WorldWideScience

Sample records for sources revised organizational

  1. Organizational Dysfunctions: Sources and Areas

    Directory of Open Access Journals (Sweden)

    Jacek Pasieczny

    2016-12-01

    Full Text Available Objective:The purpose of this article is to identify and describe various types and sources of organizational dysfunctions. Research Design & Methods: The findings are based on literature review and an ongoing empirical research project conducted in private sector organisations. The empirical study can be situated within interpretative approach. In this qualitative project open interviews and observations were used to collect data. Findings: The study indicates that various types and sources of organizational dysfunctions can be identified in organizations operating in Poland. The sources of dysfunctions may be found both within the organization and its environment. Regardless of its specific features, most of the dysfunctions may be interpreted as an undesirable goal displacement. Very often areas of these dysfunctions are strongly interconnected and create a system that hinders organizational performance. Yet, it is difficult to study these phenomena as respondents are unwilling, for various reasons, to disclose the problems faced by their organizations. Implications & Recommendations: The results imply that the issue of organisational dysfunctions requires open, long-lasting and comparative studies. Recommendations for further studies are formulated in the last section of the paper. Contribution & Value Added: The paper provides insight into "the dark side of organising" by identifying sources and areas of dysfunctions. It also reveals difficulties connected with conducting research on dysfunctions in the Polish context.

  2. The Mediating Effect of Organizational Justice Between Power Sources and Organizational Commitment

    OpenAIRE

    Pahrudin; Noor; Kasmir

    2017-01-01

    This study examines the role of organizational justice in the relationship between energy sources and organizational commitment. This study uses structural equation modeling (SEM) to test the hypothesis on a sample of 160 Indonesian workers in a state enterprise. The results show that energy sources are positively associated with organizational commitment and that organizational fairness is positively related to organizational commitment. The power source, in turn, has a positive effect on or...

  3. Trust Revision for Conflicting Sources

    Science.gov (United States)

    2017-02-01

    strategy is to first revise a priori trust assignments as a function of the degree of conflict, before the evidence is fused. This paper focuses on the...practical trust transitivity seems to be idiosyncratic for humans and animals, with no true analogue among non- living forms (and in the physical world ...visiting a foreign country Alice is looking for a restaurant where the locals go, because she would like to avoid places overrun by tourists. She meets a

  4. Relationship between School Administrators' Organizational Power Sources and Teachers' Organizational Citizenship Behaviors

    Science.gov (United States)

    Altinkurt, Yahya; Yilmaz, Kursad

    2012-01-01

    The main purpose of the research was to determine correlation between school administrators' organizational power sources and teachers' organizational citizenship behaviors in primary schools. The research was a correlational survey model study. 275 participants were randomly chosen for the research. The data were collected by…

  5. Revising Tinto's Interactionalist Theory of Student Departure Through Theory Elaboration: Examining the Role of Organizational Attributes in the Persistence Process.

    Science.gov (United States)

    Berger, Joseph B.; Braxton, John M.

    1998-01-01

    A study used theory elaboration to help revise Tinto's interactionalist theory of individual student departure from college to include the effects of organizational attributes on student withdrawal. Results provide strong support for including concepts from organizational theory and suggest future research should use theory elaboration to look for…

  6. ORGANIZATIONAL STRESS SOURCES AND SOLUTION PROPOSALS IN PUBLIC TRANSPORT

    Directory of Open Access Journals (Sweden)

    Mehmet Zennur GÜRBÜZ

    2017-09-01

    Full Text Available Organizational stress is a concept which can have negative effects for both the workers and the organizations. The purpose of this study is to determine and classify the organizational stress sources that public transportation are exposed to, and to provide suggestions for managing these stress factors. A comprehensive literature survey is made in organizational stress factors and the following classes are identified: work structure, organizational structure, organizational policy, within-company relations and physical conditions. A questionnaire is developed forAnkara EGO General Directorate; applied to 2.137 drivers in Ankara in 2016 with a meaningful return of 1.554 data sets, representing 72% of the population and results are statistically analysed. Descriptive statistics, factor analysis and related validity and regional variance analyses are performed by SPSS (22.0 software. The study revealed that: drivers are exposed to mid-level stess; and most critical stress causes are “injustice and/or insufficiency of salaries”, “aggresive, violent behavior and verbal abuse of passengers towards drivers”, “fear of losing jobs or renewal of the contract”. A significant level of variation in stres levels are identified with respect to different regions of Ankara where drivers are assigned.  Suggestions are made in relation to different stres causes to lower the stress levels exposed.

  7. Revised accident source terms and control room habitability

    International Nuclear Information System (INIS)

    Lahti, G.P.; Hubner, R.S.; Johnson, W.J.; Schwartz, B.C.

    1993-01-01

    In April 1992, the NRC staff presented to the Commissioners the draft NUREG open-quotes Revised Accident Source Terms for Light-Water Nuclear Power Plants.close quotes This document is the culmination of more than ten years of NRC-sponsored research and represents the first change in the NRC's position on source terms since TID-14844 was issued in 1962. The purpose of this paper is to investigate the impact of the revised source terms on the current approach to analyzing control room habitability as required by 10 CFR 50. Sample calculations are presented that identify aspects of the model requiring clarification before the implementation of the revised source terms. 6 refs., 4 tabs

  8. Revised accident source terms for light-water reactors

    Energy Technology Data Exchange (ETDEWEB)

    Soffer, L. [Nuclear Regulatory Commission, Washington, DC (United States)

    1995-02-01

    This paper presents revised accident source terms for light-water reactors incorporating the severe accident research insights gained in this area over the last 15 years. Current LWR reactor accident source terms used for licensing date from 1962 and are contained in Regulatory Guides 1.3 and 1.4. These specify that 100% of the core inventory of noble gases and 25% of the iodine fission products are assumed to be instantaneously available for release from the containment. The chemical form of the iodine fission products is also assumed to be predominantly elemental iodine. These assumptions have strongly affected present nuclear air cleaning requirements by emphasizing rapid actuation of spray systems and filtration systems optimized to retain elemental iodine. A proposed revision of reactor accident source terms and some im implications for nuclear air cleaning requirements was presented at the 22nd DOE/NRC Nuclear Air Cleaning Conference. A draft report was issued by the NRC for comment in July 1992. Extensive comments were received, with the most significant comments involving (a) release fractions for both volatile and non-volatile species in the early in-vessel release phase, (b) gap release fractions of the noble gases, iodine and cesium, and (c) the timing and duration for the release phases. The final source term report is expected to be issued in late 1994. Although the revised source terms are intended primarily for future plants, current nuclear power plants may request use of revised accident source term insights as well in licensing. This paper emphasizes additional information obtained since the 22nd Conference, including studies on fission product removal mechanisms, results obtained from improved severe accident code calculations and resolution of major comments, and their impact upon the revised accident source terms. Revised accident source terms for both BWRS and PWRS are presented.

  9. Hazardous constituent source term. Revision 2

    International Nuclear Information System (INIS)

    1994-01-01

    The Department of Energy (DOE) has several facilities that either generate and/or store transuranic (TRU)-waste from weapons program research and production. Much of this waste also contains hazardous waste constituents as regulated under Subtitle C of the Resource Conservation and Recovery Act (RCRA). Toxicity characteristic metals in the waste principally include lead, occurring in leaded rubber gloves and shielding. Other RCRA metals may occur as contaminants in pyrochemical salt, soil, debris, and sludge and solidified liquids, as well as in equipment resulting from decontamination and decommissioning activities. Volatile organic compounds (VOCS) contaminate many waste forms as a residue adsorbed on surfaces or occur in sludge and solidified liquids. Due to the presence of these hazardous constituents, applicable disposal regulations include land disposal restrictions established by Hazardous and Solid Waste Amendments (HSWA). The DOE plans to dispose of TRU-mixed waste from the weapons program in the Waste Isolation Pilot Plant (WIPP) by demonstrating no-migration of hazardous constituents. This paper documents the current technical basis for methodologies proposed to develop a post-closure RCRA hazardous constituent source term. For the purposes of demonstrating no-migration, the hazardous constituent source term is defined as the quantities of hazardous constituents that are available for transport after repository closure. Development of the source term is only one of several activities that will be involved in the no-migration demonstration. The demonstration will also include uncertainty and sensitivity analyses of contaminant transport

  10. ORGANIZATIONAL CITIZENSHIP BEHAVIOR – PERFORMANCE SOURCE IN ROMANIAN SMES

    OpenAIRE

    ALEXANDRA MIHAELA POPESCU; ANGELA VLADESCU

    2011-01-01

    Citizenship behavior is an important factor, both in human society and organizational evolution. This is a determinant element due to economical enterprises performances growth, given that, intake staff to achieve desired performances is defining. This paper, analyzing small and medium enterprises performances by organizational citizenship behavior, is, relating to information that we have, the first one at national level. Highlighting the effects of organizational citizenship behavior, on a ...

  11. Teacher Views on School Administrators' Organizational Power Sources and Their Change Management Behaviours

    Science.gov (United States)

    Argon, Türkan; Dilekçi, Ümit

    2016-01-01

    This study aimed to determine school administrators' organizational power sources and change management behaviours based on Bolu central district primary and secondary school teachers' views. The study conducted with relational screening model reached 286 teachers. School Administrators' Organizational Power Sources Scale and Change Management…

  12. 77 FR 24148 - Revision to the Hawaii State Implementation Plan, Minor New Source Review Program

    Science.gov (United States)

    2012-04-23

    ... ENVIRONMENTAL PROTECTION AGENCY 40 CFR Part 52 [EPA-R09-OAR-2012-0213; FRL-9661-6] Revision to the Hawaii State Implementation Plan, Minor New Source Review Program AGENCY: Environmental Protection Agency... final action to approve revisions to the Hawaii State Implementation Plan (SIP). These revisions would...

  13. 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....

  14. 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...

  15. 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...

  16. Deciding to adopt revised and new psychological and neuropsychological tests: an inter-organizational position paper.

    Science.gov (United States)

    Bush, Shane S; Sweet, Jerry J; Bianchini, Kevin J; Johnson-Greene, Doug; Dean, Pamela M; Schoenberg, Mike R

    2018-04-01

    Neuropsychological tests undergo periodic revision intended to improve psychometric properties, normative data, relevance of stimuli, and ease of administration. In addition, new tests are developed to evaluate psychological and neuropsychological constructs, often purporting to improve evaluation effectiveness. However, there is limited professional guidance to neuropsychologists concerning the decision to adopt a revised version of a test and/or replace an older test with a new test purporting to measure the same or overlapping constructs. This paper describes ethical and professional issues related to the selection and use of older versus newer psychological and neuropsychological tests, with the goal of promoting appropriate test selection and evidence-based decision making. Ethical and professional issues were reviewed and considered. The availability of a newer version of a test does not necessarily render obsolete prior versions of the test for purposes that are empirically supported, nor should continued empirically supported use of a prior version of a test be considered unethical practice. Until a revised or new test has published evidence of improved ability to help clinicians to make diagnostic determinations, facilitate treatment, and/or assess change over time, the choice to delay adoption of revised or new tests may be viewed as reasonable and appropriate. Recommendations are offered to facilitate decisions about the adoption of revised and new tests. Ultimately, it is the responsibility of individual neuropsychologists to determine which tests best meet their patients' needs, and to be able to support their decisions with empirical evidence and sound clinical judgment.

  17. An Organizational Perspective on Free and Open Source Software Development

    DEFF Research Database (Denmark)

    Vujovic, Sladjana; Ulhøi, John Parm

    2006-01-01

    The traditional model of innovation, the restricted/close source (R/CS) model, is based on proprietary knowledge and private model of production. A fundamental different one, the open source model is based on non-proprietary knowledge and non-economic motives. Moreover, between the two......, there are various combinations or hybrids, in the following referred to as free/open source-based (F/OS-based) agency. In the discussions, practical examples from software production are included. In conclusion, the paper identifies avenues for future research as well as important managerial and policy implications....

  18. Revised

    DEFF Research Database (Denmark)

    Johannsen, Vivian Kvist; Nord-Larsen, Thomas; Riis-Nielsen, Torben

    This report is a revised analysis of the Danish data on CO2 emissions from forest, afforestation and deforestation for the period 1990 - 2008 and a prognosis for the period until 2020. Revision have included measurements from 2009 in the estimations. The report is funded by the Ministry of Climate...

  19. Organizational Communication in Emergencies: Using Multiple Channels and Sources to Combat Noise and Capture Attention

    Science.gov (United States)

    Stephens, Keri K.; Barrett, Ashley K.; Mahometa, Michael J.

    2013-01-01

    This study relies on information theory, social presence, and source credibility to uncover what best helps people grasp the urgency of an emergency. We surveyed a random sample of 1,318 organizational members who received multiple notifications about a large-scale emergency. We found that people who received 3 redundant messages coming through at…

  20. Open source communities: an integrally informed approach to organizational transformation

    NARCIS (Netherlands)

    Millar-Schijf, Carla C.J.M.; Choi, C.J.; Russell, E.T.; Kim, J.-B.

    2005-01-01

    Purpose - To reframe analysis of the open source software (OSS) phenomenon from an AQAL perspectiveDesign/methodology/approach - The approach is a review of current research thinking and application of the AQAL framework to suggest resolution of polarizations.Findings - The authors find that AQAL is

  1. Categorization of radioactive sources. Revision of IAEA-TECDOC-1191, Categorization of radiation sources

    International Nuclear Information System (INIS)

    2003-07-01

    the Safety of Radiation Sources and the Security of Radioactive Materials (the Action Plan) in Attachment 2 to publication GOV/1999/46-GC(43)/10. In September 1999, the Board approved the Action Plan and requested the Secretariat to implement it. The subsequent General Conference endorsed the Board's decision and urged the Secretariat to implement the Action Plan. The Action Plan covered seven major work areas, one of which identified the need for a system of source categorization. The resulting IAEA-TECDOC-1191 Categorization of Radiation Sources, was published in December 2000. Whilst IAEA-TECDOC-1191 provided a useful system for categorizing radioactive sources, according to radiological and other risks, it was limited in its scope of application. Under the auspices of the Action Plan, the IAEA also organized an International Conference of National Regulatory Authorities with Competence in the Safety of Radiation Sources and the Security of Radioactive Material, which was held in Buenos Aires, Argentina, from 11 to 15 December 2000 (the Buenos Aires Conference). At its meetings in March 2001 the Board considered the report on the major findings of the Buenos Aires Conference (GOV/2001/3, 12 February 2001). It noted these major findings and requested the Secretariat to assess the implications of the major findings of the Buenos Aires Conference for the Action Plan for the Safety of Radiation Sources and the Security of Radioactive Materials, and to implement any adjustments to the Action Plan that may be necessary. The subsequent revised Action Plan on the Safety and Security of Radiation Sources (GOV/2001/29-GC(45)/12) noted the need to review how the categorization system was being used, and to consider revising it. The Secretariat also recognized that the new categorization system was crucial to other high priority work initiatives being carried out by IAEA, such as the revised Code of Conduct on the Safety and Security of Radioactive Sources (in preparation) and

  2. Declaration of input sources in scientific research: should this practice be incorporated to organizational information management?

    Directory of Open Access Journals (Sweden)

    José Osvaldo De Sordi

    Full Text Available This research studies the declaration of input sources for research in scientific communications, more specifically, whether this practice of the academy may be considered a good example to be followed by organizations. Seven hypotheses address two dimensions of input sources: origin (primary or secondary and nature (data or information. It appears that the declaration of research inputs in the academy is problematic, mostly incomplete or inaccurate. This does not reduce the importance of this practice; it simply indicates that the academy should not be considered a privileged space, with wide dominance and practice excellence. Nevertheless, the information environment of organizations can learn and benefit from the experience of the scientific academy. From the analyses of the research sample, a set of procedures has been developed, which allowed organizational analysts and researchers to elaborate a complete and accurate analysis of the input sources to be declared in organizational or scientific communication.

  3. Selective application of revised source terms to operating nuclear power plants

    International Nuclear Information System (INIS)

    Moon, Joo Hyun; Song, Jae Hyuk; Lee, Young Wook; Ko, Hyun Seok; Kang, Chang Sun

    2001-01-01

    More than 30 years later since 1962 when TID-14844 was promulgated, there has been big change of the US NRC's regulatory position in using accident source terms for radiological assessment following a design basis accident (DBA). To replace the instantaneous source terms of TID-14844, the time-dependent source terms of NUREG-1465 was published in 1995. In the meantime, the radiological acceptance criteria for reactor site evaluation in 10 CFR Part 100 were also revised. In particular, the concept of total effective dose equivalent has been incorporated in accordance with the radiation protection standards set forth in revised 10 CFR Part 20. Subsequently, the publication of Regulatory Guide 1.183 and the revision of Standard Review Plan 15.0.1 followed in 2000, which provided the licensee of operating nuclear power reactor with the acceptable guidance of applying the revised source term. The guidance allowed the holder of an operating license issued prior to January 10, 1997 to voluntarily revise the accident source terms used in the radiological consequence analyses of DBA. Regarding to its type of application, there suggested full and selective applications, Whether it is full or selective, based upon the scope and nature of associated plant modifications being proposed, the actual application of the revised source terms to an operating plant is expected to give a large impact on its facility design basis. Considering scope and cost of the analyses required for licensing, selective application is seemed to be more appealing to an licensee of the operating plant rather than full application. In this paper, hence, the selective application methodology is reviewed and is actally applied to the assessment of offsite radiological consequence following a LOCA at Ulchin Unit 3 and 4, in order to identify and analyze the potential impacts due to application of revised source terms and to assess the considerations taken in each application prior to its actual

  4. The Society for Industrial and Organizational Psychology's guidelines for education and training: An executive summary of the 2016/2017 revision.

    Science.gov (United States)

    Gibson, Jennifer Lee; Payne, Stephanie C; Morgan, Whitney Botsford; Allen, Joseph A

    2018-05-24

    The Society for Industrial and Organizational Psychology (SIOP, Division 14 of the American Psychological Association [APA]) maintains Guidelines for Education and Training to provide guidance for the training of industrial-organizational (I-O) psychologists. The 2016/2017 revision combines separate documents for master's- and doctoral-level training into one document, because the competencies required for each degree are not very different. Instead, the degrees differ in breadth and depth. The updated Guidelines were approved as APA policy in August 2017. In this article, we briefly review the revision process and highlight the updates made in the latest version of the Guidelines. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  5. Revised reactor accident source terms in the U.S. and implementation for light water reactors

    International Nuclear Information System (INIS)

    Soffer, L.; Lee, J.Y.

    1992-01-01

    Current NRC reactor accident source terms used for licensing are contained in Regulatory Guides 1.3 and 1.4 and specify that 100 % of the core inventory of noble gases and 25 % of the iodine fission products are assumed to be instantaneously available for release from the containment. The chemical form of the iodine fission products is also assumed to be predominantly elemental (I 2 ) iodine. These assumptions have strongly affected present nuclear plant designs. Severe accident research results have confirmed that although the current source term is very substantial and has resulted in a very high level of plant capability, the present source term is no longer compatible with a realistic understanding of severe accidents. The NRC has issued a proposed revision of the reactor accident source terms as part of several regulatory activities to incorporate severe accident insights for future plants. A revision to 10 CFR 100 is also being proposed to specify site criteria directly and to eliminate source terms and doses for site evaluation. Reactor source terms will continue to be important in evaluating plant designs. Although intended primarily for future plants, existing and evolutionary power plants may voluntarily apply revised accident source term insights as well in licensing. The proposed revised accident source terms are presented in terms of fission product composition, magnitude, timing and iodine chemical form. Some implications for light water reactors are discussed. (author)

  6. Teachers’ Opinions in Relation to School Principals’ Organizational Power Sources andAuthentic Leadership Levels

    OpenAIRE

    NARTGÜN, Şenay Sezgin; NARTGÜN, Zekeriya; ARICI, Uzman Deniz

    2016-01-01

    The aim of this study is to determine the organizational power sources that used and authentic leadership levels that demonstrated by primary, secondary and high school principals within the framework of teachers‟ opinions. In the study, comparative survey was used. One hundred and twenty teachers of primary, secondary and high schools located at Dörtdivan and Seben provinces of Bolu are consist the working group of this study. The data gathered from the one hundred teachers whom are particip...

  7. The Relation between School Leadership from a Distributed Perspective and Teachers' Organizational Commitment: Examining the Source of the Leadership Function

    Science.gov (United States)

    Hulpia, Hester; Devos, Geert; Van Keer, Hilde

    2011-01-01

    Purpose: In this study the relationship between school leadership and teachers' organizational commitment is examined by taking into account a distributed leadership perspective. The relation between teachers' organizational commitment and contextual variables of teachers' perceptions of the quality and the source of the supportive and supervisory…

  8. Actinide Source Term Program, position paper. Revision 1

    International Nuclear Information System (INIS)

    Novak, C.F.; Papenguth, H.W.; Crafts, C.C.; Dhooge, N.J.

    1994-01-01

    The Actinide Source Term represents the quantity of actinides that could be mobilized within WIPP brines and could migrate with the brines away from the disposal room vicinity. This document presents the various proposed methods for estimating this source term, with a particular focus on defining these methods and evaluating the defensibility of the models for mobile actinide concentrations. The conclusions reached in this document are: the 92 PA open-quotes expert panelclose quotes model for mobile actinide concentrations is not defensible; and, although it is extremely conservative, the open-quotes inventory limitsclose quotes model is the only existing defensible model for the actinide source term. The model effort in progress, open-quotes chemical modeling of mobile actinide concentrationsclose quotes, supported by a laboratory effort that is also in progress, is designed to provide a reasonable description of the system and be scientifically realistic and supplant the open-quotes Inventory limitsclose quotes model

  9. Revised IAEA Code of Conduct on the Safety and Security of Radioactive Sources

    International Nuclear Information System (INIS)

    Wheatley, J. S.

    2004-01-01

    The revised Code of Conduct on the Safety and Security of Radioactive Sources is aimed primarily at Governments, with the objective of achieving and maintaining a high level of safety and security of radioactive sources through the development, harmonization and enforcement of national policies, laws and regulations; and through the fostering of international co-operation. It focuses on sealed radioactive sources and provides guidance on legislation, regulations and the regulatory body, and import/export controls. Nuclear materials (except for sources containing 239Pu), as defined in the Convention on the Physical Protection of Nuclear Materials, are not covered by the revised Code, nor are radioactive sources within military or defence programmes. An earlier version of the Code was published by IAEA in 2001. At that time, agreement was not reached on a number of issues, notably those relating to the creation of comprehensive national registries for radioactive sources, obligations of States exporting radioactive sources, and the possibility of unilateral declarations of support. The need to further consider these and other issues was highlighted by the events of 11th September 2001. Since then, the IAEA's Secretariat has been working closely with Member States and relevant International Organizations to achieve consensus. The text of the revised Code was finalized at a meeting of technical and legal experts in August 2003, and it was submitted to IAEA's Board of Governors for approval in September 2003, with a recommendation that the IAEA General Conference adopt it and encourage its wide implementation. The IAEA General Conference, in September 2003, endorsed the revised Code and urged States to work towards following the guidance contained within it. This paper summarizes the history behind the revised Code, its content and the outcome of the discussions within the IAEA Board of Governors and General Conference. (Author) 8 refs

  10. Development of the methodology for application of revised source term to operating nuclear power plants in Korea

    International Nuclear Information System (INIS)

    Kang, M.S.; Kang, P.; Kang, C.S.; Moon, J.H.

    2004-01-01

    Considering the current trend in applying the revised source term proposed by NUREG-1465 to the nuclear power plants in the U.S., it is expected that the revised source term will be applied to the Korean operating nuclear power plants in the near future, even though the exact time can not be estimated. To meet the future technical demands, it is necessary to prepare the technical system including the related regulatory requirements in advance. In this research, therefore, it is intended to develop the methodology to apply the revised source term to operating nuclear power plants in Korea. Several principles were established to develop the application methodologies. First, it is not necessary to modify the existing regulations about source term (i.e., any back-fitting to operating nuclear plants is not necessary). Second, if the pertinent margin of safety is guaranteed, the revised source term suggested by NUREG-1465 may be useful to full application. Finally, a part of revised source term could be selected to application based on the technical feasibility. As the results of this research, several methodologies to apply the revised source term to the Korean operating nuclear power plants have been developed, which include: 1) the selective (or limited) application to use only some of all the characteristics of the revised source term, such as release timing of fission products and chemical form of radio-iodine and 2) the full application to use all the characteristics of the revised source term. The developed methodologies are actually applied to Ulchin 9 and 4 units and their application feasibilities are reviewed. The results of this research are used as either a manual in establishing the plan and the procedure for applying the revised source term to the domestic nuclear plant from the utility's viewpoint; or a technical basis of revising the related regulations from the regulatory body's viewpoint. The application of revised source term to operating nuclear

  11. NEPA source guide for the Hanford Site. Revision 2

    International Nuclear Information System (INIS)

    Tifft, S.R.

    1995-01-01

    This Source Guide will assist those working with the National Environmental Policy Act of 1969 (NEPA) to become more familiar with the Environmental Assessments (EA) and Environmental Impact Statements (EIS) that apply to specific activities and facilities at the Hanford Site. This document should help answer questions concerning NEPA coverage, history, processes, and the status of many of the buildings and units on and related to the Hanford Site. This document summarizes relevant EAs and EISs by briefly outlining the proposed action of each and the decision made by the US Department of Energy (DOE) or its predecessor agencies, the US Atomic Energy Commission (AEC), and the US Energy Research and Development Administration (ERDA), concerning the proposed action and current status of the buildings and units discussed in the proposed action. If a decision was officially stated by the DOE, as in a Finding Of No Significant Impact (FONSI) or a Record of Decision (ROD), and was located, a summary is provided in the text. Not all federal decisions, such as FONSIs and RODS, can be found in the Federal Register (FR). For example, although significant large-action FONSIs can be found in the FR, some low-interest FONSIs may have been published elsewhere (i.e., local newspapers). The EA and EIS summaries are arranged in numerical order. To assist in locating a particular EA or EIS, the upper right comer of each page lists the number of the summary or summaries discussed on that page. Any draft EA or EIS is followed by a ''D.'' The EAs with nonstandard numbering schemes are located in Chapter 3

  12. The relation between school leadership from a distributed perspective and teachers' organizational commitment: examining the source of the leadership function

    OpenAIRE

    Hulpia, Hester; Devos, Geert; Van Keer, Hilde

    2011-01-01

    Purpose: In this study the relationship between school leadership and teachers’ organizational commitment is examined by taking into account a distributed leadership perspective. The relation between teachers’ organizational commitment and contextual variables of teachers’ perceptions of the quality and the source of the supportive and supervisory leadership function, participative decision making, and cooperation within the leadership team are examined. Research Design: A survey was set up i...

  13. An Organizational-Technical Concept to Deal with Open Source Software License Terms

    Directory of Open Access Journals (Sweden)

    Sergius Dyck

    2016-06-01

    Full Text Available Open source software (OSS released under various license terms is widely used as third party libraries in today's software projects. To ensure open source compliance within an organization, a strategic approach to OSS management is needed. As basis for such an approach, we introduce an organizational-technical concept for dealing with the various OSS licenses by using procedural instructions and build automation software. The concept includes the careful consideration of OSS license conditions. The results obtained from this consideration and additional necessary commitments are documented in a so-called license playbook. We introduce procedure instructions enabling a consistent approach for software development using OSS libraries. The procedure instructions are described in a way such that they can be implemented for example for Java projects using the popular build automation tool Apache Maven and the software repository tool Nexus. We give guidance on how to realize such an implementation on basis of automation tools in practice.

  14. Organizational characteristics, financial performance measures, and funding sources of faith based organizations.

    Science.gov (United States)

    Lampkin, Lynne; Raghavan, Kamala

    2008-01-01

    This study examined the impact of organizational characteristics and financial performance measures of faith based organizations (FBOS) in Pennsylvania and Ohio on the decisions of the funding sources. Organizational characteristics of size, age, and type of service, and financial performance measures such as expense, liquidity, and solvency ratios were gathered from the data on IRS form 990 for 97 FBOS for the period of 1995 to 2004. The study found that the 1996 Charitable Choice provisions and the 2001 Office of Faith-Based and Community Initiatives have led to increased government funding for FBOS. The results showed that government funding of FBOS is affected positively by age of the FBO, and negatively by its size. For smaller FBOS, savings ratio had a negative relationship to government funding and a positive relationship to direct public support. For social service FBOS government funding was positively affected by age and negatively affected by size and debt ratio, while days-cash-on-hand had a negative impact on direct public support. All of the above relationships were statistically significant.

  15. ORGANIZATIONAL SOURCES OF STRESS IN PRIMARY SCHOOL TEACHER AND THEIR RELACIONSHIP TO THE NUMBER OF PUPILS TAUGHT

    Directory of Open Access Journals (Sweden)

    Guadalupe Madrigal Olivas

    2014-12-01

    Full Text Available The objectives of this research are: Identify sources of organizational stressors on teachers and establish the relationship between the level of organizational stress and the number of students attending teachers. To achieve these objectives, a non-experimental, cross-sectional correlational study was conducted through the application of the Organizational Sources of Stress Teachers Scale (EFOED to 59 teachers of School District No. 5 of the Ministry of State Education Durango, Mexico. Their main results suggest that uncertainty by the new educational reforms and their impact on labor rights is a situation that creates instability in the educational work of teachers, coupled with this lack of information on it and the constant rumors that generated around it.

  16. Organizational sources of stress in primary school teacher and their relacionship to the number of pupils taught

    Directory of Open Access Journals (Sweden)

    Guadalupe Madrigal Olivas

    2014-12-01

    Full Text Available The objectives of this research are: Identify sources of organizational stressors on teachers and establish the relationship between the level of organizational stress and the number of students attending teachers. To achieve these objectives, a non-experimental, cross-sectional correlational study was conducted through the application of the Organizational Sources of Stress Teachers Scale (EFOED to 59 teachers of School District No. 5 of the Ministry of State Education Durango, Mexico. Their main results suggest that uncertainty by the new educational reforms and their impact on labor rights is a situation that creates instability in the educational work of teachers, coupled with this lack of information on it and the constant rumors that generated around it.

  17. Design parameters and source terms: Volume 2, Source terms: Revision 0

    International Nuclear Information System (INIS)

    1987-10-01

    The Design Parameters and Source Terms Document was prepared in accordance with DOE request and to provide data for the environmental impact study to be performed in the future for the Deaf Smith County, Texas site for a nuclear waste repository in salt. This document updates a previous unpublished report by Stearns Catalytic Corporation (SCC), entitled ''Design Parameters and Source Terms for a Two-Phase Repository Salt,'' 1985, to the level of the Site Characterization Plan - Conceptual Design Report. The previous unpublished SCC Study identifies the data needs for the Environmental Assessment effort for seven possible Salt Repository sites. 2 tabs

  18. Design parameters and source terms: Volume 2, Source terms: Revision 0

    International Nuclear Information System (INIS)

    1987-09-01

    The Design Parameters and Source Terms Document was prepared in accordance with DOE request and to provide data for the environmental impact study to be performed in the future for the Deaf Smith County, Texas site for a nuclear waste repository in salt. This document updates a previous unpublished report to the level of the Site Characterization Plan---Conceptual Design Report SCP-CDR. The previous study identifies the data needs for the Environmental Assessment effort for seven possible salt repository sites. Volume 2 contains tables of source terms

  19. Design parameters and source terms: Volume 3, Source terms: Revision 0

    International Nuclear Information System (INIS)

    1987-09-01

    The Design Parameters and Source Terms Document was prepared in accordance with DOE request and to provide data for the environmental impact study to be performed in the future for the Deaf Smith County, Texas site for a nuclear waste repository in salt. This document updates a previous unpublished report to the level of the Site Characterization Plan /endash/ Conceptual Design Report, SCP-CDR. The previous unpublished SCC Study identifies the data needs for the Environmental Assessment effort for seven possible salt repository sites

  20. 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.

  1. The Effects of Source, Revision Possibility, and Amount of Feedback on Marketing Students' Impressions of Feedback on an Assignment

    Science.gov (United States)

    Ackerman, David S.; Dommeyer, Curt J.; Gross, Barbara L.

    2017-01-01

    This study examines how three factors affect students' reactions to critical feedback on an assignment--amount of feedback (none vs. low amount vs. high amount), source of feedback (instructor-provided feedback vs. peer-provided feedback), and the situational context of the feedback (revision of paper is or is not possible). An incomplete 3 × 2 ×…

  2. 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.

  3. Improvement of the organizational and economic mechanism for managing the development of alternative sources of electricity at the territorial level

    Science.gov (United States)

    Kirillova, Ariadna; Krylova, Anna

    2017-10-01

    The article considers the features of the structure and functioning of energy supply facilities for housing and communal services of municipalities with the identification and analysis of problems, substantiates the main directions of improving the organizational and economic mechanism for the development of alternative sources of electricity supply, taking into account modern innovative energy-efficient technologies. The choice of a rational option for electricity supply to settlements and the region is considered on the basis of an analysis of geographical, climatic and socio-economic conditions, as well as engineering and financial opportunities, the availability of trunk, interregional and other networks, the total installed capacity of regional power plants and a set of other technical and economic Characteristics inherent in the region and its municipalities.

  4. 77 FR 6463 - Revisions to Labeling Requirements for Blood and Blood Components, Including Source Plasma...

    Science.gov (United States)

    2012-02-08

    ... Blood Components, Including Source Plasma; Correction AGENCY: Food and Drug Administration, HHS. ACTION..., Including Source Plasma,'' which provided incorrect publication information regarding a 60-day notice that...

  5. Discrimination and Well-being: Testing the differential source and Organizational Justice theories of workplace aggression

    NARCIS (Netherlands)

    Wood, S.; Braeken, J.; Niven, K.

    2013-01-01

    People may be subjected to discrimination from a variety of sources in the workplace. In this study of mental health workers, we contrast four potential perpetrators of discrimination (managers, co-workers, patients, and visitors) to investigate whether the negative impact of discrimination on

  6. 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.

  7. Initial Results from the Survey of Organizational Research Climates (SOuRCe) in the U.S. Department of Veterans Affairs Healthcare System

    Science.gov (United States)

    Martinson, Brian C.; Nelson, David; Hagel-Campbell, Emily; Mohr, David; Charns, Martin P.; Bangerter, Ann; Thrush, Carol R.; Ghilardi, Joseph R.; Bloomfield, Hanna; Owen, Richard; Wells, James A.

    2016-01-01

    Background In service to its core mission of improving the health and well-being of veterans, Veterans Affairs (VA) leadership is committed to supporting research best practices in the VA. Recognizing that the behavior of researchers is influenced by the organizational climates in which they work, efforts to assess the integrity of research climates and share such information with research leadership in VA may be one way to support research best practices. The Survey of Organizational Research Climate (SOuRCe) is the first validated survey instrument specifically designed to assess the organizational climate of research integrity in academic research organizations. The current study reports on an initiative to use the SOuRCe in VA facilities to characterize the organizational research climates and pilot test the effectiveness of using SOuRCe data as a reporting and feedback intervention tool. Methods We administered the SOuRCe using a cross-sectional, online survey, with mailed follow-up to non-responders, of research-engaged employees in the research services of a random selection of 42 VA facilities (e.g., Hospitals/Stations) believed to employ 20 or more research staff. We attained a 51% participation rate, yielding more than 5,200 usable surveys. Results We found a general consistency in organizational research climates across a variety of sub-groups in this random sample of research services in the VA. We also observed similar SOuRCe scale score means, relative rankings of these scales and their internal reliability, in this VA-based sample as we have previously documented in more traditional academic research settings. Results also showed more substantial variability in research climate scores within than between facilities in the VA research service as reflected in meaningful subgroup differences. These findings suggest that the SOuRCe is suitable as an instrument for assessing the research integrity climates in VA and that the tool has similar patterns of

  8. Initial Results from the Survey of Organizational Research Climates (SOuRCe) in the U.S. Department of Veterans Affairs Healthcare System.

    Science.gov (United States)

    Martinson, Brian C; Nelson, David; Hagel-Campbell, Emily; Mohr, David; Charns, Martin P; Bangerter, Ann; Thrush, Carol R; Ghilardi, Joseph R; Bloomfield, Hanna; Owen, Richard; Wells, James A

    2016-01-01

    In service to its core mission of improving the health and well-being of veterans, Veterans Affairs (VA) leadership is committed to supporting research best practices in the VA. Recognizing that the behavior of researchers is influenced by the organizational climates in which they work, efforts to assess the integrity of research climates and share such information with research leadership in VA may be one way to support research best practices. The Survey of Organizational Research Climate (SOuRCe) is the first validated survey instrument specifically designed to assess the organizational climate of research integrity in academic research organizations. The current study reports on an initiative to use the SOuRCe in VA facilities to characterize the organizational research climates and pilot test the effectiveness of using SOuRCe data as a reporting and feedback intervention tool. We administered the SOuRCe using a cross-sectional, online survey, with mailed follow-up to non-responders, of research-engaged employees in the research services of a random selection of 42 VA facilities (e.g., Hospitals/Stations) believed to employ 20 or more research staff. We attained a 51% participation rate, yielding more than 5,200 usable surveys. We found a general consistency in organizational research climates across a variety of sub-groups in this random sample of research services in the VA. We also observed similar SOuRCe scale score means, relative rankings of these scales and their internal reliability, in this VA-based sample as we have previously documented in more traditional academic research settings. Results also showed more substantial variability in research climate scores within than between facilities in the VA research service as reflected in meaningful subgroup differences. These findings suggest that the SOuRCe is suitable as an instrument for assessing the research integrity climates in VA and that the tool has similar patterns of results that have been

  9. Initial Results from the Survey of Organizational Research Climates (SOuRCe in the U.S. Department of Veterans Affairs Healthcare System.

    Directory of Open Access Journals (Sweden)

    Brian C Martinson

    Full Text Available In service to its core mission of improving the health and well-being of veterans, Veterans Affairs (VA leadership is committed to supporting research best practices in the VA. Recognizing that the behavior of researchers is influenced by the organizational climates in which they work, efforts to assess the integrity of research climates and share such information with research leadership in VA may be one way to support research best practices. The Survey of Organizational Research Climate (SOuRCe is the first validated survey instrument specifically designed to assess the organizational climate of research integrity in academic research organizations. The current study reports on an initiative to use the SOuRCe in VA facilities to characterize the organizational research climates and pilot test the effectiveness of using SOuRCe data as a reporting and feedback intervention tool.We administered the SOuRCe using a cross-sectional, online survey, with mailed follow-up to non-responders, of research-engaged employees in the research services of a random selection of 42 VA facilities (e.g., Hospitals/Stations believed to employ 20 or more research staff. We attained a 51% participation rate, yielding more than 5,200 usable surveys.We found a general consistency in organizational research climates across a variety of sub-groups in this random sample of research services in the VA. We also observed similar SOuRCe scale score means, relative rankings of these scales and their internal reliability, in this VA-based sample as we have previously documented in more traditional academic research settings. Results also showed more substantial variability in research climate scores within than between facilities in the VA research service as reflected in meaningful subgroup differences. These findings suggest that the SOuRCe is suitable as an instrument for assessing the research integrity climates in VA and that the tool has similar patterns of results that

  10. Organizational Culture and Industrialization

    DEFF Research Database (Denmark)

    Kragh, Simon Ulrik

    Drawing on a revised version ofHofstede's theory ofindustrialization and cultural change contained in his explanation of individualism and collectivism, the paper proposes that countries which are in the earlier stages of industrialization have a common culture that governs organizational...

  11. Development scenarios for organizational memory information systems

    NARCIS (Netherlands)

    Wijnhoven, Alphonsus B.J.M.

    1999-01-01

    Well-managed organizational memories have been emphasized in the recent management literature as important sources for business success. Organizational memory infonnation systems (OMIS) have been conceptualized as a framework for information technologies to support these organizational memories.

  12. Organizational governance

    DEFF Research Database (Denmark)

    Foss, Nicolai Juul; Klein, Peter G.

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

  13. Synchrotron light source data book: Version 4, Revision 05/96

    International Nuclear Information System (INIS)

    Murphy, J.B.

    1996-05-01

    This book is as its name implies a collection of data on existing and planned synchrotron light sources. The intention was to provide a compendium of tools for the design of electron storage rings as synchrotron radiation sources. The slant is toward the accelerator physicist as other booklets such as the X-Ray Data Booklet address the use of synchrotron radiation. It is hoped that the booklet serves as a pocket sized reference to facilitate back of the envelope type calculations. It contains some useful formulae in practical units and a brief description of many of the existing and planned light source lattices

  14. Synchrotron light source data book: Version 4, Revision 05/96

    Energy Technology Data Exchange (ETDEWEB)

    Murphy, J.B.

    1996-05-01

    This book is as its name implies a collection of data on existing and planned synchrotron light sources. The intention was to provide a compendium of tools for the design of electron storage rings as synchrotron radiation sources. The slant is toward the accelerator physicist as other booklets such as the X-Ray Data Booklet address the use of synchrotron radiation. It is hoped that the booklet serves as a pocket sized reference to facilitate back of the envelope type calculations. It contains some useful formulae in practical units and a brief description of many of the existing and planned light source lattices.

  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. SOC Strategies and Organizational Citizenship Behaviors toward the Benefits of Co-workers: A Multi-Source Study

    Science.gov (United States)

    Müller, Andreas; Weigl, Matthias

    2017-01-01

    Background: Individuals’ behavioral strategies like selection, optimization, and compensation (SOC) contribute to efficient use of available resources. In the work context, previous studies revealed positive associations between employees’ SOC use and favorable individual outcomes, like engagement and job performance. However, the social implications of self-directed behaviors like SOC that are favorable for the employee but may imply consequences for coworkers have not been investigated yet in an interpersonal work context. Objective: This study aimed to assess associations between employees’ use of SOC behaviors at work and their organizational citizenship behaviors (OCB) toward the benefits of co-workers rated by their peers at work. We further sought to identify age-specific associations between SOC use and OCB. Design and Method: A cross-sectional design combining multi-source data was applied in primary school teachers (age range: 23–58 years) who frequently teach in dyads. N = 114 dyads were finally included. Teachers reported on their SOC strategies at work. Their peer colleagues evaluated teachers’ OCB. Control variables were gender, workload, working hours, and perceived proximity of relationship between the dyads. Results: We observed a positive effect of loss-based selection behaviors on peer-rated OCB. Moreover, there was a significant two-way interaction effect between the use of compensation strategies and age on OCB, such that there was a positive association for older employees and a negative association for younger employees. There were no significant main and age-related interaction effects of elective selection, optimization, and of overall SOC strategies on OCB. Conclusion: Our study suggests that high use of loss-based selection and high use of compensation strategies in older employees is positively related with OCB as perceived by their colleagues. However, high use of compensation strategies in younger employees is perceived

  17. SOC Strategies and Organizational Citizenship Behaviors toward the Benefits of Co-workers: A Multi-Source Study.

    Science.gov (United States)

    Müller, Andreas; Weigl, Matthias

    2017-01-01

    Background: Individuals' behavioral strategies like selection, optimization, and compensation (SOC) contribute to efficient use of available resources. In the work context, previous studies revealed positive associations between employees' SOC use and favorable individual outcomes, like engagement and job performance. However, the social implications of self-directed behaviors like SOC that are favorable for the employee but may imply consequences for coworkers have not been investigated yet in an interpersonal work context. Objective: This study aimed to assess associations between employees' use of SOC behaviors at work and their organizational citizenship behaviors (OCB) toward the benefits of co-workers rated by their peers at work. We further sought to identify age-specific associations between SOC use and OCB. Design and Method: A cross-sectional design combining multi-source data was applied in primary school teachers (age range: 23-58 years) who frequently teach in dyads. N = 114 dyads were finally included. Teachers reported on their SOC strategies at work. Their peer colleagues evaluated teachers' OCB. Control variables were gender, workload, working hours, and perceived proximity of relationship between the dyads. Results: We observed a positive effect of loss-based selection behaviors on peer-rated OCB. Moreover, there was a significant two-way interaction effect between the use of compensation strategies and age on OCB, such that there was a positive association for older employees and a negative association for younger employees. There were no significant main and age-related interaction effects of elective selection, optimization, and of overall SOC strategies on OCB. Conclusion: Our study suggests that high use of loss-based selection and high use of compensation strategies in older employees is positively related with OCB as perceived by their colleagues. However, high use of compensation strategies in younger employees is perceived negatively

  18. Burnout: implications of the organizational sources of job-person mismatches in nursing workers / Burnout: implicações das fontes organizacionais de desajuste indivíduo-trabalho em profissionais da enfermagem

    Directory of Open Access Journals (Sweden)

    Mauricio Robayo Tamayo

    2009-01-01

    Full Text Available This research investigated the relation between burnout and the organizational sources of job-person mismatches. One hundred ninety nursing professionals answered a scale of burnout and one questionnaire of organizational sources of mismatches. High, medium and low levels of burnout were verified. Direct and significant correlations were verified between sources of mismatch and the three factors of burnout. The mismatches sources Absence of Team Spirit, Work Overload and Conflict of Values and Organizational Practices were significant predictors of Emotional Exhaustion. The Dehumanization factor was only predicted by the Work Overload factor. The Deception factor was predicted by the factors Absence of Team Spirit and Work Overload. The relationship between burnout and organizational sources of mismatches was evidenced.

  19. Design parameters and source terms: Volume 1, Design parameters: Revision 0

    International Nuclear Information System (INIS)

    1987-10-01

    The Design Parameters and Source Terms Document was prepared in accordance with DOE request and to provide data for the environmental impact study to be performed in the future for the Deaf Smith County, Texas site for a nuclear waste repository in salt. This document updates a previous unpublished report by Stearns Catalytic Corporation (SCC), entitled ''Design Parameters and Source Terms for a Two-Phase Repository in Salt,'' 1985, to the level of the Site Characterization Plan - Conceptual Design Report. The previous unpublished SCC Study identifies the data needs for the Environmental Assessment effort for seven possible Salt Repository sites

  20. Revision of the dosimetric parameters of the CSM11 LDR Cs-137 source.

    Science.gov (United States)

    Otal, Antonio; Martínez-Fernández, Juan Manuel; Granero, Domingo

    2011-03-01

    The clinical use of brachytherapy sources requires the existence of dosimetric data with enough of quality for the proper application of treatments in clinical practice. It has been found that the published data for the low dose rate CSM11 Cs-137 source lacks of smoothness in some regions because the data are too noisy. The purpose of this study was to calculate the dosimetric data for this source in order to provide quality dosimetric improvement of the existing dosimetric data of Ballester et al . [1]. In order to obtain the dose rate distributions Monte Carlo simulations were done using the GEANT4 code. A spherical phantom 40 cm in radius with the Cs-137 source located at the centre of the phantom was used. The results from Monte Carlo simulations were applied to derive AAPM Task Group 43 dosimetric parameters: anisotropy function, radial dose function, air kerma strength and dose rate constant. The dose rate constant obtained was 1.094 ± 0.002 cGy h -1 U -1 . The new calculated data agrees within experimental uncertainties with the existing data of Ballester et al . but without the statistical noise of that study. The obtained data presently fulfills all the requirements of the TG-43U1 update and thus it can be used in clinical practice.

  1. Proceedings of the workshop on photocathodes for polarized electron sources for accelerators. Revision

    Energy Technology Data Exchange (ETDEWEB)

    Chatwell, M.; Clendenin, J.; Maruyama, T.; Schultz, D. [eds.

    1994-04-01

    Application of the GaAs polarized electron source to studies of surface magnetism; thermal stability of Cs on NES III-V-Photocathodes and its effect on quantum efficiency; AFEL accelerator; production and detection of SPIN polarized electrons; emittance measurements on a 100-keV beam from a GaAs photocathode electron gun; modern theory of photoemission and its applications to practical photocathodes; experimental studies of the charge limit phenomenon in GaAs photocathodes; new material for photoemission electron source; semiconductor alloy InGaAsP grown on GaAs substrate; NEA photocathode surface preparation; technology and physics; metalorganic chemical vapor deposition of GaAs-GaAsP spin-polarized photocathodes; development of photocathodes injectors for JLC-ATF; effect of radiation trapping on polarization of photoelectrons from semiconductors; and energy analysis of electrons emitted by a semiconductor photocathode.

  2. Design parameters and source terms: Volume 1, Design parameters: Revision 0

    International Nuclear Information System (INIS)

    1987-09-01

    The Design Parameters and Source Terms Document was prepared in accordance with DOE request and to provide data for the environmental impact study to be performed in the future for the Deaf Smith County, Texas site for a nuclear waste repository in salt. This document updates a previous unpublished report to the level of the Site Characterization Plan - Conceptual Design Report, SCP-CDR. The previous unpublished SCC Study identified the data needs for the Environmental Assessment effort for seven possible salt repository sites

  3. SOC Strategies and Organizational Citizenship Behaviors toward the Benefits of Co-workers: A Multi-Source Study

    Directory of Open Access Journals (Sweden)

    Andreas Müller

    2017-10-01

    Full Text Available Background: Individuals’ behavioral strategies like selection, optimization, and compensation (SOC contribute to efficient use of available resources. In the work context, previous studies revealed positive associations between employees’ SOC use and favorable individual outcomes, like engagement and job performance. However, the social implications of self-directed behaviors like SOC that are favorable for the employee but may imply consequences for coworkers have not been investigated yet in an interpersonal work context.Objective: This study aimed to assess associations between employees’ use of SOC behaviors at work and their organizational citizenship behaviors (OCB toward the benefits of co-workers rated by their peers at work. We further sought to identify age-specific associations between SOC use and OCB.Design and Method: A cross-sectional design combining multi-source data was applied in primary school teachers (age range: 23–58 years who frequently teach in dyads. N = 114 dyads were finally included. Teachers reported on their SOC strategies at work. Their peer colleagues evaluated teachers’ OCB. Control variables were gender, workload, working hours, and perceived proximity of relationship between the dyads.Results: We observed a positive effect of loss-based selection behaviors on peer-rated OCB. Moreover, there was a significant two-way interaction effect between the use of compensation strategies and age on OCB, such that there was a positive association for older employees and a negative association for younger employees. There were no significant main and age-related interaction effects of elective selection, optimization, and of overall SOC strategies on OCB.Conclusion: Our study suggests that high use of loss-based selection and high use of compensation strategies in older employees is positively related with OCB as perceived by their colleagues. However, high use of compensation strategies in younger employees is

  4. Spectroscopic study of sources and control of impurities in TMX-U. Revision 1

    International Nuclear Information System (INIS)

    Yu, T.L.; Allen, S.L.; Moos, H.W.

    1984-11-01

    Two absolutely calibrated euv instruments have been used to study the impurity characteristics in the Tandem Mirror Experiment-Upgrade (TMX-U). One instrument is a spectrograph that measures the time histories of several impurity emission lines in a single plasma shot. The other instrument is a monochromator that measures time-resolved radial profiles of a particular impurity emission line. The common intrinsic impurities found in TMX-U are C, N, O, and Ti. It has been shown that a large fraction of oxygen and nitrogen in the plasma is associated with the neutral beams. The plasma wall is the main source of carbon. In general, the concentration of each of the impurities is low (<1%), and the power radiated by them is less than 10 kW, which is a small portion of the total input power to the plasma. The concentrations of the impurities can be reduced substantially by glow discharge cleaning and titanium gettering

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

    Directory of Open Access Journals (Sweden)

    Tavleen Kaur

    2014-12-01

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

  6. Advanced Neutron Source enrichment study -- Volume 1: Main report. Final report, Revision 12/94

    International Nuclear Information System (INIS)

    Bari, R.A.; Ludewig, H.; Weeks, J.

    1994-01-01

    A study has been performed of the impact on performance of using low enriched uranium (20% 235 U) or medium enriched uranium (35% 235 U) as an alternative fuel for the Advanced Neutron Source, which is currently designed to use uranium enriched to 93% 235 U. Higher fuel densities and larger volume cores were evaluated at the lower enrichments in terms of impact on neutron flux, safety, safeguards, technical feasibility, and cost. The feasibility of fabricating uranium silicide fuel at increasing material density was specifically addressed by a panel of international experts on research reactor fuels. The most viable alternative designs for the reactor at lower enrichments were identified and discussed. Several sensitivity analyses were performed to gain an understanding of the performance of the reactor at parametric values of power, fuel density, core volume, and enrichment that were interpolations between the boundary values imposed on the study or extrapolations from known technology. Volume 2 of this report contains 26 appendices containing results, meeting minutes, and fuel panel presentations

  7. Advanced Neutron Source enrichment study. Volume 2: Appendices -- Final report, Revision 12/94

    International Nuclear Information System (INIS)

    Bari, R.A.; Ludewig, H.; Weeks, J.

    1994-01-01

    A study has been performed of the impact on performance of using low enriched uranium (20% 235 U) or medium enriched uranium (35% 235 U) as an alternative fuel for the Advanced Neutron Source, which is currently designed to use uranium enriched to 93% 235 U. Higher fuel densities and larger volume cores were evaluated at the lower enrichments in terms of impact on neutron flux, safety, safeguards, technical feasibility, and cost. The feasibility of fabricating uranium silicide fuel at increasing material density was specifically addressed by a panel of international experts on research reactor fuels. The most viable alternative designs for the reactor at lower enrichments were identified and discussed. Several sensitivity analyses were performed to gain an understanding of the performance of the reactor at parametric values of power, fuel density, core volume, and enrichment that were interpolations between the boundary values imposed on the study or extrapolations from known technology. Volume 2 of this report contains 26 appendices containing results, meeting minutes, and fuel panel presentations. There are 26 appendices in this volume

  8. National Synchrotron Light Source Facility Manual Maintenance Management Program. Revision 1

    Energy Technology Data Exchange (ETDEWEB)

    Fewell, N.

    1993-12-01

    The purpose of this program s to meet the policy and objectives for the management and performance of cost-effective maintenance and repair of the National Synchrotron Light Source, as required by the US Department of Energy order DOE 433O.4A. It is the DOE`s policy that: The maintenance management program for the NSLS be consistent with this Order and that NSLS property is maintained in a manner which promotes operational safety, worker health, environmental protection and compliance, property preservation, and cost-effectiveness while meeting the NSLS`s programmatic mission. Structures, components and systems (active and passive) that are imporant to safe operation of the NSLS shall be subject to a maintenance program to ensure that they meet or exceed their design requirements throughout the life of the NSLS. Periodic examination of structures, systems components and equipment be performed to determine deterioration or technical obsolescence which may threaten performance and/or safety. Primary responsibility, authority, and accountability for the direction and management of the maintenance program at the NSLS reside with the line management assigned direct programmatic responsibility. Budgeting and accounting for maintenance programs are consistent with DOE Orders guidance.

  9. 75 FR 19467 - Approval and Promulgation of Implementation Plans; Texas; Revisions to the New Source Review (NSR...

    Science.gov (United States)

    2010-04-14

    ... Rules Revisions; 112(g) Revisions (Rule Project No. 98001-116-AI). Under the Settlement Agreement in... provisions that either prohibit future increases at the Qualified Facility, or ensure that any future... commenters do not want coal to stand in the way of a clean energy future in Texas. Strong rules are needed to...

  10. 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....

  11. Conflict: Organizational

    DEFF Research Database (Denmark)

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

    2015-01-01

    This article examines four contemporary treatments of the problem of organizational conflict: social psychological, anthropological, neo-Darwinian, and neo-Machiavellian. Social psychological treatments of organizational conflict focus on the dyadic relationship between individual disputants....... In contrast, anthropological treatments take a more socially and historically embedded approach to organizational conflict, focusing on how organizational actors establish negotiated orders of understanding. In a break with the social psychological and anthropological approaches, neo-Darwinians explain...... of organizational conflict where members of an organization are seen as politicized actors engaged in power struggles that continually ebb and flow....

  12. 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...

  13. 78 FR 4339 - Approval and Promulgation of Implementation Plans; New Mexico; Revisions to the New Source Review...

    Science.gov (United States)

    2013-01-22

    ..., and conflict with our intentions for the use of SILs to demonstrate compliance with CAA section 163(a... submitted on May 23, 2011, will remain before EPA for review. EPA will revisit these submitted revisions...

  14. Organizational Change

    OpenAIRE

    Davis, MC; Coan, P

    2015-01-01

    This chapter examines how organizational change principles may be applied to promote organizational greening and employee pro-environmental behaviour. Four key areas of change management are focused upon: organizational culture; leadership and change agents; employee engagement; and the differing forms that change may take. The role of each factor in supporting environmental change is discussed, together with relevant research evidence drawn from the corporate sustainability; WPEB; management...

  15. Organizational Blogging

    DEFF Research Database (Denmark)

    Agerdal-Hjermind, Annette

    of organizational bloggers. The paper presents findings from a case study of a government agency’s corporate blogging activity, traced through focus group interviews with the organizational bloggers. Based on an empirical investigation of the organizational bloggers using situational analysis and thematic network...... and resources, barriers and opportunities, which employees experience when acting as bloggers, as well as when acting on other transparent Web 2.0 mediated communications platforms for corporate purposes....

  16. Organizational consciousness.

    Science.gov (United States)

    Pees, Richard C; Shoop, Glenda Hostetter; Ziegenfuss, James T

    2009-01-01

    The purpose of this paper is to develop a conceptual understanding of organizational consciousness that expands the discussion of organizational analysis, and use a case study to apply it in the analysis of a merger between an academic health center and a regional medical center. The paper draws on the experiences and insights of scholars who have been exploring complex organizational issues in relationship with consciousness. Organizational consciousness is the organization's capacity for reflection; a centering point for the organization to "think" and find the degree of unity across systems; and a link to the organization's identity and self-referencing attributes. It operates at three stages: reflective, social, and collective consciousness. Translating abstract concepts such as consciousness to an organizational model is complex and interpretive. For now, the idea of organizational consciousness remains mostly a theoretical concept. Empirical evidence is needed to support the theory. Faced with complicated and compelling issues for patient care, health care organizations must look beyond the analysis of structure and function, and be vigilant in their decisions on where important issues sit on the ladder of competing priorities. Organizational consciousness keeps the organization's attention focused on purpose and unifies the collective will to succeed. If the paper can come to understand how consciousness operates in organizations, and learn how to apply it in organizational decisions, the pay-off could be big in terms of leading initiatives for change. The final goal is to use what is learned to improve organizational outcomes.

  17. Routines and Organizational Change

    DEFF Research Database (Denmark)

    Yi, Sangyoon; Becker, Markus; Knudsen, Thorbjørn

    2014-01-01

    Routines have been perceived as a source of inertia in the process of organizational change. In this study, we suggest an overlooked, but prevalent, mechanism by which the inertial nature of routines helps, rather than hinders, organizational adaptation. Routine-level inertia plays a hidden role...... to cope with its task environment. In our nuanced perspective, inertia is not only a consequence of adaptation but also a source of adaptation. This logic is helpful to understand why reliable but apparently inertial organizations keep surviving and often exhibit outstanding performance. We conclude...

  18. Organizational Science

    Science.gov (United States)

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

    2013-01-01

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

  19. Organizational Justice

    Science.gov (United States)

    Burns, Travis

    2013-01-01

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

  20. Organizational Identity

    DEFF Research Database (Denmark)

    Hatch, Mary Jo; Schultz, Majken

    This text presents the classic works on organizational identity alongside more current thinking on the issues. Ranging from theoretical contributions to empirical studies, the readings in this volume address the key issues of organizational identity, and show how these issues have developed through...

  1. Organizational Structures

    OpenAIRE

    2006-01-01

    drag Drag-and-Drop Exercise Interactive Media Element This interactive exercise gets the learner to identify various strengths and weaknesses of the functional, divisional, matrix, horizontal, modular, and hybrid organizational structures. 

  2. Organizational Assessment

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

    Organizational goals differentiate organizations from other social collectives such as ... The way an organization transforms its resources into results through work ..... Maintenance (health/safety issues, gender issues, quality of working life).

  3. ORGANIZATIONAL PROJECT MANAGEMENT MATURITY

    Directory of Open Access Journals (Sweden)

    Yana Derenskaya

    2017-11-01

    Full Text Available The present article is aimed at developing a set of recommendations for achieving a higher level of organizational project maturity at a given enterprise. Methodology. For the purposes of the current research, the available information sources on the components of project management system are analysed; the essence of “organizational maturity” and the existing models of organizational maturity are studied. The method of systemic and structural analysis, as well as the method of logical generalization, are employed in order to study the existing models of organizational maturity, to describe levels of organizational maturity, and finally to develop a set of methodological recommendations for achieving a higher level of organizational project maturity at a given enterprise. The results of the research showed that the core elements of project management system are methodological, organizational, programtechnical, and motivational components. Project management encompasses a wide range of issues connected with organizational structure, project team, communication management, project participants, etc. However, the fundamental basis for developing project management concept within a given enterprise starts with defining its level of organizational maturity. The present paper describes various models of organizational maturity (staged, continuous, petal-shaped and their common types (H. Кеrzner Organizational Maturity Model, Berkeley PM Maturity Model, Organizational Project Management Maturity Model, Portfolio, Program & Project Management Maturity Model. The analysis of available theoretic works showed that the notion “organizational project maturity” refers to the capability of an enterprise to select projects and manage them with the intention of achieving its strategic goals in the most effective way. Importantly, the level of maturity can be improved by means of formalizing the acquired knowledge, regulating project-related activities

  4. Peculiarities of the clinical course of radiation sickness and organizational decisions for radiation accidents with beta-gamma sources

    International Nuclear Information System (INIS)

    Guskova, A.K.; Gusev, I.A.

    1998-01-01

    The analysis of a number of recent large scale accidents involving beta-gamma sources in the last 40 years, such as those of the Marshall Islands (1954); Windscale, UK (1957); Chernobyl, USSR (1986) and Goiania, Brazil (1987) demonstrates the predominance and importance of health and social impacts. (author)

  5. Organizational Aspects of Business Model Innovation

    DEFF Research Database (Denmark)

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

    2014-01-01

    shed new light on the existence of four key organizational issues: (1) organizational conflicts for scarce resources, (2) cognitive limitations in terms of a persistent dominant logic, (3) design of organizational structure, and (4) the sourcing and development of new capabilities....

  6. Organizational culture

    OpenAIRE

    Schein, Edgar H.

    1988-01-01

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

  7. Organizational Blogging

    DEFF Research Database (Denmark)

    Agerdal-Hjermind, Annette

    2014-01-01

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

  8. Organizational culture diagnosis - a new model

    Directory of Open Access Journals (Sweden)

    Ph. D. Ionuţ Constantin

    2010-05-01

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

  9. Organizational culture diagnosis - a new model

    OpenAIRE

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

    2010-01-01

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

  10. 78 FR 32309 - Distribution of Source Material to Exempt Persons and to General Licensees and Revision of...

    Science.gov (United States)

    2013-05-29

    ... thorium as ``source material'' for atomic weapons and the nuclear fuel cycle. Exemptions from licensing... material in a powdered form, which allows for a greater chance of inhalation or ingestion of the source...

  11. 76 FR 80329 - Notice of Request for Revision of a Currently Approved Information Collection

    Science.gov (United States)

    2011-12-23

    ... reflect the new organizational structure in USDA/FAS and to simplify the format of the request. The... Exporter Directory Registration form) will be revised only to reflect the new organizational structure of...

  12. Organizational Transparency

    DEFF Research Database (Denmark)

    Albu, Oana Brindusa; Flyverbom, Mikkel

    2018-01-01

    with the sharing of information and the perceived quality of the information shared. This narrow focus on information and quality, however, overlooks the dynamics of organizational transparency. To provide a more structured conceptualization of organizational transparency, this article unpacks the assumptions......Transparency is an increasingly prominent area of research that offers valuable insights for organizational studies. However, conceptualizations of transparency are rarely subject to critical scrutiny and thus their relevance remains unclear. In most accounts, transparency is associated...... that shape the extant literature, with a focus on three dimensions: conceptualizations, conditions, and consequences. The contribution of the study is twofold: (a) On a conceptual level, we provide a framework that articulates two paradigmatic positions underpinning discussions of transparency, verifiability...

  13. Organizational Campaigning

    DEFF Research Database (Denmark)

    Hertel, Frederik

    2015-01-01

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

  14. ORGANIZATIONAL DISSENT

    OpenAIRE

    YILDIZ, Kaya

    2014-01-01

    The aim of this research is to identify the primary school teachers perceptions of organizational dissent. The working group of the present study is formed by (n:171) primary school teachers working in the central province of Bolu in 2012-2013 academic year. In the study, the data were collected through organizational dissent scale developed by Özdemir (2010). The data were analyzed with the SPSS. Arithmetic means and standard deviations of the answers that teachers gave to the items were cal...

  15. Organizational Tinkering

    Science.gov (United States)

    Pawlak, Edward J.

    1976-01-01

    The bureaucratic structures in which many clinicians work are often obstacles to effective services. The author suggests that the clinician would benefit the organization and its clients--as well as his own position--if he would learn certain tactics for tinkering with organizational structures, rules, and policies. (Author)

  16. 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.)

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

    OpenAIRE

    Jamal Jamilah; Abu Bakar Hassan

    2017-01-01

    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...

  18. Organizational Performance

    Directory of Open Access Journals (Sweden)

    Renata Peregrino de Brito

    2016-01-01

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

  19. 77 FR 62200 - Approval and Promulgation of Implementation Plans; New Mexico; Revisions to the New Source Review...

    Science.gov (United States)

    2012-10-12

    ... applicant must demonstrate that emissions from the proposed construction and operation of a facility ``will... source undergoing a physical change or change in the method of operation that does not trigger major NSR... of identified PM 2.5 precursors based on an approved interprecursor trading hierarchy and ratio in...

  20. Exploration and exploitation of food sources by social insect colonies: a revision of the scout-recruit concept

    NARCIS (Netherlands)

    Biesmeijer, J.C.; Vries, Han de

    2000-01-01

    Social insect colonies need to explore and exploit multiple food sources simultaneously and efficiently. At the individual level, this colony-level behaviour has been thought to be taken care of by two types of individual: scouts that independently search for food, and recruits that are

  1. Organizational Behavior.

    Science.gov (United States)

    1981-08-03

    113. PROGRAM ELMNT. PROCJ CT, TASK ISSIS11Graduate School of Business Dr. L. L. Ctinings AC tW0XNTMNSA Uiversity of Wicosn r.R B DnamNR10-9 OtMadison...working life . Organization Studies, edited by David Hickson, is broader in scope and focuses upon multidisciplinary studies of organizations, the...Attitudes as schema for interpreting events in organizational life and as a basis for the construction of personal and shared causal maps has also

  2. Revising Translations

    DEFF Research Database (Denmark)

    Rasmussen, Kirsten Wølch; Schjoldager, Anne

    2011-01-01

    The paper explains the theoretical background and findings of an empirical study of revision policies, using Denmark as a case in point. After an overview of important definitions, types and parameters, the paper explains the methods and data gathered from a questionnaire survey and an interview...... survey. Results clearly show that most translation companies regard both unilingual and comparative revisions as essential components of professional quality assurance. Data indicate that revision is rarely fully comparative, as the preferred procedure seems to be a unilingual revision followed by a more...... or less comparative rereading. Though questionnaire data seem to indicate that translation companies use linguistic correctness and presentation as the only revision parameters, interview data reveal that textual and communicative aspects are also considered. Generally speaking, revision is not carried...

  3. 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.

  4. Evaluation of severe accident risks: Methodology for the containment, source term, consequence, and risk integration analyses. Volume 1, Revision 1

    International Nuclear Information System (INIS)

    Gorham, E.D.; Breeding, R.J.; Brown, T.D.; Harper, F.T.; Helton, J.C.; Murfin, W.B.; Hora, S.C.

    1993-12-01

    NUREG-1150 examines the risk to the public from five nuclear power plants. The NUREG-1150 plant studies are Level III probabilistic risk assessments (PRAs) and, as such, they consist of four analysis components: accident frequency analysis, accident progression analysis, source term analysis, and consequence analysis. This volume summarizes the methods utilized in performing the last three components and the assembly of these analyses into an overall risk assessment. The NUREG-1150 analysis approach is based on the following ideas: (1) general and relatively fast-running models for the individual analysis components, (2) well-defined interfaces between the individual analysis components, (3) use of Monte Carlo techniques together with an efficient sampling procedure to propagate uncertainties, (4) use of expert panels to develop distributions for important phenomenological issues, and (5) automation of the overall analysis. Many features of the new analysis procedures were adopted to facilitate a comprehensive treatment of uncertainty in the complete risk analysis. Uncertainties in the accident frequency, accident progression and source term analyses were included in the overall uncertainty assessment. The uncertainties in the consequence analysis were not included in this assessment. A large effort was devoted to the development of procedures for obtaining expert opinion and the execution of these procedures to quantify parameters and phenomena for which there is large uncertainty and divergent opinions in the reactor safety community

  5. 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

  6. Organizational Professionalism

    DEFF Research Database (Denmark)

    Mik-Meyer, Nanna

    2018-01-01

    align with social work values such as “client-centeredness” and working with the individual welfare recipient face-to-face. The article finds that fitting social work into organizational schemas changes the work practices of social workers and also the way members of this profession define meaningful...... work and expertise. In addition, the article also finds that scoring schemas cause conflicts among social workers regarding the char-acter of expertise when values of social work (to meet a welfare recipient’s need) must be aligned with NPM-inspired values of organizations (to meet managers’ de...

  7. Organizational Ignorance

    DEFF Research Database (Denmark)

    Lange, Ann-Christina

    2016-01-01

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

  8. Carbon allocation, source-sink relations and plant growth: do we need to revise our carbon centric concepts?

    Science.gov (United States)

    Körner, Christian

    2014-05-01

    Since the discovery that plants 'eat air' 215 years ago, carbon supply was considered the largely unquestioned top driver of plant growth. The ease at which CO2 uptake (C source activity) can be measured, and the elegant algorithms that describe the responses of photosynthesis to light, temperature and CO2 concentration, explain why carbon driven growth and productivity became the starting point of all process based vegetation models. Most of these models, nowadays adopt other environmental drivers, such as nutrient availability, as modulating co-controls, but the carbon priority is retained. Yet, if we believe in the basic rules of stoichometry of all life, there is an inevitable need of 25-30 elements other then carbon, oxygen and hydrogen to build a healthy plant body. Plants compete for most of these elements, and their availability (except for N) is finite per unit land area. Hence, by pure plausibility, it is a highly unlikely situation that carbon plays the rate limiting role of growth under natural conditions, except in deep shade or on exceptionally fertile soils. Furthermore, water shortage and low temperature, both act directly upon tissue formation (meristems) long before photosynthetic limitations come into play. Hence, plants will incorporate C only to the extent other environmental drivers permit. In the case of nutrients and mature ecosystems, this sink control of plant growth may be masked in the short term by a tight, almost closed nutrient cycle or by widening the C to other element ratio. Because source and sink activity must match in the long term, it is not possible to identify the hierarchy of growth controls without manipulating the environment. Dry matter allocation to C rich structures and reserves may provide some stoichimetric leeway or periodic escapes from the more fundamental, long-term environmental controls of growth and productivity. I will explain why carbon centric explanations of growth are limited or arrive at plausible answers

  9. The 1946 Unimak Tsunami Earthquake Area: revised tectonic structure in reprocessed seismic images and a suspect near field tsunami source

    Science.gov (United States)

    Miller, John J.; von Huene, Roland E.; Ryan, Holly F.

    2014-01-01

    In 1946 at Unimak Pass, Alaska, a tsunami destroyed the lighthouse at Scotch Cap, Unimak Island, took 159 lives on the Hawaiian Islands, damaged island coastal facilities across the south Pacific, and destroyed a hut in Antarctica. The tsunami magnitude of 9.3 is comparable to the magnitude 9.1 tsunami that devastated the Tohoku coast of Japan in 2011. Both causative earthquake epicenters occurred in shallow reaches of the subduction zone. Contractile tectonism along the Alaska margin presumably generated the far-field tsunami by producing a seafloor elevation change. However, the Scotch Cap lighthouse was destroyed by a near-field tsunami that was probably generated by a coeval large undersea landslide, yet bathymetric surveys showed no fresh large landslide scar. We investigated this problem by reprocessing five seismic lines, presented here as high-resolution graphic images, both uninterpreted and interpreted, and available for the reader to download. In addition, the processed seismic data for each line are available for download as seismic industry-standard SEG-Y files. One line, processed through prestack depth migration, crosses a 10 × 15 kilometer and 800-meter-high hill presumed previously to be basement, but that instead is composed of stratified rock superimposed on the slope sediment. This image and multibeam bathymetry illustrate a slide block that could have sourced the 1946 near-field tsunami because it is positioned within a distance determined by the time between earthquake shaking and the tsunami arrival at Scotch Cap and is consistent with the local extent of high runup of 42 meters along the adjacent Alaskan coast. The Unimak/Scotch Cap margin is structurally similar to the 2011 Tohoku tsunamigenic margin where a large landslide at the trench, coeval with the Tohoku earthquake, has been documented. Further study can improve our understanding of tsunami sources along Alaska’s erosional margins.

  10. Impact of heat source/sink on radiative heat transfer to Maxwell nanofluid subject to revised mass flux condition

    Science.gov (United States)

    Khan, M.; Irfan, M.; Khan, W. A.

    2018-06-01

    Nanofluids retain noteworthy structure that have absorbed attentions of numerous investigators because of their exploration in nanotechnology and nanoscience. In this scrutiny a mathematical computation of 2D flows of Maxwell nanoliquid influenced by a stretched cylinder has been established. The heat transfer structure is conceded out in the manifestation of thermal radiation and heat source/sink. Moreover, the nanoparticles mass flux condition is engaged in this exploration. This newly endorsed tactic is more realistic where the conjecture is made that the nanoparticle flux is zero and nanoparticle fraction regulates itself on the restrictions consequently. By utilizing apposite conversion the governing PDEs are transformed into ODEs and then tackled analytically via HAM. The attained outcomes are plotted and deliberated in aspect for somatic parameters. It is remarked that with an intensification in the Deborah number β diminish the liquid temperature while it boosts for radiation parameter Rd . Furthermore, the concentration of Maxwell liquid has conflicting impact for Brownian motion Nb and thermophoresis parameters Nt .

  11. DSS FOR ORGANIZATIONAL DIAGNOSIS

    NARCIS (Netherlands)

    FROWEIN, JC; POSTMA, TJBM

    1992-01-01

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

  12. Organizational ethnography

    DEFF Research Database (Denmark)

    Bager, Ann

    2015-01-01

    organizational knowledge and ways of organizing, which have consequences for how subject positions are (re)configured in everyday corporate lives. Such identity work is rarely studied in local discursive practices of today’s modern and emergent corporations. The aspiration in the present article is to scrutinize...... local practices in a dialogue based leadership development forum in university settings. This provides insights into the lived lives and identity work in Aalborg University representing a temporary, polyphonic and cross-disciplinary research project in a modern corporation. The project was an example...... of a loose-coupled and temporary arrangement/organization that invited a diverse group of participants to engage in the co-production of knowledge in/on leadership communicative practices. The participants were professional leaders from diverse organizations in the North of Jutland together with researchers...

  13. 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…

  14. Organizational forms and knowledge absorption

    Directory of Open Access Journals (Sweden)

    Radovanović Nikola

    2016-01-01

    Full Text Available Managing the entire portion of knowledge in an organization is a challenging task. At the organizational level, there can be enormous quantities of unknown, poorly valued or inefficiently applied knowledge. This is normally followed with the underdeveloped potential or inability of organizations to absorb knowledge from external sources. Facilitation of the efficient internal flow of knowledge within the established communication network may positively affect organizational capacity to absorb or identify, share and subsequently apply knowledge to commercial ends. Based on the evidences that the adoption of different organizational forms affects knowledge flows within an organization, this research analyzed the relationship between common organizational forms and absorptive capacity of organizations. In this paper, we test the hypothesis stating that the organizational structure affects knowledge absorption and exploitation in the organization. The methodology included quantitative and qualitative research method based on a questionnaire, while the data has been statistically analyzed and the hypothesis has been tested with the use of cross-tabulation and chi-square tests. The findings suggest that the type of organizational form affects knowledge absorption capacity and that having a less formalized and more flexible structure in an organization increases absorbing and exploiting opportunities of potentially valuable knowledge.

  15. EPR first responders revision test

    International Nuclear Information System (INIS)

    2011-01-01

    In this revision test evaluates the acquired knowledge in case of radiological emergency confront. Actions to be taken in relation to people, equipment and the environment. Doses, radioactive sources, pollution

  16. 48 CFR 15.307 - Proposal revisions.

    Science.gov (United States)

    2010-10-01

    ... AND CONTRACT TYPES CONTRACTING BY NEGOTIATION Source Selection 15.307 Proposal revisions. (a) If an... allow proposal revisions to clarify and document understandings reached during negotiations. At the... submit a final proposal revision. The contracting officer is required to establish a common cut-off date...

  17. The Use of Genre-Specific Evaluation Criteria for Revision

    Science.gov (United States)

    Philippakos, Zoi A.; MacArthur, Charles A.

    2016-01-01

    Revision is a challenging step of the writing process and students often focus their attention to mechanics or grammar instead of making organizational and meaning changes. It is important for students to critically read and independently evaluate their work when revising. This practitioner article discusses the importance of genre-specific…

  18. 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....

  19. Employee organizational commitment

    Directory of Open Access Journals (Sweden)

    Radosavljević Života

    2017-01-01

    Full Text Available This paper shows the results of research on organizational commitment as a type of attitudes that show the identification level of employees with their organizations and their willingness to leave them. The research has been conducted with intention to determine the level of organizational commitment on the territory of Novi Sad, as well as to question whether there is a difference between certain categories of examinees for each commitment base. The research comprised 237 examinees employed in organizations on the territory of Novi Sad. Status of independent variables have gained: gender, years of working experience, educational level, working experience in one or more organizations and estimation of level of personal potentials utility. The questionnaire used is taken from the Greenberg and Baron's 'Behaviour in Organizations', p. 170, done according to set of questions by Meyer and Allen, in 1991. The data have been worked on by calculating arithmetic mean, and by application of Pearson Chi-square test. The results have shown that there is a below average level of organizational (AS=2.88, with the most intensive continual (AS=3.23, and the least intensive normative organizational dedication (AS=2.41. The gender of examinees does not represent relevant source of differences in the levels of each type of three mentioned commitment. Years of working experience and level of educational attainment represent a significant source of differences for continual (YWE: Pearson Chi-square = 30,38; df = 8; p = .000 (LEA: Pearson Chi-square = 7,381; df = 2; p = .05 and normative (YWE: Pearson Chi- square = 20,67; df = 8; p = .000 (LEA: Pearson Chi-square = 10,79; df = 2; p = .00 base of commitment. Work in one or more organizations has shown as a significant source of differences in the level of continual commitment (Pearson Chi-square = 7, 59; df = 2; p = .05. The level of affective commitment is statistically significantly related only to the estimation

  20. 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...

  1. 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.

  2. 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

  3. 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..

  4. 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.

  5. Organizational Behaviour in Construction

    DEFF Research Database (Denmark)

    Kreiner, Kristian

    2013-01-01

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

  6. Klebsiella pneumoniae lipopolysaccharide O typing: revision of prototype strains and O-group distribution among clinical isolates from different sources and countries

    DEFF Research Database (Denmark)

    Hansen, D S; Mestre, F; Alberti, S

    1999-01-01

    of the currently recognized O types. The method was validated by studying the prototype strains that have defined the O groups by the classical tube agglutinatination O-typing method. Based on these results, we confirmed the O types of 60 of 64 typeable strains, and we propose a revised O-antigenic scheme...

  7. Organizational culture modeling

    OpenAIRE

    Valentina Mihaela GHINEA; Constantin BRĂTIANU

    2012-01-01

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

  8. Culture and Organizational Learning

    NARCIS (Netherlands)

    Cook, N.; Yanow, D.

    2011-01-01

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

  9. EPISTEMOLOGY AND INVESTIGATION WITHIN THE CURRENT ORGANIZATIONAL COMPLEX SYSTEMS

    Directory of Open Access Journals (Sweden)

    Karla Torres

    2015-11-01

    Full Text Available The way of approaching reality and generate knowledge is now different from those applied in the past ; It is why the aim of this paper was to analyze the changing elements in organizational structures framed in complex systems , addressing the study from the interpretive perspective with the use of hermeneutical method in theory , documentary context. It is concluding that the research methods require adaptation to this new reality for knowledge production. The complexity plays an important role in organizational systems and the environment in general, raising the need for revision in the way of thinking and actually faces this new complex, full of uncertainty and organizational chaos.

  10. Sources

    International Nuclear Information System (INIS)

    Duffy, L.P.

    1991-01-01

    This paper discusses the sources of radiation in the narrow perspective of radioactivity and the even narrow perspective of those sources that concern environmental management and restoration activities at DOE facilities, as well as a few related sources. Sources of irritation, Sources of inflammatory jingoism, and Sources of information. First, the sources of irritation fall into three categories: No reliable scientific ombudsman to speak without bias and prejudice for the public good, Technical jargon with unclear definitions exists within the radioactive nomenclature, and Scientific community keeps a low-profile with regard to public information. The next area of personal concern are the sources of inflammation. This include such things as: Plutonium being described as the most dangerous substance known to man, The amount of plutonium required to make a bomb, Talk of transuranic waste containing plutonium and its health affects, TMI-2 and Chernobyl being described as Siamese twins, Inadequate information on low-level disposal sites and current regulatory requirements under 10 CFR 61, Enhanced engineered waste disposal not being presented to the public accurately. Numerous sources of disinformation regarding low level radiation high-level radiation, Elusive nature of the scientific community, The Federal and State Health Agencies resources to address comparative risk, and Regulatory agencies speaking out without the support of the scientific community

  11. Organizational Remembering as Narrative

    DEFF Research Database (Denmark)

    Musacchio Adorisio, Anna Linda

    2014-01-01

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

  12. Organizational Justice: Personality Traits or Emotional Intelligence? An Empirical Study in an Italian Hospital Context

    Science.gov (United States)

    Di Fabio, Annamaria; Palazzeschi, Letizia

    2012-01-01

    The purpose of this study was to investigate the role of personality traits and emotional intelligence in relation to organizational justice. The Organizational Justice Scale, the Eysenck Personality Questionnaire-Revised Short Form, and the Bar-On Emotional Quotient Inventory were administered to 384 Italian nurses. The emotional intelligence…

  13. Planned revision to DOE Order 5820.2A, Radioactive Waste Management

    Energy Technology Data Exchange (ETDEWEB)

    Duggan, G.J. [Dept. of Energy, Washington, DC (United States); Williams, R.E.; Kudera, D.E. [EG and G Idaho, Inc., Idaho Falls, ID (United States). Idaho National Engineering Lab.; Bailey, D.E. [NJG, Inc. (United States)

    1993-03-01

    US Department of Energy Headquarters initiated efforts to revise DOE Order 5820.2A, ``Radioactive Waste Management``. The purpose of the revision is to enhance DOE waste management requirements, reflect new DOE organizational responsibilities, and consolidate requirements for management of all waste, under the responsibility of Environmental Restoration and Waste Management, into a single order. This paper discusses the revision philosophy, objectives of the revision, and strategy for the revision. Issues being considered for inclusion in the revision and recommended methods of resolving each issue are also discussed.

  14. Organizational Trust Levels of Elementary Teachers: A Qualitative Study

    Directory of Open Access Journals (Sweden)

    Mukadder BOYDAK ÖZAN

    2013-12-01

    Full Text Available Today, the main feature of a well-functioning organization is trust in the organization. In the research, it is researched which conceptions are needed to ensue organizational trust by the teachers who work in the primary schools and that the effects of the factors of organizational trust formation on the organizational atmosphere. The research is designed qualitatively. The study group of the research consists of 50 teachers working in Elazığ and the centrum of the city boundries. The interview form was prepared by studying on the subject of the research. The validity of the interview forms, content and appearance are provided thanks to be taken the expert opinions of faculty members (n=3. The interview forms are used as a unique data source. In the research , it is evaluated how organizational trust affects on the importantresults in terms of the organization such as organizational commitment, organizational burnout, organizational citizenship, organizational cynicism, identification with the organization, productivity according to the perception of the teachers. As a result, it is observed that organizational trust affects organizational commitment, the organizational burnout and organizational communication levels significantly

  15. sources

    Directory of Open Access Journals (Sweden)

    Shu-Yin Chiang

    2002-01-01

    Full Text Available In this paper, we study the simplified models of the ATM (Asynchronous Transfer Mode multiplexer network with Bernoulli random traffic sources. Based on the model, the performance measures are analyzed by the different output service schemes.

  16. 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…

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

    Science.gov (United States)

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

    2016-01-01

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

  18. 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...

  19. Achieveing Organizational Excellence Through

    OpenAIRE

    Mehdi Abzari; Mohammadreza Dalvi

    2009-01-01

    AbstractToday, In order to create motivation and desirable behavior in employees, to obtain organizational goals,to increase human resources productivity and finally to achieve organizational excellence, top managers oforganizations apply new and effective strategies. One of these strategies to achieve organizational excellenceis creating desirable corporate culture. This research has been conducted to identify the path to reachorganizational excellence by creating corporate culture according...

  20. Corruption and Organizational Communication

    DEFF Research Database (Denmark)

    Krause Hansen, Hans

    2017-01-01

    , and societal levels, as well as how corruption is and can be responded to through public scandals and more elaborate communicative strategies of corruption control, or anti-corruption. A focus on corruption and corruption control provides organizational communication scholars with entry points to explore...... the powerful communicative dynamics playing out between the local organizational meanings of particular practices and externally imposed definitions of what constitutes appropriate organizational behavior....

  1. Organizational architecture of multinational company

    OpenAIRE

    Vrbová, Tereza

    2012-01-01

    The Bachelor's Thesis ,,Organizational architecture of multinational company" sets the target to analyse organizational structures used in multinational companies at present. In the teoretical section is briefly described development of this subject, basic concepts associated with organizational architecture such as globalization, multinational companies and organizational architecture. I also generalized main characteristics of organizational forms and describe their pros and cons. The pract...

  2. 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

  3. 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

  4. 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

  5. Aligning Organizational Pathologies and Organizational Resilience Indicators

    Directory of Open Access Journals (Sweden)

    Manuel Morales Allende

    2017-07-01

    Full Text Available Developing resilient individuals, organizations and communities is a hot topic in the research agenda in Management, Ecology, Psychology or Engineering. Despite the number of works that focus on resilience is increasing, there is not completely agreed definition of resilience, neither an entirely formal and accepted framework. The cause may be the spread of research among different fields. In this paper, we focus on the study of organizational resilience with the aim of improving the level of resilience in organizations. We review the relation between viable and resilient organizations and their common properties. Based on these common properties, we defend the application of the Viable System Model (VSM to design resilient organizations. We also identify the organizational pathologies defined applying the VSM through resilience indicators. We conclude that an organization with any organizational pathology is not likely to be resilient because it does not fulfill the requirements of viable organizations.

  6. 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

  7. 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...

  8. Organizational flexibility estimation

    OpenAIRE

    Komarynets, Sofia

    2013-01-01

    By the help of parametric estimation the evaluation scale of organizational flexibility and its parameters was formed. Definite degrees of organizational flexibility and its parameters for the Lviv region enterprises were determined. Grouping of the enterprises under the existing scale was carried out. Special recommendations to correct the enterprises behaviour were given.

  9. Managing Organizational Change.

    Science.gov (United States)

    Watwood, Britt; And Others

    Based on studies comparing leadership in two rural community colleges undergoing change and examining the management of change at Maryland's Allegany College, this paper presents a conceptual framework and model for managing organizational change. First, a framework for understanding the community college chair's role in organizational change is…

  10. ASPECTS OF ORGANIZATIONAL CULTURE

    Directory of Open Access Journals (Sweden)

    Cebuc Georgiana

    2009-05-01

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

  11. ORGANIZATIONAL CITIZENSHIP BEHAVIOR

    OpenAIRE

    Amirullah

    2017-01-01

    Hasil penelitian yang telah dilakukan oleh para peneliti tentang organizational citizenship behavior menunjukkan bahwa perilaku sangat penting bagi efektifitas organisasi. Namun masih sedikit penjelasan teoritis tentang bagaimana perilaku tersebut memberikan kontribusi dalam meningkatkan fungsi organisasi. Nahapiet dan Ghoshal (1998) menyatakan bahwa social capital dari perusahaan merupakan sumber keunggulan organisasi yang sangat vital (organizational advantage). Berdasarkan hasil kajian me...

  12. 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...

  13. Teaching Organizational Skills

    Science.gov (United States)

    Bakunas, Boris; Holley, William

    2004-01-01

    Kerr and Zigmond (1986) found that 67 percent of all high school teachers surveyed viewed organizational skills as crucial for student success in school. How can teachers get their students to agree? One way is to teach organizational skills just as they would teach writing or computation skills. Explain and demonstrate what students are to do,…

  14. Governance and organizational theory

    Directory of Open Access Journals (Sweden)

    Carlos E. Quintero Castellanos

    2017-07-01

    Full Text Available The objective of this essay is to propose a way to link the theoretical body that has been weaved around governance and organizational theory. For this, a critical exposition is done about what is the theoretical core of governance, the opportunity areas are identified for the link of this theory with organizational theory. The essay concludes with a proposal for the organizational analysis of administrations in governance. The essay addresses with five sections. The first one is the introduction. In the second one, I present a synthesis of the governance in its current use. In the next one are presented the work lines of the good governance. In the fourth part, I show the organizational and managerial limits in the governance theory. The last part develops the harmonization proposal for the governance and organizational theories.

  15. A revised dosimetric characterization of the model S700 electronic brachytherapy source containing an anode-centering plastic insert and other components not included in the 2006 model

    International Nuclear Information System (INIS)

    Hiatt, Jessica R.; Davis, Stephen D.; Rivard, Mark J.

    2015-01-01

    Purpose: The model S700 Axxent electronic brachytherapy source by Xoft, Inc., was characterized by Rivard et al. in 2006. Since then, the source design was modified to include a new insert at the source tip. Current study objectives were to establish an accurate source model for simulation purposes, dosimetrically characterize the new source and obtain its TG-43 brachytherapy dosimetry parameters, and determine dose differences between the original simulation model and the current model S700 source design. Methods: Design information from measurements of dissected model S700 sources and from vendor-supplied CAD drawings was used to aid establishment of an updated Monte Carlo source model, which included the complex-shaped plastic source-centering insert intended to promote water flow for cooling the source anode. These data were used to create a model for subsequent radiation transport simulations in a water phantom. Compared to the 2006 simulation geometry, the influence of volume averaging close to the source was substantially reduced. A track-length estimator was used to evaluate collision kerma as a function of radial distance and polar angle for determination of TG-43 dosimetry parameters. Results for the 50 kV source were determined every 0.1 cm from 0.3 to 15 cm and every 1° from 0° to 180°. Photon spectra in water with 0.1 keV resolution were also obtained from 0.5 to 15 cm and polar angles from 0° to 165°. Simulations were run for 10 10 histories, resulting in statistical uncertainties on the transverse plane of 0.04% at r = 1 cm and 0.06% at r = 5 cm. Results: The dose-rate distribution ratio for the model S700 source as compared to the 2006 model exceeded unity by more than 5% for roughly one quarter of the solid angle surrounding the source, i.e., θ ≥ 120°. The radial dose function diminished in a similar manner as for an 125 I seed, with values of 1.434, 0.636, 0.283, and 0.0975 at 0.5, 2, 5, and 10 cm, respectively. The radial dose function

  16. A revised dosimetric characterization of the model S700 electronic brachytherapy source containing an anode-centering plastic insert and other components not included in the 2006 model

    Energy Technology Data Exchange (ETDEWEB)

    Hiatt, Jessica R. [Department of Radiation Oncology, Rhode Island Hospital, The Warren Alpert Medical School of Brown University, Providence, Rhode Island 02903 (United States); Davis, Stephen D. [Department of Medical Physics, McGill University Health Centre, Montreal, Quebec H3G 1A4 (Canada); Rivard, Mark J., E-mail: mark.j.rivard@gmail.com [Department of Radiation Oncology, Tufts University School of Medicine, Boston, Massachusetts 02111 (United States)

    2015-06-15

    Purpose: The model S700 Axxent electronic brachytherapy source by Xoft, Inc., was characterized by Rivard et al. in 2006. Since then, the source design was modified to include a new insert at the source tip. Current study objectives were to establish an accurate source model for simulation purposes, dosimetrically characterize the new source and obtain its TG-43 brachytherapy dosimetry parameters, and determine dose differences between the original simulation model and the current model S700 source design. Methods: Design information from measurements of dissected model S700 sources and from vendor-supplied CAD drawings was used to aid establishment of an updated Monte Carlo source model, which included the complex-shaped plastic source-centering insert intended to promote water flow for cooling the source anode. These data were used to create a model for subsequent radiation transport simulations in a water phantom. Compared to the 2006 simulation geometry, the influence of volume averaging close to the source was substantially reduced. A track-length estimator was used to evaluate collision kerma as a function of radial distance and polar angle for determination of TG-43 dosimetry parameters. Results for the 50 kV source were determined every 0.1 cm from 0.3 to 15 cm and every 1° from 0° to 180°. Photon spectra in water with 0.1 keV resolution were also obtained from 0.5 to 15 cm and polar angles from 0° to 165°. Simulations were run for 10{sup 10} histories, resulting in statistical uncertainties on the transverse plane of 0.04% at r = 1 cm and 0.06% at r = 5 cm. Results: The dose-rate distribution ratio for the model S700 source as compared to the 2006 model exceeded unity by more than 5% for roughly one quarter of the solid angle surrounding the source, i.e., θ ≥ 120°. The radial dose function diminished in a similar manner as for an {sup 125}I seed, with values of 1.434, 0.636, 0.283, and 0.0975 at 0.5, 2, 5, and 10 cm, respectively. The radial dose

  17. A revised dosimetric characterization of the model S700 electronic brachytherapy source containing an anode-centering plastic insert and other components not included in the 2006 model.

    Science.gov (United States)

    Hiatt, Jessica R; Davis, Stephen D; Rivard, Mark J

    2015-06-01

    The model S700 Axxent electronic brachytherapy source by Xoft, Inc., was characterized by Rivard et al. in 2006. Since then, the source design was modified to include a new insert at the source tip. Current study objectives were to establish an accurate source model for simulation purposes, dosimetrically characterize the new source and obtain its TG-43 brachytherapy dosimetry parameters, and determine dose differences between the original simulation model and the current model S700 source design. Design information from measurements of dissected model S700 sources and from vendor-supplied CAD drawings was used to aid establishment of an updated Monte Carlo source model, which included the complex-shaped plastic source-centering insert intended to promote water flow for cooling the source anode. These data were used to create a model for subsequent radiation transport simulations in a water phantom. Compared to the 2006 simulation geometry, the influence of volume averaging close to the source was substantially reduced. A track-length estimator was used to evaluate collision kerma as a function of radial distance and polar angle for determination of TG-43 dosimetry parameters. Results for the 50 kV source were determined every 0.1 cm from 0.3 to 15 cm and every 1° from 0° to 180°. Photon spectra in water with 0.1 keV resolution were also obtained from 0.5 to 15 cm and polar angles from 0° to 165°. Simulations were run for 10(10) histories, resulting in statistical uncertainties on the transverse plane of 0.04% at r = 1 cm and 0.06% at r = 5 cm. The dose-rate distribution ratio for the model S700 source as compared to the 2006 model exceeded unity by more than 5% for roughly one quarter of the solid angle surrounding the source, i.e., θ ≥ 120°. The radial dose function diminished in a similar manner as for an (125)I seed, with values of 1.434, 0.636, 0.283, and 0.0975 at 0.5, 2, 5, and 10 cm, respectively. The radial dose function ratio between the current

  18. 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

  19. Organizational climate and culture.

    Science.gov (United States)

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

    2013-01-01

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

  20. [Incorporation of an organic MAGIC (Model of Acidification of Groundwater in Catchments) and testing of the revised model using independent data sources]. [MAGIC Model

    Energy Technology Data Exchange (ETDEWEB)

    Sullivan, T.J.

    1992-09-01

    A project was initiated in March, 1992 to (1) incorporate a rigorous organic acid representation, based on empirical data and geochemical considerations, into the MAGIC model of acidification response, and (2) test the revised model using three sets of independent data. After six months of performance, the project is on schedule and the majority of the tasks outlined for Year 1 have been successfully completed. Major accomplishments to data include development of the organic acid modeling approach, using data from the Adirondack Lakes Survey Corporation (ALSC), and coupling the organic acid model with MAGIC for chemical hindcast comparisons. The incorporation of an organic acid representation into MAGIC can account for much of the discrepancy earlier observed between MAGIC hindcasts and paleolimnological reconstructions of preindustrial pH and alkalinity for 33 statistically-selected Adirondack lakes. Additional work is on-going for model calibration and testing with data from two whole-catchment artificial acidification projects. Results obtained thus far are being prepared as manuscripts for submission to the peer-reviewed scientific literature.

  1. Organizational Learning with Crowdsourcing

    DEFF Research Database (Denmark)

    Schlagwein, Daniel; Bjørn-Andersen, Niels

    2014-01-01

    , a form of open innovation enabled by state-of-the-art IT. We examine the phenomenon of IT-enabled organizational learning with crowdsourcing in a longitudinal revelatory case study of one such organization, LEGO (2010-14). We studied the LEGO Cuusoo crowdsourcing platform’s secret test in Japan, its...... widely recognized global launch, and its success in generating top-selling LEGO models. Based on an analysis of how crowdsourcing contributes to the organizational learning at LEGO, we propose the “ambient organizational learning” framework. The framework accommodates both traditional, member...

  2. 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.

  3. 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...

  4. Organizational citizenship behavior towards sustainability

    OpenAIRE

    Chowdhury, Dhiman Deb

    2013-01-01

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

  5. Guide for the preparation of applications for licenses for the use of self-contained dry source-storage irradiators. Second proposed Revision 1

    International Nuclear Information System (INIS)

    Bassin, N.

    1984-10-01

    The purpose of this regulatory guide is to provide assistance to applicants and licensees in preparing applications for new licenses, license amendments, and license renewals for the use of self-contained dry source-storage irradiators. These irradiators are constructed so that the sealed sources and the material being irradiated are contained in a shielded volume and there is no external radiation beam during the use of the irradiator. The radioisotopes most commonly used for these irradiators are cobalt-60 and cesium-137

  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 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...

  8. Varieties of Organizational Conflict

    Science.gov (United States)

    Pondy, Louis R.

    1969-01-01

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

  9. Organizational Downsizing and Innovation

    OpenAIRE

    Richtnér, Anders; Åhlström, Pär

    2006-01-01

    Companies implementing a downsizing strategy aiming at increasing cost efficiency and operational effectiveness may face the fact that their innovative ability is hampered. In this paper, we develop a model of the mechanisms through which organizational downsizing affects innovation. We use existing theory to develop propositions regarding the details of how and why organizational downsizing affects innovation. Our model contains three components: a) the organization’s stock of knowledge, b) ...

  10. 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...

  11. Reforming Organizational Structures

    OpenAIRE

    Van de Walle, Steven

    2016-01-01

    textabstractPublic sectors have undergone major transformations. Public sector reform touches upon the core building blocks of the public sector: organizational structures, people and finances. These are objects of reform. This chapter presents and discusses a set of major transformations with regard to organizational structures. It provides readers a fairly comprehensive overview of the key reforms that have taken place in Western public sectors. Structural reforms in the public sector show ...

  12. Communication in Organizational Groups

    OpenAIRE

    Monica RADU

    2007-01-01

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

  13. Organizational 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...

  14. Evolving to organizational learning.

    Science.gov (United States)

    Bechtold, B L

    2000-02-01

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

  15. Unclassified Source Term and Radionuclide Data for Corrective Action Unit 97: Yucca Flat/Climax Mine, Nevada Test Site, Nevada, Revision 1

    Energy Technology Data Exchange (ETDEWEB)

    Peter Martian

    2009-05-01

    This report documents the evaluation of the information and data available on the unclassified source term and radionuclide contamination for CAU 97: Yucca Flat/Climax Mine. The total residual inventory of radionuclides associated with one or more tests is known as the radiologic source term (RST). The RST is comprised of radionuclides in water, glass, or other phases or mineralogic forms. The hydrologic source term (HST) of an underground nuclear test is the portion of the total RST that is released into the groundwater over time following the test. In this report, the HST represents radionuclide release some time after the explosion and does not include the rapidly evolving mechanical, thermal, and chemical processes during the explosion. The CAU 97: Yucca Flat/Climax Mine has many more detonations and a wider variety of settings to consider compared to other CAUs. For instance, the source term analysis and evaluation performed for CAUs 101 and 102: Central and Western Pahute Mesa and CAU 98: Frenchman Flat did not consider vadose zone attenuation because many detonations were located near or below the water table. However, the large number of Yucca Flat/Climax Mine tests and the location of many tests above the water table warrant a more robust analysis of the unsaturated zone.

  16. Nitrifier denitrification can be a source of N2O from soil: a revised approach to the dual-isotope labelling method

    NARCIS (Netherlands)

    Kool, D.M.; Wrage, N.; Zechmeister-Boltenstern, S.; Pfeffer, M.; Brus, D.J.; Oenema, O.; Groenigen, van J.W.

    2010-01-01

    Nitrifier denitrification (i.e. nitrite reduction by ammonia oxidizers) is one of the biochemical pathways of nitrous oxide (N2O) production. It is increasingly suggested that this pathway may contribute substantially to N2O production in soil, the major source of this greenhouse gas. However,

  17. Organizational analysis and safety for utilities with nuclear power plants: perspectives for organizational assessment. Volume 2

    International Nuclear Information System (INIS)

    Osborn, R.N.; Olson, J.; Sommers, P.E.

    1983-08-01

    This two-volume report presents the results of initial research on the feasibility of applying organizational factors in nuclear power plant (NPP) safety assessment. Volume 1 of this report contains an overview of the literature, a discussion of available safety indicators, and a series of recommendations for more systematically incorporating organizational analysis into investigations of nuclear power plant safety. The six chapters of this volume discuss the major elements in our general approach to safety in the nuclear industry. The chapters include information on organizational design and safety; organizational governance; utility environment and safety related outcomes; assessments by selected federal agencies; review of data sources in the nuclear power industry; and existing safety indicators

  18. Unclassified Sources Term and Radionuclide Data for Corrective Action Unit 97: Yucca Flat/Climax Mine, Nevada Test Site, Nevada, Revision 2

    Energy Technology Data Exchange (ETDEWEB)

    Peter Martian

    2009-08-01

    This report documents the evaluation of the information and data available on the unclassified source term and radionuclide contamination for CAU 97: Yucca Flat/Climax Mine. The total residual inventory of radionuclides associated with one or more tests is known as the radiologic source term (RST). The RST is comprised of radionuclides in water, glass, or other phases or mineralogic forms. The hydrologic source term (HST) of an underground nuclear test is the portion of the total RST that is released into the groundwater over time following the test. In this report, the HST represents radionuclide release some time after the explosion and does not include the rapidly evolving mechanical, thermal, and chemical processes during the explosion. The CAU 97: Yucca Flat/Climax Mine has many more detonations and a wider variety of settings to consider compared to other CAUs. For instance, the source term analysis and evaluation performed for CAUs 101 and 102: Central and Western Pahute Mesa and CAU 98: Frenchman Flat did not consider vadose zone attenuation because many detonations were located near or below the water table. However, the large number of Yucca Flat/Climax Mine tests and the location of many tests above the water table warrant a more robust analysis of the unsaturated zone. The purpose of this report is to develop and document conceptual models of the Yucca Flat/Climax Mine HST for use in implementing source terms for the Yucca Flat/Climax Mine models. This document presents future plans to incorporate the radionuclide attenuation mechanisms due to unsaturated/multiphase flow and transport within the Yucca Flat CAU scale modeling. The important processes that influence radionuclide migration for the unsaturated and saturated tests in alluvial, volcanic, and carbonate settings are identified. Many different flow and transport models developed by Lawrence Livermore National Laboratory (LLNL) and Los Alamos National Laboratory (LANL), including original

  19. A study on relationship between organizational culture and organizational commitment

    Directory of Open Access Journals (Sweden)

    Maryam Khalili

    2014-07-01

    Full Text Available This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991 [Meyer, J. P., & Allen, N. J. (1991. A three-component conceptualization of organizational commitment. Human resource management review, 1(1, 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991 [Denison, D. R., & Spreitzer, G. M. (1991. Organizational culture and organizational development: A competing values approach. Research in organizational change and development, 5(1, 1-21.]. The study is accomplished among selected full time employees who work for an Iranian bank named Bank Saderat Iran. Using Pearson correlation test as well as linear regression methods, the study has determined that there were some positive and meaningful relationship between all components of organizational commitment and organizational culture.

  20. Organizational interventions in response to duty hour reforms.

    Science.gov (United States)

    Law, Madelyn P; Orlando, Elaina; Baker, G Ross

    2014-01-01

    Changes in resident duty hours in Europe and North America have had a major impact on the internal organizational dynamics of health care organizations. This paper examines, and assesses the impact of, organizational interventions that were a direct response to these duty hour reforms. The academic literature was searched through the SCOPUS database using the search terms "resident duty hours" and "European Working Time Directive," together with terms related to organizational factors. The search was limited to English-language literature published between January 2003 and January 2012. Studies were included if they reported an organizational intervention and measured an organizational outcome. Twenty-five articles were included from the United States (n=18), the United Kingdom (n=5), Hong Kong (n=1), and Australia (n=1). They all described single-site projects; the majority used post-intervention surveys (n=15) and audit techniques (n=4). The studies assessed organizational measures, including relationships among staff, work satisfaction, continuity of care, workflow, compliance, workload, and cost. Interventions included using new technologies to improve handovers and communications, changing staff mixes, and introducing new shift structures, all of which had varying effects on the organizational measures listed previously. Little research has assessed the organizational impact of duty hour reforms; however, the literature reviewed demonstrates that many organizations are using new technologies, new personnel, and revised and innovative shift structures to compensate for reduced resident coverage and to decrease the risk of limited continuity of care. Future research in this area should focus on both micro (e.g., use of technology, shift changes, staff mix) and macro (e.g., culture, leadership support) organizational aspects to aid in our understanding of how best to respond to these duty hour reforms.

  1. Revised SRAC code system

    International Nuclear Information System (INIS)

    Tsuchihashi, Keichiro; Ishiguro, Yukio; Kaneko, Kunio; Ido, Masaru.

    1986-09-01

    Since the publication of JAERI-1285 in 1983 for the preliminary version of the SRAC code system, a number of additions and modifications to the functions have been made to establish an overall neutronics code system. Major points are (1) addition of JENDL-2 version of data library, (2) a direct treatment of doubly heterogeneous effect on resonance absorption, (3) a generalized Dancoff factor, (4) a cell calculation based on the fixed boundary source problem, (5) the corresponding edit required for experimental analysis and reactor design, (6) a perturbation theory calculation for reactivity change, (7) an auxiliary code for core burnup and fuel management, etc. This report is a revision of the users manual which consists of the general description, input data requirements and their explanation, detailed information on usage, mathematics, contents of libraries and sample I/O. (author)

  2. Organizational Climate Assessment: a Systemic Perspective

    Science.gov (United States)

    Argentero, Piergiorgio; Setti, Ilaria

    A number of studies showed how the set up of an involving and motivating work environment represents a source for organizational competitive advantage: in this view organizational climate (OC) research occupies a preferred position in current I/O psychology. The present study is a review carried out to establish the breadth of the literature on the characteristics of OC assessment considered in a systemic perspective. An organization with a strong climate is a work environment whose members have similar understanding of the norms and practices and share the same expectations. OC should be considered as a sort of emergent entity and, as such, it can be studied only within a systemic perspective because it is linked with some organizational variables, in terms of antecedents (such as the organization's internal structure and its environmental features) and consequences (such as job performance, psychological well-being and withdrawal) of the climate itself. In particular, when employees have a positive view of their organizational environment, consistently with their values and interests, they are more likely to identify their personal goals with those of the organization and, in turn, to invest a greater effort to pursue them: the employees' perception of the organizational environment is positively related to the key outcomes such as job involvement, effort and performance. OC analysis could also be considered as an effective Organizational Development (OD) tool: in particular, the Survey Feedback, that is the return of the OC survey results, could be an effective instrument to assess the efficacy of specific OD programs, such as Team Building, TQM and Gainsharing. The present study is focused on the interest to investigate all possible variables which are potential moderators of the climate - outcome relationship: therefore future researches in the OC field should consider a great variety of organizational variables, considered in terms of antecedents and effects

  3. 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

  4. Loosening After Acetabular Revision

    DEFF Research Database (Denmark)

    Beckmann, Nicholas A.; Weiss, Stefan; Klotz, Matthias C.M.

    2014-01-01

    The best method of revision acetabular arthroplasty remains unclear. Consequently, we reviewed the literature on the treatment of revision acetabular arthroplasty using revision rings (1541 cases; mean follow-up (FU) 5.7 years) and Trabecular Metal, or TM, implants (1959 cases; mean FU 3.7 years...

  5. Organizational commitment of military physicians.

    Science.gov (United States)

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

    2009-09-01

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

  6. 75 FR 17253 - Revisions to the General Conformity Regulations

    Science.gov (United States)

    2010-04-05

    ... Part III Environmental Protection Agency 40 CFR Parts 51 and 93 Revisions to the General... under the minor source New Source Review (NSR) programs similar to the EPA's existing General Conformity... EPA is making two minor revisions to the definition. First, EPA is correcting the citation for the SIP...

  7. 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...

  8. Organizational Communication and Media

    DEFF Research Database (Denmark)

    Tække, Jesper

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

  9. Organizational Relationship Termination Competence

    DEFF Research Database (Denmark)

    Ritter, Thomas; Geersbro, Jens

    2011-01-01

    termination are found to significantly affect a firm's relationship termination competence. The findings suggest that managers should regard termination as a legitimate option in customer relationship management. In order to decrease the number of unwanted customers, managers must accept termination......Most firms are involved in a number of customer relationships that drain the firm's resources. However, many firms are hesitant to address this problem. This paper investigates customer relationship termination at the organizational level. We develop and analyze the organizational dimensions...... of organizational termination in order to improve our understanding of the management of termination. The impact of these termination dimensions on the percentage of unwanted customers is developed and tested using PLS on data gathered from a cross-sectional survey of more than 800 sales representatives. We find...

  10. 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 ...

  11. A study on relationship between organizational culture and organizational commitment

    OpenAIRE

    Maryam Khalili

    2014-01-01

    This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991) [Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991)...

  12. The Effect of Perceived Organizational Support on Organizational Identification

    OpenAIRE

    A. Çelik; M. Findik

    2012-01-01

    The aim of the study is to determine the effects of perceived organizational support on organizational identification. In accordance with this purpose was applied on 131 family physicians in Konya. The data obtained by means of the survey method were analyzed. According to the results of correlation analysis, while positive relationship between perceived organizational support, organizational identification and supervisor support was revealed. Also, with the scope of the ...

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

    Directory of Open Access Journals (Sweden)

    Erkan YAMAN

    2014-04-01

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

  14. Anticipating Organizational Change

    DEFF Research Database (Denmark)

    Krogh, Simon

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

  15. 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...

  16. Identities as organizational practices

    DEFF Research Database (Denmark)

    Oshima, Sae; Asmuß, Birte

    Identity has been widely acknowledged as playing a central role in various organizational processes, yet there is still a need to better understand the dynamics and functions of identity work in modern organizations. The present paper is centered within this concern, and examines identity......) reveal the intersubjective, multimodal and embodied nature of identity work; 2) demonstrate identity work as organizational practices, used in order to accomplish specific actions; and 3) pose a question on the view on identity as a layered/leveled phenomenon....

  17. Evaluation of Lactococcus lactis Isolates from Nondairy Sources with Potential Dairy Applications Reveals Extensive Phenotype-Genotype Disparity and Implications for a Revised Species.

    Science.gov (United States)

    Cavanagh, Daniel; Casey, Aidan; Altermann, Eric; Cotter, Paul D; Fitzgerald, Gerald F; McAuliffe, Olivia

    2015-06-15

    Lactococcus lactis is predominantly associated with dairy fermentations, but evidence suggests that the domesticated organism originated from a plant niche. L. lactis possesses an unusual taxonomic structure whereby strain phenotypes and genotypes often do not correlate, which in turn has led to confusion in L. lactis classification. A bank of L. lactis strains was isolated from various nondairy niches (grass, vegetables, and bovine rumen) and was further characterized on the basis of key technological traits, including growth in milk and key enzyme activities. Phenotypic analysis revealed all strains from nondairy sources to possess an L. lactis subsp. lactis phenotype (lactis phenotype); however, seven of these strains possessed an L. lactis subsp. cremoris genotype (cremoris genotype), determined by two separate PCR assays. Multilocus sequence typing (MLST) showed that strains with lactis and cremoris genotypes clustered together regardless of habitat, but it highlighted the increased diversity that exists among "wild" strains. Calculation of average nucleotide identity (ANI) and tetranucleotide frequency correlation coefficients (TETRA), using the JSpecies software tool, revealed that L. lactis subsp. cremoris and L. lactis subsp. lactis differ in ANI values by ∼14%, below the threshold set for species circumscription. Further analysis of strain TIFN3 and strains from nonindustrial backgrounds revealed TETRA values of lactis taxonomy. Copyright © 2015, American Society for Microbiology. All Rights Reserved.

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

    Science.gov (United States)

    Aydin, Erhan; Gormus, Alparslan Sahin

    2015-01-01

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

  19. Organizational Fields and the Structuration Perspective: Analytical Possibilities

    Directory of Open Access Journals (Sweden)

    Clóvis L. Machado-da-Silva

    2006-07-01

    Full Text Available The concept of the organizational field has been greatly dealt with in the literature on institutional theory in recent years. As the concept of field involves a relational and symbolic dimension, we propose that the theory of structuration, based on the logic of recursiveness between agency and structure should be adapted to theunderstanding of the field dynamically. In this way, the objective of this theoretical essay is to deal with the dynamic of the organizational field using structurationist logic, allowing that from this logic we recall both the importance of the practice in the structuration process of the organizational field and the historical and recursive character which may constrain or enable the actions of social actors. To this end, we revise the concept of field in different perspectives of analysis, reflecting on the implication of the theoretical presuppositions of each approach and then discuss in a critical manner the theoretical foundation of the structuration process of organizational fields based on the structurationist approach. We conclude the paper with propositions pertaining to the revision of the concept of field from a multiparadigmatic viewpoint in which structure and agency are recursively implied.

  20. Assessing organizational change in multisector community health alliances.

    Science.gov (United States)

    Alexander, Jeffrey A; Hearld, Larry R; Shi, Yunfeng

    2015-02-01

    The purpose of this article was to identify some common organizational features of multisector health care alliances (MHCAs) and the analytic challenges presented by those characteristics in assessing organizational change. Two rounds of an Internet-based survey of participants in 14 MHCAs. We highlight three analytic challenges that can arise when quantitatively studying the organizational characteristics of MHCAs-assessing change in MHCA organization, assessment of construct reliability, and aggregation of individual responses to reflect organizational characteristics. We illustrate these issues using a leadership effectiveness scale (12 items) validated in previous research and data from 14 MHCAs participating in the Robert Wood Johnson Foundation's Aligning Forces for Quality (AF4Q) program. High levels of instability and turnover in MHCA membership create challenges in using survey data to study changes in key organizational characteristics of MHCAs. We offer several recommendations to diagnose the source and extent of these problems. © Health Research and Educational Trust.

  1. Individualized consideration, innovative organizational climate and proactive personality as antecedents of change-oriented and altruist organizational citizenship behaviors

    Directory of Open Access Journals (Sweden)

    Mercedes López-Domínguez

    2009-11-01

    Full Text Available The concept of organizational citizen behaviour (OCB has grown in popularity in the literature, and has received a great deal of theoretical and empirical study. However, various authors have emphasized the need of gaining a greater understanding of the antecedents of each dimension that makes up this construct, as few authors have focused on these aspects (Podsakoff et al., 2000. Hence, this study aims at analyzing the individualized consideration of leadership, the innovative organizational climate and the proactive personality, as possible antecedents of change-oriented and altruist organizational citizenship behaviors, by means of a revision and extension of the main studies that have dealt with such constructs. In this sense, the present study develops various propositions, derived from a conceptual model, whose aim is to advance the understanding related with OCB antecedents, so that future research can test them from an empirical point of view, using qualitative or quantitative methods.

  2. 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...

  3. 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...

  4. 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...

  5. 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.

  6. New Organizational Forms and IT

    OpenAIRE

    Schwarzer, Bettina;Zerbe, Stefan;Krcmar, Helmut

    2014-01-01

    The availability of powerful IT/IS is percieved as a driving force as well as a necessary prerequisite for new organizational solutions. However, even though the close interre-latedness of organizational structure and IT/IS has been widely recognized for a long time, a thorough understanding of their linkage is still missing. The research project NOF (New Organizational Forms) aims at closing the gap between the organizational and IS discipline in order to further the understanding and provid...

  7. Accounting for Organizational Innovations

    DEFF Research Database (Denmark)

    Waldorff, Susanne Boch

    2013-01-01

    institutional logics to account for their creation of three different organizational innovations. While the concept of ‘institutional logic’ helped exploring the legitimizing social meanings embedded in the national reform and locally, the concept of ‘translation’ from actor-network theory shed light...

  8. 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

  9. Organizational culture, Anthropology of

    DEFF Research Database (Denmark)

    Krause-Jensen, Jakob; Wright, Susan

    2015-01-01

    cultures’ into transnational corporations and organizations concerned with international governance. In such organizations, anthropology graduates are increasingly employed as ‘cultural experts.’ We track the anthropological research on organizational culture and argue that the sensibilities and analytical...... skills acquired and the concepts developed through the ethnographic encounter gives anthropology a unique voice in the study of cultural matters in organizations....

  10. Organizational Learning and Unlearning

    Science.gov (United States)

    Starbuck, William H.

    2017-01-01

    Purpose: This paper aims to summarize four decades of research into organizational adaptation, learning and unlearning. Design/methodology/approach: The most important contributions to this stream of research have been case studies of organizations struggling to survive serious crises. Findings: Very diverse kinds of organizations run into serious…

  11. Organizational Control: Two Functions

    Science.gov (United States)

    Ouchi, William G.; Maguire, Mary Ann

    1975-01-01

    Distinguishes between two modes of organizational control, personal surveillance (behavior control) and the measurement of outputs (output control). Output control occurs in response to a manager's need to provide legitimate evidence of performance, while behavior control is exerted when means-ends relations are known and appropriate instruction…

  12. Reforming Organizational Structures

    NARCIS (Netherlands)

    S.G.J. Van de Walle (Steven)

    2016-01-01

    textabstractPublic sectors have undergone major transformations. Public sector reform touches upon the core building blocks of the public sector: organizational structures, people and finances. These are objects of reform. This chapter presents and discusses a set of major transformations with

  13. Modeling Organizational Cognition

    DEFF Research Database (Denmark)

    Cowley, Stephen; Secchi, Davide

    2018-01-01

    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...

  14. Interdependence Among Organizational Variables

    Science.gov (United States)

    Knowles, M. C.

    1975-01-01

    The interrelationship between a set of organizational variables was investigated at 14 work organizations within a company. The variables were production, quality, costs, job satisfaction of operatives, job satisfaction of supervisors, work anxiety, accidents, absence, labor turnover, and industrial unrest. (Author)

  15. Fluidity, Identity, and Organizationality

    DEFF Research Database (Denmark)

    Dobusch, Leonhard; Schoeneborn, Dennis

    2015-01-01

    that the organizationality of a social collective is accomplished through “identity claims”—i.e., speech acts that concern what the social collective is or does—and negotiations on whether or not these claims have been made on the collective's behalf. We empirically examine the case of the hacker collective Anonymous...

  16. ORGANIZATIONAL RISK COMMUNICATION

    Science.gov (United States)

    Ris communication tools in organizations differs in several ways from many of tools and techniques developed for public meetings. The traditional view of risk communication seeks to manage the public outrage ssociated with site-based issues. Organizational risk communication seek...

  17. Organizational Theory and Leadership Navigation

    Science.gov (United States)

    Brazer, S. David; Kruse, Sharon D.; Conley, Sharon

    2014-01-01

    Teaching organizational theory in a way that bridges to leadership practice is vital to preparing deft educational leaders who understand the organizational behavior of schools and districts. Organizational theory guides understanding of the complexities of schools and districts and can be a basis for collaborative and effective decision making.…

  18. Organizational Learning and Crisis Management

    Science.gov (United States)

    Wang, Jia

    2007-01-01

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

  19. 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

  20. Organizational Performance and Customer Value

    Science.gov (United States)

    Tosti, Donald; Herbst, Scott A.

    2009-01-01

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

  1. Scaling as an Organizational Method

    DEFF Research Database (Denmark)

    Papazu, Irina Maria Clara Hansen; Nelund, Mette

    2018-01-01

    Organization studies have shown limited interest in the part that scaling plays in organizational responses to climate change and sustainability. Moreover, while scales are viewed as central to the diagnosis of the organizational challenges posed by climate change and sustainability, the role...... turn something as immense as the climate into a small and manageable problem, thus making abstract concepts part of concrete, organizational practice....

  2. Sexual Harassment and Organizational Outcomes

    Science.gov (United States)

    2011-04-01

    harassment and unwanted sexual attention) appear to affect job satisfaction and organizational commitment more than the overt quid pro quo type of... Sexual Harassment and Organizational Outcomes Charlie L. Law DEFENSE EQUAL OPPORTUNITY MANAGEMENT...No. 99-11 Sexual harassment and Organizational, 2 Executive Summary Issue Sexual harassment continues to be a

  3. A STUDY ON ORGANIZATIONAL CULTURE

    OpenAIRE

    S. Valentine Usha Kalaichelvi; Dr. Auxilia Antony; Dr. A. Nelson Vimalanathan

    2017-01-01

    Organizational Culture is defined as the values and behaviors that contribute to the unique social and psychological environment of the organization. Organizational culture includes an organizations expectations, experiences, philosophy and values that hold it together and is expressed in its self-image, inner workings, interactions with the outside world and future expectations. This article is going to study about the organizational culture.

  4. Organizational Change and Vested Interest

    NARCIS (Netherlands)

    Hendrikse, G.W.J.

    1996-01-01

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

  5. The Mediating Role of Organizational Learning in?the Relationship of Organizational Intelligence and Organizational Agility

    OpenAIRE

    Bahrami, Mohammad Amin; Kiani, Mohammad Mehdi; Montazeralfaraj, Raziye; Zadeh, Hossein Fallah; Zadeh, Morteza Mohammad

    2016-01-01

    Objectives 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. Methods 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...

  6. Organizational Design Correlates of Entrepreneurship

    DEFF Research Database (Denmark)

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

    2015-01-01

    Extant research offers relatively little insight into the organizational design correlates of entrepreneurship in established firms. We argue on theoretical grounds that the same organizational designs support the realization as well as the discovery of opportunities. Specifically, decentralized...... these organizational design variables are related to opportunity discovery. We find similar effects. We discuss the theoretical and practical implications of our reasoning and results, such as implications for the idea in the innovation and organizational learning literatures that optimal performance over time...... requires that firms either vacillate between organizational designs or adopt ambidextrous designs....

  7. Defining and assessing organizational culture.

    Science.gov (United States)

    Bellot, Jennifer

    2011-01-01

    Using theories from several disciplines, the concept of organizational culture remains controversial. Conflicting definitions, lack of semantic clarity, and debate over the most appropriate methods for assessing organizational culture have led to disagreement over the value and validity of such inquiry. This paper reviews development of the concept of organizational culture and methods for assessing organizational culture, focusing on the healthcare environment. Most work on organizational culture concerns the traditional corporation. Therefore, some adaptation to the central goals and focus of a human services organization are necessary before application to healthcare settings. © 2011 Wiley Periodicals, Inc.

  8. Patient surveys-A key to organizational change?

    DEFF Research Database (Denmark)

    Riiskjær, Erik; Ammentorp, Jette; Nielsen, Jørn Flohr

    2009-01-01

    OBJECTIVE: The objective was to investigate whether semi-customized patient satisfaction surveys are seen as useful by hospital management, and to explore their possible effects on quality improvement over time at a low organizational level. METHODS: Data were collected from three sources: (1......; (2) feedback is detailed on an organizational level and the units have significantly lower scores than comparable units; and (3) there are obvious actions to address the problems. PRACTICAL IMPLICATIONS: Both qualitative and quantitative results should be analyzed for small organizational units...

  9. Organizational structure features supporting knowledge management processes

    OpenAIRE

    Claver-Cortés, Enrique; Zaragoza Sáez, Patrocinio del Carmen; Pertusa-Ortega, Eva

    2007-01-01

    Purpose – The idea that knowledge management can be a potential source of competitive advantage has gained strength in the last few years. However, a number of business actions are needed to generate an appropriate environment and infrastructure for knowledge creation, transfer and application. Among these actions there stands out the design of an organizational structure, the link of which with knowledge management is the main concern here. More specifically, the present paper has as its aim...

  10. [Organizational climate and burnout syndrome].

    Science.gov (United States)

    Lubrańska, Anna

    2011-01-01

    The paper addresses the issue of organizational climate and burnout syndrome. It has been assumed that burnout syndrome is dependent on work climate (organizational climate), therefore, two concepts were analyzed: by D. Kolb (organizational climate) and by Ch. Maslach (burnout syndrome). The research involved 239 persons (122 woman, 117 men), aged 21-66. In the study Maslach Burnout Inventory (MBI) and Inventory of Organizational Climate were used. The results of statistical methods (correlation analysis, one-variable analysis of variance and regression analysis) evidenced a strong relationship between organizational climate and burnout dimension. As depicted by the results, there are important differences in the level of burnout between the study participants who work in different types of organizational climate. The results of the statistical analyses indicate that the organizational climate determines burnout syndrome. Therefore, creating supportive conditions at the workplace might reduce the risk of burnout.

  11. 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

  12. Managing organizational errors: Three theoretical lenses on a bank collapse

    OpenAIRE

    Giolito, Vincent

    2015-01-01

    Errors have been shown to be a major source of organizational disasters, yet scant research has paid attention to the management of errors that is, what managers do once errors have occurred and how actions may determine outcomes. In an early attempt to build a theory of the management of organizational errors, this paper examines how extant theory applies to the collapse of a bank. The financial industry was chosen because of the systemic risks it entails, as demonstrated by the financial cr...

  13. Organizational Culture and Safety

    Science.gov (United States)

    Adams, Catherine A.

    2003-01-01

    '..only a fool perseveres in error.' Cicero. Humans will break the most advanced technological devices and override safety and security systems if they are given the latitude. Within the workplace, the operator may be just one of several factors in causing accidents or making risky decisions. Other variables considered for their involvement in the negative and often catastrophic outcomes include the organizational context and culture. Many organizations have constructed and implemented safety programs to be assimilated into their culture to assure employee commitment and understanding of the importance of everyday safety. The purpose of this paper is to examine literature on organizational safety cultures and programs that attempt to combat vulnerability, risk taking behavior and decisions and identify the role of training in attempting to mitigate unsafe acts.

  14. Organizational use of evaluations

    DEFF Research Database (Denmark)

    Hansson, Finn

    2004-01-01

    Organizations perform evaluations in order to demonstrate their trustworthiness to theoutside world and to produce knowledge for use by the management of the organization.In the planning and application of specific evaluations in the organization, differentparticipants or stakeholders very often...... as part of the evaluation process and the long-term impact of this new systematicallyorganised set of data on organizational activities are normally not taken seriously intoconsideration when the use of evaluations in organizations are discussed. Saiddifferently, evaluations have become a major factor...... of organizational sociology, that people tend to adapt to external behaviouraldemands especially when related to power relations in the organization.keywords: research evaluation, governance, social control, publication counts....

  15. Energy Organizational Planning

    Energy Technology Data Exchange (ETDEWEB)

    Gina C. Paradis; James Yockey; Tracey LeBeau

    2009-04-17

    As the Seneca Nation of Indians (SNI) continues to refine and finalize its Strategic Energy Plan, it became necessary to insure that a sustainable organization structure was developed through which the energy program and its initiatives could be nurtured and managed. To that end, SNI undertook a study to thoroughly evaluate the existing organizational structures and assess the requisite changes and/or additions to that framework that would complement the mission of the Strategic Plan. The goal of this study was to analyze, work with staff and leadership and recommend the most effective plan for the development of an organizational framework within which the Seneca could more effectively exercise energy sovereignty – control and manage their natural resource assets – i.e. develop its own energy resources, meet the current and projected energy needs of their community, and “sit at the table” with other regional energy providers to deal with issues on a peer-to-peer basis.

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

    OpenAIRE

    Ozan BÜYÜKYILMAZ; Yahya FİDAN

    2017-01-01

    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 we...

  17. Inter-organizational networks

    DEFF Research Database (Denmark)

    Bergenholtz, Carsten

    2012-01-01

    Strong and trust-based ties are usually related to homogeneous and complex knowledge, while weak ties are associated with heterogeneous and simple knowledge. Interfirm communities have been shown to depend on trust-based ties, while also relying on getting access to heterogeneous knowledge. These...... goes beyond a mere structural approach to the organization of social networks and hence proposes a tighter integration between research on social networks and organizational design....

  18. [Hospital organizational structure].

    Science.gov (United States)

    Bittar, O J

    1994-01-01

    The basic point for an Institution to work is the existence of a definite organizational structure that puts together similar areas allowing decisions and the operationalization of different tasks. Knowledge and analysis of structures of private and public hospitals and a bibliography review about the issue is the purpose of this paper. Suggestions are given about the elaboration of small structures and the utilization of matrix management in order to accomplish the hospitals objectives.

  19. Sustainability and Organizational Change

    OpenAIRE

    Sitnikov, Catălina

    2012-01-01

    The relevant and, above all, remarkable feature of sustainability is due to its "duality": on the one hand, it is an indispensable element within the companies even if, on the other hand, it increases the costs of many activities and processes. Facing the challenge of sustainability will determine and create, in the coming years, emerging organizational forms. If ten years ago, many managers clearly expressed their doubts regarding the financial feasibility of sustainability, today, they admi...

  20. Organizational Self-Renewal

    DEFF Research Database (Denmark)

    Hedman, Jonas; Henningsson, Stefan; Selander, Lisen

    2012-01-01

    Recent research has acknowledged the key role of information systems (IS) in helping build sustainable organizations. Although many organizations have implemented strategies for increased sustainability, empirical evidence for the effects of such strategies is sparse, and the understanding...... from other sustainable initiatives, since they are re-enforcing each other. Third, Green IS initiatives can act as ‘motors’ towards eco-effectiveness, in bridging competing models of organizational effectiveness....

  1. Organizational Data Mining

    Science.gov (United States)

    Nemati, Hamid R.; Barko, Christopher D.

    Many organizations today possess substantial quantities of business information but have very little real business knowledge. A recent survey of 450 business executives reported that managerial intuition and instinct are more prevalent than hard facts in driving organizational decisions. To reverse this trend, businesses of all sizes would be well advised to adopt Organizational Data Mining (ODM). ODM is defined as leveraging Data Mining tools and technologies to enhance the decision-making process by transforming data into valuable and actionable knowledge to gain a competitive advantage. ODM has helped many organizations optimize internal resource allocations while better understanding and responding to the needs of their customers. The fundamental aspects of ODM can be categorized into Artificial Intelligence (AI), Information Technology (IT), and Organizational Theory (OT), with OT being the key distinction between ODM and Data Mining. In this chapter, we introduce ODM, explain its unique characteristics, and report on the current status of ODM research. Next we illustrate how several leading organizations have adopted ODM and are benefiting from it. Then we examine the evolution of ODM to the present day and conclude our chapter by contemplating ODM's challenging yet opportunistic future.

  2. Human and Organizational Factors

    International Nuclear Information System (INIS)

    Eshiett, P.B.S.

    2016-01-01

    The Human and Organizational Factors Approach to Industrial Safety (HOFS) consists of identifying and putting in place conditions which encourage a positive contribution from operators (individually and in a team) with regards to industrial safety. The knowledge offered by the HOFS approach makes it possible better to understand what conditions human activity and to act on the design of occupational situations and the organization, in the aim of creating the conditions for safe work. Efforts made in this area can also lead to an improvement in results in terms of the quality of production or occupational safety (incidence and seriousness rates) (Daniellou, F., et al., 2011). Research on industrial accidents shows that they rarely happen as a result of a single event, but rather emerge from the accumulation of several, often seemingly trivial, malfunctions, misunderstandings, incorrect assumptions and other issues. The nuclear community has established rigorous international safety standards and concepts to ensure the protection of people and the environment from harmful effects of ionizing radiation (IAEA, 2014). A review of major human induced disasters in a number of countries and in different industries yields insights into several of the human and organizational factors involved in their occurrence. Some of these factors relate to failures in: • Design or technology; • Training; • Decision making; • Communication; • Preparation for the unexpected; • Understanding of organizational interdependencies

  3. Bibliocable. Revised Edition.

    Science.gov (United States)

    Cable Television Information Center, Washington, DC.

    This selective, annotated bibliography is a revision of the original published in 1972 (ED 071 402). Some 104 books, articles, and reports included here deal with access, applications, franchising, regulation, technology, and other aspects of cable television. The listings are of two types in each category. First are revisions of the original…

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

    OpenAIRE

    Elżbieta Chwalibóg

    2011-01-01

    The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of Organizational Citizenship Behavior (OCB) in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB) S. Reto...

  5. Impact of organizational culture on organizational commitment and job satisfaction

    OpenAIRE

    Abid Alvi, Huma; Hanif, Mehmood; Adil, Muhammad Shahnawaz; Ahmed, Rizwan Raheem; Vveinhardt, Jolita

    2014-01-01

    In this study, the researcher has tried toinvestigate the three types of organizational culture and its impact on job satisfaction and employee commitment in Chemical Sector of Karachi. The core objective of the study is toidentify the impact of organizational culture on job satisfaction and employeecommitment in Chemical Sector so as to improve the job satisfaction andcommitment of the employees in their working environment. And research questionis what is the impact of organizational cultur...

  6. Changing of the Guard: How Different School Leaders Change Organizational Routines

    Science.gov (United States)

    Enomoto, Ernestine K.; Conley, Sharon

    2008-01-01

    While providing stability and uniformity, organizational routines can foster continuous change. Using Feldman's (2000) performative model of routinized action theory, coupled with leadership succession research, we examined how three successive administrations in a California high school revised a student attendance (tardy-monitoring) routine over…

  7. INVESTIGATING THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMUNICATION AND ORGANIZATIONAL CULTURE

    Directory of Open Access Journals (Sweden)

    Mădălina ŞOMĂCESCU

    2016-05-01

    Full Text Available In this paper we investigated the relationship between the organizational communication and organizational culture. The starting point of our analysis is that the two variables are in interdependent relation. Our study, performed in a large public organization operating in Romania and abroad, identified a positive association between the two variables. The organizational communication helps the organization to disseminate the culture among the employees. Also, the organizational culture is developed through the interactions and communications among the staff. The management of the organizations must encourage and promote an open communication in order to create a culture that sustain the performance.

  8. The Organizational Economics of Organizational Capability and Heterogeneity

    DEFF Research Database (Denmark)

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

    For decades, the literatures on firm capabilities and organizational economics have been at odds with each other, specifically relative to explaining organizational boundaries and heterogeneity. We briefly trace the history of the relationship between the capabilities literature and organizational...... economics and point to the dominance of a “capabilities first” logic in this relationship. We argue that capabilities considerations are inherently intertwined with questions about organizational boundaries and internal organization, and use this point to respond to the prevalent “capabilities first” logic....... We offer an integrative research agenda that focuses, first, on the governance of capabilities and, second, on the capability of governance....

  9. Organizational Reconfiguration and Strategic Response

    DEFF Research Database (Denmark)

    Møller Larsen, Marcus; Pedersen, Torben

    2014-01-01

    this, firms need a high degree of architectural knowledge, which is typically gained through learning by doing. We therefore argue that firms with more offshoring experience are more likely to include organizational objectives in their offshoring strategies. We develop and find support......The purpose of this paper is to investigate the effect of the organizational reconfiguration of offshoring on firms’ strategies. A consequence of offshoring is the need to reintegrate the geographically relocated organizational activities into a coherent organizational architecture. In order to do...... for this hypothesis using a mixed-method approach based on a qualitative case study and comprehensive data from the Offshoring Research Network. These findings contribute to research on the organizational design and architecture of offshoring and the dynamics of organizational architectures....

  10. Organizational Identity, Culture, and Image

    OpenAIRE

    Ravasi, D.

    2016-01-01

    The concept of organizational identity is often confused with similar concepts such as organizational culture or organizational image. This confusion depends in part on the inconsistent use that scholars have made of these terms in the past. This chapter reviews the literature that has discussed how these concepts differ and how they are interrelated, and proposes an integrative framework that summarizes the most widely accepted definitions. It focuses in particular on research on dynamic int...

  11. Organizational architecture of multinational companies

    OpenAIRE

    Sikorová, Lenka

    2009-01-01

    The main goal of the bachelor thesis Organizational Architecture of Multinational Companies is to elaborate the overview of organizational structures that are used by modern global companies. The thesis contains an analysis of such companies development, principles of functioning, pros and cons and the opportunities which these brings. It also contains a description of the basic concepts associated with organizational architecture such as globalization, multinational companies and organizatio...

  12. Organizational identification moderates the impact of organizational justice on job satisfaction.

    Science.gov (United States)

    Yuan, Guo; Jia, Libin; Zhao, Jian

    2016-03-09

    Few studies concern the moderator effect of organizational identification between organizational justice and job satisfaction. This study aimed to examine the trilateral relationship among organizational identification, organizational justice and job satisfaction, especially focus on the moderator effect of organizational identification. 354 staffs completed the measures of organizational justice, organizational identification and job satisfaction. Hierarchical regression analysis showed that organizational identification moderated the association between organizational justice and job satisfaction. When staffs reported a low level of organizational identification, those with high organizational justice reported higher scores in job satisfaction than those with low organizational justice. However, the impact of organizational justice on job satisfaction was not significant in high organizational identification group. Organizational identification can significantly moderate the impact of organizational justice on job satisfaction. The significance and limitations of the results are discussed.

  13. Whistleblowing and organizational ethics.

    Science.gov (United States)

    Ray, Susan L

    2006-07-01

    The purpose of this article is to discuss an external whistleblowing event that occurred after all internal whistleblowing through the hierarchy of the organization had failed. It is argued that an organization that does not support those that whistle blow because of violation of professional standards is indicative of a failure of organizational ethics. Several ways to build an ethics infrastructure that could reduce the need to resort to external whistleblowing are discussed. A relational ethics approach is presented as a way to eliminate the negative consequences of whistleblowing by fostering an interdependent moral community to address ethical concerns.

  14. Individual questions of financial control and revision

    Directory of Open Access Journals (Sweden)

    В. М. Глібко

    2015-05-01

    Full Text Available Problem setting. In modern conditions at investigation and gathering of proofs in criminal proceedings according to item 93 CPC of Ukraine collecting of proofs which is carried out by the criminal proceedings parties, victim is important, the representative of the legal person, in which relation carries out manufacture, including a way истребования and receptions from public authorities, local governments, the enterprises, establishments and organisations, official and physical persons of things, documents, data, conclusions of experts, conclusions of revisions and certificates of checks. Recent research and publications analisis. In scientific sources questions of carrying out of revisions S. B.Zhivko, V.V.Akimov, G.Demjanchuk, J.Buzdugan is considered. Paper objective. Article purpose is studying and definition of a place of revision among forms of inspection of the state control and use of results of revision in criminal proceedings. Paper main body. Off-schedule exit revision that is revision which is not provided in plans of work of body of the state financial control is considered and is spent at presence at least one of the circumstances listed in item 11 of the Law of Ukraine «About main principles of realisation of the state financial control in Ukraine». If revision is carried out on request of investigating bodies it is spent on the basis of the petition of the inspector and accepted by the results of consideration of this petition of the decision of the investigatory judge. The primary goal of revision on request of investigating bodies or on the basis of court definition is reception of proofs on business. Therefore the revision certificate admits the written proof as on the basis of its conclusion of the inspector, the public prosecutor receives the information on a perfect crime, abusing, and also on the persons who have committed a crime, on the period of commission of crime and an amount of damage. In criminal

  15. 78 FR 59982 - Revisions to Radiation Protection

    Science.gov (United States)

    2013-09-30

    ... NUCLEAR REGULATORY COMMISSION [NRC-2012-0268] Revisions to Radiation Protection AGENCY: Nuclear..., ``Radiation Sources,'' Section 12.3 -12.4, ``Radiation Protection Design Features,'' and Section 12.5, ``Operational Radiation Protection Program.'' DATES: The effective date of this Standard Review Plan update is...

  16. Examining Asymmetrical Relationships of Organizational Learning Antecedents: A Theoretical Model

    Directory of Open Access Journals (Sweden)

    Ery Tri Djatmika

    2016-02-01

    Full Text Available Global era is characterized by highly competitive advantage market demand. Responding to the challenge of rapid environmental changes, organizational learning is becoming a strategic way and solution to empower people themselves within the organization in order to create a novelty as valuable positioning source. For research purposes, determining the influential antecedents that affect organizational learning is vital to understand research-based solutions given for practical implications. Accordingly, identification of variables examined by asymmetrical relationships is critical to establish. Possible antecedent variables come from organizational and personal point of views. It is also possible to include a moderating one. A proposed theoretical model of asymmetrical effects of organizational learning and its antecedents is discussed in this article.

  17. Coping with organizational stress among hospital nurses in Southern Ontario.

    Science.gov (United States)

    Tyson, Paul D; Pongruengphant, Rana; Aggarwal, Bela

    2002-05-01

    Government cutbacks and anticipated staff reductions were hypothesized to be a unique source of organizational stress. The study focused on how nurses coped with stress and whether any strategy effectively reduced occupational stress. A sample of 107 nurses were asked to rate their occupational stress, job satisfaction, and coping strategies. Avoidance and social support were found to be significantly correlated with stress, but neither of these coping strategies appeared to reduce nurses' level of organizational stress. However, an interaction between problem solving and job satisfaction was found to be highly significant and it added 42% to predicting stress levels. Supporting the stress-buffering hypothesis, nurses with lower intrinsic job satisfaction seemed to benefit from employing problem solving as a coping strategy whereas dissatisfied nurses who infrequently use problem solving reported the highest levels of organizational stress. Paradoxically, intrinsically satisfied nurses who most frequently utilize problem solving experienced heightened organizational stress.

  18. The Effects of Organizational Training on Organizational Commitment

    Science.gov (United States)

    Bulut, Cagri; Culha, Osman

    2010-01-01

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

  19. The Relationship between Perceived Organizational Support and Teachers' Organizational Commitment

    Science.gov (United States)

    Nayir, Funda

    2012-01-01

    Problem Statement: It can be said that one of the key factors ensuring teachers adaptation to developments is teachers' level of commitment to their schools. In this commitment, the teacher is expected to internalize the organizational objectives. The teacher's perception of organizational support is important for him to internalize the…

  20. The Study of Relationship between Organizational Learning and Organizational Performance

    Directory of Open Access Journals (Sweden)

    Bisotoon Azizi

    2017-01-01

    Full Text Available The aim of this study was to investigate the relationship between organizational learning and organizational performance among companies operating in the insurance industry of Tehran in Iran. The present study is a descriptive one in terms of the purpose and the method of data collection. The statistical population of the study was all insurance companies in the city of Tehran and 120 insurance companies were selected due to the lack of detailed statistical reference to their number. For this purpose, people were asked some questions who it was authorized to represent the name. The questionnaire is a tool for collecting data. The Gomez questionnaire et al. (2005 was used to measure organizational learning which includes four factors: management commitment, system perspective, openness and experimentation, transfer and integration of knowledge. To measure the organizational performance, the Yang et al. questionnaire (2004 is used. To determine the validity of data collection, the questionnaire was presented to six professors of management at various universities. The validity of questionnaire through the coordination of jury was about %100. The reliability of the questionnaire was conducted on thirty subjects, Cronbach alpha coefficient was calculated 0.91 and 0.85 for organizational learning and organizational performance, respectively. For data analysis, Pearson correlation coefficient and multiple regressions were used. The results showed that there is a positive relationship between organizational learning and its four dimensions (management commitment, vision systems, open space, and experimentation, transfer and integration of knowledge and organizational performance of Tehran insurance companies.

  1. ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AND ORGANIZATIONAL LEARNING CLIMATE RELATIONSHIP

    OpenAIRE

    Mine TA rker

    2008-01-01

    Global competition highlights the importance of innovation, flexibility, responsiveness, and cooperativeness for long-term organizational success. Innovative and spontaneous behaviours’ vitality is revealed in protecting organization in an ever-chancing environment. As a necessity, organizations will become more dependent on employees who are willing to contribute effective organizational functioning, regardless of their formal role requirements. Employee behaviours like citizenship behaviour...

  2. Perceptions of Organizational Effectiveness over Organizational Life Cycles.

    Science.gov (United States)

    Cameron, Kim S.; Whetten, David A.

    1981-01-01

    Student participants at two universities played multisession simulation games involving the development of 18 organizations. Post-session surveys of 583 participants indicated that organizational effectiveness became more important to participants as the organizations developed. This suggests that future organizational effectiveness studies should…

  3. Publishing and Revising Content

    Science.gov (United States)

    Editors and Webmasters can publish content without going through a workflow. Publishing times and dates can be set, and multiple pages can be published in bulk. Making an edit to published content created a revision.

  4. Letter of Map Revision

    Data.gov (United States)

    Earth Data Analysis Center, University of New Mexico — The National Flood Hazard Layer (NFHL) data incorporates all Digital Flood Insurance Rate Map(DFIRM) databases published by FEMA, and any Letters Of Map Revision...

  5. Organizational analysis and safety for utilities with nuclear power plants: perspectives for organizational assessment. Volume 2. [PWR; BWR

    Energy Technology Data Exchange (ETDEWEB)

    Osborn, R.N.; Olson, J.; Sommers, P.E.; McLaughlin, S.D.; Jackson, M.S.; Nadel, M.V.; Scott, W.G.; Connor, P.E.; Kerwin, N.; Kennedy, J.K. Jr.

    1983-08-01

    This two-volume report presents the results of initial research on the feasibility of applying organizational factors in nuclear power plant (NPP) safety assessment. Volume 1 of this report contains an overview of the literature, a discussion of available safety indicators, and a series of recommendations for more systematically incorporating organizational analysis into investigations of nuclear power plant safety. The six chapters of this volume discuss the major elements in our general approach to safety in the nuclear industry. The chapters include information on organizational design and safety; organizational governance; utility environment and safety related outcomes; assessments by selected federal agencies; review of data sources in the nuclear power industry; and existing safety indicators.

  6. Organizational Attributes, Market Growth, and Product Innovation

    NARCIS (Netherlands)

    Song, Michael; Chen, Yan

    2014-01-01

    Extensive research has shown that organizational attributes affect product innovation. Extending this literature, this article delimits two general categories of organizational attributes and relates them to product innovation. Organizational attributes can be either control oriented or flexibility

  7. 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…

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

    Science.gov (United States)

    Demir, Kamile

    2015-01-01

    Problem of Study: Research on social exchange relationships does not take into account another vital component of organizational life--namely an individual's sense of belonging and identity. Organizational identification is one of the most crucial factors holding employees together and keeping them committed to the organization. Many studies…

  9. Organizational Climate and Teacher Commitment

    Science.gov (United States)

    Douglas, Stephen Michael

    2010-01-01

    This study examined the relationship of school climate and teacher commitment in elementary schools in Alabama. A total of 67 elementary schools were surveyed and 1353 teachers voluntarily participated in the study. The instruments used in this study were the Organizational Climate Index (OCI) and the Organizational Commitment Questionnaire (OCQ).…

  10. Organizational Silence in Sports Employees

    Science.gov (United States)

    Bastug, Gulsum; Pala, Adem; Yilmaz, Taner; Duyan, Mehdi; Gunel, Ilker

    2016-01-01

    Organizational silence can be defined as a way of behaviour belonging to men and women employees in the organization exhibited without reflecting their feelings, ideas, concerns and suggestions related with their workplaces, works for which they are responsible or other activities of the organization. In the period of organizational silence,…

  11. ORGANIZATIONAL CULTURE AND MANAGEMENT CULTURE

    OpenAIRE

    Tudor Hobeanu; Loredana Vacarescu Hobeanu

    2010-01-01

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

  12. Organizational citizenship behavior in schools: validation of a questionnaire.

    Science.gov (United States)

    Neves, Paula C; Paixão, Rui; Alarcão, Madalena; Gomes, A Duarte

    2014-01-01

    The present study examines the psychometric properties (including factorial validity) of an organizational citizenship behavior (OCB) scale in a school context. A total of 321 middle and high school teachers from 59 schools in urban and rural areas of central Portugal completed the OCB scale at their schools. The confirmatory factor analysis validated a hierarchical model with four latent factors on the first level (altruism, conscientiousness, civic participation and courtesy) and a second order factor (OCB). The revised model fit with the data, χ 2 /gl = 1.97; CFI = .962; GFI = .952, RMSEA = .05. The proposed scale (comportamentos de cidadania organizacional em escolas- Revista CCOE-R)- is a valid instrument to assess teacher's perceptions of OCB in their schools, allowing investigation at the organizational level of analysis.

  13. Organizational Climate for Successful Aging

    Science.gov (United States)

    Zacher, Hannes; Yang, Jie

    2016-01-01

    Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees’ shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (Mage = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals’ perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work. PMID:27458405

  14. 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...

  15. Organizational Climate for Successful Aging.

    Science.gov (United States)

    Zacher, Hannes; Yang, Jie

    2016-01-01

    Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees' shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (M age = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals' perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work.

  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. 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. Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement.

    Science.gov (United States)

    Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

    2018-01-01

    We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction.

  19. Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement

    Science.gov (United States)

    Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

    2018-01-01

    We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction. PMID:29503623

  20. 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

  1. Organizational (auto)-ethnography

    DEFF Research Database (Denmark)

    Bager, Ann

    induces in other words new types of embodied organizational knowledge and ways of organizing, which have consequences for how subject positions are (re)configured in everyday corporate lives. Such identity work is rarely studied in local discursive practices of today’s modern and emergent corporations....... The aspiration in present article is precisely to scrutinize local practices in a dialogue based leadership development forum in university settings. This provides insights into the lived lives and identity work in Aalborg University representing a temporary, polyphonic and cross-disciplinary research project...... in a modern corporation. The project was an example of a loose-coupled and temporary arrangement/organization that invited a diverse group of participants to engage in the co-production of knowledge in/on leadership communicative practices. The participants involved professional leaders from diverse...

  2. Sustainability and Organizational Change

    Directory of Open Access Journals (Sweden)

    Catălina Sitnikov

    2012-06-01

    Full Text Available The relevant and, above all, remarkable feature of sustainability is due to its "duality": on the one hand, it is an indispensable element within the companies even if, on the other hand, it increases the costs of many activities and processes. Facing the challenge of sustainability will determine and create, in the coming years, emerging organizational forms. If ten years ago, many managers clearly expressed their doubts regarding the financial feasibility of sustainability, today, they admit the importance of sustainability for the competitive advantage of the companies they manage. Currently, companies have great opportunities to support build a sustainable global economy, becoming one of the solutions to the most pressing societal challenges. Whether it is about reducing pollution, global warming, reducing use of water resources and other limited resources or ensuring a better work environment for employees throughout the supply chain, there are many things that companies can and should do.

  3. Organizational decentralization in radiology.

    Science.gov (United States)

    Aas, I H Monrad

    2006-01-01

    At present, most hospitals have a department of radiology where images are captured and interpreted. Decentralization is the opposite of centralization and means 'away from the centre'. With a Picture Archiving and Communication System (PACS) and broadband communications, transmitting radiology images between sites will be far easier than before. Qualitative interviews of 26 resource persons were performed in Norway. There was a response rate of 90%. Decentralization of radiology interpretations seems less relevant than centralization, but several forms of decentralization have a role to play. The respondents mentioned several advantages, including exploitation of capacity and competence. They also mentioned several disadvantages, including splitting professional communities and reduced contact between radiologists and clinicians. With the new technology decentralization and centralization of image interpretation are important possibilities in organizational change. This will be important for the future of teleradiology.

  4. Organizational model of the nuclear sector

    International Nuclear Information System (INIS)

    Metri, Paulo

    2015-01-01

    The Brazilian Constitution prohibits private investment in many activities of the Nuclear Industry. Right now, it is in progress a constitutional amendment that allows private companies to build and operate nuclear power plants of its own. This work rescues the historical reasons that led the Congress of 1988 to choose the State owned model for this sector. In addition, the arguments that are used to propose the present changes are repeated here. As indicated in INAC 2015 website, 'sustainable development is supported by three pillars: social, economic and environmental'. Thus, the organizational model to be adopted for the Nuclear Sector must meet these requirements. The official objectives of the energy sector, as set out in the law 9,478, are remembered. New objectives, better established, and also adapted to the electrical subsector, are shown. Besides the use of these objectives to choose the sources and related technologies for the electric generation, they also can be used as evaluation criteria to help in the decision process of the organizational model for the Nuclear Sector. Acting in this way, it is ensured that social, economic and environmental requirements are being attended. Finally, if the developed evaluation criteria are applied, the impacts of each organizational model can be analyzed and preliminary conclusion and recommendation can be made. (author)

  5. Organizational model of the nuclear sector

    Energy Technology Data Exchange (ETDEWEB)

    Metri, Paulo, E-mail: pmetri@cnen.gov.br [Comissao Nacional de Energia Nuclear (CNEN/CGRC), Rio de Janeiro, RJ (Brazil)

    2015-07-01

    The Brazilian Constitution prohibits private investment in many activities of the Nuclear Industry. Right now, it is in progress a constitutional amendment that allows private companies to build and operate nuclear power plants of its own. This work rescues the historical reasons that led the Congress of 1988 to choose the State owned model for this sector. In addition, the arguments that are used to propose the present changes are repeated here. As indicated in INAC 2015 website, 'sustainable development is supported by three pillars: social, economic and environmental'. Thus, the organizational model to be adopted for the Nuclear Sector must meet these requirements. The official objectives of the energy sector, as set out in the law 9,478, are remembered. New objectives, better established, and also adapted to the electrical subsector, are shown. Besides the use of these objectives to choose the sources and related technologies for the electric generation, they also can be used as evaluation criteria to help in the decision process of the organizational model for the Nuclear Sector. Acting in this way, it is ensured that social, economic and environmental requirements are being attended. Finally, if the developed evaluation criteria are applied, the impacts of each organizational model can be analyzed and preliminary conclusion and recommendation can be made. (author)

  6. Where is practice in inter-organizational R&D research?

    DEFF Research Database (Denmark)

    Smith, Pernille

    2012-01-01

    review is based on a bibliographical search of a number of academic search engines. These sources include all the major management, organizational behavior, marketing, engineering, sociology, and psychology journals, thus ensuring a thorough search on the topic of inter-organizational R&D. The review...

  7. EMOTIONS IN THE ORGANIZATIONAL ENVIRONMENT

    Directory of Open Access Journals (Sweden)

    Popa Mirela

    2013-07-01

    Full Text Available At the heart of any workplace behavior (and not only, there are always one or more emotions (pleasant/unpleasant, partially controllable/uncontrollable, aware/ unconscious, useful/useless/harmful, intense/less intense, predictable/unpredictable, expressed/ repressed, observable/ unobservable, explained/ unexplained, rational/ irrational, and so on. Emotions are the foundation of a complex and mysterious mechanism of action and behavior. Emotions are triggered by certain things, people, events, situations, processes, results, interactions and so on, and are informed by a variety of endogenous (biological and exogenous factors, and also by the intellectual potential of each individual. Emotions lie at the intersection of rationality, body (physical and soul (spirit, thought, reason, logic, compassion, autonomy and action/behavior, individual and environment. This article undertakes to define emotions and identify their impact on the organizational environment, with emphasis on emotional climate and managing emotions. Moreover, we will focus on human behavior/action, rather than on the evolution of the nervous system or the cortex in particular. Work itself should not be a source of suffering. It is obvious that certain emotions cause bad moods, unnecessary and even harmful ones, conditions that should be considered, even if they have a situational and subjective character. Some managers think that the decision-maker fulfills his/her duties by strictly conforming to the law and to the agreement clauses and by meeting his/her obligations in a timely and exacting manner. Others believe that a good leader, in addition to observing the applicable rules and regulation, must be honest also to his colleagues and collaborators and sympathetic to the needs, ideas and emotions of those who are interested in the optimal operation of the company. Managers must remain alert to events, people and behaviors that can trigger harmful emotions within the

  8. Acetabular Cup Revision.

    Science.gov (United States)

    Kim, Young-Ho

    2017-09-01

    The use of acetabular cup revision arthroplasty is on the rise as demands for total hip arthroplasty, improved life expectancies, and the need for individual activity increase. For an acetabular cup revision to be successful, the cup should gain stable fixation within the remaining supportive bone of the acetabulum. Since the patient's remaining supportive acetabular bone stock plays an important role in the success of revision, accurate classification of the degree of acetabular bone defect is necessary. The Paprosky classification system is most commonly used when determining the location and degree of acetabular bone loss. Common treatment options include: acetabular liner exchange, high hip center, oblong cup, trabecular metal cup with augment, bipolar cup, bulk structural graft, cemented cup, uncemented cup including jumbo cup, acetabular reinforcement device (cage), trabecular metal cup cage. The optimal treatment option is dependent upon the degree of the discontinuity, the amount of available bone stock and the likelihood of achieving stable fixation upon supportive host bone. To achieve successful acetabular cup revision, accurate evaluation of bone defect preoperatively and intraoperatively, proper choice of method of acetabular revision according to the evaluation of acetabular bone deficiency, proper technique to get primary stability of implant such as precise grafting technique, and stable fixation of implant are mandatory.

  9. 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.

  10. Perceived Organizational Red Tape and Organizational Performance in Public Services

    DEFF Research Database (Denmark)

    Jacobsen, Christian Bøtcher; Jakobsen, Mads Leth

    2018-01-01

    The claim that perceived organizational red tape hampers public services has become a central theme in public administration research. Surprisingly, however, few scholars have empirically examined the impact of perceived red tape on organizational performance. This study empirically analyzes how...... perceived organizational red tape among managers and frontline staff relates to objectively measured performance. The data consists of survey responses from teachers and principals at Danish upper secondary schools combined with grade-level administrative performance data. Based on theories of red tape...... and motivation crowding, we hypothesize that perceived organizational red tape reduces performance within such organizations. The empirical result is a small, negative relationship between staff perception of red tape and performance, and no relationship between manager-perceived red tape and performance....

  11. RELATIONSHIP ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT IN HEALTH INSTITUTIONS

    OpenAIRE

    SEMERCİOĞLU, M.Serhat; ÇETİN, Derya; PEKSOY, Abdülaziz Ali

    2017-01-01

    Shared   and  learned   values,   norms, believes,  behaviors and  symbols  which are known  as  organization culture;  is  a holistic element   that   describes  organizational   aims and helpsorganization members to understand  organizational   objectives   within and beyond  the  organizational  environment. From this point of view, successfulfirms have to establish an organization which is powerful and  unique in  their  organizational  cultures. One     of    the     critical     factors...

  12. Organizational nostalgia lowers turnover intentions by increasing work meaning: The moderating role of burnout.

    Science.gov (United States)

    Leunissen, Joost M; Sedikides, Constantine; Wildschut, Tim; Cohen, Taya R

    2018-01-01

    We report 3 studies addressing the relevance of organizational nostalgia for the meaning that employees ascribe to their work (work meaning). We hypothesized, and found, that organizational nostalgia enhances work meaning and thereby reduces turnover intentions. In Study 1, an employee survey, spontaneously experienced organizational nostalgia was associated with higher work meaning. In Study 2, an organizational-nostalgia induction increased work meaning, which subsequently predicted lowered turnover intentions. In Study 3, an organizational-nostalgia induction increased work meaning and thereby lowered turnover intentions, especially among employees who reported relatively high levels of burnout. When burnout is high, organizational nostalgia functions as a rich source of meaning that benefits employees' work experience. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  13. Conceptualizing inter-organizational triads

    DEFF Research Database (Denmark)

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

    2016-01-01

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

  14. Organizational roles and the work and organizational engagement

    Directory of Open Access Journals (Sweden)

    Borkowska Anna

    2017-06-01

    Full Text Available Purpose - The article aims to attempt to define the work and organization engagement of the employees of one of the exclusive hotel spa in Poland. The present paper proposes that organizational roles taken by employees differentiate symptoms of their engagement. The research aims to test the hypothesis and to show the differences at the level of concepts and behaviors. Design/methodology/approach - The following study is an attempt to define the work and organizational engagement of employees of one of the exclusive SPA (sanus per aquam hotels in Poland. The study was conducted using qualitative methods in the form of individual interviews and a group interview. The study described is part of a bigger project implemented in a Hotel. One department within the hotel, the kitchen of the main restaurant, was chosen for analysis. As such, opinions of two managers of various ranks (the Chef and the Deputy Manager of the Hotel and seven persons from the aforementioned department are presented in this paper. Findings - Data analysis allowed us to conclude that organizational roles performed by employees may, in an influential way, shape the level and mental representation of the work and organizational engagement. Our results show that the higher position an employee has in the organizational hierarchy, the better is his/her understanding and the bigger is level of engagement both in work and in the organisation. What’s more, higher organizational role is conducive to mixing these two perspectives, and the lower role makes them clearly separated.

  15. Preliminary Study on the Revision of Nuclear Safety Policy Statement

    International Nuclear Information System (INIS)

    Lee, Y. E.; Lee, S. H.; Chang, H. S.; Choi, K. S.; Jung, S. J.

    2011-01-01

    Nuclear safety policy in Korea is currently declared in the Nuclear Safety Charter as the highest tier document and safety principles and directions are announced in the Nuclear Safety Policy Statement. As the circumstances affecting on the nuclear safety policy change, it needs to revise the Statement. This study aims to develop the revised Nuclear Safety Policy Statement to declare that securing safety is a prerequisite to the utilization of nuclear energy, and that all workers in nuclear industry and regulatory body must adhere to the principle of priority to safety. As a result, two different types of revision are being prepared as of August. One is based on the spirit of Nuclear Safety Charter as well as the direction of future-oriented safety policies including the changes in the environment after declaration of the Statement. The other is to declare the fundamental safety objective and safety principles as the top philosophy of national nuclear safety policy by adopting the '10 Safety Principles in IAEA Safety Fundamental' instead of the current Charter. Both versions of revision are subject to further in-depth discussion. However once the revision is finalized and declared, it would be useful to accomplish effectively the organizational responsibilities and to enhance the public confidence in nuclear safety by performing the regulatory activities in a planned and systematic manner and promulgating the government's dedication to priority to safety

  16. 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…

  17. BUSINESS STRATEGY, STRUCTURE AND ORGANIZATIONAL PERFORMANCE

    OpenAIRE

    CORINA GAVREA; ROXANA STEGEREAN; LIVIU ILIES

    2012-01-01

    Organizational structure and competitive strategy play an important role in gaining competitive advantage and improving organizational performance. The objective of this paper is to examine how organizational structure and strategy affects firm performance within a sample of 92 Romanian firms. The data used in this study was collected through a questionnaire used to quantify the three variables of interest: organizational performance, strategy and structure.

  18. Sexual Harassment and Organizational Outcomes Executive Summary

    Science.gov (United States)

    2011-10-01

    quid pro quo type of Sexual harassment and Organizational, 4 sexual harassment (e.g., sexual coercion). This should drive organizational efforts to... Sexual Harassment and Organizational Outcomes Executive Summary Charlie L. Law DEFENSE EQUAL...Executive Summary] No. 99-11 Sexual harassment and Organizational, 2 Executive Summary Issue

  19. Exploring Effective Communication for Organizational Change

    Science.gov (United States)

    Nordin, Eric John

    2013-01-01

    The purpose of this case study was to explore experiences and perceptions of organizational leaders regarding organizational change communication to improve change results in an organizational setting. Building on a conceptual framework of organizational theory, 25 full-time online faculty at an institution of higher learning in the southwestern…

  20. 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...

  1. 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...

  2. Organizational search and market orientation

    DEFF Research Database (Denmark)

    Sørensen, Hans Eibe; Stieglitz, Nils

    2008-01-01

      Market orientation has evolved into a key construct in the marketing and strategy literature. While much progress has been made in empirical research, the concept lacks a coherent theoretical foundation. Essentially, much prior research has pointed to the role of market-sensing capabilities...... to explain performance differentials among firms (Day, 1994). We open up the black box of market-sensing capabilities by treating the issue of choosing marketing attributes of products as a problem of organizational search. Despite much robust research on organizational search in the strategy......, with their effectiveness depending on organizational and environmental factors. We provide an elaborate outline of the multidimensional aspect of firms' responsive and proactive search processes. First, we highlight the role of organizational aspiration-levels for market orientation. We then investigate the mechanisms...

  3. Knowledge management and organizational learning

    CERN Document Server

    2009-01-01

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

  4. Organizational Factors and Intrapreneurial Competences

    Directory of Open Access Journals (Sweden)

    Suzete Antonieta Lizote

    2013-12-01

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

  5. 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...

  6. Creativity: an organizational schema.

    Science.gov (United States)

    Caselli, Richard J

    2009-09-01

    To describe an organizational schema of human creativity. Previous research has concluded that creativity involves something novel and useful, but whether creativity is common or rare, domain-specific or domain-general, quantitative or qualitative, or personal or social remains unresolved. Extant research from neurobiology, psychology, cognitive science, and neuroeconomics was used to generate a novel synthesis that explains human creative behavior. Creativity is the attempt to bridge the gap between what is and what should be. It emerges from the interplay of 5 commonly shared factors: motivation, perception, action, temperament, and social interaction. The reward value of what exists compared with an imagined possibility generates the motivational voltage that drives the creative effort. Action to attain the goal requires a dexterously executed plan, and dexterity levels are influenced by both practice effects and biologic biases. Temperament sustains the creative effort during periods of nonreward in anticipation of goal completion. Societal esthetics measure the success of creative efforts. Personal skill sets derived from nature and nurture vary between individuals and determine one's own creative phenotype. Despite great qualitative and quantitative differences between individuals, the neurobiologic principles of creative behavior are the same from the least to the most creative among us.

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

    OpenAIRE

    山口,生史

    2002-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Elżbieta Chwalibóg

    2011-06-01

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

  9. The Organizational Design of Offshoring

    DEFF Research Database (Denmark)

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

    2013-01-01

    Offshoring can be defined as the relocation of organizational tasks and services to foreign locations. At the same time as the scale and scope of offshoring have reached unprecedented levels in recent years, firms have increasingly been exposed to the challenges relating to managing an organizati...... implies an organizational reconfiguration consisting of three stages: disintegration, relocation and reintegration. We discuss the implications of this perspective and outline a research agenda....

  10. Organizational Capital of the Enterprise

    Directory of Open Access Journals (Sweden)

    Vladimir Nikiforovich Belkin

    2016-09-01

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

  11. Value analysis in organizational context

    OpenAIRE

    Marques, Carlos Alberto Alves

    1991-01-01

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

  12. Intervention model in organizational climate

    OpenAIRE

    Cárdenas Niño, Lucila; Universidad Pedagógica y Tecnológica de Colombia, Facultad de Ciencias de la Salud, Escuela de Psicología, Hospital Antiguo, Carrera 10 No 16ª05; Arciniegas Rodríguez, Yuly Cristina; Universidad Pedagógica y Tecnológica de Colombia, Facultad de Ciencias de la Salud, Escuela de Psicología, Hospital Antiguo, Carrera 10 No 16ª05; Barrera Cárdenas, Mónica; Universidad Pedagógica y Tecnológica de Colombia, Facultad de Ciencias de la Salud, Escuela de Psicología, Hospital Antiguo, Carrera 10 No 16ª05

    2015-01-01

    The aim of this study was to assess whether the intervention model in organizational climate PMCO, was effective in the Hospital of Yopal, Colombia. The following five phases, proposed by the model, were implemented: 1) problem analysis, 2) awareness, 3) strategies design and planning, at the individual, intergroup, and organizational levels, 4) implementation of the strategy, and 5) process evaluation. A design composed of two groups, experimental and control, was chosen, analyzing whether t...

  13. 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).

  14. Organizational analysis of construction projects

    OpenAIRE

    Hughes, Will

    1989-01-01

    This research project is about the analysis of construction project organizations. The work is based on organizational theory and is a development of Linear Responsibility Analysis (LRA). The aim is to assess the extent to which project success is affected by organizational structure. The analysis of four public sector case studies raises several issues. First is the need for a systematic model of describing and analysing construction project environments. A framework has been developed that ...

  15. Revision of Pachycentria (Melastomataceae)

    NARCIS (Netherlands)

    Clausing, Gudrun

    2000-01-01

    A revision of Pachycentria Blume, which includes the monotypic Pogonanthera Blume, is presented. Pachycentria comprises eight species and one subspecies. Two species, P. vogelkopensis and P. hanseniana, are newly described. The genus is distinguished from other genera in the Medinillinae by a small

  16. Revision of Oxandra (Annonaceae)

    NARCIS (Netherlands)

    Junikka, L.; Maas, P.J.M.; Maas-van de Kamer, H.; Westra, L.Y.Th.

    2016-01-01

    A taxonomic revision is given of the Neotropical genus Oxandra (Annonaceae). Within the genus 27 species are recognized, 4 of which are new to science. Most of the species are occurring in tropical South America, whereas a few (6) are found in Mexico and Central America and two in the West Indies

  17. Revision without ordinals

    NARCIS (Netherlands)

    Rivello, Edoardo

    2013-01-01

    We show that Herzberger’s and Gupta’s revision theories of truth can be recast in purely inductive terms, without any appeal neither to the transfinite ordinal numbers nor to the axiom of Choice. The result is presented in an abstract and general setting, emphasising both its validity for a wide

  18. Creating a winning organizational culture.

    Science.gov (United States)

    Campbell, Robert James

    2009-01-01

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

  19. Revising and editing for translators

    CERN Document Server

    Mossop, Brian

    2014-01-01

    Revising and Editing for Translators provides guidance and learning materials for translation students learning to edit texts written by others, and professional translators wishing to improve their self-revision ability or learning to revise the work of others. Editing is understood as making corrections and improvements to texts, with particular attention to tailoring them to the given readership. Revising is this same task applied to draft translations. The linguistic work of editors and revisers is related to the professional situations in which they work. Mossop offers in-depth coverage of a wide range of topics, including copyediting, style editing, structural editing, checking for consistency, revising procedures and principles, and translation quality assessment. This third edition provides extended coverage of computer aids for revisers, and of the different degrees of revision suited to different texts. The inclusion of suggested activities and exercises, numerous real-world examples, a proposed gra...

  20. The Contingent Value of Organizational Integration

    Directory of Open Access Journals (Sweden)

    Virpi Turkulainen

    2013-08-01

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

  1. Organizational Justice Perception According to Generations

    Directory of Open Access Journals (Sweden)

    Zeki YÜKSEKBİLGİLİ

    2015-12-01

    Full Text Available Although there are many different researches on the subject of organizational justice, there is no research on organizational justice perception according to generations. In this study, the research subject is defined if there is a difference on the perception of organizational justice between x and y generations. After a conduct of 430 surveys the Organizational Justice Scale is used. As a result, it is proved that there is no significant difference between the organizational justice perceptions according to generations

  2. An Empirical Test of Causal Inference Between Role Perceptions, Satisfaction with Work, Performance and Organizational Level

    Science.gov (United States)

    Szilagyi, Andrew D.

    1977-01-01

    Attempts to empirically verify the causal source and direction of causal influence between role ambiguity, role conflict and job satisfaction and performance for three organizational levels in a hospital environment. (Author/RK)

  3. WASTE CERTIFICATION PROGRAM PLAN - REVISION 7

    International Nuclear Information System (INIS)

    MORGAN, LK

    2002-01-01

    The primary changes that have been made to this revision reflect the relocation of the Waste Certification Official (WCO) organizationally from the Quality Services Division (QSD) into the Laboratory Waste Services (LWS) Organization. Additionally, the responsibilities for program oversight have been differentiated between the QSD and LWS. The intent of this effort is to ensure that those oversight functions, which properly belonged to the WCO, moved with that function; but retain an independent oversight function outside of the LWS Organization ensuring the potential for introduction of organizational bias, regarding programmatic and technical issues, is minimized. The Waste Certification Program (WCP) itself has been modified to allow the waste certification function to be performed by any of the personnel within the LWS Waste Acceptance/Certification functional area. However, a single individual may not perform both the technical waste acceptance review and the final certification review on the same 2109 data package. Those reviews must be performed by separate individuals in a peer review process. There will continue to be a designated WCO who will have lead programmatic responsibility for the WCP and will exercise overall program operational oversite as well as determine the overall requirements of the certification program. The quality assurance organization will perform independent, outside oversight to ensure that any organizational bias does not degrade the integrity of the waste certification process. The core elements of the previous WCP have been retained, however, the terms and process structure have been modified.. There are now two ''control points,'' (1) the data package enters the waste certification process with the signature of the Generator Interface/Generator Interface Equivalent (GI/GIE), (2) the package is ''certified'', thus exiting the process. The WCP contains three steps, (1) the technical review for waste acceptance, (2) a review of the

  4. A New Model of Educational Innovation: Exploring the Nexus of Organizational Learning, Distributed Leadership, and Digital Technologies

    Science.gov (United States)

    Rikkerink, Marleen; Verbeeten, Henk; Simons, Robert-Jan; Ritzen, Henk

    2016-01-01

    This study presents the development process of a new model of educational innovation, that involves the use of digital technologies. The model is based on a broad theoretical framework together with research involving this long-term case study. The backbone of the model consists of a fundamental revision of a multi-level Organizational Learning…

  5. Organizational Health Index and Organizational Agility Maturity Criteria as Measurement Tools of Organizational Transformation Effectiveness

    Directory of Open Access Journals (Sweden)

    Swasti Sri Harjanti

    2017-04-01

    Full Text Available Abstract. As a response to negative growth in the mobile legacy projection - which supports 50% of Telkom revenue, and a positive high growth projection in the ICT and digital business revenue, Telkom decides to shift the business to digital. To be a successful digital company, Telkom has created strategic initiatives, including organizational transformation adopting Customer Facing Unit (CFU concept that has been done for several months but there still no evaluation method for the success. This paper purpose is to evaluate the implementation of one human capital management strategic initiatives - CFU transformation implementation success, through Organizational Health Index and Organizational Agility Maturity model and formulate a recommendation for Telkom to create a more healthy and agile organization. This research using 11 synthetized dimension of Organization Health Index and Organizational Agility Maturity Model method as tools. Questionnaire consist of 53 practices that represented by 55 questions that asks about respondents extent to which they agree (satisfaction and whether it meet respondents expectation. Survey result shows that Telkom already in a healthy condition and agile as an organization. This result concluded that by methods used in this research, the transformation could be stated as a success. However, according to the result, maintain and improvement of current health and agility still needed, especially improvement regarding innovation and learning. Keywords:Organization, organizational agility, organizational health index, telecommunication, transformation

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

    NARCIS (Netherlands)

    Kortmann, S.

    2012-01-01

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

  7. Revision of ISO 15859 Aerospace Fluid Standards

    Science.gov (United States)

    Greene, Benjamin; McClure, Mark B.

    2012-01-01

    A detailed review of ISO 15859 "Space Systems - Fluid Characteristics, Sampling and Test Methods" was performed An approach to revising Parts 1-9 and 11-13 was developed and concurred by the NASA Technical Standards Program Office. The approach was to align them with the highest level source documents, and not to program-specific requirements. The updated documents were prepared and presented.

  8. Organizational Commitment and Organizational Citizenship Behavior of Preschool Teachers Based on their Employment Status

    OpenAIRE

    Özlem BAYRAK; Mehmet Ali HAMEDOĞLU

    2017-01-01

    This study was carried out to investigate the organizational commitment and organizational citizenship levels of preschool teachers on the basis of different variables. 254 preschool teachers were included in the research. “Organizational Commitment Questionnaire” and “Organizational Citizenship Questionnaire” were respectively used for determination of the organizational commitment and organizational citizenship levels of preschool teachers. Statistical analysis of the obtained data was perf...

  9. Organizational Culture and ISD Practices: Comparative Literature Review

    Science.gov (United States)

    Ovaska, Päivi; Juvonen, Pasi

    This chapter reports results from a study that aims to analyze and compare the literature related to custom IS, packaged, and open source software organizational cultures, and their systems development practices. The comparative analysis is performed using a framework for organizational culture as lenses to the literature. Our study suggests that the beliefs and values of these three communities of practice differ remarkably and make their organizational culture and systems development practices different. The most important differences were found in business milieu, ISD team efforts, ISD approaches, and products and quality. Based on the study we can question the widely held wisdom of methods, techniques, and tools in systems development and managing its efforts. Our study has several implications for research and practice, which are discussed in this chapter.

  10. 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.

  11. 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.

  12. Organizational climate, occupational stress, and employee mental health: mediating effects of organizational efficiency.

    Science.gov (United States)

    Arnetz, Bengt B; Lucas, Todd; Arnetz, Judith E

    2011-01-01

    To determine whether the relationship between organizational climate and employee mental health is consistent (ie, invariant) or differs across four large hospitals, and whether organizational efficiency mediates this relationship. Participants (total N = 5316) completed validated measures of organizational climate variables (social climate, participatory management, goal clarity, and performance feedback), organizational efficiency, occupational stress, and mental health. Path analysis best supported a model in which organizational efficiency partially mediated relationships between organizational climate, occupational stress, and mental health. Focusing on improving both the psychosocial work environment and organizational efficiency might contribute to decreased employee stress, improved mental well-being, and organizational performance.

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

    Directory of Open Access Journals (Sweden)

    Luftim CANIA

    2014-12-01

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

  14. The relationship between organizational justice and workplace aggression.

    Science.gov (United States)

    St-Pierre, Isabelle; Holmes, Dave

    2010-05-01

    This paper is a discussion of the links between organizational justice and workplace aggression. Managers have been identified as key players in implementing and maintaining an organizational culture of trust and justice. Employees who perceive themselves to be victims of injustice may rebel, using various means to 'punish' the source of the injustice. Literature review of publications in English and French from the early 1960 to 2009, including books, was conducted. Bibliographic databases searched for journal articles were Cumulative Index to Nursing and Allied Health Literature, Current Content, EMBASE, Medline, PsycINFO and Web of Science. The work environment and roles of nursing managers have changed considerably in the last 20 years, resulting in challenging working conditions for nursing managers. These can have an impact on their ability to create a trusting and fair culture, and can mean that they themselves be considered victims of organizational injustice. The failure of many re-engineering projects has been linked to a lack of consideration of the impact of perception of justice when implementing change. In addition, perception of organizational justice has the potential to influence many organizational outcomes, such as perception of respect and trust. As justice is a founding principle of biomedical ethics, principles of justice, equity and fairness must be upheld in practice in accordance with the requirements of professional codes of ethics. The concept of justice is linked to the founding principles of biomedical ethics, and these must be upheld in order to practise in accordance with professional codes of ethics and conduct.

  15. Dimensions of Organizational Coordination

    NARCIS (Netherlands)

    Schmidt Jensen, A.; Aldewereld, H.M.; Dignum, M.V.

    2013-01-01

    It is hard, if not impossible, to assume anything about agents’ behavior in a society with heterogeneous agents from different sources. Organizations are used to restrict and guide the agents’ actions such that the global objectives of the society are achieved. We discuss how agents can be supported

  16. An Empirical Study on the Organizational Trust, Employee-Organization Relationship and Innovative Behavior from the Integrated Perspective of Social Exchange and Organizational Sustainability

    Directory of Open Access Journals (Sweden)

    Ming-Chuan Yu

    2018-03-01

    Full Text Available Combining social exchange and inducement-contribution theory as our overarching theoretical framework, we examine innovative climate as a boundary condition and organizational trust as a mediating mechanism to explain when and how the employee-organization relationship (EOR is associated with workplace innovative behavior. We conducted a field study using multi-source data to test our hypotheses. The results indicated that creativity positively predicted innovative behavior through organizational trust, and an innovative climate moderated the indirect effect of EOR on innovative behavior via organizational trust. The theoretical and practical implications of these findings and directions for future research are discussed.

  17. 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.

  18. ORGANIZATIONAL CULTURE DIMENSIONS AND VARIABLES

    Directory of Open Access Journals (Sweden)

    Brindusa Maria Popa

    2017-11-01

    Full Text Available There are numerous definitions of the concept in the specialized literature and the majority present organizational culture as a system of values, norms, rules, beliefs, habits learned and internalized by the organization members and embodied in their behaviors. Such definitions highlight the fact that organizational culture is a system of values, norms, customs and beliefs shared and assimilated by the entire membership of the organization in order to transform them into inherent characteristics of their behavior. The newly acquired behavior will be promoted, defended and developed throughout their work. Even if organizational culture is built upon such a strict, rigid, formal institutional support, it evolves and develops in order to help the organization adapt and perform efficiently. In order to have an easier understanding of the concept, in this paper we shall use for our analysis the following dimensions: cognitive, normative, human and material.

  19. Autonomy, Conformity and Organizational Learning

    Directory of Open Access Journals (Sweden)

    Hideo Owan

    2013-07-01

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

  20. Cultural Synergy and Organizational Change

    DEFF Research Database (Denmark)

    Strøbæk, Pernille Solveig; Vogt, Joachim

    2013-01-01

    This paper explores informal codes and rhythms of social behavior at work and their relation to organizational change and wellbeing. After a merger within a public service organization we organized 8 focus groups of 2-3 clerical or academic employees within a head office and a division office (N...... = 21). Word counts of ‘I’ and ‘we’ revealed that people sharing pre-merger organizational background (homogeneous groups) used ‘we’ more often than heterogeneous groups. Head office employees were concerned with workload and social code, whereas division office employees mainly discussed meetings......, commitment, and office space. Organizational background rather than office cultures guided these differences. We found that in a merged organization cultural synergies are possible to create if practical and social values for employees are offered. Thus, interesting new ways to transform problems...

  1. 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...

  2. Linking Calling Orientations to Organizational Attachment via Organizational Instrumentality

    Science.gov (United States)

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

    2011-01-01

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

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

    Science.gov (United States)

    Salem, Philip

    2013-01-01

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

  4. Environmental Guidance Regulatory Bulletin - revised rule issued, October 17, 1994

    International Nuclear Information System (INIS)

    1995-01-01

    On September 15, 1994, at 59 FR 47384-47495, the Environmental Protection Agency promulgated a Final Rule revising 40 CFR Part 300; the National Oil and Hazardous Substances Pollution Contingency Plan (NCP). One of the primary purposes of the revised NCP is to provide for efficient, coordinated, and effective action to minimize adverse impact from oil discharges and hazardous substance releases. The NCP is required by Section 105 of the Comprehensive Environmental Response, Compensation and Liability Act and Section 311 (c) (2) of the Clean Water Act. The NCP establishes an organizational structure and procedures for preparing for and responding to discharges of oil and releases of hazardous substances, pollutants, and contaminants under these two Acts. The Oil Pollution Act of 1990 (OPA) amends the existing provisions of the Clean Water Act (CWA) and creates major new authorities addressing oil, and to a lesser extent, hazardous substance spill response. These amendments to the CWA, in turn, require revision of the NCP. The OPA specifies a number of revisions to the NCP that enhance and expand upon the current framework, standards, and procedures for response. A Notice of Proposed Rulemaking on changes to the NCP was issued on October 22, 1993 (58 FR 54702). DOE solicited comments on the proposed rule from DOE program and field offices, and submitted those comments to EPA on December 20, 1993

  5. 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

  6. 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.

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

    Science.gov (United States)

    Fard, Parastoo Gashtasebi; Karimi, Fariba

    2015-01-01

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

  8. 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.

  9. 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...

  10. 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 ...

  11. Technology Driven Organizational Structure of the Firm

    NARCIS (Netherlands)

    van den Brink, J.R.; Ruys, P.H.M.

    2008-01-01

    We model a corporate firm with a variable internal organizational structure that adapts to various degrees of technological cooperation. The entrepreneur determines the organizational structure that maximizes profits under participation constraints. Wages are determined by an internal cooperative

  12. Organizational Health: A Requisite for Innovation?

    Science.gov (United States)

    Kimpston, Richard D.; Sonnabend, Leslie C.

    1973-01-01

    The Organizational Health Description Questionnaire (OHDQ) was developed by the authors because no known instrument existed that would lend itself to the measurement of organizational health as defined by Matthew B. Miles. (Authors)

  13. Linking transformational leadership and organizational culture

    NARCIS (Netherlands)

    den Hartog, D.N.; van Meijen, J.J.; Koopman, P.L.

    1996-01-01

    Many authors assume a strong relationship between culture and leadership in organizations. Leaders create, transform and manage organizational cultures. Although this linkage between organizational culture and leadership is often referred to, hypotheses and propositions are often not specific and

  14. Extending Organizational Antecedents Of Absorptive Capacity

    DEFF Research Database (Denmark)

    Burcharth, Ana Luiza de Araújo; Lettl, Christopher; Ulhøi, John Parm

    2015-01-01

    on organizational characteristics that encourage experimentation. Specifically, we argue that characteristics such as slack resources, tolerance for failure, willingness to cannibalize and external openness are important organizational antecedents for knowledge absorption activities as they prevent inertia. Drawing...

  15. Mapping organizational members' sense of fit

    OpenAIRE

    Billsberry, Jon; Marsh, Philip; Moss-Jones, John

    2004-01-01

    Despite its importance in the organizational behavior literature, person–organization (P–O) fit remains an elusive construct. One reason for this is the lack of research about organizational members’ own sense of their P–O fit. In this paper we report an empirical study that explored organizational members’ own sense of fit using storytelling and causal mapping techniques. The results suggest that organizational members categorize their perceptions of their fit into five discrete domains (job...

  16. The search for legitimacy and organizational change

    DEFF Research Database (Denmark)

    Rocha, Robson Sø; Granerud, Lise

    2011-01-01

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

  17. ORGANIZATIONAL CITIZENSHIP BEHAVIOR, PREDICTOR OF JOB PERFORMANCE

    OpenAIRE

    Blanca Giorgiana GRAMA; Daniela Nicoleta BOTONE

    2014-01-01

    This article outlines the Romanian and foreign studies carried on concerning the subject of Organizational Citizenship Behavior (OCB). The help given to a colleague when necessary he/she needs it, giving up to a better job offer made by competing firms, continous training, all of these define the organizational citizenship behavior and support a proper organizational functioning. Nowadays the concept of „organizational citizenship behavior ” known also as „devoted soldier syndrome” is an u...

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

    Science.gov (United States)

    Kasalak, Gamze; Bilgin Aksu, Mualla

    2014-01-01

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

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

    Science.gov (United States)

    Köse, Akif

    2016-01-01

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

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

    OpenAIRE

    Ali H. Muhammad

    2014-01-01

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

  1. The Organizational Climate and Organizational Structure of Elementary Schools. A Study.

    Science.gov (United States)

    Ranyard, Redge W.

    This report examines the relationship between the organizational climate (as measured by the Organizational Climate Description Questionnaire of Halpin and Croft--1966) and the organizational structure (in the context of the bureaucratic construct of Weber--1947) of elementary schools. The study postulated that the organizational structure of a…

  2. THE ANTECEDENTS OF ORGANIZATIONAL AGILITY: ORGANIZATIONAL STRUCTURE, DYNAMIC CAPABILITIES AND CUSTOMER ORIENTATION

    OpenAIRE

    Kanten, Pelin; Kanten, Selahattin; Keceli, Munevver; Zaimoglu, Zuhal

    2017-01-01

    This study aims to investigate someantecedents of organizational agility. In the literature, it is seen thatstudies suggest that some organizational factors provide to maintainorganizational agility. Therefore, organizational structure, dynamic capabilitiesand customer orientation are considered as predictors of organizational agilitywithin the scope of the study. For this purpose, the data which were collectedfrom 176 employees in the retailing industry by the survey method were analyzedusin...

  3. 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…

  4. Organizational Scale and School Success.

    Science.gov (United States)

    Guthrie, James W.

    1979-01-01

    The relationship between the organizational scale of schooling (school and school district size) and school success is examined. The history of the movement toward larger school units, the evidence of the effects of that movement, and possible research strategies for further investigation of the issue are discussed. (JKS)

  5. Organizational choice and product differentiation

    OpenAIRE

    Hendrikse, George

    1991-01-01

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

  6. Organizational Transition and Change Resistance

    Directory of Open Access Journals (Sweden)

    Ciprian Nicolescu

    2006-09-01

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

  7. Organizational Culture in Educational Institutions

    Science.gov (United States)

    Efeoglu, I. Efe; Ulum, Ömer Gökhan

    2017-01-01

    The concept of culture closely refers to a wide scope of effects on how individuals act in a group, an institution, or a public place. Chiefly, it covers a range of universal ideas, beliefs, values, behaviors, criterion, and measures which may be both explicit and implicit. The study on organizational culture has gained much attention among…

  8. Organizational Transition and Change Resistance

    Directory of Open Access Journals (Sweden)

    Ovidiu Nicolescu

    2006-07-01

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

  9. Organizational Learning through Knowledge Acquisitions

    NARCIS (Netherlands)

    Amiryany Araghy, N.; Huysman, M.H.; de Man, A.P.; Cloodt, M.; Vrontis, D.; Weber, Y.; Kaufmann, R.; Tarba, S.

    2008-01-01

    Many acquisitions in the high-tech industry are motivated by a desire to share knowledge in order to stimulate organizational learning, with the ultimate aim of innovation. However, acquiring a firm does not guarantee that valuable knowledge will be successfully shared. Recent research has in fact

  10. [Organizational recommendations for day surgery].

    Science.gov (United States)

    Bontemps, Gilles

    2014-03-01

    In France, the delayed development of day surgery compared to other countries led the ANAP and the HAS in 2011 to enter into a joint work program to provide some reference guide for hospitals to change their practices to outpatient. In this context, organizational guidelines and operational tools were published in May 2013. The method of construction of the recommendations resulting from an original work that combined a three-fold approach: field vision by identifying the highlights of 15 hospitals selected for their representative performance and analyzing the risks of five voluntary hospitals, mobilization organizational theories from the social sciences, using 53 professional experts. The work concluded on 16 organizational recommendations under four forms (basic principles, strategic elements, operational elements and perspectives). These recommendations are accompanied by tools and guides diagnosis and implementation, as well as productions for further reflection. These organizational recommendations confirmed the specificity of day surgery, which is not related to the act, but to the organization, management and optimization of different flows of a hospital (patient flow, professional flows, logistical, informational…). The performance of a day surgery organization is linked to its ability to control its flow and anticipation. Copyright © 2013 Elsevier Masson SAS. All rights reserved.

  11. Organizational Structure and Teacher Behavior.

    Science.gov (United States)

    Miklos, Erwin

    Two major approaches to the analysis of the organizational structure of schools are described. The rational approach focuses on characteristics that are bureaucratic and relate to the hierarchical exercise of authority. The natural-system approach focuses on the social structure and attempts to identify the power structure through analyses of…

  12. The Organizational Design of Offshoring

    DEFF Research Database (Denmark)

    Larsen, Marcus M.

    2014-01-01

    The general research question guiding this thesis is: What are the organizational consequences of offshoring? Increasingly firms are becoming caught up by the “harsh realities of offshoring” (Aron and Singh, 2005: 135). Many firms have begun to realize that managing an increasingly globally dispe...

  13. Organizational Communication and Social Action.

    Science.gov (United States)

    Grunig, James E.

    Communication researchers have studied the role of the change agent -- the professional helper who stimulates change at the individual, group, organizational, or community level. Few recognize, however, that the change agent is a member of a formal organization whose norms and values often diverge from those of the clientele system. This paper…

  14. A discourse on organizational storytelling

    DEFF Research Database (Denmark)

    Nymark, Søren R.

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

  15. The structuration of organizational learning

    NARCIS (Netherlands)

    Berends, J.J.; Boersma, F.K.; Weggeman, M.C.D.P.

    2003-01-01

    Although it is currently common to speak of organizational learning, this notion is still surrounded by conceptual confusion. It is unclear how notions like learning, knowledge and cognitive activities can be applied to organizations. Some authors have tried to unravel the conceptual and ontological

  16. The structuration of organizational learning

    NARCIS (Netherlands)

    Berends, J.J.; Boersma, F.K.; Weggeman, M.C.D.P.

    2001-01-01

    Although it is currently common to speak of organizational learning, this notion is still surrounded by conceptual confusion. It is unclear how notions like learning, knowledge and cognitive activities can be applied to organizations. Some authors have tried to unravel the conceptual and ontological

  17. ORGANIZATIONAL STRUCTURE AND INTERORGANIZATIONAL DYNAMICS.

    Science.gov (United States)

    AIKEN, MICHAEL; HAGE, JERALD

    IN A STUDY OF ORGANIZATIONAL INTERDEPENDENCE, INTERVIEW RESPONSE DATA WERE OBTAINED IN A LARGE MIDWEST CITY FROM 520 STAFF MEMBERS OF TEN PRIVATE AND SIX PUBLIC SOCIAL WELFARE AND HEALTH ORGANIZATIONS PROVIDING SPECIAL SERVICES FOR THE MENTALLY RETARDED. INFORMATION OBTAINED FROM RESPONDENTS WAS POOLED TO REFLECT PROPERTIES OF THE 16…

  18. School Shootings as Organizational Deviance.

    Science.gov (United States)

    Fox, Cybelle; Harding, David J.

    2005-01-01

    This article argues that rampage school shootings in American public schools can be understood as instances of organizational deviance, which occurs when events created by or in organizations do not conform to an organization's goals or expectations and produce unanticipated and harmful outcomes. Drawing on data from qualitative case studies of…

  19. Idiosyncratic Deals and Organizational Commitment

    Science.gov (United States)

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

    2010-01-01

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

  20. Physical Education Teachers' Organizational Commitment

    Science.gov (United States)

    Demir, Hayri

    2013-01-01

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

  1. Faculty Organizational Commitment and Citizenship

    Science.gov (United States)

    Lawrence, Janet; Ott, Molly; Bell, Alli

    2012-01-01

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

  2. Keeping Score for Organizational Performance.

    Science.gov (United States)

    Prewitt, Vana

    2001-01-01

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

  3. Core Task and Organizational Reality

    DEFF Research Database (Denmark)

    Vikkelsø, Signe

    2015-01-01

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

  4. Organizational Legitimacy: New Institutional Perspectives

    DEFF Research Database (Denmark)

    Antonsen, Marianne; Jagd, Søren Sommer

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

  5. Organizational change: Incentives and resistance

    Science.gov (United States)

    Bishop, Peter C.

    1992-01-01

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

  6. Assessment of Idiographic Organizational Climate

    Science.gov (United States)

    Offenberg, Robert M.; Cernius, Vytas

    1978-01-01

    It was hypothesized that factor analysis and elements of social exchange theory could be used to integrate the different perceptions of individuals who make up an organization. An instrument was administered to the faculties of two schools. The results indicate a promising technique for organizational diagnosis. Available from: JABS Order Dept.,…

  7. ORGANIZATIONAL SILENCE: SUATU PENGHAMBAT DALAM MEWUJUDKAN KREATIFITAS ORGANISASIONAL

    Directory of Open Access Journals (Sweden)

    Berta Bekti Retnawati

    2016-11-01

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

  8. An Organizational Paradigm for Effective Academic Libraries.

    Science.gov (United States)

    Lewis, David W.

    1986-01-01

    Considers organizational structures of academic libraries through writings of organizational theorists and related work by librarians and develops an organizational model based on this review. The model comprises a modified professional bureaucratic structure; flexible resource allocation; use of management information systems; export of…

  9. Characteristics of Russian Professionals’ Organizational Behavior

    Directory of Open Access Journals (Sweden)

    V V Khurtina

    2013-12-01

    Full Text Available The paper describes organizational behavior of Russian professionals at the individual and organizational levels. The characteristics of Russian professionals’ organizational behavior are examined on the basis of the Russian Longitudinal Monitoring Survey of HSE, depending on the qualification level and age.

  10. The Relationship between Organizational Justice and Organizational Citizenship Behavior among Nurses (Examining the Mediating Role of Organizational Commitment, Organizational Trust, and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    shadi Mahmoudi

    2017-04-01

    Full Text Available Introduction: Justice has been recognized as the pivot of different organizational research, that the designation of the causal pattern involving the most important variables associated with it was the main objective of the present study. Materials and Methods: This was a descriptive-survey study. The statistical population consisted of all nurses of Imam Khomeini hospital in Urmia (n= 420, of which 201 nurses were selected by using Morgan’s table and by random sampling method. The instruments included questionnaires of organizational justice, organizational commitment, organizational trust, job satisfaction, and Organizational Citizenship Behavior whose reliability and validity were confirmed. The structural equations model method was used to analyze the data.  Results:The results showed there was a positive and significant relationship between justice perception with organizational commitment, organizational trust, and job satisfaction. In addition, the mediating role of organizational commitment and trust was acknowledged in the relationship between justice and citizenship behavior in the model; however, the mediating role of satisfaction was not fitted in the relationship between justice and citizenship.  Conclusion: According the research results that there was a positive and significant relationship between perception of justice with organizational commitment, organizational trust, and job satisfaction, paying attention to organizational justice for improving the staff’s organizational citizenship behavior is critical and indicates the distinct position of this variable in improving all attitudinal and behavioral variables and consequently in the hospital employees’ performance.

  11. Organizational and Personality Factors Predicting Knowledge ...

    African Journals Online (AJOL)

    Findings indicated that need for achievement and need for affiliation significantly independently predicted knowledge sharing intention among bankers, whereas need for power, organizational culture and organizational trust did not. This implies that emphasis should not be placed on need for power, organizational culture, ...

  12. Conditioning Factors of an Organizational Learning Culture

    Science.gov (United States)

    Rebelo, Teresa Manuela; Gomes, Adelino Duarte

    2011-01-01

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

  13. Intra-Organizational Conflict in Schools.

    Science.gov (United States)

    Wynn, Richard

    There is no abundance of research on intra-organizational conflict, and there are no simple answers to the tricky business of managing organizational conflicts. This paper states some propositions about conflict and suggests some management stratagems that can be used in sustaining constructive organizational characteristics. The propositions are…

  14. The Organizational Values of "Gimnazija" in Slovenia

    Science.gov (United States)

    Pang, Nicholas Sun-Keung

    2006-01-01

    This article assesses the organizational values of "gimnazija" in Slovenia and examines the factors that contribute to the building of quality management. The theoretical framework is built on Schein's model of levels of culture, Sathe's interpretation of organizational culture and Getzels and Guba's model of organizational behaviour.…

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

    Science.gov (United States)

    Aiex, Nola Kortner

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

  16. 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.

  17. Organizational factors in nuclear safety

    International Nuclear Information System (INIS)

    Wilpert, Bernhard

    2000-01-01

    The overall picture of factors which contributed to the event presents a panorama of a NPP where organizational and managerial characteristics were intricately intertwined and emerged as crucial for a general deterioration of the plant's capabilities to continually correct its deficiencies and optimize its operations. In the following author shall attempt to first cover various important efforts to modeling organizational factors relevant to safety. The second part of my presentation will offer an attempt towards an integrative model. The third part concludes with an agenda for research and practice. Most of the twelve different approaches above attempt to consider safety relevant organizational factors by way of pragmatic classifications. Together with their sub-categories we can count close to 160 different factors on various levels of abstraction. This is tantamount to say that most approaches lack systematic theoretical underpinnings. Thus then arises the question whether we need to develop a generic model, which promises to encompass these three major approaches altogether. Practical issues emerge particularly in the domain of organizational development, i.e. the goal oriented efforts to change the structures and the functioning of nuclear operations in such a way that the desired outputs in terms safety and reliability result in a sustained fashion. Again, these practical concerns are intimately related to developments and advances in theory and methodology. Only a close cooperation among scientists from various disciplines and of practitioners holds the promise of adequately understanding and use of organizational factors in future improving the safety record of nuclear industry worldwide. (S.Y.)

  18. Awaking the Public Sector with Strategic Corporate Philanthropy: Revitalizing the Public Servant's Organizational Knowledge, Innovative Capability, and Commitment

    Science.gov (United States)

    Jackson, Janese Marie

    2011-01-01

    Given the perils of today's dynamic and resource-constrained environment, intellectual capital has become a source of competitive advantage for public sector organizations. Composed of three elements--organizational knowledge, innovative capability, and organizational commitment--intellectual capital is an asset that cannot simply be bought or…

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

    OpenAIRE

    Adel Mohamed Ali Shurbagi; Ibrahim Bin Zahari

    2014-01-01

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

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

    OpenAIRE

    Altin Gulova, Asena; Demirsoy, Ozge

    2012-01-01

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

  1. [The mediating role of organizational citizenship behavior between organizational justice and organizational effectiveness in nursing organizations].

    Science.gov (United States)

    Park, Wall Yun; Yoon, Sook Hee

    2009-04-01

    This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

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

    Directory of Open Access Journals (Sweden)

    Masoomeh Saadati

    2016-04-01

    Full Text Available Background and Objectives: One of the latent and consequential factors of facilitation of organizational justice is staff members’ level of organizational commitment. The present study aimed at surveying the relationships between various dimensions of organizational justice with organizational commitment and job satisfaction of staff of a Medical University. Methods: 263 staff members were eligible and agreed to participate in the survey.  Data related to demographic characteristics, perceived organizational justice (Rego and Kanha scale, and organizational commitment (Meyer and Allen questionnaire and job satisfaction (Saneie scale were collected. Validity and reliability of research methodology were measured through utilization of Content Validity Index and internal consistency procedure, respectively. Results: Organizational justice, organization commitment, and job satisfaction were all positively correlated. There were positive and significant correlations between job satisfaction with organizational justice and organizational commitment with organizational justice. Furthermore, Multiple linear regression analysis showed that all three parts of organizational justice can explain only 26% of the changes in organizational satisfaction and only organizational procedural justice can explain only 3.3% of the changes in organizational Commitment. Conclusion: Considering the research findings, it is proposed that in order to facilitate the level of organizational commitment, occupational circumstances such as educational facilities should be utilized. With such utilizations, functional and mental efficiency of staff will be improved and the sense of high level job efficiency is generated against any possible regret for choosing the particular organization.

  3. Unclassified Source Term and Radionuclide Data for the Groundwater Flow and Contaminant Transport Model of Corrective Action Units 101 and 102: Central and Western Pahute Mesa, Nye County, Nevada, Revision 0

    Energy Technology Data Exchange (ETDEWEB)

    McCord, John

    2004-08-01

    This report documents the evaluation of the information and data available on the unclassified source term and radionuclide contamination for Central and Western Pahute Mesa: Corrective Action Units (CAUs) 101 and 102.

  4. Assessing Perceived Knowledge Creation: The Role of Organizational Knowledge and Market Environment

    Directory of Open Access Journals (Sweden)

    Khalid Abdul Wahid

    2016-06-01

    Full Text Available The purpose of this research is to investigate the impact of organizational knowledge factors and market knowledge factors on knowledge creation among Thai innovative companies. 464 questionnaires were distributed to Thai innovative companies registered under the National Innovation Agency (NIA and 217 were returned. Structural Equation Modelling (SEM is used to determine the effect of two sets of knowledge creation sources: organizational knowledge (social interaction, organizational routines and information system and market knowledge (customer orientation, competitor orientation and supplier orientation on knowledge creation (product and service outcome, process outcome and market outcome. The results indicated that the integration of organizational knowledge and market knowledge is the main driver of knowledge creation. Furthermore, the findings suggest that social interaction and customer orientation are the most significant predictors of knowledge creation. This study provides an empirical analysis on the importance of different sources of knowledge in the knowledge creation process in SMEs and its impact on companies’ innovative knowledge outcomes.

  5. Investigating effectiveness of clandestine advertisement and organizational strategy in brand management

    Directory of Open Access Journals (Sweden)

    M. R. Shojaei

    2014-12-01

    Full Text Available This investigation tries to examine correlation between clandestine advertisement and organizational strategy in brand management via available sources and by using a field study. In fact, it intends to raise the question “Are clandestine advertisement and organizational strategy effective in management of products brands?” This is an applied and descriptive-approaching study. The study chooses a sample of 171 regular customers who do their day-to-day banking business activities through an Iranian bank named Sepah bank in city of Tehran, Iran. Using structural equation modeling, the study confirms a positive and meaningful relationship between clandestine advertisement and organizational strategy in brand management.

  6. Managing competing organizational priorities in clinical handover across organizational boundaries.

    Science.gov (United States)

    Sujan, Mark A; Chessum, Peter; Rudd, Michelle; Fitton, Laurence; Inada-Kim, Matthew; Cooke, Matthew W; Spurgeon, Peter

    2015-01-01

    Handover across care boundaries poses additional challenges due to the different professional, organizational and cultural backgrounds of the participants involved. This paper provides a qualitative account of how practitioners in emergency care attempt to align their different individual and organizational priorities and backgrounds when handing over patients across care boundaries (ambulance service to emergency department (ED), and ED to acute medicine). A total of 270 clinical handovers were observed in three emergency care pathways involving five participating NHS organizations (two ambulance services and three hospitals). Half-day process mapping sessions were conducted for each pathway. Semi-structured interviews were carried out with 39 participants and analysed thematically. The management of patient flow and the fulfilment of time-related performance targets can create conflicting priorities for practitioners during handover. Practitioners involved in handover manage such competing organizational priorities through additional coordination effort and dynamic trade-offs. Practitioners perceive greater collaboration across departments and organizations, and mutual awareness of each other's goals and constraints as possible ways towards more sustainable improvement. Sustainable improvement in handover across boundaries in emergency care might require commitment by leaders from all parts of the local health economy to work as partners to establish a culture of integrated, patient-centred care. © The Author(s) 2014 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

  7. ORGANIZATIONAL CHANGE IN A COMPANY : Managing and Leading Successful Change

    OpenAIRE

    Manninen, Otto

    2014-01-01

    The aim of this thesis is to examine how a company executes organizational change. While the pace of changes in companies is constantly growing often companies start the change without prepara-tion and knowledge. The objective is to find out how a company manages and executes change. The author uses secondary and primary data in this thesis. Secondary data was gathered from books, scholarly journals and various internet sources. As primary data, the author uses information gath-ered from i...

  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. [Incorporation of an organic MAGIC (Model of Acidification of Groundwater in Catchments) and testing of the revised model using independent data sources]. Progress report, March 16, 1992--September 15, 1992

    Energy Technology Data Exchange (ETDEWEB)

    Sullivan, T.J.

    1992-09-01

    A project was initiated in March, 1992 to (1) incorporate a rigorous organic acid representation, based on empirical data and geochemical considerations, into the MAGIC model of acidification response, and (2) test the revised model using three sets of independent data. After six months of performance, the project is on schedule and the majority of the tasks outlined for Year 1 have been successfully completed. Major accomplishments to data include development of the organic acid modeling approach, using data from the Adirondack Lakes Survey Corporation (ALSC), and coupling the organic acid model with MAGIC for chemical hindcast comparisons. The incorporation of an organic acid representation into MAGIC can account for much of the discrepancy earlier observed between MAGIC hindcasts and paleolimnological reconstructions of preindustrial pH and alkalinity for 33 statistically-selected Adirondack lakes. Additional work is on-going for model calibration and testing with data from two whole-catchment artificial acidification projects. Results obtained thus far are being prepared as manuscripts for submission to the peer-reviewed scientific literature.

  10. Organizational Creativity and IT-based Support

    Directory of Open Access Journals (Sweden)

    Celina M. Olszak

    2016-05-01

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

  11. Revised Rules for Concrete Bridges

    DEFF Research Database (Denmark)

    Thoft-Christensen, Palle; Jensen, F. M.; Middleton, C.

    This paper is based on research performed for the Highway Agency, London, UK under the project DPU/9/44 "Revision of Bridge Assessment Rules Based on Whole Life Performance: Concrete Bridges" It contains details of a methodology which can be used to generate Whole Life (WL) reliability profiles....... These WL reliability profiles may be used to establish revised rules for Concrete Bridges....

  12. Emotion Processes in Knowledge Revision

    Science.gov (United States)

    Trevors, Gregory J.; Kendeou, Panayiota; Butterfuss, Reese

    2017-01-01

    In recent years, a number of insights have been gained into the cognitive processes that explain how individuals overcome misconceptions and revise their previously acquired incorrect knowledge. The current study complements this line of research by investigating the moment-by-moment emotion processes that occur during knowledge revision using a…

  13. Organizational precedents for ownership and management of decentralized renewable-energy systems

    Energy Technology Data Exchange (ETDEWEB)

    Meunier, R.; Silversmith, J.A.

    1981-03-01

    Three existing organizational types that meet the decentralization criteria of local consumer ownership and control - cooperatives, Rural Electric Cooperatives, and municipal utilities - are examined. These three organizational precedents are analyzed in terms of their histories, structures, legal powers, sources of capital, and social and political aspects. Examples of related experiments with renewable energy technologies are given, and inferences are drawn regarding the organizations' suitability as vehicles for future implementation of decentralized renewable energy systems.

  14. Inter-firm Networks, Organizational Learning and Knowledge Updating: An Empirical Study

    Science.gov (United States)

    Zhang, Su-rong; Wang, Wen-ping

    In the era of knowledge-based economy which information technology develops rapidly, the rate of knowledge updating has become a critical factor for enterprises to gaining competitive advantage .We build an interactional theoretical model among inter-firm networks, organizational learning and knowledge updating thereby and demonstrate it with empirical study at last. The result shows that inter-firm networks and organizational learning is the source of knowledge updating.

  15. INTERPERSONAL COMMUNICATION SKILLS,AT THE ORGANIZATIONAL LEVEL, RELEVANT IN THE CONTEXT OF GLOBALIZATION

    OpenAIRE

    Popescu Manoela; Crenicean Luminiţa Cecilia

    2013-01-01

    The approach of organizational issues as communication problems are at least one trend in era of the knowledge economy. The globalization process greatly contributes to consider the communication both as a source and as a solution to the problems faced by legal entities. The conducted study reveals, however, that interpersonal communication skills make the difference between success and failure of organizational communication. Premises of interpersonal communication skills analysis reveals co...

  16. Philippines revises power plans

    Energy Technology Data Exchange (ETDEWEB)

    Hayes, D.

    1988-02-01

    Following an unexpected surge in electricity demand the Philippines has revised its medium term power development programme. The sharp increase in electricity consumption follows three years of slack demand due to civil disturbances before the end of the Macros administration and the election of Corazon Aquino as President in 1986. Originally, the Aquino government's medium term power development plans called for about 500MW of generating capacity to be installed between 1986 and 1992. The three proposed plants were scheduled for commissioning in 1991 and 1992. However, a spurt in power demand growth during the past nine months has caused concern among industrialists that power shortages could occur by the end of the decade. So additional capacity will be installed to prevent an anticipated shortfall in electricity supplies by the early 1990s.

  17. 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.

  18. Microcomputers and the Improvement of Revision Skills.

    Science.gov (United States)

    Balajthy, Ernest; And Others

    1987-01-01

    Discusses use of word processing software as an effective tool in writing and revision instruction, and describes the role of the teacher. Examples of exercises that encourage revision and of software designed to teach effective revision skills are reviewed. (MBR)

  19. Human Capital and Organizational Effectiveness

    Directory of Open Access Journals (Sweden)

    Ioana Julieta Josan

    2013-05-01

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

  20. Organizational Learning in Rare Events

    DEFF Research Database (Denmark)

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

    When organizations encounter rare events they often find it challenging to extract learning from the experience. We analyze opportunities for organizational learning in one such rare event, namely Intellectual Property (IP) litigation, i.e., when organizations take disputes regarding their intell......When organizations encounter rare events they often find it challenging to extract learning from the experience. We analyze opportunities for organizational learning in one such rare event, namely Intellectual Property (IP) litigation, i.e., when organizations take disputes regarding...... the organization little discretion to utilize any learning from past litigation success. Thus, learning appears be to most beneficial in infringement cases. Based on statistical analysis of 10,211 litigation court cases in China, we find support for our hypotheses. Our findings suggest that organizations can learn...

  1. 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...

  2. Entrepreneurship in an Organizational Context

    DEFF Research Database (Denmark)

    Lyngsie, Jacob

    Strategic entrepreneurship is quickly emerging as an exciting independent research field. Essentially taken up with how firms can use entrepreneurial actions to create wealth, strategic entrepreneurship lies at the intersection of the opportunity seeking perspective of the entrepreneurship...... literature and the advantage seeking perspective of strategic management literature. Although the benefits associated with firms engaging in entrepreneurial actions have repeatedly been highlighted, presently little is known about how firms actually pursue entrepreneurial opportunities. While strategic...... entrepreneurship is defined at the firm-level, entrepreneurial actions are in reality carried out by the firm’s organizational members and not the firm per se. However, little is known about how firms’ entrepreneurial capabilities relate to the actions and interactions of their organizational members. Furthermore...

  3. Relationship between Organizational Perceived Justice and Organizational Citizenship Behavior among an Iranian Hospital's Employees, 2013.

    Science.gov (United States)

    Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani

    2014-01-01

    Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one's job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson's correlation coefficient were used for data analysis. There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital's employees (P ≤ 0.05, R = 0.33). This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital's productivity.

  4. Human Capital and Organizational Effectiveness

    OpenAIRE

    Ioana Julieta Josan

    2013-01-01

    The new organizational changes caused by social, economic and politic reforms led to a shift in the strategic management of the companies. The growing need for professionals, who know how to generate profits, is growing and increase confidence of partners and clients, find new ideas and adapt to a dynamic market. Therefore, internally, we need an efficient management of human resources to find and retain the most suitable and efficient people which will increase productivity and face the incr...

  5. Phylogenetic footprints in organizational behavior

    OpenAIRE

    Witt, Ulrich; Schwesinger, Georg

    2012-01-01

    An evolutionary tool kit is applied in this paper to explain how innate social behavior traits evolved in early human groups. These traits were adapted to the particular production requirements of the group in human phylogeny. They shaped the group members' attitudes towards contributing to the group's goals and towards other group members. We argue that these attitudes are still present in modern humans and leave their phylogenetic footprints also in present-day organizational life. We discu...

  6. Managers and Organizational Citizenship Behavior

    OpenAIRE

    Man Mihaela

    2016-01-01

    In this research on the one hand we analyzed the relationship that exists in terms of motivational persistence and the Big Five dimensions and, on the other hand, organizational citizenship behavior (OCB). The results show that the conscientiousness has been identified as being in a significant positive relationship with OCB. This result is consistent with the data provided by previous researchers. The results also indicate that three conscientiousness facets are in a positive relationship wi...

  7. Organizational Categories as Viewing Categories

    OpenAIRE

    Mik-Meyer, Nanna

    2005-01-01

    This paper explores how two Danish rehabilitation organizations textual guidelines for assessment of clients’ personality traits influence the actual evaluation of clients. The analysis will show how staff members produce institutional identities corresponding to organizational categories, which very often have little or no relevance for the clients evaluated. The goal of the article is to demonstrate how the institutional complex that frames the work of the organizations produces the client ...

  8. Environmental Liability and Organizational Structure

    OpenAIRE

    Laurent Franckx; F.P. de Vries

    2004-01-01

    This paper presents a multitask principal-agent model to examine how environmental liability rules for individual managers within a corporate hierarchy affect, on the one hand, the incentive schemes the organization provides and, on the other hand, the choice between a functional or a product-based organizational structure. If managers are risk neutral, a product-based organization dominates a functional organization and allows to obtain first-best effort level. If, moreover, there are no dis...

  9. Organizational change through Lean Thinking.

    Science.gov (United States)

    Tsasis, Peter; Bruce-Barrett, Cindy

    2008-08-01

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

  10. Organizational Culture In Perspective Anthropology

    OpenAIRE

    Safriadi, Supriadi Hamdat, Munsi Lampe, Musran Munizu

    2016-01-01

    - This article describes the anthropological perspective in the study of the organization, particularly related to the culture of the organization. Organizational culture is a reflection of the organization itself. Anthropology as a science that covers the study of culture takes an important role in the development of cultural studies organization. An ethnographic approach that looks at the phenomenon based on what the owner or the perpetrator of culture will provide a positive contributio...

  11. 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.

  12. 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

  13. Building an ethical organizational culture.

    Science.gov (United States)

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

    2014-01-01

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

  14. Organizational Careers: A forward theory

    Directory of Open Access Journals (Sweden)

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

    2010-12-01

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

  15. Cross-cultural organizational behavior.

    Science.gov (United States)

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

    2007-01-01

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

  16. Text Mining in Organizational Research.

    Science.gov (United States)

    Kobayashi, Vladimer B; Mol, Stefan T; Berkers, Hannah A; Kismihók, Gábor; Den Hartog, Deanne N

    2018-07-01

    Despite the ubiquity of textual data, so far few researchers have applied text mining to answer organizational research questions. Text mining, which essentially entails a quantitative approach to the analysis of (usually) voluminous textual data, helps accelerate knowledge discovery by radically increasing the amount data that can be analyzed. This article aims to acquaint organizational researchers with the fundamental logic underpinning text mining, the analytical stages involved, and contemporary techniques that may be used to achieve different types of objectives. The specific analytical techniques reviewed are (a) dimensionality reduction, (b) distance and similarity computing, (c) clustering, (d) topic modeling, and (e) classification. We describe how text mining may extend contemporary organizational research by allowing the testing of existing or new research questions with data that are likely to be rich, contextualized, and ecologically valid. After an exploration of how evidence for the validity of text mining output may be generated, we conclude the article by illustrating the text mining process in a job analysis setting using a dataset composed of job vacancies.

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

    DEFF Research Database (Denmark)

    Bulathsinhala, Nadika

    2014-01-01

    This paper addresses the fact that R&D projects that incorporate external knowledge sources not only depend on the number of sources, but also on integrating the right source. An organizational knowledge integrator has a natural interest due to its position in the value chain and the technology...... phase to pull the knowledge from earlier phases of development closer towards commercialization. The aim of the paper is to examine if organizational knowledge integrators in R&D projects have a positive impact on innovative performance compared to projects that do not involve a knowledge integrator...

  18. 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

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

    Science.gov (United States)

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

    2015-09-07

    It is of importance and urgency for hospitals to retain excellent nursing staff in order to improve patient satisfaction and hospital performance. However, it was found that simply increasing the salary is not the best method to resolve the problem of lacking nursing staff; it is necessary to focus on the impact of non-monetary factors. The delicate relationship between organizational justice, organizational trust, organizational identification, and organizational commitment requires investigation and clarification from more studies if application in nursing practice is to be expected. Therefore, this study was to investigate how the organizational justice perception could affect nurses' organizational trust and organizational identification, and whether the organizational trust and organizational identification could encourage nurses to willingly remain in their jobs and commit themselves to the hospitals. A cross-sectional design was used. Questionnaires were distributed in 2013 to a convenience sample of 400 registered nurses in one teaching hospital in Taiwan: 392 were retrieved. Of these, 386 questionnaires were valid, which was a 96.5% response rate. The SPSS 17.0 and Amos 17.0 (structural equation modeling) statistical software packages were used for data analysis. The organizational justice perceived by nurses significantly and positively affects their organizational trust (γ₁₁ = 0.49) and organizational identification (γ₂₁ = 0.58). Organizational trust (β₃₁ = 0.62) and organizational identification (β₃₂ = 0.53) significantly and positively affect organizational commitment. Hospital managers can enhance the service concepts and attitudes of frontline nursing personnel by maximizing organizational justice, organizational trust and organizational identification. Nursing personnel would then be motivated to provide feedback to the attention and care provided by hospital management by demonstrating substantial improvements in

  20. Financial Wealth Distribution in Revised Financial Accounts

    Directory of Open Access Journals (Sweden)

    Václav Rybáček

    2012-09-01

    Full Text Available Financial statistics undergo dynamic evolution as apparent consequence of their rising importance. Structureof assets, source of fi nancing, price changes or net fi nancial position, all these indicators can detect oncomingfi nancial instability. Financial statistics as a logical extension of the national accounts provide such information.Th e aim of the following text is to present fi nancial statistics, relation between particular accounts, the impact of extraordinary revision carried out in 2011, and also to analyse current wealth distribution as described by fi nancial statistics.

  1. The thesaurus review, renaissance, and revision

    CERN Document Server

    Roe, Sandra K

    2013-01-01

    Use this single source to uncover the origin and development of the thesaurus! The Thesaurus: Review, Renaissance, and Revision examines the historical development of the thesaurus and the standards employed for thesaurus construction. This book provides both the history of thesauri and tutorials on usage to increase your understanding of thesaurus creation, use, and evaluation. This reference tool offers essential information on thesauri in the digital environment, including Web sites, databases, and software. For 50 years, the thesaurus has been a core reference book; The Thesaurus: Review,

  2. 77 FR 10373 - Greenhouse Gas Reporting Program: Electronics Manufacturing: Revisions to Heat Transfer Fluid...

    Science.gov (United States)

    2012-02-22

    ... Greenhouse Gas Reporting Program: Electronics Manufacturing: Revisions to Heat Transfer Fluid Provisions... technical revisions to the electronics manufacturing source category of the Greenhouse Gas Reporting Rule... final rule will also be available through the WWW on the EPA's Greenhouse Gas Reporting Program Web site...

  3. 78 FR 37176 - Revisions to the California State Implementation Plan, San Diego Air Pollution Control District

    Science.gov (United States)

    2013-06-20

    ...EPA is proposing to approve a revision to the San Diego Air Pollution Control District (SDAPCD) portion of the California State Implementation Plan (SIP). This revision concerns volatile organic compound (VOC) emissions from architectural coatings. We are proposing to approve a local rule to regulate these emission sources under the Clean Air Act (CAA or the Act).

  4. 78 FR 37130 - Revisions to the California State Implementation Plan, San Diego Air Pollution Control District

    Science.gov (United States)

    2013-06-20

    ...EPA is taking direct final action to approve a revision to the San Diego Air Pollution Control District (SDAPCD) portion of the California State Implementation Plan (SIP). This revision concerns volatile organic compound (VOC) emissions from architectural coatings. We are approving a local rule that regulates this emission source under the Clean Air Act (CAA or the Act).

  5. 75 FR 56889 - Revisions to the California State Implementation Plan, San Diego County Air Pollution Control...

    Science.gov (United States)

    2010-09-17

    ...EPA is taking direct final action to approve revisions to the San Diego County Air Pollution Control District (SDCAPCD) portion of the California State Implementation Plan (SIP). This revision concerns the definition of volatile organic compound (VOC). We are approving a local rule that regulates these emission sources under the Clean Air Act as amended in 1990 (CAA or the Act).

  6. 75 FR 56942 - Revisions to the California State Implementation Plan, San Diego County Air Pollution Control...

    Science.gov (United States)

    2010-09-17

    ...EPA is proposing to approve revisions to the San Diego Air Pollution Control District (SDCAPCD) portion of the California State Implementation Plan (SIP). This revision concerns the definition of volatile organic compounds (VOC). We are proposing to approve a local rule to regulate these emission sources under the Clean Air Act as amended in 1990 (CAA or the Act).

  7. 78 FR 6784 - Revisions to the California State Implementation Plan, Placer County Air Pollution Control District

    Science.gov (United States)

    2013-01-31

    ...EPA is proposing to approve revisions to the Placer County Air Pollution Control District (PCAPCD) portion of the California State Implementation Plan (SIP). These revisions concern volatile organic compound (VOC), oxides of nitrogen (NOX), and particulate matter (PM) emissions from open burning. We are proposing to approve local rules to regulate this emission source under the Clean Air Act (CAA or the Act).

  8. 78 FR 6736 - Revisions to the California State Implementation Plan, Placer County Air Pollution Control District

    Science.gov (United States)

    2013-01-31

    ...EPA is taking direct final action to approve revisions to the Placer County Air Pollution Control District (PCAPCD) portion of the California State Implementation Plan (SIP). These revisions concern Volatile Organic Compound (VOC), oxides of nitrogen (NOX), and particulate matter (PM) emissions from open burning. We are approving local rules that regulate this emission source under the Clean Air Act (CAA or the Act).

  9. NRC comprehensive records disposition schedule. Revision 3

    International Nuclear Information System (INIS)

    1998-02-01

    Title 44 US Code, ''Public Printing and Documents,'' regulations issued by the General Service Administration (GSA) in 41 CFR Chapter 101, Subchapter B, ''Management and Use of Information and Records,'' and regulations issued by the National Archives and Records Administration (NARA) in 36 CFR Chapter 12, Subchapter B, ''Records Management,'' require each agency to prepare and issue a comprehensive records disposition schedule that contains the NARA approved records disposition schedules for records unique to the agency and contains the NARA's General Records Schedules for records common to several or all agencies. The approved records disposition schedules specify the appropriate duration of retention and the final disposition for records created or maintained by the NRC. NUREG-0910, Rev. 3, contains ''NRC's Comprehensive Records Disposition Schedule,'' and the original authorized approved citation numbers issued by NARA. Rev. 3 incorporates NARA approved changes and additions to the NRC schedules that have been implemented since the last revision dated March, 1992, reflects recent organizational changes implemented at the NRC, and includes the latest version of NARA's General Records Schedule (dated August 1995)

  10. NRC comprehensive records disposition schedule. Revision 3

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1998-02-01

    Title 44 US Code, ``Public Printing and Documents,`` regulations issued by the General Service Administration (GSA) in 41 CFR Chapter 101, Subchapter B, ``Management and Use of Information and Records,`` and regulations issued by the National Archives and Records Administration (NARA) in 36 CFR Chapter 12, Subchapter B, ``Records Management,`` require each agency to prepare and issue a comprehensive records disposition schedule that contains the NARA approved records disposition schedules for records unique to the agency and contains the NARA`s General Records Schedules for records common to several or all agencies. The approved records disposition schedules specify the appropriate duration of retention and the final disposition for records created or maintained by the NRC. NUREG-0910, Rev. 3, contains ``NRC`s Comprehensive Records Disposition Schedule,`` and the original authorized approved citation numbers issued by NARA. Rev. 3 incorporates NARA approved changes and additions to the NRC schedules that have been implemented since the last revision dated March, 1992, reflects recent organizational changes implemented at the NRC, and includes the latest version of NARA`s General Records Schedule (dated August 1995).

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

    Directory of Open Access Journals (Sweden)

    Erdem Kırkbeşoğlu

    2014-06-01

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

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

    Directory of Open Access Journals (Sweden)

    Haluk Erdem

    2015-06-01

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

  13. 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.

  14. 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.

  15. A study on scar revision

    Directory of Open Access Journals (Sweden)

    Ashutosh Talwar

    2016-04-01

    Full Text Available Introduction: Scars are psychologically distressing for the patients and have an impact on the quality of life and self esteem of the patients. Scar revision is an aesthetic skill which is mastered by plastic surgeons and encroached now by dermatosurgeons. Scars on the face are aesthetically unacceptable and various techniques have been improvised for making a scar aesthetically acceptable. Various types of techniques are used for scar revision like W plasty, Z plasty and VY plasty. Aims: To see the efficacy of various scar revision techniques including Z plasty, VY plasty and W plasty in 30 patients with disfiguring scars. Methods: We selected twenty patients of disfiguring scars for the study. The scars from various causes including trauma and burns were included in our study. Various techniques of scar revision include Z plasty, W plasty and VY plasty were performed according to the type and site of scar. Results: Male: female was 1.5: 1. The scar revision surgery yielded excellent results with minimal complications including haematoma formation, secondary infection and delayed healing seen in 5% patients each. Regarding the efficacy of scar revision, excellent improvement was seen in 60% patients, moderate improvement was seen in 30% patients and mild improvement was seen in 10% patients. Conclusions: Dermatologists can employ a number of surgical scar revision techniques. While some are better suited to treat specific types of scars, they can be used in combination with each other or with adjunctive therapies to achieve optimal results.

  16. Can Industrial-Organizational Psychology Survive the Advancement of Professional Psychology? Speciality Standards for Providers of I/O Psychological Services.

    Science.gov (United States)

    Tice, Thomas E.

    The Revised Standards for Providers of Psychological Services, developed by a committee of the American Psychological Association, have an important impact on industrial/organizational psychologists. Currently, four types of controls exist as assurances to the public that appropriate psychological services are being provided. They are: graduate…

  17. 40 CFR 51.123 - Findings and requirements for submission of State implementation plan revisions relating to...

    Science.gov (United States)

    2010-07-01

    ... such undue risk, from other electricity generation facilities during the installation of control technology at the source necessary to comply with the SIP revision. (ii) For a source not used to generate...). (z) Each SIP revision must provide for State compliance with the reporting requirements in § 51.125...

  18. The Impact of Knowledge Management Capability, Organizational Learning, and Supply Chain Management Practices on Organizational Performance

    Directory of Open Access Journals (Sweden)

    Ingy Essam Eldin Salama

    2017-03-01

    Full Text Available The focus of this research is developing and examining a conceptual framework relating resource-based organizational capabilities and inter-organizational practices with organizational performance. Specifically, it investigates the relationship between knowledge management capability, organizational learning, supply chain management practices and organizational performance. Such a study is important as it contributes to the growing body of literature that links organizational capabilities and practices with organizational performance. In addition, it also contributes to empirical knowledge by applying the proposed conceptual framework in the Egyptian context, which is currently under-researched. The research approach adopted in this research includes empirical examination of the hypothesized relationships among research variables applied on 63 factories with more than 100 employees located at New Borg Al-Arab industrial city using self-administrated questionnaires. The findings of this research provide evidence that knowledge management capability has an impact on organizational learning as well as on supply chain management practices. However, none of the research variables; i.e. knowledge management capability, organizational learning and supply chain management practices have an impact on organizational performance. The main conclusion drawn from this study is that knowledge management capability may be useful to managers for predicting organizational learning and coordinating supply chain management practices between supply chain members. In addition, it could be concluded that organizational performance, in the factories under study, is affected by variables other than knowledge management capability, organizational learning and supply chain management practices.

  19. A theory of organizational readiness for change

    Directory of Open Access Journals (Sweden)

    Weiner Bryan J

    2009-10-01

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

  20. Technological iatrogenesis: the manifestation of inadequate organizational planning and the integration of health information technology.

    Science.gov (United States)

    Palmieri, Patrick Albert; Peterson, Lori T; Corazzo, Luciano Bedoya

    2011-01-01

    The Institute of Medicine (IOM) views Health Information Technology (HIT) as an essential organizational prerequisite for the delivery of safe, reliable, and cost-effective health services. However, HIT presents the proverbial double-edged sword in generating solutions to improve system performance while facilitating the genesis of novel iatrogenic problems. Incongruent organizational processes give rise to technological iatrogenesis or the unintended consequences to system integrity and the resulting organizational outcomes potentiated by incongruent organizational-technological interfaces. HIT is a disruptive innovation for health services organizations but remains an overlooked organizational development (OD) concern. Recognizing the technology-organizational misalignments that result from HIT adoption is important for leaders seeking to eliminate sources of system instability. The Health Information Technology Iatrogenesis Model (HITIM) provides leaders with a conceptual framework from which to consider HIT as an instrument for organizational development. Complexity and Diffusion of Innovation theories support the framework that suggests each HIT adoption functions as a technological change agent. As such, leaders need to provide operational oversight to managers undertaking system change via HIT implementation. Traditional risk management tools, such as Failure Mode Effect Analysis and Root Cause Analysis, provide proactive pre- and post-implementation appraisals to verify system stability and to enhance system reliability. Reconsidering the use of these tools within the context of a new framework offers leaders guidance when adopting HIT to achieve performance improvement and better outcomes.

  1. ORGANIZATIONAL CITIZENSHIP BEHAVIOR, PREDICTOR OF JOB PERFORMANCE

    Directory of Open Access Journals (Sweden)

    Blanca Giorgiana GRAMA

    2014-11-01

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

  2. 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.

  3. Revision of ASCE 4

    International Nuclear Information System (INIS)

    Nelson, T.A.; Murray, R.C.; Short, S.A.

    1995-01-01

    The original version of ASCE Standard 4, ''Seismic Analysis of Safety-Related Nuclear Structures'' was published in September 1986. It is ASCE policy to update its standards on a five year interval and the Working Group on Seismic Analysis of Safety Related Nuclear Structures was reconvened to formulate the revisions. The goal in updating the standard is to make sure that it is still relevant and that it incorporates the state of the practice in seismic engineering or, in some cases, where it has been demonstrated that state-of-the-art improvements need to be made to standard practice; new improvements are included. The contents of the new standard cover the same areas as the original version, with some additions. The contents are as follows: Input - response spectra and time histories; modeling of structures; analysis of structures; soil-structure interaction; input for subsystem analysis; special structures - buried pipes and conduits, earth-retaining walls, above-ground vertical tanks, raceways, and base-isolated structures; and an appendix providing seismic probabilistic risk assessment and margin assessment

  4. Contact activation: a revision.

    Science.gov (United States)

    Schmaier, A H

    1997-07-01

    In conclusion, a revised view of the contact system has been presented. This system has little to do with the initiation of hemostasis. Like lupus anticoagulants, deficiencies of contact proteins give prolonged APTTs but may be risk factors for thrombosis. BK from kininogens is a potent modulator of vascular biology inducing vasodilation, tissue plasminogen activator release, and prostacyclin liberation. Kininogens, themselves, are selective inhibitors of alpha-thrombin-induced platelet activation preventing alpha-thrombin from cleaving the cloned thrombin receptor after arginine41. Kininogens' alpha-thrombin inhibitory activity exists in intact kininogens, BK, and all of BK's breakdown products. HK also is the pivotal protein for contact protein assembly on endothelium. It is the receptor for prekallikrein which when bound to HK becomes activated to kallikrein by an endothelial cell enzyme system independent of activated forms of plasma factor XII. Prekallikrein activation on endothelial cells results in kinetically favorable single chain urokinase and plasminogen activation. Thus the "physiologic, negatively charged surface" for contact system activation is really the assembly of these proteins on cell membranes and activation by membrane-associated enzymes.

  5. 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

  6. Antinomies of Crisis Management and Organizational Learning

    OpenAIRE

    Batorski, Jarema

    2014-01-01

    Organizational crises may be conducive to the process of intensive organizational knowledge acquisition. Actions undertaken in terms of crisis management often constitute the means for organizational learning. The conflict between innovative learning (double-loop learning), in which both the assumptions and the standards/strategies are modified, and routine learning (single-loop learning), which concerns only the action strategies (behaviours), constitutes a potential paradox. The conflict be...

  7. Improving Organizational Memories Through User Feedback

    OpenAIRE

    Althoff, K.-D.; Nick, M.; Tautz, C.

    1999-01-01

    The benefits of an organizational memory are ultimately determined by the usefulness of the organizational memory as perceived by its users. Therefore, an improvement of an organizational memory should be measured in the added perceived usefulness. Unfortunately, the perceived usefulness has many impact factors (e.g., the precision of the user query, the urgency with which the user needs information, the coverage of the underlying knowledge base, the quality of the schema used to store knowle...

  8. Quality assurance and organizational effectiveness in hospitals.

    OpenAIRE

    Hetherington, R W

    1982-01-01

    The purpose of this paper is to explore some aspects of a general theoretical model within which research on the organizational impacts of quality assurance programs in hospitals may be examined. Quality assurance is conceptualized as an organizational control mechanism, operating primarily through increased formalization of structures and specification of procedures. Organizational effectiveness is discussed from the perspective of the problem-solving theory of organizations, wherein effecti...

  9. Career development from the organizational perspective

    OpenAIRE

    Miková, Barbora

    2016-01-01

    The bachelor thesis introduces a topic of career development in organizational context. The aim of this work was to present the concept of career development from organizational perspective and to outline the contrast between the traditional career and the contemporary career concepts with the new psychological contract taken into consideration. The contemporary view of career also changes the organizational approach towards the career planning and career management of its employees. The majo...

  10. Organizational Structure and Product Market Competition

    OpenAIRE

    Jung Hur; Yohanes E. Riyanto

    2007-01-01

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

  11. ORGANIZATIONAL THEORY, SYSTEMIC THINKING AND SYSTEM MANAGEMENT

    OpenAIRE

    Shahram Mirzaie Daryani; Samad Aali; Ahmad Asli-zadeh

    2012-01-01

    Organizational theory offers effective ways of thinking to researchers and practitioners who are interested in this field of study. This knowledge helps managers make organizational behavior more efficient through analyzing complex situations and developing effective tools to resolve them. In other words, it opens human’s mind to different aspects of life both inside and outside of the organization. Therefore, the value of organizational theory is in changing managers' thinking ways, thought ...

  12. Implementing Organizational Skills in the Classroom

    OpenAIRE

    Debora, Marisi

    2015-01-01

    This article presents the writer's experience in the classroom in implementing the organizational skills. The article also discuss the reason for teaching organizational skills in the classroom, materials needed for the teaching and the implementation of the organizational skills in the classroom. The materials can be adjusted to the availability in the class and the students' own stationery. The two stages of implementation later build the students' independence which is the goal of teaching...

  13. 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.

  14. Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior

    NARCIS (Netherlands)

    Shanker, R.; Bhanugopan, R.; Heijden, B.I.J.M. van der; Farrell, M.

    2017-01-01

    Despite a plethora of literature on organizational climate for innovation and the persuasive arguments establishing its link to organizational performance, few studies hitherto have explored innovative work behavior of managers. Specifically, limited attention has been paid to explaining how

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

    Science.gov (United States)

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

    2013-06-01

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

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

    Directory of Open Access Journals (Sweden)

    Florence Stinglhamber

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

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

    Science.gov (United States)

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

    2015-01-01

    Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover. PMID:25875086

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

    Science.gov (United States)

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

    2015-01-01

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

  19. Impact of Organizational Culture Values on Organizational Agility

    Directory of Open Access Journals (Sweden)

    Carmen M. Felipe

    2017-12-01

    Full Text Available To remain competitive within the current, uncertain business scenario, it is vital for firms to develop capabilities that lead them to adapt and offer quick responses to market changes. Under the dynamic capabilities view of the firm, this paper proposes a model that presents an exhaustive analysis of two relevant research gaps: (i the underlying relationships that determine the impact exerted by each of the four organizational culture typologies, comprised in Cameron and Quinn’s Competing Values Framework on organizational agility and, (ii the contingency effect exerted by a key environmental factor, the industry’s technology intensity. An empirical study is performed to test the relationships proposed, using data collected from 172 Spain-based companies. To examine the contingency effect of technology intensity, the sample is divided into two subsamples, high and medium tech companies. This work uses partial least squares path-modeling, a variance-based structural equations modeling technique, in order to test and validate the research model and hypotheses posited. In addition, thorough analyses are carried out to assess the predictive performance of our model.

  20. Circumcision revision in male children

    Directory of Open Access Journals (Sweden)

    Mohammed A. Al-Ghazo

    2006-08-01

    Full Text Available OBJECTIVE: To determine indications for circumcision revision and to identify the specialty of the person who performed unsatisfactory primary circumcision. MATERIALS AND METHODS: The authors reviewed medical records of 52 cases that underwent circumcision revision over a 6-year period (1998 to 2004. Sleeve surgical technique was used for revision in patients with redundant foreskin or concealed penis, penoplasty for partial or complete degloving of the penis and meatotomy for external meatal stenosis. The mean age of children was 32 months (range 6 months to 9 years. RESULTS: Most of unsatisfactory primary circumcisions (86.7% were performed by laymen. All patients who underwent circumcision revision had good to excellent cosmetic results. CONCLUSION: Primary circumcision performed by laymen carry a high complication rate and serious complications may occur. A period of training and direct supervision by physicians is required before allowing laymen to perform circumcision independently.

  1. Corporate Author Entries. Revision 5

    International Nuclear Information System (INIS)

    Hendricks, P.L.

    1986-05-01

    This reference authority has been created and is maintained to provide standard forms for recording the names of organizations consistently in bibliographic citations. This revision includes approximately 42,000 entries established since 1973

  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. 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)

  4. Climate Leadership Award for Organizational Leadership

    Science.gov (United States)

    Apply to the Climate Leadership Award for Organizational Leadership, which publicly recognizes organizations for their comprehensive greenhouse gas inventories and aggressive emissions reduction goals.

  5. The Mayaguez Incident: An Organizational Theory Analysis

    National Research Council Canada - National Science Library

    Lengel, Edward J; Rambo, Charles R; Rodriguez, Shelley A; Tyynismaa, Michael D

    2006-01-01

    .... Henry Mintzberg's structural contingency model and Lee Bowman and Terrence Deal's frames model within organizational theory are applied to the executive-level decisions made during the operation...

  6. Managing the Organizational Culture: A Technological Issue

    Directory of Open Access Journals (Sweden)

    Takhir U. Bazarov

    2011-01-01

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

  7. Work engagement, organizational commitment, self efficacy and ...

    African Journals Online (AJOL)

    Information Impact: Journal of Information and Knowledge Management ... Work engagement, organizational commitment and self-efficacy will create a positive ... effective training, counseling, effective communication and leadership skills.

  8. Organizational Assessment of Shelter Outreach Plus

    National Research Council Canada - National Science Library

    Fisher, Jeffrey

    2003-01-01

    .... The report chronicles the study's findings with the hope and expectation of improving the working environment of SOP employees, improving organizational performance, and enhancing SOP's stewardship...

  9. The Competitive Advantage of Organizational Learning.

    Science.gov (United States)

    Appelbaum, Steven H.; Gallagher, John

    2000-01-01

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

  10. Managing three approaches to organizational behaviour for ...

    African Journals Online (AJOL)

    Managing three approaches to organizational behaviour for effectiveness and ... job description, productivity, individual performance and management matters. ... having attained a high productivity level, the organization starts going down.

  11. Organizational Economics of Capability and Heterogeneity

    DEFF Research Database (Denmark)

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

    2012-01-01

    For decades, the literatures on firm capabilities and organizational economics have been at odds with each other, specifically relative to explaining organizational boundaries and heterogeneity. We briefly trace the history of the relationship between the capabilities literature and organizational...... economics, and we point to the dominance of a “capabilities first” logic in this relationship. We argue that capabilities considerations are inherently intertwined with questions about organizational boundaries and internal organization, and we use this point to respond to the prevalent capabilities first...... logic. We offer an integrative research agenda that focuses first on the governance of capabilities and then on the capability of governance....

  12. The Contextual Antecedents of Organizational Trust

    DEFF Research Database (Denmark)

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

    2012-01-01

    In this article we seek to explore the contextual antecedents of organizational trust. In light of the complex links between organizational contexts and organizational behaviours, we focus on the effects of the three most critical contextual antecedents, i.e., leadership role, structural rule...... in China, lent support for our multidimensional cross-level model of context–trust–behaviour link. We extend the research on organizational trust by treating it as a cross-level phenomenon and by specifying its core contextual antecedents and behavioural consequences....

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

    OpenAIRE

    YILMAZ, Kürşad; ALTINKURT, Yahya

    2014-01-01

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

  14. 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...

  15. Investigation of Relationship between Organizational Climate and Organizational Citizenship Behavior: A Research on Health Sector

    OpenAIRE

    Serdar Öge; Pınar Erdogan

    2015-01-01

    The main objective of this research is to describe the relationship between organizational climate and organizational citizenship behavior. In order to examine this relationship, a research is intended to be carried out in relevant institutions and organizations operating in the health sector in Turkey. It will be researched that whether there is a statistically significant relationship between organizational climate and organizational citizenship behavior through elated ...

  16. 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...

  17. Why Does Mentoring Work? The Role of Perceived Organizational Support

    OpenAIRE

    Baranik, Lisa; Roling, Elizabeth A; Eby, Lillian T

    2010-01-01

    The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship, exposure and visibility, and role-modeling appear to be related to job satisfaction and organizational commitment through perceived organizational ...

  18. Linking unlearning with innovation through organizational memory and technology

    OpenAIRE

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

    2010-01-01

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

  19. Five types of organizational strategy

    DEFF Research Database (Denmark)

    Steensen, Elmer Fly

    2014-01-01

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

  20. Interdisciplinary conflict and organizational complexity.

    Science.gov (United States)

    Guy, M E

    1986-01-01

    Most people think that conflict among the professional staff is inevitable and results from each profession's unique set of values. Each profession then defends itself by claiming its own turf. This article demonstrates that organizational complexity, not professional territorialism, influences the amount of intraorganizational conflict. In a comparison of two psychiatric hospitals, this study shows that there is not necessarily greater conflict across professions than within professions. However, there is a significantly greater amount of conflict among staff at a structurally more complex hospital than at a less-complex hospital, regardless of profession. Implications for management are discussed.