle, Rosalind H; Weibel, Antoinette; Den Hartog, Deanne N; Rupp, Deborah E

    2018-04-01

    This study examined how organizational control is related to employees' organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees' trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee-supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.

  17. The Role of Organizational Control Systems in Employees’ Organizational Trust and Performance Outcomes

    Science.gov (United States)

    Verburg, Robert M.; Nienaber, Ann-Marie; Searle, Rosalind H.; Weibel, Antoinette; Den Hartog, Deanne N.; Rupp, Deborah E.

    2017-01-01

    This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee–supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed. PMID:29568213

  18. An organizational intervention to influence evidence-informed decision making in home health nursing.

    Science.gov (United States)

    Gifford, Wendy; Lefebre, Nancy; Davies, Barbara

    2014-01-01

    The aims of this study were to field test and evaluate a series of organizational strategies to promote evidence-informed decision making (EIDM) by nurse managers and clinical leaders in home healthcare. EIDM is central to delivering high-quality and effective healthcare. Barriers exist and organizational strategies are needed to support EIDM. Management and clinical leaders from 4 units participated in a 20-week organization-focused intervention. Preintervention (n = 32) and postintervention (n = 17) surveys and semistructured interviews (n = 15) were completed. Statistically significant increases were found on 4 of 31 survey items reflecting an increased organizational capacity for participants to acquire and apply research evidence in decision making. Support from designated facilitators with advanced skills in finding, appraising, and applying research was the highest rated intervention strategy. Results are useful to inform the development of organizational infrastructures to increase EIDM capacity in community-based healthcare organizations.

  19. Relationship between organizational culture, leadership behavior and job satisfaction.

    Science.gov (United States)

    Tsai, Yafang

    2011-05-14

    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. 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. Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. 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.

  20. THE ANALYSIS OF ORGANIZATIONAL CULTURE VALUES IN PUBLIC SECTORS IN LATVIA

    OpenAIRE

    Ivanova, Maija; Kokina, Irēna

    2016-01-01

    Organizational culture is an important issue because of its` big influence on enterprises’ productivity and consequently on realization of their objectives and goals. The validation and harmonization of organizational values and employees’ values has an important role in increasing operational efficiency. It has long been established that enterprises and organizations, where creative and interested employees who support and understand the organizational values of the company wo...