WorldWideScience

Sample records for university organizational units

  1. Organizational Design within University Extension Units: Some Concepts, Options, and Guidelines

    Science.gov (United States)

    Baker, Harold R.

    1976-01-01

    Drawing on the behavioral sciences, the author outlines alternative modes of structuring and organizing an extension unit. The advantages and disadvantages of several organizational design options, the purposes and management of the temporary task force, and some general guidelines for making organizational design decisions are discussed.…

  2. 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…

  3. 28 CFR 0.190 - Changes within organizational units.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Changes within organizational units. 0... JUSTICE Sections and Subunits § 0.190 Changes within organizational units. (a) The head of each Office... termination of major functions within his organizational unit as he may deem necessary or appropriate. In each...

  4. Organizational evaluation of an interprofessional study unit

    DEFF Research Database (Denmark)

    Jensen, Didde Cramer; Nørgaard, Birgitte; Draborg, Eva

    2012-01-01

    This article presents results from an organizational evaluation of an interprofessional clinical study unit (ICS) in Denmark. The aim of this study was to test whether the ICS was based on a durable organizational concept and to identify the prerequisites for the unit to be successful...

  5. Innovative development of universities: organizational and economic approach

    Directory of Open Access Journals (Sweden)

    Belokrylova Olga, S.

    2015-06-01

    Full Text Available It is shown that the innovative activity of universities in Russia is always accompanied by the organizational changes carried out in the framework of the concept of stage-by-stage approach – a combination of natural and subjectively rational principle and based on intra-organizational integration of all subjects of University ethos for joint decisions in the field of organizational change. The authors analyze the mission transformation of universities determined by formation of information society which now is including not only development of the human capital, but also creation of knowledge as the competitive product possessing the essential production and social importance.

  6. An Examination of the Leadership Practices of University Presidents of Land-Grant Universities in the United States

    Science.gov (United States)

    Aldighrir, Wafa M.

    2013-01-01

    A great deal of research has been done to understand leadership styles in different organizational settings. In this study, the researcher focused on the leadership practices of university presidents of land-grant universities (LGUs) in the United States. The study examined the leadership practices of presidents of land-grant universities as…

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

    Science.gov (United States)

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

    2016-01-01

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

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

    Science.gov (United States)

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

    2015-12-14

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

  9. 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

  10. Faculty's Academic Intellectual Leadership: Predictive Relations with Several Organizational Characteristics of Universities

    Directory of Open Access Journals (Sweden)

    Barış USLU

    2015-09-01

    Full Text Available The purpose of this research is to examine the predictive relations between faculty's academic intellectual leadership, and communication, climate and managerial flexibility regarding scholarly practices in universities. For this purpose, the research was designed in correlational research pattern, and, to collect data, an online questionnaire composed of Organizational Communication, Organizational Climate, Managerial Flexibility Regarding Scholarly Practices and Academic Intellectual Leadership scales was sent via e-mail to faculty who work in different disciplines in Turkish public universities. The questionnaires responded to by 504 faculties were included in the data analysis, and then descriptive, correlation and regression analyses were performed. According to the findings, Managerial Flexibility Regarding Service Practices is a significant predictor for all dimensions of academic intellectual leadership; Managerial Flexibility Regarding Teaching Practices for only the Guardian dimension; Supported Structurally, a dimension of the organizational climate, for Ambassador and Acquistor dimensions. This result shows that faculty's perceptions about climate in universities and the managerial support for scholarly duties strongly affect their academic intellectual leadership. Therefore, to enhance faculty's academic intellectual leadership behaviors, university managers can initiate different mechanisms such as learning-teaching centers, media advisory units and sporting-social event bureaus besides research-based facilities. University managers should also generate a more positive work environment by encouraging academics to follow their scholarly interests and recognizing academics' various achievements with material and moral rewards within the institution.

  11. Organizational intelligence and agility in Shiraz University of Medical Sciences

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    Hamid Taboli

    2017-07-01

    Full Text Available Introduction: Organizational Intelligence is a combination of all skills that organizations need and use; it enables us to make organizational decisions. Organizational Intelligence can increase the effectiveness of the existing informational structures in achieving organizational goals and result in organizational agility. The aim of this study was to investigate the relationship between Organizational Intelligence and organizational agility in Shiraz University of Medical Sciences. Method: This is an applied study in terms of purpose and descriptive in terms of method. The study population consisted of 1200 employees working in Shiraz University of Medical Sciences. The subjects were selected via convenience sampling. Based on Cochran formula, a sample size of 296 was determined with a confidence level of 95%. The measurement tools included the 36-item Organizational Intelligence questionnaire developed by Albrecht (2003 and a researcher-developed organizational agility questionnaire with 30 items. Expert opinion was used to determine the validity of the questionnaires and reliability was confirmed using Cronbach’s alpha coefficient via SPSS, version 19. Results: Tenure employees had the highest frequency among the participants (50%. In terms of education, employees with a bachelor’s degree were the most frequent (58%. Values obtained for all variables showed a significant positive relationship between Organizational Intelligence and Agility. Conclusion: It is recommended that the university officials take measures to include Organizational Intelligence courses in in-service training programs to promote the agility of the university, and improve the service provision process and speed.

  12. CORPORATE E-MAIL SERVICE GOOGLE APPS AS AN INSTRUMENT OF ACTIVITY OF ORGANIZATIONAL-EDUCATIONAL UNITS OF THE HIGHER EDUCATIONAL INSTITUTION

    Directory of Open Access Journals (Sweden)

    Кarpenko А.

    2017-03-01

    Full Text Available The advantages of usage of cloud technologies, particularly, of Gmail service Google Apps in work of organizational-educational units of higher educational institutions are analyzed in this work. The main accents are put concerning usage of corporate e-mail Gmail service Google Apps, with the help of which informational-analytical support of activity of organizational-educational units of the University is provided. The author of the publication underlines key advantages of Gmail and analyses its opportunities. Main characteristics of corporate e-mail Gmail service Google Apps are described. It is identified that implementation of corporate e-mail Gmail service Google Apps is a part of creation of certain information system, that will ensure united information space of a modern higher educational institution. Effective organization of educational process, that was used by methodist of organizational-educational units (Scientific-methodological centre of research, scientific projects and programs of Borys Grinchenko Kyiv University in the work of corporate mail Gmail service Google Aps is analyzed and presented. It is identified, that creation and improvement of mechanisms of building corporate content with the help of Gmail service Google Apps will allow the collaborators of organizational-educational units of the higher educational institution to plan and organize educational process. Such organization of educational process optimizes the activity of organizational-educational units of higher educational institutions.

  13. Organizational Climate and Work Addiction in Shahid Sadoughi University of Medical Sciences, 2014: a Case Study.

    Science.gov (United States)

    Rafiee, Noora; Bahrami, Mohammad Amin; Zare, Vahid; Mohammadi, Mahan

    2015-12-01

    The occupational nature of employees in headquarters units of the University requires them to deal with support issues. Thus, there is some pressure on these employees to complete their assignments on time so that employees in the line units can accurately and expeditiously perform their duties. As a result, work addiction behaviors are sometimes observed among the headquarters personnel. Considering the importance of work addiction and recognizing the factors that intensify it, this study investigated the relationship between organizational climate and the work addiction of headquarters personnel at the Shahid Sadoughi University of Medical Sciences. This descriptive-analytic study was conducted using stratified random sampling of 151 University employees in 2014. The data collection tool was an organizational climate questionnaire, which was supplemented by the Work Addiction Risk Test (WART). The data were analyzed using the Pearson test, Spearman test, independent t-test, Mann-Whitney test, one-way analysis of variance (ANOVA), and the Kruskal-Wallis test using IBM-SPSS version 20. The findings of this study showed that the organizational climate was at a moderate level, and employees were in the danger level in terms of work addiction. In addition, among the dimensions of organizational climate, the risk dimension had a significant relationship with work addiction (porganizational climate score was low and the work addiction score was at the high-risk level, this issue demands more attention of senior managers and human resource officers of organizations to improve the organizational climate and increase employees' awareness of work addiction.

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

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    Ebrahim Parcham

    2017-01-01

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

  15. Research in organizational participation and cooperation

    DEFF Research Database (Denmark)

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

    2005-01-01

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

  16. 28 CFR 0.135 - Functions common to heads of organizational units.

    Science.gov (United States)

    2010-07-01

    ... organizational unit authority and responsibility for the reallotment of such funds and control of obligations and... organizational units. 0.135 Section 0.135 Judicial Administration DEPARTMENT OF JUSTICE ORGANIZATION OF THE... Disqualification to Act § 0.135 Functions common to heads of organizational units. Subject to the general...

  17. Self-esteem and organizational values in university students and not university students from Lima

    OpenAIRE

    Loli Pineda, Alejandro E.; López Vega, Ernestina

    2014-01-01

    The selfesteem and the organizationals values in university students and not university students of Lima, is a study developed in a sample of 3215 students belonging to four universities of Lima; and not students conformed by egressions, professional and postgraduados, many of which show off directive charges in public or private companies, with the purpose to know the existing relation among the selfesteem and the values organizational of the same, in Lima Metropolitan, and to determine the ...

  18. CORPORATE E-MAIL SERVICE GOOGLE APPS AS AN INSTRUMENT OF ACTIVITY OF ORGANIZATIONAL-EDUCATIONAL UNITS OF THE HIGHER EDUCATIONAL INSTITUTION

    OpenAIRE

    Кarpenko А.

    2017-01-01

    The advantages of usage of cloud technologies, particularly, of Gmail service Google Apps in work of organizational-educational units of higher educational institutions are analyzed in this work. The main accents are put concerning usage of corporate e-mail Gmail service Google Apps, with the help of which informational-analytical support of activity of organizational-educational units of the University is provided. The author of the publication underlines key advantages of Gmail and analyses...

  19. Measuring organizational learning. Model testing in two Romanian universities

    OpenAIRE

    Alexandra Luciana Guţă

    2014-01-01

    The scientific literature associates organizational learning with superior organization performance. If we refer to the academic environment, we appreciate that it can develop and reach better levels of performance through changes driven from the inside. Thus, through this paper we elaborate on a conceptual model of organizational learning and we test the model on a sample of employees (university teachers and researchers) from two Romanian universities. The model comprises the process of org...

  20. Nursing management and organizational ethics in the intensive care unit.

    Science.gov (United States)

    Wlody, Ginger Schafer

    2007-02-01

    This article describes organizational ethics issues involved in nursing management of an intensive care unit. The intensive care team and medical center management have the dual responsibility to create an ethical environment in which to provide optimum patient care. Addressing organizational ethics is key to creating that ethical environment in the intensive care unit. During the past 15-20 yrs, increasing costs in health care, competitive markets, the effect of high technology, and global business changes have set the stage for business and healthcare organizational conflicts that affect the ethical environment. Studies show that critical care nurses experience moral distress and are affected by the ethical climate of both the intensive care unit and the larger organization. Thus, nursing moral distress may result in problems related to recruitment and retention of staff. Other issues with organizational ethics ramifications that may occur in the intensive care unit include patient safety issues (including those related to disruptive behavior), intensive care unit leadership style, research ethics, allocation of resources, triage, and other economic issues. Current organizational ethics conflicts are discussed, a professional practice model is described, and multidisciplinary recommendations are put forth.

  1. ORGANIZATIONAL CULTURE AS CUSTOMER-ORIENTED TECHNOLOGY TO IMPROVE THE COMPETITIVENESS OF THE UNIVERSITY

    Directory of Open Access Journals (Sweden)

    I. A. Demenenko

    2017-01-01

    Full Text Available The article discusses the features of formation and development of organizational culture of the University as customer-centric technology. The phenomenon of organizational culture is an essential resource for improving the competitiveness of the University, innovative development, indicators of international and research activities of the University. Stream organizational culture external (students, parents, employers and internal (students, faculty, University administration, staff/employees customers of the University determines the integration of elements of organizational culture of University in business environment of enterprises, through the involvement of graduates in professional environment. Organizational culture plays a very active role in the governance of higher education institution. At the present level of development of the market of educational services with the introduction of the national project of modernization of the education system organizational culture becomes a significant part of the formation of the University as an economic entity. It is a powerful factor in increasing the attractiveness of higher education institutions for potential consumers of educational and other services, as well as his staff. Organizational culture affects each student during his adaptation and socialization, psychological growth and learning at the University. Organizational culture and, after graduation, is in a symbiotic relationship with the employee as the object of professional activity. Potential employee during the period of study at the University “consumes” the historically established values of the University, participates in the established and developing its traditions, abides by the norms and rules of behavior, adapts to the society through various kinds of symbolism of the University, etc. In turn, the organizational culture of the University, as a basis for the development and socialization of a young man, becoming an

  2. Organizational Culture and Performance of Paith-Based Universities ...

    African Journals Online (AJOL)

    This study examines the impact of organizational culture on the performances of faith-based Universities in Ogun State, Nigeria. The study adopted a survey research design. The population of the study is the entire employees of the selected faith-based Universities in Ogun State. Primary data were used for the study.

  3. Organizational effects on patient satisfaction in hospital medical-surgical units.

    Science.gov (United States)

    Bacon, Cynthia Thornton; Mark, Barbara

    2009-05-01

    The purpose of this study was to examine the relationships between hospital context, nursing unit structure, and patient characteristics and patients' satisfaction with nursing care in hospitals. Although patient satisfaction has been widely researched, our understanding of the relationship between hospital context and nursing unit structure and their impact on patient satisfaction is limited. The data source for this study was the Outcomes Research in Nursing Administration Project, a multisite organizational study conducted to investigate relationships among nurse staffing, organizational context and structure, and patient outcomes. The sample for this study was 2,720 patients and 3,718 RNs in 286 medical-surgical units in 146 hospitals. Greater availability of nursing unit support services and higher levels of work engagement were associated with higher levels of patient satisfaction. Older age, better health status, and better symptom management were also associated with higher levels of patient satisfaction. Organizational factors in hospitals and nursing units, particularly support services on the nursing unit and mechanisms that foster nurses' work engagement and effective symptom management, are important influences on patient satisfaction.

  4. An Organizational Culture Study of Missouri State University Faculty/Staff in Relation to the University's Public Affair Mission

    Science.gov (United States)

    Weaver, Marissa LeClaire

    2012-01-01

    The purpose of the study was to address a problem of practice of the public affairs mission through the perceptions of faculty and staff members at Missouri State University of the University's organizational culture. The design included a phenomenological study with a set of organizational culture procedural questions related to the perceptions…

  5. Workplace Stress: Implications for Organizational Performance in a Nigerian Public University

    OpenAIRE

    Osibanjo, Omotayo; Salau, Odunayo P.; Falola, Hezekiah; Oyewunmi, Adebukola E.

    2016-01-01

    This study investigated the implications of workplace stress on organizational performance in a Nigerian Public University. The survey method was deployed in sampling one hundred and seventy (170) staff members of the University. The Structural Equation Modelling was adopted using AMOS to establish fitness. Results of the analyses indicate that role congruence, equity, recognition, and distance, have significant influence on organizational performance. This makes it imperative for organizatio...

  6. [Organization of clinical emergency units. Mission and environmental factors determine the organizational concept].

    Science.gov (United States)

    Genewein, U; Jakob, M; Bingisser, R; Burla, S; Heberer, M

    2009-02-01

    Mission and organization of emergency units were analysed to understand the underlying principles and concepts. The recent literature (2000-2007) on organizational structures and functional concepts of clinical emergency units was reviewed. An organizational portfolio based on the criteria specialization (presence of medical specialists on the emergency unit) and integration (integration of the emergency unit into the hospital structure) was established. The resulting organizational archetypes were comparatively assessed based on established efficiency criteria (efficiency of resource utilization, process efficiency, market efficiency). Clinical emergency units differ with regard to autonomy (within the hospital structure), range of services and service depth (horizontal and vertical integration). The "specialization"-"integration"-portfolio enabled the definition of typical organizational patterns (so-called archetypes): profit centres primarily driven by economic objectives, service centres operating on the basis of agreements with the hospital board, functional clinical units integrated into medical specialty units (e.g., surgery, gynaecology) and modular organizations characterized by small emergency teams that would call specialists immediately after triage and initial diagnostic. There is no "one fits all" concept for the organization of clinical emergency units. Instead, a number of well characterized organizational concepts are available enabling a rational choice based on a hospital's mission and demand.

  7. Optimization models of the supply of power structures’ organizational units with centralized procurement

    Directory of Open Access Journals (Sweden)

    Sysoiev Volodymyr

    2013-01-01

    Full Text Available Management of the state power structures’ organizational units for materiel and technical support requires the use of effective tools for supporting decisions, due to the complexity, interdependence, and dynamism of supply in the market economy. The corporate nature of power structures is of particular interest to centralized procurement management, as it provides significant advantages through coordination, eliminating duplication, and economy of scale. This article presents optimization models of the supply of state power structures’ organizational units with centralized procurement, for different levels of simulated materiel and technical support processes. The models allow us to find the most profitable options for state power structures’ organizational supply units in a centre-oriented logistics system in conditions of the changing needs, volume of allocated funds, and logistics costs that accompany the process of supply, by maximizing the provision level of organizational units with necessary material and technical resources for the entire planning period of supply by minimizing the total logistical costs, taking into account the diverse nature and the different priorities of organizational units and material and technical resources.

  8. Organizational Politics in the News--University Dissent: Power Play or Whistleblowing?

    Science.gov (United States)

    Yoder, Sharon Logsdon; Brenner, Donald J.

    Challenge to organizational authority, publicly presented in the local newspaper, can be either enlightening or trying for organizational managers and their public relations staff, depending on their viewpoint. Using a large public university as the organization, a study looked at these challenges and at what factors determine whether an…

  9. Organizational Behavior Analysis Focusing on the University of Texas System

    Science.gov (United States)

    Terry, Bobby K.

    2011-01-01

    This project analyzes the organizational behavior of the University of Texas System. The University of Texas System is comprised of nine academic and six health institutions. The University of Texas System has over 85,000 employees; the student enrollment is 202,240 with a budget of $2.25 billion dollars. This project has a total of four parts and…

  10. Characteristics of organizational culture at the maintenance units of two Nordic nuclear power plants

    International Nuclear Information System (INIS)

    Reiman, Teemu; Oedewald, Pia; Rollenhagen, Carl

    2005-01-01

    This study aims to characterize and assess the organizational cultures of two Nordic nuclear power plant (NPP) maintenance units. The research consisted of NPP maintenance units of Forsmark (Sweden) and Olkiluoto (Finland). The study strives to anticipate the consequences of the current practices, conceptions and assumptions in the given organizations to their ability and willingness to fulfill the organizational core task. The methods utilized in the study were organizational culture and core task questionnaire (CULTURE02) and semi-structured interviews. Similarities and differences in the perceived organizational values, conceptions of one's own work, conceptions of the demands of the maintenance task and organizational practices at the maintenance units were explored. The maintenance units at Olkiluoto and Forsmark had quite different organizational cultures, but they also shared a set of dimensions such as strong personal emphasis placed on safety. The authors propose that different cultural features and organizational practices may be equally effective from the perspective of the core task. The results show that due to the complexity of the maintenance work, the case organizations tend to emphasize some aspects of the maintenance task more than others. The reliability consequences of these cultural solutions to the maintenance task are discussed. The authors propose that the organizational core task, in this case the maintenance task, should be clear for all the workers. The results give implications that this has been a challenge recently as the maintenance work has been changing. The concepts of organizational core task and organizational culture could be useful as management tools to anticipate the consequences of organizational changes

  11. [Organizational commitment and job satisfaction: an exploratory study in family health units in Portugal].

    Science.gov (United States)

    Pereira, Isabel; Veloso, Ana; Silva, Isabel Soares; Costa, Patricio

    2017-05-18

    This study explored the relationship between organizational commitment and job satisfaction among workers in family health units. Six family health units in the North of Portugal participated, including 105 health professionals (physicians, nurses, and clinical secretaries). The study used the Portuguese adaptations of the Organizational Commitment Scale by Meyer & Allen (1997) and the Job Satisfaction Survey (Spector, 1985). The results suggest a positive association between organizational commitment and job satisfaction. The professionals are moderately satisfied and committed to the family health units; the most satisfactory aspects are the nature of the work, relationship to coworkers, and communication, while pay is the most unsatisfactory. The affective component of the commitment appears, highlighting the professionals' involvement in (and identification with) the family health units project. The linear regression model proved significant, and organizational commitment explains 22.7% of the variance in job satisfaction. For this sample, organizational commitment predicts job satisfaction.

  12. The Relationship of Organizational Citizenship Behavior with Job Satisfaction and Organizational Commitment of Nurses among Public Hospitals of Tehran University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Hossein Dargahi

    2017-12-01

    Conclusion: Considering the undesirable aspects of the research among nurses of Tehran University of Medical Sciences hospitals, It is recommended to improve the quality of work life, preventing burnout and creating an appropriate organizational atmosphere for nurses in the workplace. However, organizational justice, and other organizational variables should be assessed for improving of organizational citizenship behavior.  

  13. Organizational climate with gender equity and burnout among university academics in Japan

    OpenAIRE

    TAKA, Fumiaki; NOMURA, Kyoko; HORIE, Saki; TAKEMOTO, Keisuke; TAKEUCHI, Masumi; TAKENOSHITA, Shinichi; MURAKAMI, Aya; HIRAIKE, Haruko; OKINAGA, Hiroko; SMITH, Derek R.

    2016-01-01

    We investigated relationships between the perception of organizational climate with gender equity and psychological health among 94 women and 211 men in a Japanese private university in 2015 using the Copenhagen Burnout Inventory (i.e., personal, work-related and student-related burnout). Perceptions of organizational climate with respect to gender equity were measured with two scales including organizational engagement with a gender equal society in the workplace (consisting of three domains...

  14. Analysis of University Organizational Culture Perceptions and Demographic Variables as Predictors of Perceived Stress

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    Mustafa KESEN

    2015-06-01

    Full Text Available It has been seen that it is inevitable for individuals to be exposed to stress in their student lives as in their work lives. The aim of this study is to measure perceived stress levels of university students in the university organizational culture setting. To this end, it is investigated the relationship between perceived stress levels of university students and university organizational culture perceptions. By using questionnaire method it is measured that the perceptions of organizational culture in different stress levels and it is analyzed that the differences in students' perceived stress levels according to socio-demographic variables. The population of the study is comprised of randomly chosen 286 students who receive training at Bayburt University Faculty of Economics and Administrative Sciences. According to the results, it has been found that there is a significant difference between students' perceived stress and gender. While the students stating that they experience low level of stress give maximum points to the variable of adaptation to change, other students expressing that they are exposed high level of stress give minimum score to the variable of cooperation. Besides, it has been found that different demographic variables by various combinations have different effects on perceived stress and university organizational culture.

  15. Workplace Stress: Implications for Organizational Performance in a Nigerian Public University

    Directory of Open Access Journals (Sweden)

    Omotayo A. Osibanjo

    2016-09-01

    Full Text Available This study investigated the implications of workplace stress on organizational performance in a Nigerian Public University. The survey method was deployed in sampling one hundred and seventy (170 staff members of the University. The Structural Equation Modelling was adopted using AMOS to establish fitness. Results of the analyses indicate that role congruence, equity, recognition, and distance, have significant influence on organizational performance. This makes it imperative for organizations to invest necessary resources in developing strategies and interventions to reduce workplace stress. If this is achieved, there will be endless opportunities in terms of increased performance and overall sustainability.

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

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    Mohammad Q. Ahmad Al-Qarioti

    2015-11-01

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

  17. The organizational climate in university libraries: a study of sectoral libraries of the Federal University of Pernambuco

    Directory of Open Access Journals (Sweden)

    Andréa Maria da Silva

    2015-11-01

    Full Text Available Objective. This study investigates the perceptions of organizational climate of the employees working in the sector libraries at the Federal University of Pernambuco, in relation to leadership, communication, motivation and teamwork. Method. To achieve the proposed objective a survey was conducted with a questionnaire being answered by forty employees, viewing information on the organizational climate experienced in the sector libraries. Results. The main results of the survey indicated a predominantly satisfactory organizational climate in the analyzed libraries, considering that the organizational atmosphere proved to be sound, mingled with leaders and their teams, open to dialogue with professionals conducive to exercise a job competently. Conclusions. It is understood that the study of organizational climate in academic libraries is of paramount importência in order libraries are living, social and active organizations composed of human, technological, material, financial, which together need to perform with excellence the organizational climate

  18. Self-esteem and organizational values in university students from Lima

    OpenAIRE

    Loli Pineda, Alejandro; López Vega, Ernestina; Atalaya Pisco, María

    2014-01-01

    The selfesteem and the organizational values in students of the public and private university of Lima, it is a study developed in a sample of 1464 subject of a Public University and a Private University of the oldest and traditional of the country, in order to knowing the hierarchy of values organizecionales perceived by the university youths that expect from the organization in which you they would want to work to the culmination of their studies; the relationship between the selfesteem and ...

  19. 15 CFR 23.7 - Notice to Department of Commerce organizational units of implementation and procedures.

    Science.gov (United States)

    2010-01-01

    ... organizational units of implementation and procedures. 23.7 Section 23.7 Commerce and Foreign Trade Office of the... Department of Commerce organizational units of implementation and procedures. Following are roles and...) Otherwise determine and control the use of missing children materials and information by the Operating Unit...

  20. Assessing archetypes of organizational culture based on the Competing Values Framework: the experimental use of the framework in Japanese neonatal intensive care units.

    Science.gov (United States)

    Sasaki, Hatoko; Yonemoto, Naohiro; Mori, Rintaro; Nishida, Toshihiko; Kusuda, Satoshi; Nakayama, Takeo

    2017-06-01

    To assess organizational culture in neonatal intensive care units (NICUs) in Japan. Cross-sectional survey of organizational culture. Forty NICUs across Japan. Physicians and nurses who worked in NICUs (n = 2006). The Competing Values Framework (CVF) was used to assess the organizational culture of the study population. The 20-item CVF was divided into four culture archetypes: Group, Developmental, Hierarchical and Rational. We calculated geometric means (gmean) and 95% bootstrap confidence intervals of the individual dimensions by unit and occupation. The median number of staff, beds, physicians' work hours and work engagement were also calculated to examine the differences by culture archetypes. Group (gmean = 34.6) and Hierarchical (gmean = 31.7) culture archetypes were higher than Developmental (gmean = 16.3) and Rational (gmean = 17.4) among physicians as a whole. Hierarchical (gmean = 36.3) was the highest followed by Group (gmean = 25.8), Developmental (gmean = 16.3) and Rational (gmean = 21.7) among nurses as a whole. Units with dominant Hierarchical culture had a slightly higher number of physicians (median = 7) than dominant Group culture (median = 6). Units with dominant Group culture had a higher number of beds (median = 12) than dominant Hierarchical culture (median = 9) among physicians. Nurses from units with a dominant Group culture (median = 2.8) had slightly higher work engagement compared with those in units with a dominant Hierarchical culture (median = 2.6). Our findings revealed that organizational culture in NICUs varies depending on occupation and group size. Group and Hierarchical cultures predominated in Japanese NICUs. Assessing organizational culture will provide insights into the perceptions of unit values to improve quality of care. © The Author 2017. Published by Oxford University Press in association with the International Society for Quality in Health Care

  1. Relationship Between Cybernetics Management and Organizational Trust Among Librarians of Mazandaran University of Medical Sciences.

    Science.gov (United States)

    Ghiasi, Mitra; Shahrabi, Afsaneh; Siamian, Hasan

    2017-12-01

    Organization must keep current skills, abilities, and in the current field of competition, and move one step ahead of other competitors; for this purpose, must be a high degree of trust inside the organization. Cybernetic management is a new approach in management of organizations that its main task according to internal issues. This study aimed to investigate the relationship between cybernetics management and organizational trust among librarians of Mazandaran University of Medical Sciences. This is applied and analytical survey. which its population included all librarians of Mazandaran University of Medical Sciences, amounting to 42 people which were selected by census and participated in this research. There has no relationship between components of Cybernetics management (participative decision making, commitment, pay equity, Correct flow of information, develop a sense of ownership, online education) with organizational trust amongst librarians of Mazandaran University of Medical Sciences. And there has a significant relationship between flat Structure of cybernetics management and organizational trust. For data analysis was used Kolmogorov-Smirnov test and linear regression. There is no significant relationship between Cybernetic management and organizational trust amongst librarians of Mazandaran University of Medical Sciences.

  2. The Analysis of Organizational Diagnosis on Based Six Box Model in Universities

    Science.gov (United States)

    Hamid, Rahimi; Siadat, Sayyed Ali; Reza, Hoveida; Arash, Shahin; Ali, Nasrabadi Hasan; Azizollah, Arbabisarjou

    2011-01-01

    Purpose: The analysis of organizational diagnosis on based six box model at universities. Research method: Research method was descriptive-survey. Statistical population consisted of 1544 faculty members of universities which through random strafed sampling method 218 persons were chosen as the sample. Research Instrument were organizational…

  3. Organizational behavior of employees of Tehran University of Medical Sciences.

    Science.gov (United States)

    Dargahi, Hossein

    2012-01-01

    Organizational behaviors are commonly acknowledged as fundamentals of organizational life that strongly influence both formal and informal organizational processes, interpersonal relationships, work environments, and pay and promotion policies. The current study aims to investigate political behavior tendencies among employees of Tehran University of Medical Sciences (TUMS). This cross-sectional, descriptive and analytical study was conducted on 810 TUMS employees at the headquarters of the Tehran University of Medical Sciences, Iran during 2010-2011. The research tool for data collection was a researcher-tailored questionnaire on political behaviors. The validity of the questionnaire was confirmed by seven management professors, and its reliability was tested by a pilot study using test-retest method which yielded a Cronbach's alpha coefficient of 0.71. The respondents were asked to fill the questionnaire and express their perceptions and tendencies to engage in organizational behaviors. The collected data was read to and analyzed by IBM SPSS environment and correlation analytical methods. Overall, 729 respondents filled and returned the questionnaire yielding a response rate of 90%. Most of the respondents indicated that they had no tendency to engage in political behavior. Moreover, we found that there was a significant correlation between sex, higher education degrees, tenure and the employees' tendency to engage in political behavior. The participants were not overtly political because of their personal belief, ethical values, and personal characters. Non-political and overtly political employees are both prejudicial for all organizations. Therefore, it seems that the medium rate of good political behavior is vital and prevalent in Iranian organizations.

  4. Professional Ethics and Organizational Commitment Among the Education Department Staff of Tabriz University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Ali Imani

    2017-06-01

    Full Text Available Background: Concepts such as organizational commitment and employees’ and managers’ ethics provide decision-makers and policy makers with potentially useful information which can result in increasing organizational efficiency and effectiveness. This study aimed to explore the relationship between professional ethics and organizational commitment among the staff working in the education departments of Tabriz University of Medical Sciences. Methods: This cross-sectional study was conducted in 2015. The study population consisted of all staff working as educational experts in the education departments of Tabriz University of Medical Sciences (N = 65. Data collection instruments used in this study were two standard questionnaires on professional ethics and organizational commitment. SPSS software version 21 was used to analyze the data. Results: According to the results, mean scores obtained for professional ethics and organizational commitment were (91.57± 9.13 (95% CI, 89.23-93.91 and (64.89 ± 10.37 (95% CI, 62.2367.54, respectively. A significant relationship was observed between professional ethics and organizational commitment among the educational experts working in Tabriz University of Medical Sciences (correlation coefficient = 0.405 (P = 0.001 (at 95% confidence level. Furthermore, there was a significant relationship between professional ethics and work experience (P = 0.043. The highest level of professional ethics observed was associated with those participants having a work experience of ranging from 6 to 10 years. Individuals with fulltime employment scored the highest in organizational commitment. Conclusion: Educational experts possessed a high level of professional ethics. The finding provides the grounds for promoting organizational commitment, which will lead to higher levels of organizational effectiveness.

  5. Survey of organizational research climates in three research intensive, doctoral granting universities.

    Science.gov (United States)

    Wells, James A; Thrush, Carol R; Martinson, Brian C; May, Terry A; Stickler, Michelle; Callahan, Eileen C; Klomparens, Karen L

    2014-12-01

    The Survey of Organizational Research Climate (SOuRCe) is a new instrument that assesses dimensions of research integrity climate, including ethical leadership, socialization and communication processes, and policies, procedures, structures, and processes to address risks to research integrity. We present a descriptive analysis to characterize differences on the SOuRCe scales across departments, fields of study, and status categories (faculty, postdoctoral scholars, and graduate students) for 11,455 respondents from three research-intensive universities. Among the seven SOuRCe scales, variance explained by status and fields of study ranged from 7.6% (Advisor-Advisee Relations) to 16.2% (Integrity Norms). Department accounted for greater than 50% of the variance explained for each of the SOuRCe scales, ranging from 52.6% (Regulatory Quality) to 80.3% (Integrity Inhibitors). It is feasible to implement this instrument in large university settings across a broad range of fields, department types, and individual roles within academic units. Published baseline results provide initial data for institutions using the SOuRCe who wish to compare their own research integrity climates. © The Author(s) 2014.

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

    Directory of Open Access Journals (Sweden)

    Meiske Claudia

    2018-01-01

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

  7. Organizational and safety culture in Canadian intensive care units: relationship to size of intensive care unit and physician management model.

    Science.gov (United States)

    Dodek, Peter M; Wong, Hubert; Jaswal, Danny; Heyland, Daren K; Cook, Deborah J; Rocker, Graeme M; Kutsogiannis, Demetrios J; Dale, Craig; Fowler, Robert; Ayas, Najib T

    2012-02-01

    The objectives of this study are to describe organizational and safety culture in Canadian intensive care units (ICUs), to correlate culture with the number of beds and physician management model in each ICU, and to correlate organizational culture and safety culture. In this cross-sectional study, surveys of organizational and safety culture were administered to 2374 clinical staff in 23 Canadian tertiary care and community ICUs. For the 1285 completed surveys, scores were calculated for each of 34 domains. Average domain scores for each ICU were correlated with number of ICU beds and with intensivist vs nonintensivist management model. Domain scores for organizational culture were correlated with domain scores for safety culture. Culture domain scores were generally favorable in all ICUs. There were moderately strong positive correlations between number of ICU beds and perceived effectiveness at recruiting/retaining physicians (r = 0.58; P organizational and safety culture. Differences in perceptions between staff in larger and smaller ICUs highlight the importance of teamwork across units in larger ICUs. Copyright © 2012 Elsevier Inc. All rights reserved.

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

    Directory of Open Access Journals (Sweden)

    Dewi Nurma Hastuti

    2017-01-01

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

  9. Organizational climate with gender equity and burnout among university academics in Japan.

    Science.gov (United States)

    Taka, Fumiaki; Nomura, Kyoko; Horie, Saki; Takemoto, Keisuke; Takeuchi, Masumi; Takenoshita, Shinichi; Murakami, Aya; Hiraike, Haruko; Okinaga, Hiroko; Smith, Derek R

    2016-12-07

    We investigated relationships between the perception of organizational climate with gender equity and psychological health among 94 women and 211 men in a Japanese private university in 2015 using the Copenhagen Burnout Inventory (i.e., personal, work-related and student-related burnout). Perceptions of organizational climate with respect to gender equity were measured with two scales including organizational engagement with a gender equal society in the workplace (consisting of three domains of 'Women utilization', 'Organizational promotion of gender equal society' and 'Consultation service'); and a gender inequality in academia scale that had been previously developed. Multivariable linear models demonstrated significant statistical interactions between gender and perceptions of organizational climate; 'Women utilization' or lack of 'Inequality in academia' alleviated burnout only in women. In consequence of this gender difference, when 'Women utilization' was at a lower level, both personal (p=.038) and work-related (p=.010) burnout scores were higher in women, and the student-related burnout score was lower in women when they perceived less inequality in academia than in men (p=.030). As such, it is suggested organizational fairness for gender equity may be a useful tool to help mitigate psychological burnout among women in academia.

  10. Association between Organizational Commitment and Personality Traits of Faculty Members of Ahvaz Jundishapur University of Medical Sciences.

    Science.gov (United States)

    Khiavi, Farzad Faraji; Dashti, Rezvan; Mokhtari, Saeedeh

    2016-03-01

    Individual characteristics are important factors influencing organizational commitment. Also, committed human resources can lead organizations to performance improvement as well as personal and organizational achievements. This research aimed to determine the association between organizational commitment and personality traits among faculty members of Ahvaz Jundishapur University of Medical Sciences. the research population of this cross-sectional study was the faculty members of Ahvaz Jundishapur University of Medical Sciences (Ahvaz, Iran). The sample size was determined to be 83. Data collection instruments were the Allen and Meyer questionnaire for organizational commitment and Neo for characteristics' features. The data were analyzed through Pearson's product-moment correlation and the independent samples t-test, ANOVA, and simple linear regression analysis (SLR) by SPSS. Continuance commitment showed a significant positive association with neuroticism, extroversion, agreeableness, and conscientiousness. Normative commitment showed a significant positive association with conscientiousness and a negative association with extroversion (p = 0.001). Openness had a positive association with affective commitment. Openness and agreeableness, among the five characteristics' features, had the most effect on organizational commitment, as indicated by simple linear regression analysis. Faculty members' characteristics showed a significant association with their organizational commitment. Determining appropriate characteristic criteria for faculty members may lead to employing committed personnel to accomplish the University's objectives and tasks.

  11. Faculty Perceptions of Organizational Culture and Collegiality at Protestant Christian Universities in the Pacific Northwest

    Science.gov (United States)

    Johnson, Jamie R.

    2013-01-01

    This study focused on faculty perceptions of organizational culture and collegiality at denominationally affiliated Christian colleges and universities in the Pacific Northwest. It was found that while faculty members perceive tension around their experience of organizational culture, the extent of their relationships as cultivated through formal…

  12. Perception of the Effect of Leadership Styles on Organizational Commitment at Tribal Colleges and Universities

    Science.gov (United States)

    Mathern, Amber M.

    2016-01-01

    This study was conducted to determine if a relationship exists between the perceived leadership style of supervisors and the organizational commitment level of the subordinate employees within Tribal Colleges and Universities (TCUs). Additionally, the study examined whether a difference exists in the organizational commitment levels of TCU…

  13. Effects of the Educational Leadership of Nursing Unit Managers on Team Effectiveness: Mediating Effects of Organizational Communication.

    Science.gov (United States)

    Choi, Eun Ha; Kim, Eun-Kyung; Kim, Pil Bong

    2018-03-31

    EDUCATIONAL LEADERSHIP OF NURSING UNIT MANAGERS ON TEAM EFFECTIVENESS: Mediating Effects of Organizational Communication Satisfaction. This study identifies the effects of the educational leadership of nursing unit managers on team effectiveness and the mediating effects of organizational communication satisfaction; it highlights the importance of educational leadership and organizational communication and provides the data needed to enhance the education capacity of managers. The participants were 216 nursing unit managers of staff nurses at a tertiary hospital located in C Region, South Korea, and nurses who had worked for more than six months at the same hospital. This study was conducted using questionnaires on educational leadership, team effectiveness, and organizational communication satisfaction. Data analysis was performed with a t-test, ANOVA, Scheffé, Pearson's correlation coefficient, and simple and multiple regression analyses using SPSS version 23.0. Mediation analysis was tested using Baron and Kenny's regression analysis and a Sobel test. The mean score for the educational leadership of nursing unit managers was 3.74(±0.68); for organizational communication satisfaction, 3.14(±0.51); and for team effectiveness, 3.52(±0.49). Educational leadership was significantly positively correlated with team effectiveness and organizational communication satisfaction. Organizational communication satisfaction demonstrated a complete mediating effect on the relationship between educational leadership and team effectiveness (β=.61, pcommunication satisfaction among nurses; this supports the idea that educational leadership can contribute to team effectiveness. This suggests that the educational leadership and communication capacity of nursing unit managers must be improved to enhance the performance of nursing organizations. Copyright © 2018. Published by Elsevier B.V.

  14. Organizational Commitment in Estonian University Libraries: A Review and Survey

    Science.gov (United States)

    Kont, Kate-Riin; Jantson, Signe

    2014-01-01

    The data used in this article is based on the reviewing of relevant literature to provide an overview of the concepts of organizational commitment, job security, and interpersonal relations, as well as on the results of the original online survey, conducted by the article's authors, held in 2012 in Estonian university libraries governed by public…

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

    Science.gov (United States)

    Uslu, Baris; Welch, Anthony

    2018-01-01

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

  16. Organizational Models and Mythologies of the American Research University. ASHE 1986 Annual Meeting Paper.

    Science.gov (United States)

    Alpert, Daniel

    Features of the matrix model of the research university and myths about the academic enterprise are described, along with serious dissonances in the U.S. university system. The linear model, from which the matrix model evolved, describes the university's structure, perceived mission, and organizational behavior. A matrix model portrays in concise,…

  17. The Construction of an Organizational Climate Description Questionnaire for Academic Departments in Colleges and Universities.

    Science.gov (United States)

    Borrevik, Berge Andrew, Jr.

    The purpose of this investigation was to construct an Organizational Climate Description Questionnaire-Higher Education that would permit portrayal of the organizational climate of academic departments within colleges and universities. Data collected from the completion of pilot and research instruments was obtained from the faculty members in 72…

  18. Analysis of Nurses’ Organizational Deviant Behaviour: An Example of a University Hospital

    Directory of Open Access Journals (Sweden)

    Gamze Bayın

    2014-09-01

    Full Text Available Organizational deviant behavior is defined as intentionally behavior which is damaging both employees and organization and unsuitable to organization rules, norms, values, expectations and legal regulations.The aim of this study is to determine the level of organizational deviance of nurses, to expose differentiates of this level. according to the descriptive characteristics, to detect the dimensions of organizational deviance and to evaluate the relationship between these dimensions. Population of the study is nurses working at a University Hospital in Ankara. The sample is not selected and tried to reach all the nurses working at this hospital. However, 244 nurses were reached (%48,12. To measure organizational deviance, “Measure of Workplace Deviance Items”which was developed by Bennett and Robinson (2000was used. This scale consists from 15 expressions and 2 dimensions and its’ Cronbach's alpha coefficient was 0,94. As a result of the study, the mean score of nurses’ organizational deviance was found 1.85 ± 0.718. In addition, statistically significant, positive and moderately strong correlation was found between the two dimensions of organizational deviance (R= 0.701 . It can be suggested that health care managers should identify reasons and the ways of preventing of individual deviant behaviour. Thus, managers may prevent behaviour of deviation to the organization.

  19. Organizational climate with gender equity and burnout among university academics in Japan

    Science.gov (United States)

    TAKA, Fumiaki; NOMURA, Kyoko; HORIE, Saki; TAKEMOTO, Keisuke; TAKEUCHI, Masumi; TAKENOSHITA, Shinichi; MURAKAMI, Aya; HIRAIKE, Haruko; OKINAGA, Hiroko; SMITH, Derek R.

    2016-01-01

    We investigated relationships between the perception of organizational climate with gender equity and psychological health among 94 women and 211 men in a Japanese private university in 2015 using the Copenhagen Burnout Inventory (i.e., personal, work-related and student-related burnout). Perceptions of organizational climate with respect to gender equity were measured with two scales including organizational engagement with a gender equal society in the workplace (consisting of three domains of ‘Women utilization’, ‘Organizational promotion of gender equal society’ and ‘Consultation service’); and a gender inequality in academia scale that had been previously developed. Multivariable linear models demonstrated significant statistical interactions between gender and perceptions of organizational climate; ‘Women utilization’ or lack of ‘Inequality in academia’ alleviated burnout only in women. In consequence of this gender difference, when ‘Women utilization’ was at a lower level, both personal (p=.038) and work-related (p=.010) burnout scores were higher in women, and the student-related burnout score was lower in women when they perceived less inequality in academia than in men (p=.030). As such, it is suggested organizational fairness for gender equity may be a useful tool to help mitigate psychological burnout among women in academia. PMID:27725562

  20. Managerialism, Organizational Commitment, and Quality of Job Performances among European University Employees

    NARCIS (Netherlands)

    Smeenk, S.G.A.; Teelken, J.C.; Eisinga, R.N.; Doorewaard, J.A.C.M.

    2009-01-01

    To achieve efficient and effective quality improvement, European universities have gradually adopted organizational strategies, structures, technologies, management instruments, and values that are commonly found in the private business sector. Whereas some studies have shown that such managerialism

  1. Managerialism, organizational commitment and quality of job performances among European university employees

    NARCIS (Netherlands)

    Smeenk, S.; Teelken, Ch.; Eisinga, R.; Doorewaard, R.

    2009-01-01

    To achieve efficient and effective quality improvement, European universities have gradually adopted organizational strategies, structures, technologies, management instruments, and values that are commonly found in the private business sector. Whereas some studies have shown that such managerialism

  2. Departmentalization and Organizational Context: The Experience of the University of Guadalajara

    OpenAIRE

    Adrián Acosta Silva

    2005-01-01

    This work consists of an evaluation of the experience of organizational reform and academic departmentalization at a Mexican public university, the University of Guadalajara (U. of G.), occurred in the period of 1994-2005. It is a research carried out from the perspective of the institutional change analysis, which obeys the interest of carrying out a rigorous evaluation of the process, after 11 years of its institutional operation. From a reconstruction of the context that gave origin and se...

  3. The organizational memory in the process of knowledge management: Study in the Federal University of Paraná

    Directory of Open Access Journals (Sweden)

    Maria Olívia Ferreira Pereira

    2016-04-01

    Full Text Available Introduction: Organizational Memory allows the identification, registration, use and reuse of information and knowledge built from practice. The Universities need to improve their practices related to use and reuse of information derived from practical experiences lived and learned. Objective: Aims to identify Organizational Memory, as one element involving the representation of knowledge and information, as a practice of knowledge management in the Federal University of Paraná. Methodology: Exploratory study, supported on a literature review, with data collected through an online questionnaire distributed to the staff of the Dean of Research and Post Graduate Studies of Federal University of Paraná. Results: The results present data on the education of the study personnel. It is observed that employees realize the importance of organizational memory, but not yet aware of their importance as an essential element of management. Conclusion: Organizational Memory must be used as one component that propitiates to manage the intellectual and individual assets and a tool that should facilitate the sharing and reuse of corporate knowledge.

  4. Safety climate in university and college laboratories: impact of organizational and individual factors.

    Science.gov (United States)

    Wu, Tsung-Chih; Liu, Chi-Wei; Lu, Mu-Chen

    2007-01-01

    Universities and colleges serve to be institutions of education excellence; however, problems in the areas of occupational safety may undermine such goals. Occupational safety must be the concern of every employee in the organization, regardless of job position. Safety climate surveys have been suggested as important tools for measuring the effectiveness and improvement direction of safety programs. Thus, this study aims to investigate the influence of organizational and individual factors on safety climate in university and college laboratories. Employees at 100 universities and colleges in Taiwan were mailed a self-administered questionnaire survey; the response rate was 78%. Multivariate analysis of variance revealed that organizational category of ownership, the presence of a safety manager and safety committee, gender, age, title, accident experience, and safety training significantly affected the climate. Among them, accident experience and safety training affected the climate with practical significance. The authors recommend that managers should address important factors affecting safety issues and then create a positive climate by enforcing continuous improvements.

  5. Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand

    OpenAIRE

    Siripapun Leephaijaroen

    2016-01-01

    The objective of this research was to examine the effects of the big-five personality traits and organizational commitments on organizational citizenship behavior (OCB). The research method of this study was a mixed method combining quantitative and qualitative methods. For the quantitative research method, data were collected from 144 support staff at Ubon Ratchathani Rajabhat University, Thailand and the hypotheses were tested using the stepwise multiple regression analysis technique. For t...

  6. Exploring the Role of Human Capital Management on Organizational Success: Evidence from Public Universities

    Directory of Open Access Journals (Sweden)

    Odunayo Paul SALAU

    2016-12-01

    Full Text Available The demand for higher education in Nigeria has been considered as not only an investment in human capital, but also a pre-requisite for economic development. Consequent upon the expansion of higher education in Nigeria, quite a number of institutions have suffered decay due to poor work environments, inadequate educational facilities and poor funding which have resulted into unabated brain drain, strike and turnover. However, the need to develop talents is no longer hidden, what remains controversial is knowing the best method for managing human capacity especially in Nigerian State owned universities. Thus, this study examined the relationship between human capital management and organizational success using three State owned universities in Southwest, Nigeria. These universities (Ekiti State University (EKSU, Lagos State University (LASU, Tai Solarin University of Education (TASUED were chosen for their uniqueness. Survey research design was adopted with 398 respondents (staff. Self-administered questionnaire was adopted and analyzed with the adoption of Structural Equation Modelling (SEM. However, the results indicated that adequate leadership practices; learning capacity; workforce optimization; knowledge accessibility; workplace culture and; mentorship are significant predictors of organizational success in higher education.

  7. Managerialism, Organizational Commitment, and Quality of Job Performances among European University Employees

    Science.gov (United States)

    Smeenk, Sanne; Teelken, Christine; Eisinga, Rob; Doorewaard, Hans

    2009-01-01

    To achieve efficient and effective quality improvement, European universities have gradually adopted organizational strategies, structures, technologies, management instruments, and values that are commonly found in the private business sector. Whereas some studies have shown that such managerialism is beneficial to the quality of job performances…

  8. Designing the organizational creativity based on job characteristics and job involvement among physical education units’ employees of Technology University

    Directory of Open Access Journals (Sweden)

    Seyed Hossein Alavi

    2017-10-01

    Full Text Available The aim of the present study was designing the organizational creativity based on job characteristics and job involvement among physical education employees of Technology University. The statistical population of the present study consisted of all employees, experts, and physical education units’ managers. The statistical samples were 389 people reduced to 338 employees after eliminating the incomplete and useless questionnaires. The research method of the present study was descriptive-correlative. Three questionnaires of job characteristics, job involvement, and organizational creativity were used to evaluate the research variables which were distributed and gathered among research samples after translation and comparison with research samples via face validity (views of 12 sport management experts and construct validity. The research results were analyzed by Partial Least Square (PLS and showed that the best predictor of job involvement among physical education units’ employees of Technology University was problem solving (ES= 0.41. However, the job characteristics of autonomy (0.26 and job feedback (.024 had more effects on employees’ creativity. Other results showed that managers reported lower scores of job characteristics and creativity than sport employees. According to research findings, in order to achieve creativity in the workplace within physical education units of Technology University, the managers should stimulate the autonomy and feedback characteristics. Of course, it should not be neglected that this mechanism would be facilitated by creating the problem solving in job.

  9. Knowledge transfer through university-industry relations: some aspects of organizational culture. Teadmussiire ülikoolide ja majanduspraktika suhete abil: mõned organisatsioonikultuurilised aspektid

    Directory of Open Access Journals (Sweden)

    Maaja Vadi

    2013-01-01

    Full Text Available The role of national universities and other higher education institutions in knowledge transfer in countries with post-Soviet economies has been studied in very modest extent, especially in the context of small countries. This paper concentrates on the organizational culture aspects playing important role in the commercialization of university research within the university knowledge transfer and knowledge based society framework in Estonia. Knowledge sharing and commercialization depend on nature of organizational culture, as a part of internal environment. Two largest Estonian universities (University of Tartu and Tallinn University of Technology are compared in various factors influencing knowledge transfer using document analysis and interviews. The present study has shown that knowledge transfer faces numerous issues, and in particular soft issues (individual mindsets and organizational values may differ from university to university

  10. Organizational structuring and strategic business units in function of an effective management

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    Kovač Aleksandar

    2012-01-01

    Full Text Available In modern business conditions, in the conditions of extremely fast market changes which affect the way and the organization of a company's business, it is necessary to set up such an organizational structure which will provide the necessary flexibility and the base for further growth and development of the company. Each wrong business decision results in a waste of time, money and energy. In order to minimize mistakes as much as possible it is necessary to have a quality system of accounting information which is essential for making business decisions. In that sense, in order to provide quality accounting information and to enable the monitoring of the performances of particular parts of the company by the central management, forming and organizational structuring of the strategic business units is an effective way to answer the challenges of the business environment. Recently, a certain tendency of changes in the field of organizational structuring is noticeable, or, more precisely, of organizational restructuring of the business systems in closer and wider environment with a goal of delegating authorities and responsibilities to the organizational divisions. Profit centre, as an organizational part of a company which does not have a legal status, is of an exceptional importance.

  11. Examining the Impact of Organizational Strategies for Commercializing the Results of University Research

    OpenAIRE

    Mina Babazadeh Farakhoran; Tahereh Valizadeh; Roghaye Rezaee Giglo; Ali Sadouni; Fariba Semiyari

    2014-01-01

    King key of today world is creating value. it is a way of entering to the today working world and the main key of creation is joinery making and its values. In other words, joinery making is circle band between technology and bazaar. So paying attention to joinery making cause to do joinery making researches survey in university results and effective factors on universities. This research paid attention to the effect of organizational ways on joinery making in university researches. this rese...

  12. How organizational research can avoid the pitfalls of a co-optation perspective: analyzing gender equality work in Austrian universities with organizational institutionalism.

    Science.gov (United States)

    Striedinger, Angelika

    2017-04-03

    The concept of co-optation offers vocabulary to discuss how concerns and demands of feminist movements are transformed on their way to, and within, mainstream organizations and policymaking. However, applications of this concept can have problematic implications, failing to grasp the complexity of social change efforts and contributing to divisions, rather than alliances, between different groups that work and fight for gender equality. This article argues that conceptual tools from organizational institutionalism can help to avoid these pitfalls by capturing the ambivalence of organizational change initiatives, and allowing us to identify not only counterintentional effects, but also subtle and unexpected opportunities of organizational gender equality work. I illustrate my arguments with empirical examples from research on gender equality work in Austrian universities.

  13. Primary care units in Emilia-Romagna, Italy: an assessment of organizational culture.

    Science.gov (United States)

    Pracilio, Valerie P; Keith, Scott W; McAna, John; Rossi, Giuseppina; Brianti, Ettore; Fabi, Massimo; Maio, Vittorio

    2014-01-01

    This study investigates the organizational culture and associated characteristics of the newly established primary care units (PCUs)-collaborative teams of general practitioners (GPs) who provide patients with integrated health care services-in the Emilia-Romagna Region (RER), Italy. A survey instrument covering 6 cultural dimensions was administered to all 301 GPs in 21 PCUs in the Local Health Authority (LHA) of Parma, RER; the response rate was 79.1%. Management style, organizational trust, and collegiality proved to be more important aspects of PCU organizational culture than information sharing, quality, and cohesiveness. Cultural dimension scores were positively associated with certain characteristics of the PCUs including larger PCU size and greater proportion of older GPs. The presence of female GPs in the PCUs had a negative impact on collegiality, organizational trust, and quality. Feedback collected through this assessment will be useful to the RER and LHAs for evaluating and guiding improvements in the PCUs. © 2013 by the American College of Medical Quality.

  14. The effects of HRM practices and antecedents on organizational commitment among university employees

    NARCIS (Netherlands)

    Smeenk, S.G.A.; Eisinga, R.N.; Teelken, J.C.; Doorewaard, J.A.C.M.

    2006-01-01

    This paper examines which factors affect organizational commitment among Dutch university employees in two faculties with different academic identities (separatist versus hegemonist, Stiles, 2004). The analyses of Web survey data reveal that in the separatist faculty decentralization, compensation,

  15. Effect of Learning Organization Perception to the Organizational Commitment: A Comparison between Private and Public University

    Science.gov (United States)

    Balay, Refik

    2012-01-01

    This research aims to examine the impact of faculty members' learning organization perceptions to the organizational commitment through quantitative method. The study group consists of 172 faculty members working in two universities, which are private (Zirve University) and public (Harran University) ones. The research results show that faculty…

  16. Organizational Factors that Affect the University-Industry Technology Transfer Processes of a Private University

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    Lisiane Closs

    2012-02-01

    Full Text Available This case study researched organizational factors that affect the university-industry technology transfer (UITT processes of a private university, chosen by its success and uniqueness in the Brazilian context. Stood out as factors: innovation among pillars of management; valuing of research and intellectual property; qualified students, teachers and managers; multidisciplinary research groups; stability of governing body; performance of the TTO, Technology Management Agency and Technology Park. Difficulties highlighted were: reconciliation of time between activities of professors-researchers, bureaucracy and centralization of administrative and legal support; valuation of research results; approach and negotiation with companies. Among suggestions are: granting greater independence to the structures in charge of UITT and making them self-sustainable; training agents in technology marketing, sale, and negotiation skills.

  17. Effect of Industrial and Organizational Psychology on Administrators' Perception of Entrepreneurial University in Higher Education Institutions

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    H. Tezcan UYSAL

    2016-05-01

    Full Text Available The purpose of this study is to determine the impact of industrial and organizational psychology on entrepreneurship university perceptions of academic personnel that maintain their duties as executives within the climate of university. In accordance with this purpose, a study for academicians that carry out their duties as executives virtually in two state universities one of which (Y takes place among entrepreneur and entrepreneurial university index while another (X doesn't take place within this index was conducted. The results of the questionnaires which tried to measure the entrepreneurial university perception and industrial and organizational psychology were analyzed with correlation analysis, multiple regression analysis, Kruskal-Wallis H Test and Mann-Whitney U test within the scope of SPSS program. As a result of the correlation analysis that was conducted for both of the samplings, a significant relationship was detected between negative and positive industrial and organizational psychology and entrepreneurial university perception. As a result of the regression analysis that was conducted for the sample obtained from X university, it was determined that the psychological output that had the most effect on the entrepreneurship university perception of the executives was motivation while the negative output that had the most effect was the intention to quit the job. As a result of the regression analysis that was conducted for the sample obtained from the Y University, it was detected that the positive output that had the most effect on the entrepreneurial university conception of the executives was motivation, while the negative output that had the most effect was job stress. As a result of the comparison of both examples, the fundamental psychological factor that intensified the entrepreneurial university perception was high motivation.

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

    OpenAIRE

    Gök, Sibel; Karatuna, Işıl; Özkılıçcı, Gökçe

    2013-01-01

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

  19. Introducing a model of organizational envy management among university faculty members: A mixed research approach

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    Maris Zarin Daneshvar

    2016-01-01

    Full Text Available The present study aimed at offering a model of organizational envy management among faculty members of Islamic Azad Universities of East Azerbaijan Province. A mixed method through involving qualitative data and then quantitative data emphasizing on quantitative analysis. Population of the study was the entire faculty members with associate or higher degree in the educational year of 2014-2015. In the qualitative stage 20 individuals (experts were selected to design the primary model and questionnaire, and to fit the model 316 faculty members were selected. In the qualitative section it was specified that influential variables on envy management in faculty members are health organizational climate, spiritual leadership, effective communication, job satisfaction and professional development of professors and approved, as well in the quantitative section findings showed that there is a significant relationship between effective variables so that in indirect analysis of effect of organizational climate on envy management, the variable of spiritual leadership via the variable of effective communication had little effect on envy management than variables of professional development and job satisfaction. It is concluded that university managers should provide conditions and backgrounds of envy management in the universities and enable professors for more effective roles without envy in the scientific climate of university to achieve in educational, research and servicing efficiency.

  20. Organizational Mechanisms and Practice of Innovative Talents Cultivation in Local Colleges--A Case Study of Hubei University

    Science.gov (United States)

    Hu, Xin; Wan, Hong; Yang, Dejin; Shen, Xi

    2018-01-01

    The organizational mechanisms of innovative talents cultivation in Hubei University are as follows. Firstly, make top-level design on organizational administration such as improving the organization structure, setting up a committee of teaching instruction, establishing the mechanism of coordinative cultivation. Secondly, carry out a series of…

  1. The effects of HRM practices and antecedents on organizational commitment among university employees

    NARCIS (Netherlands)

    Smeenk, S.G.A.; Eisinga, R.N.; Teelken, J.C.; Doorewaard, J.A.C.M.

    2006-01-01

    This paper examines which factors affect organizational commitment among Dutch university employees in two faculties with different academic identities (separatist versus hegemonist, Stiles, 2004 Stiles, D. 2004. Narcissus Revisited: The Values of Management Academics and their Role in Business

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

    Science.gov (United States)

    Schulz, John

    2013-01-01

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

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

    Science.gov (United States)

    O'Neill, David Edward

    2012-01-01

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

  4. Learning Is Change: Creating an Environment for Sustainable Organizational Change in Continuing and Higher Education

    Science.gov (United States)

    Schultz, Christie

    2014-01-01

    This article explores the ways in which learning itself is a form of organizational change and, as such, supports organizational readiness for change. The study considers a continuing education unit within a major Canadian university that managed to transform its decentralized and independent student records and administration system (student…

  5. The Relation between Perceived Organizational Justice and Job Satisfaction among the Staff of Birjand University of Medical Sciences

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    Yahya Mohammadi

    2017-01-01

    Full Text Available Background: Perceived organizational justice refers to the staffs' feelings and perceptions concerning the justice and equity in behaviors and working relations. The aim of this study was to investigate the relation between perceived organizational justice and job satisfaction. Methods: This descriptive analytical study was conducted in 2015 in Birjand University of Medical Sciences. The population included all the staff of Birjand University of Medical Sciences. A total of 205 individuals were selected using stratified random sampling method. To collect the data, Niehoff and Moorman’s Organizational Justice Questionnaire (1993 and Kendall Smith Job Satisfaction (1969 were used. The collected data were analyzed in SPSS 16 using Pearson correlation test. Results: In this study, 83 people (40.5 % were male and 122 of them (59.5 % were female. The results showed that organizational justice and its dimensions (distributive, procedural, and interactive justice were significantly correlated with job satisfaction (p < 0.05. Conclusion: According to the results, considering perceived organizational justice by academic leaders can lead to improve employees' job satisfaction.

  6. Training and Organizational Commitment among Nurses in New Zealand and United States Public Hospitals Experiencing Industry and Organizational Change

    Science.gov (United States)

    Bartlett, Kenneth; Kang, Dae-seok

    2004-01-01

    This study examines the relationship between employee attitudes towards training and organizational commitment among a sample of nurses in New Zealand and the United States. Results show that perceived access to training, training frequency, motivation to learn from training, benefits of training, and supervisory support for training were…

  7. A Structural Equation Model of Knowledge Management Based On Organizational Climate in Universities

    OpenAIRE

    F. Nazem; M. Mozaiini; A. Seifi

    2014-01-01

    The purpose of the present study was to provide a structural model of knowledge management in universities based on organizational climate. The population of the research included all employees of Islamic Azad University (IAU). The sample consisted of 1590 employees selected using stratified and cluster random sampling method. The research instruments were two questionnaires which were administered in 78 IAU branches and education centers: Sallis and Jones’s (2002) Knowledge Management Questi...

  8. Relationships between Organizational Climate and Organizational Silence with Psychological Empowerment of Employees in Hospitals Affiliated with Birjand University of Medical Sciences; 2015

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    Parviz Aghaie Borzabad

    2015-10-01

    Full Text Available Background and Aim: Identifying factors associated with employees empowerment of their working centers can promote organizational performance of hospitals. The current study aimed at investigating the relationship of both organizational climate and organizational silence with psychological empowerment in the public hospitals affiliated with Birjand University of Medical Sciences (BUMS. Materials and Methods: This cross-sectional and correlational study was carried out in 2015. Using a stratified randomized sampling, 400 employees were selected from the public. hospitals affiliated with BUMS.  Data collection tools were. three self-administered questionnaires including organizational climate, organizational silence, and psychological empowerment. . Validity and reliability of the questionnaires were verified using experts judgment and Cronbach alpha coefficients more than 0.7, respectively. Data analysis was done by means of SPSS (V: 18 software using one sample t test, independent t test, Pearson correlation coefficient, and one-way ANOVA. The cut-off point of 70%.of Likert-type scale (3.5 was considered as an acceptable mean for each variable. Results: The mean organizational climate and organizational silence was 2.45 and 3.18, respectively which did not correspond with an acceptable mean (P<0.05. Although the mean psychological construct which was 3.6 had an acceptable value, mean of the two other sub-variables i.e. “trust to others” and “self-determination” were 3.2±0.83 and 3.42±0.67, respectively; and they were not at an acceptable level (P<0.05. It is observed that both organizational climate and organizational silence were positively correlated to psychological empowerment with 0.6 and 0.58 coefficients, respectively (P<0.05. Conclusion:  It is suggested that the hospitals administrators should promote the psychological empowerment of their employees  through improving organizational climate and decreasing organizational

  9. Model of Organizational Structure for University Institutes Binding with the Venezuelan Socioeconomic Reality

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    Rafael Pertuz Belloso

    2014-01-01

    Full Text Available The present study is aimed at proposing a model of organizational structure for university institutes binding with the Venezuelan socioeconomic reality. This is a descriptive non-experimental cross-sectional research study. The study population included 746 professors and administration from the Cabimas and Maracaibo Technological Universities. Data was collected using a questionnaire consisting of 54 items and analyzed using the percentage frequency distribution. Results obtained indicate the sub-systems not integrated in the studied institutions, coexisting bureaucratic structural typologies, and a clear decontextualized implementation of the nation’s plans, which shows low relevance and relationship to the Venezuelan socioeconomic reality. To remedy this situation, a mixed departmental/matrix organizational structure model was designed that integrates the department into a matrix network linking teaching, research, and social action projects. The implementation of this model was proposed in three stages or phases in order to achieve the operational characteristics of the departmental model.

  10. 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…

  11. Error Management Practices Interacting with National and Organizational Culture: The Case of Two State University Departments in Turkey

    Science.gov (United States)

    Göktürk, Söheyda; Bozoglu, Oguzhan; Günçavdi, Gizem

    2017-01-01

    Purpose: Elements of national and organizational cultures can contribute much to the success of error management in organizations. Accordingly, this study aims to consider how errors were approached in two state university departments in Turkey in relation to their specific organizational and national cultures. Design/methodology/approach: The…

  12. Implementation of a Matrix Organizational Structure: A Case Study.

    Science.gov (United States)

    Whorton, David M.

    The implementation of a matrix structure as an alternative to the traditional collegial/bureaucratic form at a college of education in a medium-size state university is described. Matrix organizational structures are differentiated from hierarchical bureaucratic structures by dividing the organization's tasks into functional units across which an…

  13. University Organizational Culture through Insider Eyes: A Case Study of a Writing Program

    Science.gov (United States)

    Orton, Haley; Conley, Sharon

    2016-01-01

    Using a case study approach, the authors examined university administrator and instructor perspectives about a writing program's organizational culture. In so doing, members of the writing program were invited to participate in interviews over a three-year period. This qualitative case study suggests that examples of culture through a three-lens…

  14. R&D Characteristics and Organizational Structure: Case Studies of University-Industry Research Centers

    Science.gov (United States)

    Hart, Maureen McArthur

    2013-01-01

    Within the past few decades, university-industry research centers have been developed in large numbers and emphasized as a valuable policy tool for innovation. Yet little is known about the heterogeneity of organizational structure within these centers, which has implications regarding policy for and management of these centers. This dissertation…

  15. The (non)sense of organizational change : An Essai about universal management hypes, sick consultancy metaphors, and healthy organization theories

    NARCIS (Netherlands)

    Sorge, A; van Witteloostuijn, A

    The global business world is infected by a virus that induces a permanent need for organizational change, which is fed by the management consultancy industry. The nature of the organizational change hype changes colour frequently, through the emergence of new universal management fashions. An urge

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

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    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.

  17. Assessing cross-national invariance of the three-component model of organizational commitment : a six-country study of European university employees

    NARCIS (Netherlands)

    Eisinga, R.; Teelken, Ch.; Doorewaard, H.

    2010-01-01

    This study examined cross-national invariance of Meyer and Allen’s three-component model of organizational commitment using samples of university faculty from six European countries. The analysis revealed strict factorial measurement invariance of affective, continuance, and normative organizational

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

    Science.gov (United States)

    Berger, Joseph B.

    2002-01-01

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

  19. Informing Leadership Models: Nursing and Organizational Characteristics of Neonatal Intensive Care Units in Freestanding Children's Hospitals.

    Science.gov (United States)

    Toole, Cheryl A; DeGrazia, Michele; Connor, Jean Anne; Gauvreau, Kimberlee; Kuzdeba, Hillary Bishop; Hickey, Patricia A

    Neonatal intensive care units (NICUs) located in freestanding children's hospitals may exhibit significant variation in nursing and organizational characteristics, which can serve as opportunities for collaboration to understand optimal staffing models and linkages to patient outcomes. Adopting methods used by Hickey et al in pediatric cardiovascular critical care, the purpose of this study was to provide a foundational description of the nursing and organizational characteristics for NICUs located in freestanding children's hospitals in the United States. Clinical nurse leaders in NICUs located in freestanding children's hospitals were invited to participate in an electronic cross-sectional survey. Descriptive analyses were used to summarize nursing and organizational characteristics. The response rate was 30% (13/43), with 69.2% of NICUs classified as level III/IV and 30.8% classified as level II/III. Licensed bed capacity varied significantly (range, 24-167), as did the proportion of full-time equivalent nurses (range, 71.78-252.3). Approximately three-quarters of staff nurses held baccalaureate degrees or higher. A quarter of nurses had 16 or more years (26.3%) of experience, and 36.9% of nurses had 11 or more years of nursing experience. Nearly one-third (29.2%) had 5 or less years of total nursing experience. Few nurses (10.6%) held neonatal specialty certification. All units had nurse educators, national and unit-based quality metrics, and procedural checklists. This study identified (1) variation in staffing models signaling an opportunity for collaboration, (2) the need to establish ongoing processes for sites to participate in future collaborative efforts, and (3) survey modifications necessary to ensure a more comprehensive understanding of nursing and organizational characteristics in freestanding children's hospital NICUs.

  20. Joint-Service Integration: An Organizational Culture Study of the United States Department of Defense Voluntary Education System

    Science.gov (United States)

    Benson, Martin K.

    2010-01-01

    The purpose of the descriptive case study with a multiple case framework was to (a) describe the organizational cultures of education programs and leaders in the United States (U.S.) Department of Defense (DoD) voluntary education system on Oahu, Hawaii; (b) determine if an overlapping common organizational culture exists; and (c) assess the…

  1. Title: A study of the relationship between managers\\' decision making styles and organizational health in Isfahan University of Medical Sciences

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    S Bahrami

    2012-12-01

    Full Text Available   Background and Aims: Managers decision making style can function effectively correct departments in universities and its positive impact on organizational health group will increase efficiency. The present study aims to examine the relationship between the decision-making styles and organizational health departments in Isfahan University of Medical Sciences.   Methods: A descriptive and survey research method was utilized. The statistical population included all 594 members of Isfahan Medical Science University Colleges from which a sample of 201 was selected though a classified random sampling   The data gathering instruments included, a researcher – made decision making questionnaire and the Ho & Feldmn (1990, organizational health questionnaire. The reliability of the instruments was estimated 0.86 and 0.92 respectively, though Cronbach Alpha coefficient. Utilizing SPSS (15 statistical software, both descriptive and inferential statistics were applied to analyze the data.   Results: Consultative decision making scored the highest average among the chairpersons, while the authoritative style scored the lowest average. The departments' organizational health was more than mean level in all dimensions except chairperson's influence. Moreover, a significant relationship was observed between decision making style and organizational health indices. Also a direct relationship was not observed between authoritarian decision makings and institutional integration, chairperson influence, consideration, initiating structure, and academic emphasis. A direct relationship was observed between Consultative decision making and chairperson influence, consideration, initiating structure, resource support, morale, and academic emphasis. A direct relationship was observed between Participative decision making and chairperson Influence, consideration, initiating structure.   Conclusion: Consultative and participative decision making can lead to enhancement

  2. Information Services at the University of Calgary.

    Science.gov (United States)

    Norris, Douglas

    The University of Calgary was the first university in Canada to combine its library, computer center, and audiovisual services into one unit. For a period of three years the Division of Information Services administered and coordinated library services, computer services, and communications media. The organizational structure, objectives, and the…

  3. A Study of the Organizational Culture at a Higher Education Institution [Case Study: Plekhanov Russian University of Economics (PRUE)

    Science.gov (United States)

    Vasyakin, Bogdan S.; Ivleva, Marina I.; Pozharskaya, Yelena L.; Shcherbakova, Olga I.

    2016-01-01

    The article offers an analysis of the organizational culture at a higher education institution as in the case of the Plekhanov Russian University of Economics, conducted in order to study the students' involvement in this culture and to draw conclusions as to what organizational culture principles are internalized by the students. The study used…

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

    OpenAIRE

    Cheasakul, Uree; Varma, Parvathy

    2016-01-01

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

  5. Organizational learning, entrepreneurial orientation, and the role of university engagement in SMEs

    OpenAIRE

    Dada, Lola; Fogg, Helen

    2016-01-01

    This article analyses the effect of entrepreneurial orientation (EO) on organizational learning (OL) in small and medium-sized enterprises (SMEs) and the role of business/university engagement on the relationship between these two constructs. A cross-sectional research design, drawing upon a postal questionnaire survey, was employed to collect data from a sample of 206 UK SMEs. The results obtained from both the regression and moderated regression analyses revealed that EO positively impacts ...

  6. Workplace empowerment and organizational commitment among nurses working at the Main University Hospital, Alexandria, Egypt.

    Science.gov (United States)

    Ibrahem, Samaa Z; Elhoseeny, Taghareed; Mahmoud, Rasha A

    2013-08-01

    High-quality patient care depends on a nursing workforce that is empowered to provide care according to professional nursing standards. Numerous studies have established positive relationships between empowerment and important nursing outcomes such as work effectiveness, job satisfaction, and organizational commitment. A cross-sectional study design was used to assess the relationships between structural and psychological empowerment and their effects on hospital nurses' organizational commitment at the Main University Hospital in Alexandria governorate. The total number of nurses who participated in the study was 150 nurses, and four interview questionnaires were used to measure the study variables. The mean score percentage was higher for overall psychological empowerment (68.75%) than for overall structural empowerment (46.25%). There was a significant direct intermediate correlation between nurses' perceptions of overall structural and psychological work empowerment and their overall organizational commitment. There was no significant relationship between structural and psychological empowerment, organizational commitment and sociodemographic characteristics of nurses except for the overall organizational commitment with age (r=0.260), overall structural empowerment in the working department (P=0.031), and overall organizational commitment with nursing experience (significance=0.025). Overall psychological empowerment achieved a higher mean score percentage compared with overall structural empowerment. Changing workplace structures is within the mandate of nurses' managers in their roles as advocates for and facilitators of high-quality care. The most significant opportunity for improvement is in the area of formal power, including flexibility, adaptability, creativity associated with discretionary decision-making, visibility, and centrality to organizational purpose and goals.

  7. [Medical surveillance in university: organizational difficulties, legal problems, scientific e technical specificities. Experience of University of Milan Bicocca].

    Science.gov (United States)

    D'Orso, M I; Giuliani, C; Assini, R; Riva, M A; Cesana, G

    2012-01-01

    Our research describes activities of Occupational Health carried out during last year in University of Milan Bicocca by Occupational Doctors. We describe results of medical surveillance in 1153 employees or students exposed to occupational risks for health and safety. We report results obtained, technical difficulties, organizational problems, and preventive actions decided to improve functionality of our activity. Students seem to be less protected and consequently seem to have higher professional safety and health risks.

  8. ORGANIZATIONAL STRUCTURE OF RESEARCH PROJECT ACTIVITIES PERFORMED AT MEDICAL UNIVERSITIES IN BULGARIA.

    Directory of Open Access Journals (Sweden)

    Svetoslav Garov

    2013-07-01

    Full Text Available Introduction: There are five Bulgarian medical universities in the cities of Sofia, Plovdiv, Varna, Pleven and Stara Zagora. A major priority of medical universities is to encourage research activities mainly aimed at preparation and implementation of research projects. Projects are managed by the participating organizations called “beneficiaries”. Beneficiaries develop projects, apply for finances and if approved they implement those projects.Aim: The purpose of our study is to examine the organizational structure of research project activities on the macro level and on the micro level in Bulgarian medical universities.Material and methods: In order to define the separate elements of the organizational structure and to analyze the relations and interaction between them we have applied a documentary and sociological approach. Results: During the last six years there was a significant increase in the number and the overall annual financial value of the projects performed at medical universities in Bulgaria. The reasons for such increase are: managers realizing the advantages of and benefits from the implementation of research projects ensuring high quality modernization of research units’ equipment and facilities; access to innovative technologies; development of interdisciplinary relations, etc. Benefits arising from improved results motivate us to consider as appropriate some additional investments aimed at increasing the number of team members and further optimization of the currently existing structures (research centers in charge of research with the purpose of achieving even better results in this particular field. Conclusion: The role of research project activities in medical universities’ research field is of vital importance for the educational institutions’ success. Taking into consideration the changed conditions, European possibilities and the highly competitive environment, realizing this aspect will be essential for the

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

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    Kabiru Ishola Genty

    2017-10-01

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

  10. Roles of University Support for International Students in the United States: Analysis of a Systematic Model of University Identification, University Support, and Psychological Well-Being

    Science.gov (United States)

    Cho, Jaehee; Yu, Hongsik

    2015-01-01

    Unlike previous research on international students' social support, this current study applied the concept of organizational support to university contexts, examining the effects of university support. Mainly based on the social identity/self-categorization stress model, this study developed and tested a path model composed of four key…

  11. Departmentalization and Organizational Context: The Experience of the University of Guadalajara

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    Adrián Acosta Silva

    2005-05-01

    Full Text Available This work consists of an evaluation of the experience of organizational reform and academic departmentalization at a Mexican public university, the University of Guadalajara (U. of G., occurred in the period of 1994-2005. It is a research carried out from the perspective of the institutional change analysis, which obeys the interest of carrying out a rigorous evaluation of the process, after 11 years of its institutional operation. From a reconstruction of the context that gave origin and sense to the reform proposal and to the idea of academic departmentalization, some of the results and conditions in which the academic departments of the U. of G operate are analyzed. Finally, some of the problems and challenges that face the departmental structure in this institutional experience are identified.

  12. The organizational social context of mental health services and clinician attitudes toward evidence-based practice: a United States national study

    Science.gov (United States)

    2012-01-01

    Background Evidence-based practices have not been routinely adopted in community mental health organizations despite the support of scientific evidence and in some cases even legislative or regulatory action. We examined the association of clinician attitudes toward evidence-based practice with organizational culture, climate, and other characteristics in a nationally representative sample of mental health organizations in the United States. Methods In-person, group-administered surveys were conducted with a sample of 1,112 mental health service providers in a nationwide sample of 100 mental health service institutions in 26 states in the United States. The study examines these associations with a two-level Hierarchical Linear Modeling (HLM) analysis of responses to the Evidence-Based Practice Attitude Scale (EBPAS) at the individual clinician level as a function of the Organizational Social Context (OSC) measure at the organizational level, controlling for other organization and clinician characteristics. Results We found that more proficient organizational cultures and more engaged and less stressful organizational climates were associated with positive clinician attitudes toward adopting evidence-based practice. Conclusions The findings suggest that organizational intervention strategies for improving the organizational social context of mental health services may contribute to the success of evidence-based practice dissemination and implementation efforts by influencing clinician attitudes. PMID:22726759

  13. The organizational social context of mental health services and clinician attitudes toward evidence-based practice: a United States national study

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    Aarons Gregory A

    2012-06-01

    Full Text Available Abstract Background Evidence-based practices have not been routinely adopted in community mental health organizations despite the support of scientific evidence and in some cases even legislative or regulatory action. We examined the association of clinician attitudes toward evidence-based practice with organizational culture, climate, and other characteristics in a nationally representative sample of mental health organizations in the United States. Methods In-person, group-administered surveys were conducted with a sample of 1,112 mental health service providers in a nationwide sample of 100 mental health service institutions in 26 states in the United States. The study examines these associations with a two-level Hierarchical Linear Modeling (HLM analysis of responses to the Evidence-Based Practice Attitude Scale (EBPAS at the individual clinician level as a function of the Organizational Social Context (OSC measure at the organizational level, controlling for other organization and clinician characteristics. Results We found that more proficient organizational cultures and more engaged and less stressful organizational climates were associated with positive clinician attitudes toward adopting evidence-based practice. Conclusions The findings suggest that organizational intervention strategies for improving the organizational social context of mental health services may contribute to the success of evidence-based practice dissemination and implementation efforts by influencing clinician attitudes.

  14. Organizational Learning Capability: An Example of University Hospital

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    Yasin UZUNTARLA

    2015-06-01

    Full Text Available In health care institutions aiming healthy society by the way protecting and promoting human health, reaching information has a vital importance. This descriptive research purposed an evaluation of organizational learning capability of 396 employees working in Gülhane Military Medical Academy Hospital. A questionnaire including socio-demographic characteristics was used along with Organizational Learning Capability scale designed by Ricardo CHIVA and His Friends. Data acquired was analyzed with SPSS 15.0 program. Participants’ Organizational Learning Capability and its subscales means were assessed in terms of their sociodemographic characteristics. Assessing participants’ answers in terms of 5 subscales which are experimentation, risk taking, interaction with the external environment, dialogue and participatory decision-making; for education level and professional groups, statistical significant differences was found between Organizational Learning Capability and its subscales means.

  15. Operational Efficiency of Information Technology and Organizational Performance of State Universities and Colleges in Region VI, Philippines

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    Samson M. Lausa

    2016-11-01

    Full Text Available Over the past years educational institutions have been investing increasingly substantial amount of money in integrating Information Technology (IT in the course of educational services delivery with the objective of improving operational efficiency and competitive advantage. The important role IT plays in educational institutions is unquestionable. It is regarded as a critical factor of innovation for growth and survival. The evaluation of the impact of this innovation in the educational system drives the researcher to undertake a study on Operational Efficiency of Information Technology and Organizational Performance of State Universities and Colleges (SUCs of Region VI, Philippines. Descriptive method was used utilizing a validated survey questionnaire which also involved the desk and field research conducted by a panel of two field researchers including the researcher himself covering selected SUCs of Region VI. Deans or department heads and faculty of the different colleges or departments, administrative and academic officials constitute the respondents of the study. Stratified proportional random sampling and purposive sampling were used in the study. Results of the study were viewed and analyzed using the Mean and the Pearson r Correlation Coefficient. Findings revealed that the operational efficiency of the SUCs of Region VI is moderately efficient while the majority of colleges/universities are performing moderately efficient. The study also revealed that the organizational performance of SUCs and the majority of colleges/universities are performing very satisfactory. Likewise, the findings also showed a significant relationship between the operational efficiency of information technology and organizational performance of SUCs. However, a significant relationship between operational efficiency and organizational performance of SUCs in instruction does not exist while a significant relationship exists in research, extension and

  16. Research on the relationship of institutional innovation, organizational learning and synergistic effect: An empirical study of chineses university spin-offs

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    Zhang Hao

    2014-06-01

    Full Text Available Purpose: At present, the Central Government of China pays more attention to the synergistic innovation, and the national strategy policy of “innovation driven development” are made to implementations. Thus, the university plays an important role in the national innovation system, so that how the university gets involved in innovative activities becomes the primary problem of innovation strategy. This paper utilizes Chinese university spin-offs survey data to identify the influence process from institutional innovation and organizational learning to synergistic effect of organization. Design/methodology/approach: Firstly, we found that following the procedural view, each one of these three elements can be divided into two parts. Then, we established structural equation modeling with the connections between these six subdivisions. Secondly, by taking 270 university Spin-offs in China as samples, we verified the fit of the model through statistical data on the questionnaire survey. Thirdly, we analyzed the relationship and influence path of the institutional innovation, organizational learning and synergistic effect. Findings: The results of empirical research show that institutional implementation process is positive correlation on both sides of synergistic effect, and, the intermediary role is obvious that external organizational learning played a regulatory role between institutional innovation synergistic effects. Research limitations/implications: A large-scale questionnaire survey showed that the influence path of “institutions -organization-innovation performance" are existed. Therefore, the system analysis framework should be introduced to the emergence and development of University spin-offs, and further explored the synergistic process of institutional change and organizational evolution. Practical implications: University spin-offs are a mode of university - industry cooperation, and it takes participation in market competition

  17. Measuring the Level of Organizational Performance in the Yemeni Public Universities from the Perspective of the Balanced Score Card: A Field Study in the Universities of Sana'a and Aden

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    بسام مسلم

    2017-12-01

    Full Text Available The research aimed at measuring the level of organizational performance according to the perspective of the Balanced Score Card (BSC. It also aimed to identify the nature of the differences in measuring the performance level in the light of the variables and type of higher management positions, faculty type, and years of service years. The researcher used the descriptive analytical methodology, where the concept of organizational performance was explained, and the related previous studies were reviewed and presented, with a focus on the strategic approach to measure the performance from the BSC perspective. To achieve the objective of the study, a questionnaire was designed, consisting of 36 indictors distributed over the four dimensions of the BSC (learning and growth, internal operations, clients, and finance. The sample included 80 participants representing academic and administrative leaders in the Universities of Sana'a and Aden. The research concluded that the organizational performance level was generally low in both universities. This was a reflection of weak performance in the BSC four dimensions. No differences occurred in the evaluation levels of those dimensions that could be attributed to these variables: type of higher management positions, faculty type, and years of service. Keywords: Balanced Score Card, Organizational performance, Public universities.

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

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    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.

  19. Examining the relationship among emotional intelligence, organizational communications and organizational citizenship behavior

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    Zarifeh Eynollahzadeh

    2015-05-01

    Full Text Available This paper investigates the relationship between emotional intelligence, organizational communications and organizational citizenship behavior (OCB for a case study of Islamic Azad University, Gorgan Branch, and Sama Institution in Iran. Statistical population includes all heads and assistants and employees of Islamic Azad University and Sama Institution in city of Gorgan, Iran as 300 people. Sample size was determined as 169 people according to Korjesi and Morgan table. This research is operational by goal, and survey and correlation by method. To determine questionnaire reliability and questionnaire validity, Cronbach Alpha coefficient for emotional intelligence questionnaire, organizational communications questionnaire, and OCB questionnaire were calculated as 0.86, 0.86, 0.87 and 0.85, respectively. To analyze data and information, Pearson correlation coefficient by inferential level was used. Results indicate that there was a significant relationship between emotional intelligence and organizational communication and OCB.

  20. Assess the Relationship between Workplace Spirituality and Organizational Commitment of Administrative Staff of Zahedan University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    2015-07-01

    Full Text Available Introduction: One of the hidden factors, however, influences the behavior of employees, their commitment to the organization and their jobs. Thus, identifying factors affecting the organizational commitment is an important task of managers that in this study, the role of workplace spirituality in its occurrence are discussed. Methods: The present study was conducted to assess the relationship between workplace spirituality and organizational commitment. This is a descriptive - correlation study that 151 Administrative Staff of Zahedan University of Medical Sciences was selected by random sampling method in December. The study instruments included workplace spirituality Questionnaire (Milliman et al. 2003 and organizational commitment (Linz, 2003. The scores were analyzed using the Spearman correlation coefficient and multiple regression by Software SPSS17. Results: between workplace spirituality and its three components (meaningful work, a sense of solidarity and alignment values there was a significant positive correlation with the organizational commitment staff (p<0/01. Also, all three components of spirituality at work ability to predict organizational commitment staff (p<0/05. Conclusion: With the development of workplace spirituality, meaningful work, a sense of solidarity and alignment values in organizations, Can be accepted that organizational commitment of employees increases.

  1. Modeling Organizational Cognition

    DEFF Research Database (Denmark)

    Secchi, Davide; Cowley, Stephen

    2018-01-01

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

  2. Organizational learning in a college of nursing: A learning history.

    Science.gov (United States)

    Lyman, Bret; Cowan, Lisa A; Hoyt, Hannah C

    2018-02-01

    College of nursing leaders can foster organizational learning as a means of achieving their desired organizational outcomes. Organizational learning has not previously been studied in colleges of nursing, leaving college administrators and faculty little guidance as they strive to improve outcomes in their own colleges. The purpose of this study was to discover new insights related to organizational learning in a college of nursing. The learning history method was used to document and describe organizational learning in a college of nursing. This study was conducted with a college of nursing situated in a private, religious-based university in the western United States. Six stakeholders and 16 individuals familiar with the college's history were purposively recruited for this study. Participants included college administrators, faculty, students, alumni, and individuals with university-level responsibilities related to the college. Semi-structured interviews and college artifacts were used to gather data. Data was reviewed and themes identified through a process called "distillation." The college's vision, "Learning the Healer's Art" provides purpose and motivation within the college. Four themes provide additional insight into how the college established a learning culture and fosters behavior conducive to organizational learning: (1) Character and Quality, (2) Long-Term Perspective, (3) Collaborative Leadership and Adaptation, and (4) Mentoring. College of nursing leaders can foster organizational learning and pursue improvement within their colleges. Recommended actions include developing a shared vision for the college, building a cadre of qualified faculty and students who have strong personal character, maintaining a long-term perspective, using a collaborative approach to leadership and adaptation, and facilitating mentoring. Copyright © 2017 Elsevier Ltd. All rights reserved.

  3. Using a Virtual Manipulative Environment to Support Students' Organizational Structuring of Volume Units

    Science.gov (United States)

    O'Dell, Jenna R.; Barrett, Jeffrey E.; Cullen, Craig J.; Rupnow, Theodore J.; Clements, Douglas H.; Sarama, Julie; Rutherford, George; Beck, Pamela S.

    2017-01-01

    In this study, we investigated how Grade 3 and 4 students' organizational structure for volume units develops through repeated experiences with a virtual manipulative for building prisms. Our data consist of taped clinical interviews within a micro-genetic experiment. We report on student strategy development using a virtual manipulative for…

  4. The relationship of centralization, organizational culture and performance indexes in teaching hospitals affiliated to Tehran University of Medical Sciences.

    Science.gov (United States)

    Nasirpour, Amir Ashkan; Gohari, Mahmoud Reza; Moradi, Saied

    2010-01-01

    One of the main problems in the efficiency and efficacy of an organization is its structural issue. Organizational culture is also considered as an effective factor in the performance of many organizations. The main goal of the present study was to determine the relationship of Centralization and organizational culture and performance indexes in Teaching Hospitals affiliated to Tehran University of Medical Sciences. This correlation study was performed in the year 2007. The population studied consisted of 4408 personnel from 13 hospitals among whom 441 subjects were selected and studied via a class sampling method. Data was compiled using a check list concerning the evaluation status of Centralization and another form concerning performance indexes as well as Robbin's organizational culture questionnaire. Data were obtained from the subjects by self answering and analyzed by using descriptive statistical indexes, T- test and Fisher's exact tests. Among the organizational culture indexes of the hospitals studied, control and organizational identity was better as compared to others (mean=3.32 and 3.30). Concerning the extent of Centralization in the hospitals studied, 53.85 % and 46.15 % were reported to have upper and lower organizational Centralization, respectively. Mean ratio of surgical operations to inpatients was 40%, the mean rate of admissions per active bed was 60.83, mean bed occupancy coefficient was 70.79%, average length of stay was 6.96 days, and mean net death rate was 1.41%. No significant correlation was seen between Centralization degree, organizational culture and performance indexes in teaching hospitals Tehran university of medical sciences. (with 95% confidence interval). Due to the fact that first grade Teaching hospitals use board certified members, expert personnel, and advanced equipments and because of the limitation of patients choice and, the extent of Centralization and many organizational culture components have no significant

  5. La comunicación para la salud como disciplina en las universidades estadounidenses Health communication as a field of study in universities in the United States of America

    Directory of Open Access Journals (Sweden)

    Rina Alcalay

    1999-03-01

    Full Text Available This article analyzes the state of development of communications related to health in universities of the United States of America. This specialty is essential for people's well-being, and it involves interpersonal, organizational, and mass communications. In the United States, communications for health promotion is an area of applied communications with social relevance and generally performed in interdisciplinary settings. A number of universities in the United States offer communications master's degree programs with an emphasis on health. However, so far, the only program with a formal graduate degree in health and communications is one jointly offered by the Emerson University Department of Communications and the Tufts School of Medicine. Developing and including this specialization in the schools of communications in Latin America is crucial to improving the quality of life of the peoples of the continent.

  6. 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...

  7. 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.

  8. An International Comparison of the Effects of HRM Practices and Organizational Commitment on Quality of Job Performances among European University Employees

    Science.gov (United States)

    Smeenk, Sanne; Teelken, Christine; Eisinga, Rob; Doorewaard, Hans

    2008-01-01

    Societal developments have forced universities all over Europe to replace their "professional" strategies, structures, and values by organizational characteristics that could be stereotyped as "private sector" features. This trend is known as "managerialism". Since university employees generally stick to professional…

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

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    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.

  10. Stroke unit Nurse Managers' views of individual and organizational factors liable to influence evidence-based practice: A survey.

    Science.gov (United States)

    Drury, Peta; McInnes, Elizabeth; Hardy, Jennifer; Dale, Simeon; Middleton, Sandy

    2016-04-01

    The uptake of evidence into practice may be impeded or facilitated by individual and organizational factors within the local context. This study investigated Nurse Managers of New South Wales, Australia, stroke units (n = 19) in their views on: leadership ability (measured by the Leadership Practices Inventory), organizational learning (measured by the Organizational Learning Survey), attitudes and beliefs towards evidence-based practice (EBP) and readiness for change. Overall Nurse Managers reported high-level leadership skills and a culture of learning. Nurse Managers' attitude towards EBP was positive, although nursing colleague's attitudes were perceived as less positive. Nurse Managers agreed that implementing evidence in practice places additional demands on staff; and almost half (n = 9, 47%) reported that resources were not available for evidence implementation. The findings indicate that key persons responsible for evidence implementation are not allocated sufficient time to coordinate and implement guidelines into practice. The findings suggest that barriers to evidence uptake, including insufficient resources and time constraints, identified by Nurse Managers in this study are not likely to be unique to stroke units. Furthermore, Nurse Managers may be unable to address these organizational barriers (i.e. lack of resources) and thus provide all the components necessary to implement EBP. © 2015 John Wiley & Sons Australia, Ltd.

  11. Integrating E-Learning and Classroom Learning for Engineering Quality Control unit - Curtin University Experience

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    Ali M. Darabi Golshani

    2011-08-01

    Full Text Available Engineering employers expect engineering graduates to possess a wide range of skills that goes beyond their technical knowledge. It is vital that graduates have skills which demonstrate that they are responsible for their own development and careers. Some of these skills include; communication abilities, organizational skills, self-promotion, the ability to work as part of a team, be an effective problem solver, be a critical thinker, have good negotiation skills, have the ability to be a leader and being able to network effectively. Department of Civil Engineering at Curtin University of Technology in Perth, Australia offers a Master of Engineering Management degree for Engineers from various disciplines. One of the units taught in this Master degree program is Engineering Quality Control. It was decided to incorporate these non-technical skills in this unit by using an e-learning platform (Blackboard together with an adaptation of the Seven Principles of Good Practice and Dr Meredith Belbin’s team role theory to divide participants into groups. At the end of the unit, most of the participants were showing improvements in their non-technical skills.

  12. ORGANIZATIONAL CAPITAL IN ENTERPRISE ARCHITECTURE

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    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.

  13. ORGANIZATIONAL CLIMATE FOR A QUALITY CULTURE

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    Elsy Thamara Visbal Pérez

    2014-11-01

    Full Text Available Employee development, on calibration and testing laboratories at university to improve quality services, has become one of the most important problems despite efforts to improve the work environment. The objective of the research is to assess the organizational climate of a calibration and testing laboratory at a public university of the Venezuelan state. The non-experimental and correlational study (organizational climate survey was applied, generated an organizational climate of 63.7%, with 55% of open questions answered. It is concluded on the need to design sustainable long-term strategies.

  14. Impact of role-, job- and organizational characteristics on Nursing Unit Managers' work related stress and well-being.

    Science.gov (United States)

    Van Bogaert, Peter; Adriaenssens, Jef; Dilles, Tinne; Martens, Daisy; Van Rompaey, Bart; Timmermans, Olaf

    2014-11-01

    To study the impact of role, job- and organizational characteristics on nurse managers' work related stress and well-being such as feelings of emotional exhaustion, work engagement, job satisfaction and turnover intention. Various studies investigated role-, job- and organizational characteristics influencing nurse-related work environments. Research on nurse managers' related work environments define influencing factors, but, a clear understanding of the impact of nurse-managers' work-environment characteristics on their work related stress and well-being is limited. A cross-sectional design with a survey. A cross-sectional survey (N = 365) was carried out between December 2011-March 2012. The questionnaire was based on various validated measurement instruments identified by expert meetings (e.g. staff nurses, nurse managers and executives and physicians). Hierarchical regression analyses were performed using emotional exhaustion, work engagement, job satisfaction and turnover intentions as outcome variables. Study results showed one out of six nursing unit managers have high to very high feelings of emotional exhaustion and two out of three respondents have high to very high work engagement. Hierarchical regression models showed that role conflict and role meaningfulness were strong predictors of nursing unit managers' work related stress and well-being, alongside with job- and organizational characteristics. Several risk factors and stimulating factors influencing nurse unit managers' work related stress and well-being were identified. Further challenges will be to develop proper interventions and strategies to support nursing unit managers and their team in daily practice to deliver the best and safest patient care. © 2014 John Wiley & Sons Ltd.

  15. Patient surveys-A key to organizational change?

    DEFF Research Database (Denmark)

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

    2009-01-01

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

  16. The study of relationship between coach-oriented management style and organizational agility in Shahid Sadoughi University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    MM Dashti rahmatabadi

    2016-11-01

    Full Text Available Abstract Introduction: Learning and transformation are the two factors needed for the stability of high education system and universities in such complicated space. This article aims to investigate the link between coaching management style, as a new managerial approach, and organizational nimbleness as a continual and unpredictable transformation capability. Method: This is a descriptive- correlation study. It is also a survey research because data have been gathered of the sample included 218 employees of university of Medical Sciences; by use of standard coaching management questionnaire of Maclin et al and organizational agility questionnaire of Sharifi & Jong. The Cronbach's alpha for variables coaching management method and agility was %82 and %95, respectively. Results: According to the findings, it became clear that there is a moderate relationship between coaching management and agility variables responsibility and competency. Moreover, there is a weak relationship between coaching management method and variables flexibility and rapidity. Further, descriptive statistics show that coaching management is moderately related to the variable agility, because R=%25 8 and P= %95. Data was analyzed by use of SPSS software. Conclusion: Results show that there is a positive and meaningful relationship between coaching management method and organizational agility. Therefore, the organizations following coaching management and team working should know that suitable answering leads to the  persons knowledge development, flexibility, quality improvement, new innovations and rapidity of organizational changes.

  17. Services provided to other organizational units, Annex 7; Prilog 7 - Usluge drugim organizacionim jedinicama

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1965-12-15

    During 1965, the RA reactor staff provided services to other organizational units in: designing new systems, repair of electronic equipment, installing measuring devices, constructing mechanical elements in the workshop. [Serbo-Croat] U toku 1965. godine reaktor RA je pruzio usluge drugim jedinicama i to: projektovanjem novih sistema, popravkom elektronskih uredjaja, instaliranjem mernih sistema, izradom mehanickih elemenata i sklopova u mehanickoj radionici.

  18. The relationship between job performance and perceived organizational support in faculty members at Chinese universities: a questionnaire survey

    Science.gov (United States)

    2014-01-01

    Background Although several studies have been conducted to investigate the relationship between perceived organizational support (POS) and job performance (JP), it remains unclear whether this relationship is appropriate for faculty members at Chinese universities. The objectives of this study were to (a) examine the correlation between POS andJP; (b) identify the predictors of POS, including demographic and organizational characteristics among faculty members at a Chinese university; (c) investigate the influence of mediating factors between POS and JP; and (d) compare the findings of this study with related studies. Methods A cross-sectional questionnaire survey was used in this study. The questionnaire was administered to 700 faculty members who were randomly selected from all faculty members at six universities. A total of 581 questionnaires were obtained. A statistical model for JP was developed based on the literature review. Results The analysis results indicated that the relationship between POS and JP was mediated by job satisfaction (JS), positive affectivity (PA), and affective commitment (AC). In addition, procedural and distributive justice contribute to POS. Conclusions The study concludes that the relationship between POS and JP is mediated by JS, PA, and AC and is influenced by POS. These results can provide evidence for university administrators to improve POS and increase the JP of faculty members at universities. PMID:24624932

  19. Organizational models of educational technology in U.S. and Canadian medical schools.

    Science.gov (United States)

    Souza, Kevin H; Kamin, Carol; O'Sullivan, Patricia; Moses, Anna; Heestand, Diane

    2008-07-01

    To examine the organizational structure of educational technology units within U.S. and Canadian medical schools in order to (1) identify organization models that support educational technology, (2) describe key attributes of these models, and (3) discuss the strengths and challenges associated with these models. The authors distributed a survey to 88 schools that had previously provided information on their educational technology services and infrastructure. The authors developed the survey through a series of pilots and, then, from the data for each respondent school, created concept maps, which were used to identify organizational models. The authors conducted analyses to determine differences among models. The authors coded the comments about organizational models and identified themes. The authors received adequate data for analysis from 61 schools (69%). Four models for educational technology organizations emerged: (1) centralized units located in the school of medicine, (2) centralized units located at the health science center, (3) centralized units at the comprehensive university, and (4) no centralized unit (Dispersed Model). The majority (75%) of schools relied on some type of centralized organization. Whereas few organization attributes proved to be statistically significant, the centralized models have more resources devoted to educational technology and a closer alignment with the academic mission than the Dispersed Model. Medical schools primarily use central models. The authors recommend that schools structuring their educational technology resources consider exploration of a central model because of its focused use of resources to improve teaching and learning.

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

    Directory of Open Access Journals (Sweden)

    Mahsan Hajirasouliha

    2014-04-01

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

  1. 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…

  2. Job satisfaction and organizational citizenship behavior of personnel at one university hospital in Thailand.

    Science.gov (United States)

    Intaraprasong, Bhusita; Dityen, Warunee; Krugkrunjit, Peera; Subhadrabandhu, Thanya

    2012-06-01

    To investigate the relationship between job satisfaction and Organizational Citizenship Behavior (OCB) of the personnel at one university hospital in Thailand. This cross-sectional descriptive study was conducted on 296 respondents who worked in the Office of the Dean, 13 departments and 2 Offices of Research Center and Office of Community Medicine Center. All of them were personnel in one university hospital in Thailand. The Organizational Citizenship Behavior Questionnaire of Niehoff and Moorman using the five dimensions scale developed by Podsakoff and Mackenzie and Job Descriptive Index (JDI) were used for assessing job satisfaction. For inferential statistics, Pearson's product moment correlation coefficient was used for correlation. The percentage mean score of job satisfaction was 58.67 and subscale of job satisfaction was found that satisfaction with supervision held the highest of the mean score, while satisfaction with pay and promotion had the lowest and low of the mean score. The mean score of OCB was high and the facets of OCB was found that conscientiousness had the highest mean score and sportsmanship had the lowest. By using Pearson's Product Moment Correlation Coefficient to analyze the relationships between satisfaction and OCB, it showed that there were statistically significant low positive correlations between job satisfaction and OCB (r = 0.173, p pay, promotion and supervision factors which encourage personnel to be satisfied and demonstrate their OCB as their reciprocal reaction.

  3. THE REGRESSION MODEL OF IRAN LIBRARIES ORGANIZATIONAL CLIMATE.

    Science.gov (United States)

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

    2015-10-01

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

  4. A taxonomy of state public health preparedness units: an empirical examination of organizational structure.

    Science.gov (United States)

    Menachemi, Nir; Yeager, Valerie A; Duncan, W Jack; Katholi, Charles R; Ginter, Peter M

    2012-01-01

    State public health preparedness units (SPHPUs) were developed in response to federal funding to improve response to disasters: a responsibility that had not traditionally been within the purview of public health. The SPHPUs were created within the existing public health organizational structure, and their placement may have implications for how the unit functions, how communication takes place, and ultimately how well the key responsibilities are performed. This study empirically identifies a taxonomy of similarly structured SPHPUs and examines whether this structure is associated with state geographic, demographic, and threat-vulnerability characteristics. Data representing each SPHPU were extracted from publically available sources, including organizational charts and emergency preparedness plans for 2009. A cross-sectional segmentation analysis was conducted of variables representing structural attributes. Fifty state public health departments. Variables representing "span of control" and "hierarchal levels" were extracted from organizational charts. Structural "complexity" and "centralization" were extracted from state emergency preparedness documents and other secondary sources. On average, 6.6 people report to the same manager as the SPHPU director; 2.1 levels separate the SPHPU director from the state health officer; and a mean of 13.5 agencies collaborate with SPHPU during a disaster. Despite considerable variability in how SPHPUs had been structured, results of the cluster and principal component analysis identified 7 similarly structured groups. Neither the taxonomic groups nor the individual variables representing structure were found to be associated with state characteristics, including threat vulnerabilities. Our finding supports the hypothesis that SPHPUs are seemingly inadvertently (eg, not strategically) organized. This taxonomy provides the basis for which future research can examine how SPHPU structure relates to performance measures and

  5. Demographic Differences in Organizational Commitment to the University of College of Business Administration Students: An Application of the Allen and Meyer Model

    Science.gov (United States)

    Love, Kevin G.

    2013-01-01

    Organizational commitment of undergraduate college students to the university was measured by modifying an established measure and demographic differences were examined. Affective, continuance, and normative commitment facets were assessed. No differences based upon gender, race, and GPA were found. Length of time at the university and transfer…

  6. Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand

    Directory of Open Access Journals (Sweden)

    Siripapun Leephaijaroen

    2016-05-01

    Full Text Available The objective of this research was to examine the effects of the big-five personality traits and organizational commitments on organizational citizenship behavior (OCB. The research method of this study was a mixed method combining quantitative and qualitative methods. For the quantitative research method, data were collected from 144 support staff at Ubon Ratchathani Rajabhat University, Thailand and the hypotheses were tested using the stepwise multiple regression analysis technique. For the qualitative research method, in-depth interviews with 11 support staff were used to explain the quantitative findings. The findings revealed that the components of the big-five personality traits and organizational commitments which significantly affected OCB were agreeable personality, continuance commitment, conscientious personality, affective commitment, and emotionally-stable personality. In examining intensively each dimension of the OCB as a dependent variable, the results showed the following: 1 agreeable personality, affective commitment, conscientious personality, and normative commitment had positive significant effects on altruistic behavior; 2 conscientious personality, agreeable personality, and continuance commitment had positive significant effects on conscientious behavior; 3 affective commitment and agreeable personality had positive significant effects on sportsmanship behavior; 4 emotionally stable personality and continuance commitment had positive significant effects on courteous behavior; and 5 continuance commitment, agreeable personality, conscientious personality, and emotionally-stable personality had positive significant effects on civic virtue behavior.

  7. A Model for Organizational Intelligence in Islamic Azad University (Zone 8

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    Masoumeh Erfani Khanghahi

    2013-08-01

    Full Text Available Today organizations are faced with the rapidly changeable events in economical, technological, social, cultural and political environment. Successful and dynamic reaction of organizations depends on their ability to provide relevant information and to find, at the same time, adequate solutions to the problems they are faced with. In that sense, the attention of organizational theoreticians is focused on designing of intellectual abilities of organization and new concept in organizational theory has developed organizational intelligence (OI. In two decades ago, theoretical models have been developed and little research has been conducted. Having a model for defining and assessing the organizational status of an organization can be very helpful but the key questions facing every manager are; how can the level of collective intelligence be promoted? And what factors influence OI? Therefore this research carried out in order to assess OI and its factors influencing I.A.U. and provide a structural equation model. The subject of the study was 311 faculty members of I.A.U (Zone 8. Faculty members completed OI questionnaire (Cronbach's alpha=0.98, learning climate (Cronbach's alpha=0.94, multifactor leadership questionnaire (Cronbach's alpha =0.92 and organizational learning audit (Cronbach's alpha =0.94. Findings of this research showed that mean of organizational intelligence, organizational learning and learning culture were less than mean and transformational leadership was more than mean of questionnaire. Lisrel project software was applied for confirmatory factor analysis (CFA and structural equation modeling (SEM. Based on the tested structural equation model, transformational leadership style had direct impact on learning culture $(eta=0.78$, learning culture had a direct impact on OI $(eta=0.46$, organizational learning had a direct impact on OI $(eta=0.34$ and learning culture had a direct impact on organizational learning $(eta=0.96$. The

  8. 41 CFR 60-2.11 - Organizational profile.

    Science.gov (United States)

    2010-07-01

    ... tabular chart, text, spreadsheet or similar presentation of the contractor's organizational structure. The... component. In a less traditional organization, an organizational unit might be a project team, job family... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Organizational profile...

  9. Southern Coup: Recruiting African American Faculty Members at an Elite Private Southern Research University

    Science.gov (United States)

    Barrett, Thomas Gregory; Smith, Theophus

    2008-01-01

    Competition for highly qualified African American faculty members among elite universities in the United States remains keen. Two of the most successful research universities at recruiting African American faculty members are located in the Southeast. Employing a conceptual framework grounded in organizational culture and climate literature, in…

  10. Care delivery and compensation system changes: a case study of organizational readiness within a large dental care practice organization in the United States.

    Science.gov (United States)

    Cunha-Cruz, Joana; Milgrom, Peter; Huebner, Colleen E; Scott, JoAnna; Ludwig, Sharity; Dysert, Jeanne; Mitchell, Melissa; Allen, Gary; Shirtcliff, R Mike

    2017-12-20

    Dental care delivery systems in the United States are consolidating and large practice organizations are becoming more common. At the same time, greater accountability for addressing disparities in access to care is being demanded when public funds are used to pay for care. As change occurs within these new practice structures, attempts to implement change in the delivery system may be hampered by failure to understand the organizational climate or fail to prepare employees to accommodate new goals or processes. Studies of organizational behavior within oral health care are sparse and have not addressed consolidation of current delivery systems. The objective of this case study was to assess organizational readiness for implementing change in a large dental care organization consisting of staff model clinics and affiliated dental practices and test associations of readiness with workforce characteristics and work environment. A dental care organization implemented a multifaceted quality improvement program, called PREDICT, in which community-based mobile and clinic-based dental services were integrated and the team compensated based in part on meeting performance targets. Dental care providers and supporting staff members (N = 181) were surveyed before program implementation and organizational readiness for implementing change (ORIC) was assessed by two 5-point scales: change commitment and efficacy. Providers and staff demonstrated high organizational readiness for change. Median change commitment was 3.8 (Interquartile range [IQR]: 3.3-4.3) and change efficacy was 3.8 (IQR: 3.0-4.2). In the adjusted regression model, change commitment was associated with organizational climate, support for methods to arrest tooth decay and was inversely related to office chaos. Change efficacy was associated with organizational climate, support for the company's mission and was inversely related to burnout. Each unit increase in the organizational climate scale predicted 0

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

    Science.gov (United States)

    Alyahya, Mohammad

    2012-02-01

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

  12. ORGANIZATIONAL CHANGE READINNES PADA UNIVERSITAS X

    Directory of Open Access Journals (Sweden)

    Azhar El Hami

    2016-02-01

    Full Text Available This study was aimed to capture the readiness to change of the “X” University as an organization regarding to the vision is becoming a world class university. Using the organizational change readiness concept by Sutanto (2008 that covering 7 aspects namely perception toward change, vision of change, mutual trust and respect, change initiative, management support, acceptance, and organization manages the change process. Respondent was 121 employees of the University „X‟ from two faculties who met the criterion. This was a quantitative research that using survey method. The result has shown that two aspects namely vision of change and acceptance were important ones that have effect on organizational change readiness of the “X” university.

  13. Relationships Between Centralization/Decentralization and Organizational Effectiveness in Urban Multi-Unit Community College Systems. A Summary Report.

    Science.gov (United States)

    Jenkins, John A.; Rossmeier, Joseph G.

    In January 1972, 3,320 faculty members and administrators at 12 urban multicampus community college districts were asked to indicate their perceptions of the distribution of decision-making authority and influence among six organizational levels (the board of trustees, the district administration, the unit administration, deans, department…

  14. THE EFFECT OF THE LOCUS OF CONTROL ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THE MEDIATING EFFECT PERCEIVED ORGANIZATIONAL SUPPORT: CASE STUDY OF A UNIVERSITY

    OpenAIRE

    GUCEL, Cem; TOKMAK, Ismail; TURGUT, Hakan

    2012-01-01

    The aim of this study is to examine the effects of locus of control on organizational citizenship behaviors and the mediating effect of the perceived organizational support. For this aim, firstly, the locus of control, then organizational citizenship behaviors and, finally, the mediating effect of the perceived organizational support are explained. In the application part, a questionnaire including the measures of the locus of control, organizational support and organizational citizenship beh...

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

    OpenAIRE

    M. Somosi Veres

    2013-01-01

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

  16. 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

  17. The Dynamics of Organizational Culture and Academic Planning

    Science.gov (United States)

    Willson, Richard

    2006-01-01

    Planning approaches are in a dynamic relationship with organizational culture. This article uses a case study of academic planning at California State Polytechnic University, Pomona to draw a correspondence between types of organizational culture and planning approaches. The case study shows the differing conceptions of organizational culture held…

  18. Public Health Insurance in Vietnam towards Universal Coverage: Identifying the challenges, issues, and problems in its design and organizational practices

    OpenAIRE

    Midori Matsushima; Hiroyuki Yamada

    2013-01-01

    Vietnam is attempting to achieve universal health insurance coverage by 2014. Despite great progress, the country faces some challenges, issues and problems. This paper reviewed official documents, existing reports, and related literature to address: (1) grand design for achieving universal health coverage, (2) current insurance coverage, (3) health insurance premium and subsidies by the government, (4) benefit package and payment rule, and (5) organizational practices. From the review, it be...

  19. 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.

  20. Professional nursing practice in critical units: assessment of work environment characteristics

    Directory of Open Access Journals (Sweden)

    Luiz Felipe Sales Maurício

    Full Text Available ABSTRACT Objective: assess the autonomy, control over environment, and organizational support of nurses' work process and the relationships between physicians and nurses in critical care units. Method: cross-sectional study conducted with 162 nurses working in the intensive care units and emergency service of a university hospital. The workers' satisfaction with their work environment was assessed using Brazilian Nursing Work Index - Revised, translated and adapted for the Brazilian culture. Results: average age was 31.6 ± 3.9 years; 80.2% were women; 68.5% Caucasians and 71.6% worked in intensive care units. The nurses considered autonomy (2.38 ± 0.64 and their relationship with physicians (2.24 ± 0.62 to be characteristics of the work environment that favored professional practice. Control over environment (2.78 ± 0.62 and organizational support (2.51 ± 0.54, however, were considered to be unfavorable. No statistically significant differences were found between the units based on the scores obtained by the professionals on the Brazilian Nursing Work Index - Revised. Conclusion: autonomy, relationship between physicians and nurses, and organizational support were considered by the units to be characteristics that favored nurses' professional practices. On the other hand, control over environment and organizational support were considered unfavorable.

  1. 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.

  2. Organizational Influences on the University Electronic Library.

    Science.gov (United States)

    Davies, Clare

    1997-01-01

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

  3. Management, restructuring and industrial relations : organizational change within the United Kingdom broadcasting industry, 1979-2002

    OpenAIRE

    Quinn, Brian J.

    2007-01-01

    In the past decade researchers began to remedy a literature deficit in the study of broadcasting institutions – addressing in particular the issues of labour process, restructuring and industrial relations. This thesis which considers management change, industrial relations and restructuring within the United Kingdom (‘UK’) broadcasting industry employs a case study format with a view to highlighting the variations of industry (macro) and firm (micro) based restructuring. Organizational chang...

  4. Organizational Communication and Culture: A Study of 10 Italian High-Technology Companies.

    Science.gov (United States)

    Morley, Donald Dean; Shockley-Zalabak, Pamela; Cesaria, Ruggero

    1997-01-01

    Tests in international environments models previously developed within United States high-technology organizations. Demonstrates that relationships among organizational culture themes, employee values, organizational communication activities, and perceptions of a variety of organizational outcomes are similar but not identical for United States…

  5. The Effect Of Intellectual Capital On Job Satisf action And Organizational Attractiveness During The Person - Organization Fit: A Case Study Of A University Hospital

    OpenAIRE

    Orhan Adıgüzel; Kenan Kayadibi

    2015-01-01

    Basic purpose of this study is about investigating the effects of intellectual capital on job satisfaction and organizational attractiveness during the person-organization fit on employees of university hospital. For this purpose; questi on form, which created with personal information form, job satisfaction scale, organizational attractiveness scale, capital perception scale and person-organization fit scale, was applied on 330 persons, who work for u...

  6. Organizational factors impacting job strain and mental quality of life in emergency and critical care units.

    Science.gov (United States)

    Bellagamba, Gauthier; Gionta, Guillaume; Senergue, Julie; Bèque, Christine; Lehucher-Michel, Marie-Pascale

    2015-01-01

    This study measures the association between hospital staff's job strain (JS), mental quality of life (MQL) and how they are influenced by the organization models within emergency and critical care units. This study describes workers employed in emergency departments and intensive care units of a French public hospital. A selfadministered questionnaire was used to survey the demographic and organizational characteristics of their work, as well as work-related mental stress, psychosocial and organizational constraints, and their MQL. Among 145 workers participating in the study, 59.3% of them report job strain and 54.5% of them have low MQL scores. The majority of staff with job strain has reported working more than 2 weekends per month, were regularly on-call, worked in dysfunctional environments and did not participate in regular meetings. The staff with low MQL worked more frequently in dysfunctional environments, had significant complaints regarding employer's efforts to promote communications or provide adequate staffing levels than the workers with a high MQL score. If stress reduction and improved MQL in emergency and intensive care units is to be achieved, hospital management needs to design work schedules that provide a better balance between working and non-working hours. Additionally, ergonomic design, functional environments and improved communications needs to be implemented. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  7. Organizational factors impacting job strain and mental quality of life in emergency and critical care units

    Directory of Open Access Journals (Sweden)

    Gauthier Bellagamba

    2015-04-01

    Full Text Available Objectives: This study measures the association between hospital staff’s job strain (JS, mental quality of life (MQL and how they are influenced by the organization models within emergency and critical care units. Material and Methods: This study describes workers employed in emergency departments and intensive care units of a French public hospital. A selfadministered questionnaire was used to survey the demographic and organizational characteristics of their work, as well as work-related mental stress, psychosocial and organizational constraints, and their MQL. Results: Among 145 workers participating in the study, 59.3% of them report job strain and 54.5% of them have low MQL scores. The majority of staff with job strain has reported working more than 2 weekends per month, were regularly on-call, worked in dysfunctional environments and did not participate in regular meetings. The staff with low MQL worked more frequently in dysfunctional environments, had significant complaints regarding employer’s efforts to promote communications or provide adequate staffing levels than the workers with a high MQL score. Conclusions: If stress reduction and improved MQL in emergency and intensive care units is to be achieved, hospital management needs to design work schedules that provide a better balance between working and non-working hours. Additionally, ergonomic design, functional environments and improved communications needs to be implemented.

  8. Using discrete event simulation to compare the performance of family health unit and primary health care centre organizational models in Portugal.

    Science.gov (United States)

    Fialho, André S; Oliveira, Mónica D; Sá, Armando B

    2011-10-15

    Recent reforms in Portugal aimed at strengthening the role of the primary care system, in order to improve the quality of the health care system. Since 2006 new policies aiming to change the organization, incentive structures and funding of the primary health care sector were designed, promoting the evolution of traditional primary health care centres (PHCCs) into a new type of organizational unit--family health units (FHUs). This study aimed to compare performances of PHCC and FHU organizational models and to assess the potential gains from converting PHCCs into FHUs. Stochastic discrete event simulation models for the two types of organizational models were designed and implemented using Simul8 software. These models were applied to data from nineteen primary care units in three municipalities of the Greater Lisbon area. The conversion of PHCCs into FHUs seems to have the potential to generate substantial improvements in productivity and accessibility, while not having a significant impact on costs. This conversion might entail a 45% reduction in the average number of days required to obtain a medical appointment and a 7% and 9% increase in the average number of medical and nursing consultations, respectively. Reorganization of PHCC into FHUs might increase accessibility of patients to services and efficiency in the provision of primary care services.

  9. Decree 328/003. Is approve the organizational structure reformulation project of the regulatory unit of Unit 006 Energy and water services of subsection 02 Presidency of the Republic

    International Nuclear Information System (INIS)

    2003-01-01

    This decree approve the organizational structure project of The regulatory energy and water services ( URSEA). This unit is responsible for monitoring the activities related to electricity, gas, drinking water, sanitation and oil, fuel and other hydrocarbon derivatives

  10. Emergency department boarding times for patients admitted to intensive care unit: Patient and organizational influences.

    Science.gov (United States)

    Montgomery, Phyllis; Godfrey, Michelle; Mossey, Sharolyn; Conlon, Michael; Bailey, Patricia

    2014-04-01

    Critically ill patients can be subject to prolonged stays in the emergency department following receipt of an order to admit to an intensive care unit. The purpose of this study was to explore patient and organizational influences on the duration of boarding times for intensive care bound patients. This exploratory descriptive study was situated in a Canadian hospital in northern Ontario. Through a six-month retrospective review of three data sources, information was collected pertaining to 16 patient and organizational variables detailing the emergency department boarding time of adults awaiting transfer to the intensive care unit. Data analysis involved descriptive and non-parametric methods. The majority of the 122 critically ill patients boarded in the ED were male, 55 years of age or older, arriving by ground ambulance on a weekday, and had an admitting diagnosis of trauma. The median boarding time was 34 min, with a range of 0-1549 min. Patients designated as most acute, intubated, and undergoing multiple diagnostic procedures had statistically significantly shorter boarding times. The study results provide a profile that may assist clinicians in understanding the complex and site-specific interplay of variables contributing to boarding of critically ill patients. Copyright © 2013 Elsevier Ltd. All rights reserved.

  11. Personal factors affecting organizational commitment of records ...

    African Journals Online (AJOL)

    This study investigated personal factors affecting organizational commitment among records management personnel in the state universities in Nigeria. Simple cluster sampling with equal allocation method was used to select 180 records management personnel from the study population. A five item organizational ...

  12. Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis.

    Science.gov (United States)

    Podsakoff, Nathan P; Whiting, Steven W; Podsakoff, Philip M; Blume, Brian D

    2009-01-01

    Although one of the main reasons for the interest in organizational citizenship behaviors (OCBs) is the potential consequences of these behaviors, no study has been reported that summarizes the research regarding the relationships between OCBs and their outcomes. Therefore, the purpose of this study is to provide a meta-analytic examination of the relationships between OCBs and a variety of individual- and organizational-level outcomes. Results, based on 168 independent samples (N = 51,235 individuals), indicated that OCBs are related to a number of individual-level outcomes, including managerial ratings of employee performance, reward allocation decisions, and a variety of withdrawal-related criteria (e.g., employee turnover intentions, actual turnover, and absenteeism). In addition, OCBs were found to be related (k = 38; N = 3,611 units) to a number of organizational-level outcomes (e.g., productivity, efficiency, reduced costs, customer satisfaction, and unit-level turnover). Of interest, somewhat stronger relationships were observed between OCBs and unit-level performance measures in longitudinal studies than in cross-sectional studies, providing some evidence that OCBs are causally related to these criteria. The implications of these findings for both researchers and practitioners are discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

  13. Ethical Competencies and the Organizational Competency ‘Responsible University Social Innovation’: looking at new ways of understanding universities and the competency-based education model in the context of significant social changes in Latin America

    Directory of Open Access Journals (Sweden)

    Javier Villar Olaeta

    2017-05-01

    Full Text Available Ethical competencies are included in all competency-based education models and are considered essential for the professional preparation of students, especially in terms of their professional conduct and workplace preparedness. As such, the Tuning Academy, along with incorporating ethical competencies in its group of generic competencies, also considers the organizational competency Responsible University Social Innovation (RUSI as part of its Tuning ALFA II Latin América project. This competency, in the area of organizational character, addresses innovation in the context of social responsibility, which it assumes each university should have, in terms of ethical responsibility toward the members of a community. This concept incorporates the equal relationship between the university’s internal community and civil society. By means of interviews with experts in the areas of service-learning, social responsibility, and ethical civil and professional education from the University of Deusto and the Zerbikas Foundation, this article discusses the connection and implementation of both generic ethical competencies and the RUSI organizational competency in higher education in order to respond to the new challenges to professional training in today’s world, all of which ultimately assumes a change in universities’ understandings of themselves as institutions and the role of higher education in general.

  14. Institutional and Organizational Structure of the Federal Procurement System of the United States

    Directory of Open Access Journals (Sweden)

    Vovchenko Natalya Gennadyevna

    2015-09-01

    Full Text Available The paper deals with the role of the Federal procurement system of the United States as a regulatory tool of the U.S. economy. The scope of research is focused on organizational and institutional aspects of forming and developing the U.S. Federal procurement system. The main purpose of the paper is to study up-to-date mechanism of government acquisition in the United States and to consider all its structural elements taken in conjunction with each other, such as the President, the Office of Management and Budget (OMB, the Office of Federal Procurement Policy (OFPP, the General Services Administration (GSA, other executive and regulatory agencies. The methodological background of the research is based on normative, system-wide, statistical and complex approaches to the study of structural elements of the U.S. Federal procurement system. The theoretical and practical material of the present research can be used in teaching and learning activities at economic faculties, for instance, in the course of lectures on government contacting and public procurement management. It also can be used in training and advanced training of specialists who draft public procurement regulations in the Russian Federation. The statutory regulation of the U.S. Federal procurement system constitutes an organizational framework of executive agencies, their functions and responsibilities, specifics of government control over contract performance, competition requirements and contracting methods. The paper considered interrelated components of the U.S. Federal procurement system, which operates in furtherance of efficient utilization of Federal budget.

  15. Valuing the Leadership Role of University Unit Coordinators

    Science.gov (United States)

    Pepper, Coral; Roberts, Susan

    2016-01-01

    In this paper we describe the experiences of 64 unit coordinators across 15 Australian universities, gathered during 2011/2012 as part of an Office for Learning and Teaching (OLT) project. Our intention was to gain insight into how unit coordinators (academics who coordinate a discrete unit of study) perceive their role as leaders of learning in…

  16. Association between Organizational Citizenship Behavior and Educational Performance of Faculty Members in Tabriz University of Medical Sciences- 2014

    Directory of Open Access Journals (Sweden)

    Hazratian Teimour

    2015-07-01

    Full Text Available Introduction: Regarding the educational goals of university and academic performance, it seems that organizational citizenship behavior (OCB is one of the effective variables in increasing the educational performance of university faculty members. The present study aims to investigate the relationship between organizational citizenship behavior (OCB and educational performance of the faculty members of Tabriz University of Medical Sciences in 2013-14. Methods: Researchers selected 127 faculty members and 1,120 students from different grades in order to investigate the relationship between altruism, conscientiousness, sportsmanship, civic virtue and respect and the educational performance of faculty members. Generalized estimating equations (GEE were used in this method. Data were analyzed using SPSS 21 software and the significance level of 0.05. Results: There was a significant relationship between altruism and educational performance (P =0.043. There was a significant relationship between conscientiousness and educational performance (p=0.046. A significant relationship was observed between sportsmanship and educational performance (p=0.004. There was no significant relationship between civic virtue and educational performance (p=0.98. A significant relationship was observed between respect and educational performance (P>0.001. There was no relationship between citizenship behavior and gender of the faculty members (P> 0.05.Conclusion: The results of this study showed that the more faculty members have the spirit of cooperation and assistance to colleagues and students and try to understand the specific situations that students face, the more effective they are in increasing the educational performance at the university level.

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

    Directory of Open Access Journals (Sweden)

    Triassi M

    2014-12-01

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

  18. Major alternatives for government policies, organizational structures, and actions in civilian nuclear reactor emergency management in the United States

    International Nuclear Information System (INIS)

    1980-01-01

    The purpose of this report is to identify and assess major alternatives for governmental policies, organizational structures, and actions in civilian nuclear reactor emergency management in the United States. The National Academy of Public Administration agreed to identify and evaluate alternatives for governmental policies, organizational structures, and actions in civilian nuclear reactor emergency management. It agreed to review present policies and practices in civilian nuclear reactor emergency management, to review selected experiences and practices of governmental agencies other than the Nuclear Regulatory Commission, and industries other than the nuclear power industry, and to identify alternatives to the present nuclear emergency system

  19. Identification of an Adaptable Computer Program Design for Analyzing a Modular Organizational Assessment Instrument.

    Science.gov (United States)

    1981-09-01

    ber) Survey-guided development Organizational effectiveness Computer program Organizational diagnosis Management 20. ABSTRACT (Continue an reverse...Army. Doctoral dissertation, Purdue University, December 1977. (DTIC AD-A059-542) Bowers, D. G. Organizational diagnosis : A review and a proposed method...G. E. Compara- tive issues and methods in organizational diagnosis . Ann Arbor MI: Institute for Social Research, University of Michigan, November 1977

  20. Empowerment of Non-Academic Personnel in Higher Education: Exploring Associations with Perceived Organizational Support for Innovation and Organizational Trust

    Science.gov (United States)

    Lau, Wing Keung Jason

    2010-01-01

    Employee empowerment has long been associated with organizational outcomes such as innovation, greater effectiveness, and better performance. Non-academic professional employees in higher education are responsible for the important day-to-day operations of a university; therefore, organizational strategies such as employee empowerment that…

  1. Analysis of Nurses’ Organizational Deviant Behaviour: An Example of a University Hospital

    OpenAIRE

    Gamze Bayın; Gözde Terekli Yeşilaydın

    2014-01-01

    Organizational deviant behavior is defined as intentionally behavior which is damaging both employees and organization and unsuitable to organization rules, norms, values, expectations and legal regulations.The aim of this study is to determine the level of organizational deviance of nurses, to expose differentiates of this level. according to the descriptive characteristics, to detect the dimensions of organizational deviance and to evaluate the relationship b...

  2. The relationship between organizational culture and family satisfaction in critical care.

    Science.gov (United States)

    Dodek, Peter M; Wong, Hubert; Heyland, Daren K; Cook, Deborah J; Rocker, Graeme M; Kutsogiannis, Demetrios J; Dale, Craig; Fowler, Robert; Robinson, Sandra; Ayas, Najib T

    2012-05-01

    Family satisfaction with critical care is influenced by a variety of factors. We investigated the relationship between measures of organizational and safety culture, and family satisfaction in critical care. We further explored differences in this relationship depending on intensive care unit survival status and length of intensive care unit stay of the patient. Cross-sectional surveys. Twenty-three tertiary and community intensive care units within three provinces in Canada. One thousand two-hundred eighty-five respondents from 2374 intensive care unit clinical staff, and 880 respondents from 1381 family members of intensive care unit patients. None. Intensive care unit staff completed the Organization and Management of Intensive Care Units survey and the Hospital Survey on Patient Safety Culture. Family members completed the Family Satisfaction in the Intensive Care Unit 24, a validated survey of family satisfaction. A priori, we analyzed adjusted relationships between each domain score from the culture surveys and either satisfaction with care or satisfaction with decision-making for each of four subgroups of family members according to patient descriptors: intensive care unit survivors who had length of intensive care unit stay 14 days, and intensive care unit nonsurvivors who had length of stay relationships between most domains of organizational and safety culture, and satisfaction with care or decision-making for family members of intensive care unit nonsurvivors who spent at least 14 days in the intensive care unit. For the other three groups, there were only a few weak relationships between domains of organizational and safety culture and family satisfaction. Our findings suggest that the effect of organizational culture on care delivery is most easily detectable by family members of the most seriously ill patients who interact frequently with intensive care unit staff, who are intensive care unit nonsurvivors, and who spend a longer time in the intensive

  3. A Study of the Types of Organizational Structure in Venezuelan University Institutes

    Directory of Open Access Journals (Sweden)

    Rafael Antonio Pertuz Belloso

    2013-12-01

    Full Text Available This study aimed at identifying the type of organizational structure of Venezuelan university institutes. It is a field investigation of a descriptive nature with a non-experimental transactional field design. We worked with a population sample consisting of a director, assistant directors, academic assistant directors and eighty-eight teachers from technological institutes in Cabimas and Maracaibo in Venezuela. A survey, in the form of a questionnaire, was used as the data collection technique, which included 24 items, validated by 5 experts, with Cronbach Alpha reliability of 0.93. The data analysis technique utilized was the percentage frequency distribution. The results indicated the coexistence of bureaucratic structural typologies; departmental and simple. An implementation of a structural migration strategy to the implementation of a matrix-type structure is recommended.

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

    Directory of Open Access Journals (Sweden)

    Silas Marques de Oliveira

    2003-06-01

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

  5. The Analysis of the Relationship between Organizational Structure and Information Technology (IT): And the Barriers to Its Establishment at the University of Isfahan from the Faculty Member's Viewpoints

    Science.gov (United States)

    Peyman, Yarmohammadzadeh; Mohsen, Allammeh Sayyed; Hassan, Ghalavandi; Aboulghassim, Farhang; Zaman, Ajdari

    2011-01-01

    The purpose of the present study is to investigate the relationship between organizational structure between IT and the barriers to its establishment in University of Isfahan from faculty member's viewpoints in 2007-2008. The questionnaires were prepared and examined based on the organization dimensions of organizational structures (formality,…

  6. TOURISM IN HEALTH PROMOTION – A STRATEGY IN STRESS MANAGEMENT AND ORGANIZATIONAL COMMITMENT OF UNIVERSITY ACADEMIC STAFF

    OpenAIRE

    Lawal Yazid Ibrahim

    2016-01-01

    Despite the growth of leisure travel and stress coping research based analysis of leisure and tourism, stress coping have been performed rarely. The purpose of the present study is to examine how University staffs cope with stress through participation in leisure and tourism activities, and how work related stress affect their organizational commitment using data collected from a focus group interview approach and a self-developed questionnaire consisting of 25 items design to elicit informat...

  7. Organizational capabilities and bottom line performance : The relationship between organizational architecture and strategic performance of business units in Dutch headquartered multinationals

    NARCIS (Netherlands)

    Eikelenboom, B.L.

    2005-01-01

    This study addresses a key question in business: do organizational capabilities relate to bottom line performance? It is a hard struggle to assess intangible, organizational capabilities, but due to web-based technology, serious advances have been made to measure organizational architecture, a

  8. The Effect Of Intellectual Capital On Job Satisf action And Organizational Attractiveness During The Person - Organization Fit: A Case Study Of A University Hospital

    Directory of Open Access Journals (Sweden)

    Orhan Adıgüzel

    2015-12-01

    Full Text Available Basic purpose of this study is about investigating the effects of intellectual capital on job satisfaction and organizational attractiveness during the person-organization fit on employees of university hospital. For this purpose; questi on form, which created with personal information form, job satisfaction scale, organizational attractiveness scale, capital perception scale and person-organization fit scale, was applied on 330 persons, who work for university hospital. The statistical technics was used for testing the hypotheses, which were created for this study; “Pearson Correlation Analysis Linear” and “Multivariate Regression Models”. The results of study put forward that the intellectual capital structure of health establishment is effective on health employees to get job satisfaction and to find their establishment as attractive.

  9. Development and Validation of the Survey of Organizational Research Climate (SORC)

    Science.gov (United States)

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

    2012-01-01

    Background Development and targeting efforts by academic organizations to effectively promote research integrity can be enhanced if they are able to collect reliable data to benchmark baseline conditions, to assess areas needing improvement, and to subsequently assess the impact of specific initiatives. To date, no standardized and validated tool has existed to serve this need. Methods A web- and mail-based survey was administered in the second half of 2009 to 2,837 randomly selected biomedical and social science faculty and postdoctoral fellows at 40 academic health centers in top-tier research universities in the United States. Measures included the Survey of Organizational Research Climate (SORC) as well as measures of perceptions of organizational justice. Results Exploratory and confirmatory factor analyses yielded seven subscales of organizational research climate, all of which demonstrated acceptable internal consistency (Cronbach’s α ranging from 0.81 to 0.87) and adequate test-retest reliability (Pearson r ranging from 0.72 to 0.83). A broad range of correlations between the seven subscales and five measures of organizational justice (unadjusted regression coefficients ranging from .13 to .95) document both construct and discriminant validity of the instrument. Conclusions The SORC demonstrates good internal (alpha) and external reliability (test-retest) as well as both construct and discriminant validity. PMID:23096775

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

    Science.gov (United States)

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

    2013-09-01

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

  11. An empirical investigation on the effects of spiritual leadership components on organizational learning capacity: A case study of Payame Noor University

    Directory of Open Access Journals (Sweden)

    Amir Hossein

    2013-06-01

    Full Text Available This paper presents an empirical investigation on the effects of spiritual leadership components on organizational learning capacity for a case study of Payame Noor University, Iran. The proposed study uses a standard questionnaire for measuring spirituality leadership proposed by Fry (2003 [Fry, L. W. (2003. Toward a theory of spiritual leadership. The leadership quarterly, 14(6, 693-727.] and for measuring the impact of organizational learning capacity, the proposed study uses another questionnaire proposed by Teo et al. (2006 [Teo, H. H., Wang, X., Wei, K. K., Sia, C. L., & Lee, M. K. (2006. Organizational learning capacity and attitude toward complex technological innovations: an empirical study. Journal of the American Society for Information Science and Technology, 57(2, 264-279.]. The results of our survey have indicated that all components of spiritual leadership, except love and altruism as meaningful, influence spirituality leadership, significantly.

  12. Perceptions of organizational justice among nurses working in university hospitals of shiraz: a comparison between general and specialty settings.

    Science.gov (United States)

    Hatam, Nahid; Fardid, Mozhgan; Kavosi, Zahra

    2013-12-01

    Justice has gained much attention in social and human studies and has many consequences on employees and the organizations, especially on health system workers such as nurses who are among the key factors in health care systems. The purpose of this study was to investigate perception of organizational justice among nurses in educational hospitals of Shiraz University of Medical Sciences (SUMS), and to compare the results of general and specialty hospitals. In this research, 400 nurses at SUMS hospitals were selected by random sampling method. A 19-item questionnaire was applied to measure distributive, procedural and interactional justice. Data analysis was performed using descriptive statistics, including percentage, frequency, mean, and standard deviation. Also, the t-test and one way ANOVA were used to measure the differences between different hospitals and wards. Of 400 nurses, 66% perceived a high level of organizational justice. In this study the mean scores of total perceived organizational justice (P = 0.035), procedural justice (P = 0.031), and interactional justice (P = 0.046) in specialty hospitals were higher than general ones. Furthermore, the mean score of interactional justice was higher than the other components of organizational justice, respectively 3.58 ± 1.02 for general and 3.76 ± 0.86 for specialty hospitals. Significant differences were observed between overall perceived justice (P = 0.013) and its components (P = 0.024, P = 0.013, and P = 0.036) in different wards. Most nurses who participated in this study had a high perception of organizational justice. The mean score of organizational justice was higher in specialty hospitals. Health care policy makers and hospital managers should support their employees, especially nurses through fairness in distributions, procedures, and interactions.

  13. What University Governance Can Taiwan Learn from the United States?

    Science.gov (United States)

    Lee, Lung-Sheng; Land, Ming H.

    2010-01-01

    Due to changes from centralization to marketization, Taiwan's university governance must increase its effectiveness. The purpose of this paper was to introduce trends in and issues of Taiwan's university governance, describe university governance in the United States, and draw implications that Taiwan's university governance needs to learn from…

  14. Is organizational justice climate at the workplace associated with individual-level quality of care and organizational affective commitment? A multi-level, cross-sectional study on dentistry in Sweden.

    Science.gov (United States)

    Berthelsen, Hanne; Conway, Paul Maurice; Clausen, Thomas

    2018-02-01

    The aim of this study is to investigate whether organizational justice climate at the workplace level is associated with individual staff members' perceptions of care quality and affective commitment to the workplace. The study adopts a cross-sectional multi-level design. Data were collected using an electronic survey and a response rate of 75% was obtained. Organizational justice climate and affective commitment to the workplace were measured by items from Copenhagen Psychosocial Questionnaire and quality of care by three self-developed items. Non-managerial staff working at dental clinics with at least five respondents (n = 900 from 68 units) was included in analyses. A set of Level-2 random intercept models were built to predict individual-level organizational affective commitment and perceived quality of care from unit-level organizational justice climate, controlling for potential confounding by group size, gender, age, and occupation. The results of the empty model showed substantial between-unit variation for both affective commitment (ICC-1 = 0.17) and quality of care (ICC-1 = 0.12). The overall results showed that the shared perception of organizational justice climate at the clinical unit level was significantly associated with perceived quality of care and affective commitment to the organization (p Organizational justice climate at work unit level explained all variation in affective commitment among dental clinics and was associated with both the individual staff members' affective commitment and perceived quality of care. These findings suggest a potential for that addressing organizational justice climate may be a way to promote quality of care and enhancing affective commitment. However, longitudinal studies are needed to support causality in the examined relationships. Intervention research is also recommended to probe the effectiveness of actions increasing unit-level organizational justice climate and test their impact on quality of care

  15. 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.

  16. 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...

  17. Gender Variations in the Effects of Number of Organizational Memberships, Number of Social Networking Sites, and Grade-Point Average on Global Social Responsibility in Filipino University Students

    Directory of Open Access Journals (Sweden)

    Romeo B. Lee

    2016-02-01

    Full Text Available The study seeks to estimate gender variations in the direct effects of (a number of organizational memberships, (b number of social networking sites (SNS, and (c grade-point average (GPA on global social responsibility (GSR; and in the indirect effects of (a and of (b through (c on GSR. Cross-sectional survey data were drawn from questionnaire interviews involving 3,173 Filipino university students. Based on a path model, the three factors were tested to determine their inter-relationships and their relationships with GSR. The direct and total effects of the exogenous factors on the dependent variable are statistically significantly robust. The indirect effects of organizational memberships on GSR through GPA are also statistically significant, but the indirect effects of SNS on GSR through GPA are marginal. Men and women significantly differ only in terms of the total effects of their organizational memberships on GSR. The lack of broad gender variations in the effects of SNS, organizational memberships and GPA on GSR may be linked to the relatively homogenous characteristics and experiences of the university students interviewed. There is a need for more path models to better understand the predictors of GSR in local students.

  18. Gender Variations in the Effects of Number of Organizational Memberships, Number of Social Networking Sites, and Grade-Point Average on Global Social Responsibility in Filipino University Students

    Science.gov (United States)

    Lee, Romeo B.; Baring, Rito V.; Sta. Maria, Madelene A.

    2016-01-01

    The study seeks to estimate gender variations in the direct effects of (a) number of organizational memberships, (b) number of social networking sites (SNS), and (c) grade-point average (GPA) on global social responsibility (GSR); and in the indirect effects of (a) and of (b) through (c) on GSR. Cross-sectional survey data were drawn from questionnaire interviews involving 3,173 Filipino university students. Based on a path model, the three factors were tested to determine their inter-relationships and their relationships with GSR. The direct and total effects of the exogenous factors on the dependent variable are statistically significantly robust. The indirect effects of organizational memberships on GSR through GPA are also statistically significant, but the indirect effects of SNS on GSR through GPA are marginal. Men and women significantly differ only in terms of the total effects of their organizational memberships on GSR. The lack of broad gender variations in the effects of SNS, organizational memberships and GPA on GSR may be linked to the relatively homogenous characteristics and experiences of the university students interviewed. There is a need for more path models to better understand the predictors of GSR in local students. PMID:27247700

  19. Gender Variations in the Effects of Number of Organizational Memberships, Number of Social Networking Sites, and Grade-Point Average on Global Social Responsibility in Filipino University Students.

    Science.gov (United States)

    Lee, Romeo B; Baring, Rito V; Sta Maria, Madelene A

    2016-02-01

    The study seeks to estimate gender variations in the direct effects of (a) number of organizational memberships, (b) number of social networking sites (SNS), and (c) grade-point average (GPA) on global social responsibility (GSR); and in the indirect effects of (a) and of (b) through (c) on GSR. Cross-sectional survey data were drawn from questionnaire interviews involving 3,173 Filipino university students. Based on a path model, the three factors were tested to determine their inter-relationships and their relationships with GSR. The direct and total effects of the exogenous factors on the dependent variable are statistically significantly robust. The indirect effects of organizational memberships on GSR through GPA are also statistically significant, but the indirect effects of SNS on GSR through GPA are marginal. Men and women significantly differ only in terms of the total effects of their organizational memberships on GSR. The lack of broad gender variations in the effects of SNS, organizational memberships and GPA on GSR may be linked to the relatively homogenous characteristics and experiences of the university students interviewed. There is a need for more path models to better understand the predictors of GSR in local students.

  20. Relaxing moral reasoning to win: How organizational identification relates to unethical pro-organizational behavior.

    Science.gov (United States)

    Chen, Mo; Chen, Chao C; Sheldon, Oliver J

    2016-08-01

    Drawing on social identity theory and social-cognitive theory, we hypothesize that organizational identification predicts unethical pro-organizational behavior (UPB) through the mediation of moral disengagement. We further propose that competitive interorganizational relations enhance the hypothesized relationships. Three studies conducted in China and the United States using both survey and vignette methodologies provided convergent support for our model. Study 1 revealed that higher organizational identifiers engaged in more UPB, and that this effect was mediated by moral disengagement. Study 2 found that organizational identification once again predicted UPB through the mediation of moral disengagement, and that the mediation relationship was stronger when employees perceived a higher level of industry competition. Finally, Study 3 replicated the above findings using a vignette experiment to provide stronger evidence of causality. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  1. 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.

  2. STRUCTURAL MODEL OF ORGANIZATIONAL CULTURE DIMENSION AND CONTINGENCY LEADERSHIP STYLE IN SHAPING ORGANIZATIONAL TRUST AND COMMITMENT OF PRIVATE UNIVERSITY LECTURERS IN MALANG CITY

    OpenAIRE

    Alifiulahtin Utaminingsih

    2017-01-01

    This research was based on fenomenon of decreasing lecturer ‘s organizational commitment is a crucial matter for the management of human resources. Leadeaship style will affect the level of employee trust and commitment of the organization and induce certain outcome in work with theory and empiric reviewed from outcome prior studies. This research was aimed analyze the effect of leadership style and organizational culture on organizational trust and organizational commitment. This studies use...

  3. 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.

  4. Does adoption of electronic health records improve organizational performances of hospital surgical units? Results from the French e-SI (PREPS-SIPS) study.

    Science.gov (United States)

    Plantier, Morgane; Havet, Nathalie; Durand, Thierry; Caquot, Nicolas; Amaz, Camille; Philip, Irène; Biron, Pierre; Perrier, Lionel

    2017-02-01

    Electronic health records (EHR) are increasingly being adopted by healthcare systems worldwide. In France, the "Hôpital numérique 2012-2017" program was implemented as part of a strategic plan to modernize health information technology (HIT), including promotion of widespread EHR use. With significant upfront investment costs as well as ongoing operational expenses, it is important to assess this system in terms of its ability to result in improvements in hospital performances. The aim of this study was to evaluate the impact of EHR use on the organizational performances of acute care hospital surgical units throughout France. This retrospective study was based on data derived from three national databases for year the 2012: IPAQSS (Indicators of improvement in the quality and the management of healthcare, "IPAQSS"), Hospi-Diag (French hospital performance indicators), and the national accreditation database. National data and methodological support were provided by the French Ministry of Health (DGOS) and the French National Authority for Health (HAS). Multivariate linear models were used to assess four organizational performance indicators: the occupancy rate of surgical inpatient beds, operating room utilization, the activity per surgeon, and the activity per both nurse anesthetist and anesthesiologist which were dependent variables. Several independent variables were taken into account, including the degree of EHR use. The models revealed a significant positive impact of EHR use on operating room utilization and bed occupancy rates for surgical inpatient units. No significant association was found between the activity per surgeon or the activity per nurse anesthetist and anesthesiologist with EHR use. All four organizational performance indicators were impacted by the type of hospital, the geographical region, and the severity of the pathologies. We were able to verify the purported potential benefits of EHR use on the organizational performances of surgical

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

    Science.gov (United States)

    Park, Junhee; Yun, Eunkyung; Han, Sangsook

    2009-08-01

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

  6. Knowledge Sharing and Organizational Change in Higher Education

    Science.gov (United States)

    Dee, Jay; Leisyte, Liudvika

    2017-01-01

    Purpose: Organizational learning in higher education institutions depends upon the ability of managers and academics to maintain a flow of knowledge across the structural boundaries of the university. This paper aims to understand the boundary conditions that foster or impede the flow of knowledge during organizational change at a large public…

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

    OpenAIRE

    José G. Vargas Hernández; Mohammad Reza Noruzi

    2010-01-01

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

  8. The Relationship between Application of Information, Communication Technology and Organizational Effectiveness in Physical Education Departments of Universities of Tehran

    OpenAIRE

    Hamid Ghasemi; Abolfazl Farahani; Maryam Mashatan

    2012-01-01

    The purpose of this study was to determine the relationship between use of information communication technology (ITC) and organizational effectiveness in physical education departments of the University of Tehran carried out through the correlation method and the field research. All employees of Physical Education departments comprised our statistical population of whom 114 were randomly taken as the survey sample. We administered researcher-made information and communication technology (α=0....

  9. Exploring the differential impact of individual and organizational factors on organizational commitment of physicians and nurses.

    Science.gov (United States)

    Miedaner, Felix; Kuntz, Ludwig; Enke, Christian; Roth, Bernhard; Nitzsche, Anika

    2018-03-15

    Physician and nursing shortages in acute and critical care settings require research on factors which might drive their commitment, an important predictor of absenteeism and turnover. However, the degree to which the commitment of a physician or a nurse is driven by individual or organizational characteristics in hospitals remains unclear. In addition, there is a need for a greater understanding of how antecedent-commitment relationships differ between both occupational groups. Based on recent findings in the literature and the results of a pilot study, we investigate the degree to which selected individual and organizational characteristics might enhance an employee's affective commitment working in the field of neonatal intensive care. Moreover, our aim is to examine the different antecedent-commitment relationships across the occupational groups of nurses and physicians. Information about individual factors affecting organizational commitment was derived from self-administered staff questionnaires, while additional information about organizational structures was taken from hospital quality reports and a self-administered survey completed by hospital department heads. Overall, 1486 nurses and 540 physicians from 66 Neonatal Intensive Care Units participated in the study. We used multilevel modeling to account for different levels of analysis. Although organizational characteristics can explain differences in an employee's commitment, the differences can be largely explained by his or her individual characteristics and work experiences. Regarding occupational differences, individual support by leaders and colleagues was shown to influence organizational commitment more strongly in the physicians' group. In contrast, the degree of autonomy in the units and perceived quality of care had a larger impact on the nurses' organizational commitment. With the growing number of hospitals facing an acute shortage of highly-skilled labor, effective strategies on the

  10. Investigation of the relationship between organizational learning and organizational citizen behavior among the staff of teaching hospital.

    Science.gov (United States)

    Kiaei, Mohammad Zakaria; Hasanpoor, Edris; Sokhanvar, Mobin; Mohseni, Mohammad; Ziaiifar, Hajarbibi; Moradi, Mahin

    2014-10-01

    Today, the concept of organizational learning has attracted the attention of many managers and researchers in scientific and research circles as well as those in the organization-related studies. Taking the organizational learning into account might offer a means of organizational effectiveness that has gone unnoticed. Thus the present study aimed at investigating the relationship between the organizational learning in each of its four aspects as independent variables and organizational citizen behavior of the staff as constituting the dependent variable of the study. This was a descriptive-analytical study with a practical approach conducted in 2010. The sample included 167 staff members working in educational health centers affiliated with Qazvin University of Medical Sciences. The data were collected via both the organizational learning questionnaire and organizational citizen behavior questionnaire and analyzed by using SPSS software and Spearman test. The results indicated that the mean of organizational learning indicator was 2.9±0.648 and that of organizational citizen behavior 3.78±0.413. In addition, the spearman correlation coefficient ranging from 0.058 to 0.129 between the elements of the organizational learning and the organizational citizen behavior was not statistically significant (p>0.05). The findings also indicated that the correlation between them was average among the staff of Shahid Raja'ee Educational health center (0.319), thus the relationship between the two sets of variables proved significant (p=0.031). However, the same was not true in other centers. It was concluded that management commitment, open space, transfer of knowledge, and systemic vision could all enhance the level of organizational learning in hospitals which calls for focus on the elements of organizational citizen behavior.

  11. Organizational change: a study of the integrated customer support system at United States Transportation Command

    OpenAIRE

    Williams, Kim C.

    2001-01-01

    Open communication and organizational trust are important factors in the context of organizational technology change. Although previous research has addressed the relationship between technology change and open communication, and issues concerning organizational trust and open communication, few investigations adequately address the interplay between all factors simultaneously. The relationship between perceptions of organizational trust and communication, as well as other organizational vari...

  12. THE RELATIONSHIP BETWEEN HOFSTEDE ORGANIZATIONAL CULTURE AND EMPLOYEES JOB BURNOUT IN HOSPITALS OF TEHRAN UNIVERSITY OF MEDICAL SCIENCES 2014-2015.

    Science.gov (United States)

    Farzianpour, Fereshteh; Abbasi, Mahya; Foruoshani, Abbas Rahimi; Pooyan, Ebrahim Jafari

    2016-02-01

    Organizational culture plays a supportive role in modification of structure and implementation of new management systems. So, the management of organizational culture with cultural elements recognition plays an important role in improving the efficacy and effectiveness of the organization. On the other hand, the health sector requires healthy and motivated practitioners and staff to achieve these goals. Job burnout as a response to environmental stressors causes some changes in attitude and behavior towards work and work environment, and factors such as organizational culture effect on it. This study aimed to clarify the relationship between organizational culture and employee's burnout. This is a descriptive and cross-sectional study. The study population included all clinical staff (physicians and nurses) and nonclinical (administrative and financial) in hospitals affiliated to Tehran University of Medical Sciences in 2014-2015. Among them, 387 participants were selected using simple stratified random sampling. In order to collect the required data, the Maslach Burnout Inventory (1981) and Hofstede's organizational cultural questionnaire (1988) were used. Also Cronbach's alpha obtained 0.836 and 0.913 for them, respectively. In order to analyze the data, the Kolmogorov-Smirnov test, multiple regression, independent t-test and binomial test were performed using SPSS 20. Results showed that organizational culture in studied population were masculine, collectivism with high uncertainty avoidance and relatively equitable power distance. Mean score for emotional exhaustion was (31.4) and most of participants 315 (40.6%) had average emotional exhaustion. Mean score for depersonalization was (21.16) and most of participants 315 (82.1%) had high depersonalization. Mean score for personal accomplishment was (30.02) and most of participants 280 (73.2%) had high personal accomplishment. Multiple correlation coefficient showed that there is a significant relationship between

  13. Effect of Organizational Justice Behaviors on Organizational Silence and Cynicism: A Research on Academics from Schools of Physical Education and Sports

    Science.gov (United States)

    Erdogdu, Murat

    2018-01-01

    In this research, it is aimed to examine the effect of organizational justice behaviors on organizational silence and cynicism based on the opinions of academics who serve in Schools of Physical Education and Sports, and Faculties of Sports Sciences. Research group consisted of academics from 22 different universities in Turkey. There are 320…

  14. Ideological and organizational components of differing public health strategies for addressing the social determinants of health.

    Science.gov (United States)

    Raphael, Dennis; Brassolotto, Julia; Baldeo, Navindra

    2015-12-01

    Despite a history of conceptual contributions to reducing health inequalities by addressing the social determinants of health (SDH), Canadian governmental authorities have struggled to put these concepts into action. Ontario's-Canada's most populous province-public health scene shows a similar pattern. In statements and reports, governmental ministries, professional associations and local public health units (PHUs) recognize the importance of these issues, yet there has been varying implementation of these concepts into public health activity. The purpose of this study was to gain insight into the key features responsible for differences in SDH-related activities among local PHUs. We interviewed Medical Officers of Health (MOH) and key staff members from nine local PHUs in Ontario varying in SDH activity as to their understandings of the SDH, public health's role in addressing the SDH, and their units' SDH-related activities. We also reviewed their unit's documents and their organizational structures in relation to acting on the SDH. Three clusters of PHUs are identified based on their SDH-related activities: service-delivery-oriented; intersectoral and community-based; and public policy/public education-focused. The two key factors that differentiate PHUs are specific ideological commitments held by MOHs and staff and the organizational structures established to carry out SDH-related activities. The ideological commitments and the organizational structures of the most active PHUs showed congruence with frameworks adopted by national jurisdictions known for addressing health inequalities. These include a structural analysis of the SDH and a centralized organizational structure that coordinates SDH-related activities. © The Author (2014). Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  15. The evolving organizational structure of academic health centers: the case of the University of Florida.

    Science.gov (United States)

    Barrett, Douglas J

    2008-09-01

    The organizational structures of academic health centers (AHCs) vary widely, but they all exist along a continuum of integration--that is, the degree to which the academic and clinical missions operate under a single administrative and governance structure. This author provides a brief overview of the topic of AHC integration, including the pros and cons of more integrated or less integrated models. He then traces the evolution of the University of Florida (UF) Health Science Center, which was created in the 1950s as a fully integrated AHC and which now operates under a more distributed management and governance model. Starting as a completely integrated AHC, UF's Health Science Center reached a time of maximal nonintegration (or dys-integration) in the late 1990s and at the beginning of this decade. Circumstances are now pushing the expanding clinical and academic enterprises to be more together as they face the challenges of market competition, federal research budget constraints, and reengineering clinical operations to reduce costs, enhance access, and improve quality and patient safety. Although formal organizational integration may not be possible or appropriate for any number of legal or political reasons, the author suggests that AHCs should strive for "functional integration" to be successful in the current turbulent environment.

  16. Organizational Learning as a Model for Continuous Transformation

    Science.gov (United States)

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

    2013-01-01

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

  17. Organizational Learning: Some Basic Questions and Answers

    Directory of Open Access Journals (Sweden)

    Miran Mihelčič

    2014-05-01

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

  18. The United Nations University and Information Development.

    Science.gov (United States)

    Tanaskovic, Ines Wesley

    1994-01-01

    Describes the role of the United Nations University (UNU) in promoting the effective use of new information technologies in support of science and technology for development. The UNU Information and Decision Systems (INDES) project examines the constraints preventing developing nations from using advances in informatics and from integrating their…

  19. Relationships between Diversity Climate and Organizational Performance in Accredited, U.S. Evangelical Christian Colleges and Universities: Applying Cox's Interactional Model of Cultural Diversity

    Science.gov (United States)

    Kissell, Bradley W.

    2014-01-01

    The main objective of this study was to determine whether relationships existed between workplace diversity and organizational performance in accredited U.S. evangelical Christian colleges and universities. Evidence points to a rapidly changing demographic landscape. The U.S. and its workforce are quickly becoming racially and ethnically diverse.…

  20. Knowledge Management: Individual versus organizational learning

    Directory of Open Access Journals (Sweden)

    Noemí Martínez Caraballo

    2007-07-01

    Full Text Available During the last two decades, there has been a profusion of articles dealing with the topics organizational learning and knowledge management, on the academic and managerial side. For this reason, the present paper is focused on further analysing these concepts. In particular, the purpose is studying the link between individual and organizational learning, taking into account the literature about knowledge management, and trying to establish the application field and the intersection of them. Finally, it is pursued to point out several managerial implications for the companies that must have in consideration that individual and organizational learning are two phenomena different but indissolubly united

  1. Integrating Information Services in an Academic Setting: The Organizational and Technical Challenge.

    Science.gov (United States)

    Branin, Joseph J.; And Others

    1993-01-01

    Describes a project to integrate the support and delivery of information services to faculty and staff at the University of Minnesota from the planning phase to implementation of a new organizational entity. Topics addressed include technical and organizational integration, control and delivery of services, and networking and organizational fit.…

  2. PREMISES OF THE INTRAPRENEURIAL MANAGEMENT AT THE LEVEL OF UNIVERSITIES

    Directory of Open Access Journals (Sweden)

    Amalia Venera TODORUŢ

    2010-09-01

    Full Text Available In this paper I proposed myself to approach issues related to the intrapreneuriat, which represents a powerful approach of the organizational change. Throughout the paper I tried to provide adequate answers to the requests concerning the intrapreneurial management approach and the concepts derived – intrapreneurial unit, intrapreneur manager, intrapreneurial – strategy – as an important factor of the work improvement on the grounds of efficiency and effectiveness, especially at the University because higher education institutions offer a variety of activities and opportunities for the intrapreneuriat. I also presented the specific features of the university intrapreneurial units and I detailed the intrapreneurial approach in higher education institutions. In the society based on knowledge, the universities as centers of innovation, creativity and critical thinking can successfully implement the intrapreneurial management as a progress and generating new value factor.

  3. 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.

  4. Organizational change, psychosocial work environment, and non-disability early retirement

    DEFF Research Database (Denmark)

    Breinegaard, Nina; Jensen, Johan Høy; Bonde, Jens Peter

    2017-01-01

    Objective: This study examines the impact of organizational change and psychosocial work environment on non-disability early retirement among senior public service employees. Methods: In January and February 2011, Danish senior public service employees aged 58–64 years (N=3254) from the Capital...... psychosocial work environment contribute to non-disability early retirement among senior public service employees, measured at work-unit level....... Region of Denmark responded to a survey assessing psychosocial work environment (ie, social capital, organizational justice, and quality of management). Work-unit organizational changes (ie, change of management, merging, demerging, and relocation) were recorded from January 2009 to March 2011. Weekly...

  5. A Study of Seton Hall University and the Attributes of Organizational Adaptation Employed in Fashioning Its Catholic Identity and Mission in the Post-Vatican II Era (1966-2006)

    Science.gov (United States)

    Mazza, Nicholas F.

    2009-01-01

    This thesis is the first fully developed and published study of Seton Hall University. It specifically examines the organizational structures of Seton Hall University over a forty year period in light of the tumultuous changes in the Catholic Church and Catholic academia post-Vatican II. Of particular importance is change that influenced the…

  6. Organizational Development and Coaching in Complex Environment

    OpenAIRE

    Skarp, Ari-Pekka

    2011-01-01

    The goal of the thesis is to first study the mainstream thinking of organizational development and coaching that is widely used in organizations around the world and taught in most business schools and universities. After this, another way of thinking about organizations is introduced, namely the “complex responsive processes of relating”. This thesis then develops conclusions of how this new way of viewing organizations might affect the practices of organizational development and coaching. T...

  7. Managers' perception regarding information systems that provide decision making support: a case study in an organizational unit of a petroleum derivatives company

    Directory of Open Access Journals (Sweden)

    Fabiano Raldi

    2016-07-01

    Full Text Available In a globalization scenario, uncertainty and high competitive edge between the companies, every manager needs to make decisions that bring competitive advantage to his/her organization. These decisions are increasingly complex, which demands more rapid and precise information to allow efficient decision-making. It is in this scenario that Information Systems (IS have gained importance in the decision-making process. Yet, many of these IS may not be adequate to the manager’s needs. This study aims to identify the perception of the managers of an Organizational Unit at an oil and derivatives company about the support given by ISs regarding their decision making. To obtain the expected results, a questionnaire based on the critical factors involved in IS quality and directed to the managers of the Organizational Unit. Results of this study will enable professionals responsible for developing ISs, as well as managers and those working with these systems to identify strengths and weaknesses of existing systems.

  8. Deriving social relations among organizational units from process models

    NARCIS (Netherlands)

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

    2008-01-01

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

  9. A study on relationship between conflict management styles and organizational agility: A case study of Ilam state University, Iran

    Directory of Open Access Journals (Sweden)

    Ardeshir Shiri

    2014-01-01

    Full Text Available The aim of present study is to explore the relationship between various styles of conflict management and organizational agility in Ilam state university. The study is quantitative one, having developmental orientation and comparative approach, which applies the strategy of survey research with an aim of exploration and description. It is implemented as single point and utilizes questionnaire as data collecting tool. The population and sample of the study include 425 and 205 individuals, respectively. The sample size is determined through Cochran’s formula and random sampling method has been used for sampling. In order to perform the data analysis, descriptive and inferential statistics as well as Spearman and Kendall test in SPSS were utilized. The results of the study reveal that there was a positive and significant relationship among four styles of conflict management (avoiding, forcing, compromising, and yielding, however there was no significant relationship between integrating conflict management and organizational agility.

  10. THE MODELS OF THE MANAGEMENT OPTIMIZATION OF THE ORGANIZATIONAL STRUCTURES OF RUP “BELORUSSIAN METALLURGICAL WORKS”

    Directory of Open Access Journals (Sweden)

    A. N. Chichko

    2006-01-01

    Full Text Available The new approach to the mathematic modeling and optimization of interrelation of the control units of the metallurgical enterprise organizational structures is offered. The mathematical model of the organizational structure based on temporary characteristics of control units loading is offered at the example of one of the organizational structures BMZ.

  11. Strengthening CRTD-A's Organizational and Program Capacity ...

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

    Strengthening CRTD-A's Organizational and Program Capacity (Lebanon) ... Women's Rights and Citizenship framework; to strengthen and rationalize its institutional ... IDRC “unpacks women's empowerment” at McGill University Conference.

  12. Improving environmental performance through unit-level organizational citizenship behaviors for the environment: A capability perspective.

    Science.gov (United States)

    Alt, Elisa; Spitzeck, Heiko

    2016-11-01

    Organizational citizenship behaviors for the environment (OCBEs) are increasingly advocated as a means of complementing formal practices in improving environmental performance. Adopting a capability perspective, we propose that a firm's employee involvement capability translates into environmental performance through the manifestation of unit-level OCBEs, and that this relationship is amplified by a shared vision capability. In a cross-country and multi-industry sample of 170 firms, we find support for our hypotheses, shedding light on contextual determinants of OCBEs, and on how firms may engender a positive relationship between top-down environmental initiatives and bottom-up behaviors. Copyright © 2016 Elsevier Ltd. All rights reserved.

  13. Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice.

    Science.gov (United States)

    Hassard, Juliet; Teoh, Kevin; Cox, Tom

    2017-10-01

    A growing literature now exists examining the relationship between organizational justice and employees' experience of stress. Despite the growth in this field of enquiry, there remain continued gaps in knowledge. In particular, the contribution of perceptions of justice to employees' stress within an organizational context of uncertainty and change, and in relation to the new and emerging concept of procedural-voice justice. The aim of the current study was to examine the main, interaction and additive effects of work characteristics and organizational justice perceptions to employees' experience of stress (as measured by their feelings of helplessness and perceived coping) during an acknowledged period of organizational uncertainty. Questionnaires were distributed among teachers in seven public primary schools in Hong Kong that were under threat of closure (n = 212). Work characteristics were measured using the demand-control-support model. Hierarchical regression analyses observed perceptions of job demands and procedural-voice justice to predict both teachers' feelings of helplessness and perceived coping ability. Furthermore, teacher's perceived coping was predicted by job control and a significant interaction between procedural-voice justice and distributive justice. The addition of organizational justice variables did account for unique variance, but only in relation to the measure of perceived coping. The study concludes that in addition to 'traditional' work characteristics, health promotion strategies should also address perceptions of organizational justice during times of organizational uncertainty; and, in particular, the value and importance of enhancing employee's perceived 'voice' in influencing and shaping justice-related decisions. © The Author 2016. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  14. The effects of social capital and organizational commitment on the staff’s intellectual contribution in the central building of Shiraz University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Leila Malek Makan

    2015-04-01

    Full Text Available Introduction: Nowadays human capital is the main asset in organizations. Thus, the employees’ intellectual involvement is a key factor in the success of organizations. Hence organizations should seek for factors that affect and boost the employees’ intellectual involvement. Therefore, the present research aimed at discovering the relationship between organizational commitment and social capital with intellectual involvement among employees of Shiraz University of Medical Sciences. Method: The study population consisted of staff employees at Shiraz University of Medical Sciences. A sample of 224 employees was selected using cluster sampling. Data were collected using three questionnaires including social capital, organizational commitment, and intellectual involvement. Data were analyzed using t-test, ANOVA, and Pearson correlation coefficient. Results: It was found that the level of social capital, organizational commitment, and intellectual involvement was at an average level. There was a significant relationship between intellectual involvement and degree (p<0.01 and marital status (p<0.05. Other demographic variables had no significant relationship with research variables. Moreover, all research variables and their dimensions had a significant relationship with each other (p<0.01. Conclusion: According to the findings, it can be concluded that with improvement in each of the research variables, other variables will improve. For example, as a result of improvement in social capital or organization commitment, intellectual involvement will increase and the organization could use its competitive advantage

  15. The self-organizing fractal theory as a universal discovery method: the phenomenon of life

    Directory of Open Access Journals (Sweden)

    Kurakin Alexei

    2011-03-01

    Full Text Available Abstract A universal discovery method potentially applicable to all disciplines studying organizational phenomena has been developed. This method takes advantage of a new form of global symmetry, namely, scale-invariance of self-organizational dynamics of energy/matter at all levels of organizational hierarchy, from elementary particles through cells and organisms to the Universe as a whole. The method is based on an alternative conceptualization of physical reality postulating that the energy/matter comprising the Universe is far from equilibrium, that it exists as a flow, and that it develops via self-organization in accordance with the empirical laws of nonequilibrium thermodynamics. It is postulated that the energy/matter flowing through and comprising the Universe evolves as a multiscale, self-similar structure-process, i.e., as a self-organizing fractal. This means that certain organizational structures and processes are scale-invariant and are reproduced at all levels of the organizational hierarchy. Being a form of symmetry, scale-invariance naturally lends itself to a new discovery method that allows for the deduction of missing information by comparing scale-invariant organizational patterns across different levels of the organizational hierarchy. An application of the new discovery method to life sciences reveals that moving electrons represent a keystone physical force (flux that powers, animates, informs, and binds all living structures-processes into a planetary-wide, multiscale system of electron flow/circulation, and that all living organisms and their larger-scale organizations emerge to function as electron transport networks that are supported by and, at the same time, support the flow of electrons down the Earth's redox gradient maintained along the core-mantle-crust-ocean-atmosphere axis of the planet. The presented findings lead to a radically new perspective on the nature and origin of life, suggesting that living matter

  16. The self-organizing fractal theory as a universal discovery method: the phenomenon of life.

    Science.gov (United States)

    Kurakin, Alexei

    2011-03-29

    A universal discovery method potentially applicable to all disciplines studying organizational phenomena has been developed. This method takes advantage of a new form of global symmetry, namely, scale-invariance of self-organizational dynamics of energy/matter at all levels of organizational hierarchy, from elementary particles through cells and organisms to the Universe as a whole. The method is based on an alternative conceptualization of physical reality postulating that the energy/matter comprising the Universe is far from equilibrium, that it exists as a flow, and that it develops via self-organization in accordance with the empirical laws of nonequilibrium thermodynamics. It is postulated that the energy/matter flowing through and comprising the Universe evolves as a multiscale, self-similar structure-process, i.e., as a self-organizing fractal. This means that certain organizational structures and processes are scale-invariant and are reproduced at all levels of the organizational hierarchy. Being a form of symmetry, scale-invariance naturally lends itself to a new discovery method that allows for the deduction of missing information by comparing scale-invariant organizational patterns across different levels of the organizational hierarchy.An application of the new discovery method to life sciences reveals that moving electrons represent a keystone physical force (flux) that powers, animates, informs, and binds all living structures-processes into a planetary-wide, multiscale system of electron flow/circulation, and that all living organisms and their larger-scale organizations emerge to function as electron transport networks that are supported by and, at the same time, support the flow of electrons down the Earth's redox gradient maintained along the core-mantle-crust-ocean-atmosphere axis of the planet. The presented findings lead to a radically new perspective on the nature and origin of life, suggesting that living matter is an organizational state

  17. 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.

  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. Contingent Faculty Perceptions of Organizational Support, Workplace Attitudes, and Teaching Evaluations at a Public Research University

    Directory of Open Access Journals (Sweden)

    Min Young Cha

    2016-03-01

    Full Text Available This research examines contingent faculty’s perception of organizational support, workplace attitudes, and Student Ratings of Teaching (SRT in a large public research university to investigate their employee-organization relationship. According to t-tests and regression analyses for samples of 2,229 faculty and instructional staff who answered the survey and had SRT data (tenured and tenure-track faculty: 1,708, 76.6% of total; contingent faculty: 521, 23.4% of total, employment relationship of contingent faculty in this institution was closer to a combined economic and social exchange model than to a pure economic exchange model or underinvestment model. Contingent faculty’s satisfaction with work, satisfaction with coworkers, perception of being supported at work, and affective organizational commitment were higher than tenured and tenure-track faculty at a statistically significant level. In addition, contingent faculty had higher SRT mean results in all areas of SRT items in medium-size (10-30 classes and in ‘class presentation,’ ‘feedback,’ ‘deeper understanding,’ and ‘interest stimulated’ in large-size (30-50 classes than Tenured and Tenure-track Faculty. These results not only refute the misconception that contingent faculty have too little time to provide students with feedback but also support that they provide students with good teaching, at least in medium-size and large-size classes. Whereas these results might be partially attributable to the relatively stable status of contingent faculty in this study (who work for more than 50 percent FTE, they indicate that, as a collective, contingent faculty also represent a significant contributor to the university, who are satisfied with their work, enjoy the community they are in, and are committed to their institution.

  20. 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...

  1. Relationship between organizational culture and commitment of employees in health care centers in west of Iran.

    Science.gov (United States)

    Hamidi, Yadollah; Mohammadibakhsh, Roghayeh; Soltanian, Alireza; Behzadifar, Masoud

    2017-01-01

    Presence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational culture and organizational commitment of employees in administrative units of health care centers in the cities of Hamedan Province based on the Denison model in 2015. In this cross-sectional study, 177 employees in administrative units of health care centers in the cities of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments included the standardized Denison organizational culture survey and organizational commitment questionnaire by Meyer and Allen. Data were analyzed by IBM-SPSS version 21 using descriptive statistics and Pearson product-moment coefficient. Among the 12 indicators of organizational culture, the highest mean scores were assigned to empowerment (16.74), organizational learning (16.41), vision (16.4), and strategic direction (16.35); respectively. Furthermore, the indicators of capability development (14.2), core values (15.31), team orientation (15.45), and goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational culture, the highest mean score was related to "mission" in organizational culture and the lowest score was associated with "involvement." Meyer and Allen's organizational commitment model also had three components in which affective commitment in this study obtained the highest score (26.63) and continuance commitment received the lowest score (24.73). In this study, there was a significant correlation between all the components of organizational culture and organizational commitment of employees in

  2. Organizational safety factors research lessons learned

    International Nuclear Information System (INIS)

    Ryan, T.G.

    1995-01-01

    This Paper reports lessons learned and state of knowledge gained from an organizational factors research activity involving commercial nuclear power plants in the United States, through the end of 1991, as seen by the scientists immediately involved in the research. Lessons learned information was gathered from the research teams and individuals using a question and answer format. The following five questions were submitted to each team and individual: (1) What organizational factors appear to influence safety performance in some systematic way, (2) Should organizational factors research focus at the plant level, or should it extend beyond the plant level to the parent company, rate setting commissions, regulatory agencies, (3) How important is having direct access to plants for doing organizational factors research, (4) What lessons have been learned to date as the result of doing organizational factors research in a nuclear regulatory setting, and (5) What organizational research topics and issues should be pursued in the future? Conclusions based on the responses provided for this report are that organizational factors research can be conducted in a regulatory setting and produce useful results. Technologies pioneered in other academic, commercial, and military settings can be adopted for use in a nuclear regulatory setting. The future success of such research depends upon the cooperation of regulators, contractors, and the nuclear industry

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

    Science.gov (United States)

    Küçüksüleymanoglu, Rüyam

    2017-01-01

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

  4. The Relations between the Organizational Happiness and the Organizational Socialization Perceptions of Teachers: The Sample of Physical Education and Sport

    OpenAIRE

    Tosten, Rasim; Avci, Yunus Emre; Sahin, Erhan

    2018-01-01

    The main purpose of this research is to examine the relationship between levels of organizational happiness and organizational socialization of physical education and sport teachers. The research is quantitative and correlational model. The population of the research is composed of 257 physical education and sports teachers working in Siirt province. The entire universe was tried to be reached and 244 physical education and sports teachers were reached at the target stage. Within the scope of...

  5. Using community-based participatory research and organizational diagnosis to characterize relationships between community leaders and academic researchers.

    Science.gov (United States)

    Wang, Karen H; Ray, Natasha J; Berg, David N; Greene, Ann T; Lucas, Georgina; Harris, Kenn; Carroll-Scott, Amy; Tinney, Barbara; Rosenthal, Marjorie S

    2017-09-01

    Sustaining collaborations between community-based organization leaders and academic researchers in community-engaged research (CEnR) in the service of decreasing health inequities necessitates understanding the collaborations from an inter-organizational perspective. We assessed the perspectives of community leaders and university-based researchers conducting community-engaged research in a medium-sized city with a history of community-university tension. Our research team, included experts in CEnR and organizational theory, used qualitative methods and purposeful, snowball sampling to recruit local participants and performed key informant interviews from July 2011-May 2012. A community-based researcher interviewed 11 community leaders, a university-based researcher interviewed 12 university-based researchers. We interviewed participants until we reached thematic saturation and performed analyses using the constant comparative method. Unifying themes characterizing community leaders and university-based researchers' relationships on the inter-organizational level include: 1) Both groups described that community-engaged university-based researchers are exceptions to typical university culture; 2) Both groups described that the interpersonal skills university-based researchers need for CEnR require a change in organizational culture and training; 3) Both groups described skepticism about the sustainability of a meaningful institutional commitment to community-engaged research 4) Both groups described the historical impact on research relationships of race, power, and privilege, but only community leaders described its persistent role and relevance in research relationships. Challenges to community-academic research partnerships include researcher interpersonal skills and different perceptions of the importance of organizational history. Solutions to improve research partnerships may include transforming university culture and community-university discussions on race

  6. The Value in Comparing Organizational Fields and Forms

    DEFF Research Database (Denmark)

    Pinheiro, Rómulo; Ramirez, Francisco O.; Geschwind, Lars

    2016-01-01

    Following the spirit of an earlier volume in the series focusing on ‘Comparative Approaches to Organizational Research’, the mandate of the current volume is to provide a comparative account of dynamics across two organizational fields – health care and higher education – and, subsequently, two...... specific types of organizational forms – hospitals and universities. In so doing, we take a broader perspective encompassing various conceptual and theoretical points of departure emanating from, mostly, the institutional literature in the social sciences (and its various perspectives), but also from...... public policy and administration literatures – of relevance to scholars and the communities of practice working within either field. In this introductory paper to the volume, we provide a brief overview of developments across the two organizational fields and illuminate on the most important scholarly...

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

    Directory of Open Access Journals (Sweden)

    Dariush Gholamzadeh

    2014-09-01

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

  8. Personal social networks and organizational affiliation of South Asians in the United States.

    Science.gov (United States)

    Kandula, Namratha R; Cooper, Andrew J; Schneider, John A; Fujimoto, Kayo; Kanaya, Alka M; Van Horn, Linda; deKoning, Lawrence; Siddique, Juned

    2018-02-05

    Understanding the social lives of South Asian immigrants in the United States (U.S) and their influence on health can inform interpersonal and community-level health interventions for this growing community. This paper describe the rationale, survey design, measurement, and network properties of 700 South Asian individuals in the Mediators of Atherosclerosis in South Asians Living in America (MASALA) social networks ancillary study. MASALA is a community-based cohort, established in 2010, to understand risk factors for cardiovascular disease among South Asians living in the U.S. Survey data collection on personal social networks occurred between 2014 and 2017. Network measurements included size, composition, density, and organizational affiliations. Data on participants' self-rated health and social support functions and health-related discussions among network members were also collected. Participants' age ranged from 44 to 84 (average 59 years), and 57% were men. South Asians had large (size=5.6, SD=2.6), kin-centered (proportion kin=0.71, SD=0.28), and dense networks. Affiliation with religious and spiritual organizations was perceived as beneficial to health. Emotional closeness with network members was positively associated with participants' self-rated health (p-value networks with higher density and more kin were significantly associated with health-related discussions. The MASALA networks study advances research on the cultural patterning of social relationships and sources of social support in South Asians living in the U.S. Future analyses will examine how personal social networks and organizational affiliations influence South Asians' health behaviors and outcomes. ClinicalTrials.gov identifier: NCT02268513.

  9. Organizational Learning to Implementation: Development of Post-Secondary Online Degree Programs

    Science.gov (United States)

    Davis, Kirk Alan

    2011-01-01

    The purpose of this study was to analyze organizational learning and the facilitating factors and critical elements for development of post-secondary distance education and online degree programs at three universities in Hawaii: University of Hawaii at Hilo (public), Hawaii Pacific University and Chaminade University (both private). The researcher…

  10. Nurses' perception of ethical climate and organizational commitment.

    Science.gov (United States)

    Borhani, Fariba; Jalali, Tayebe; Abbaszadeh, Abbas; Haghdoost, Aliakbar

    2014-05-01

    The high turnover of nurses has become a universal issue. The manner in which nurses view their organization's ethical climate has direct bearing on their organizational commitment. The aim of this study was to determine the correlation between nurses' perception of ethical climate and organizational commitment in teaching hospitals in the southeastern region of Iran. A descriptive analytical design was used in this study. The sample consisted of 275 nurses working in four teaching hospitals in the southeastern region of Iran. The instruments used in this study included a demographic questionnaire, Ethical Climate Questionnaire, and Organizational Commitment Questionnaire. Data analysis was carried out using Pearson's correlation, t-test, and descriptive statistic through Statistical Package for Social Science, version 16. The result of this research indicated a positive correlation among professionalism, caring, rules, independence climate, and organizational commitment. Therefore, findings of this study are a guideline for researchers and managers alike who endeavor to improve organizational commitment.

  11. The relationship between organizational commitment and knowledge sharing: A case study of university employee cooperation

    Directory of Open Access Journals (Sweden)

    Hosein Bahramzadeh

    2012-10-01

    Full Text Available Knowledge sharing plays an important role on helping organizations reach their goals, it facilitates distribution of overall awareness among workers and create better environment for adding more value. There are different factors influencing knowledge sharing and organizational commitment is believed one of the most important items. In this paper, we present an empirical study in one of privately held universities located in city of Bojnourd, Iran. The proposed study selects a sample size 145 out of 236 people from both regular employees and university professors and we have used different tests such as Pearson correlation test to analyze the results. The proposed model of the paper has confirmed that there is a positive and meaningful relationship between these two components when the level of significance is set to five percent. The results of this survey also reveals that while ethical commitment and normative play important role on knowledge sharing, continuity has no significant impact on knowledge sharing within organization. The other observation is that while gender and age has no impact on knowledge sharing, higher educational background is an important factor on knowledge sharing.

  12. The Mediation of Performance in the Relationship of Organizational Commitment to University Faculty's Effectiveness

    Science.gov (United States)

    Jing, Lizhen; Zhang, Deshan

    2014-01-01

    To provide more insights into inconsistent findings on the relationship of organizational commitment to effectiveness, this study conducted a questionnaire survey among 188 academics in Beijing. Analysis of survey responses suggested that organizational commitment presented significant relationships to performance and effectiveness. These…

  13. MANAGING ORGANIZATIONAL CHANGE AND INNOVATION ON ROMANIAN SMES

    OpenAIRE

    Eduard Gabriel CEPTUREANU; Sebastian Ion CEPTUREANU

    2014-01-01

    The process of change occurs throughout the universe, including our private life or in the life of organizations. Knowledge of the change process in order to rule it possible, is a characteristic of an effective management that can generate organization competitiveness. Change of organizational and managerial paradigms involves crossing: 1. from the "rigid hierarchy" to "flexibility"; 2. use of new organizational models in flexible networks, clusters, technologies, in which an important role ...

  14. Evaluation the relation between organizational structure and entrepreneurship in physical education of Islamic Azad University

    OpenAIRE

    Gargari, Amineh Sahranavard; Asadollahi, Abedin

    2014-01-01

    In the knowledge based economy, the most successful organizations will be those who use their organizational structure in most effective ways to improve performance. On the other hand, achieving high levels of organizational performance requires the creation and development of entrepreneurialt. This study aims to investigate the relation between organizational structure and entrepreneurship which is of discretional – correlational type , done by the field method among all the physical educati...

  15. The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

    International Nuclear Information System (INIS)

    Akroyd, Duane; Legg, Jeff; Jackowski, Melissa B.; Adams, Robert D.

    2009-01-01

    The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

  16. Organizational Structures for International Universities: Implications for Campus Autonomy, Academic Freedom, Collegiality, and Conflict

    Science.gov (United States)

    Edwards, Ron; Crosling, Glenda; Lim, Ngat-Chin

    2014-01-01

    One significant form of transnational higher education is the International Branch Campus (IBC), in effect an "outpost" of the parent institution located in another country. Its organizational structure is alignable with offshore subsidiaries of multinational corporations (MNCs). The implications of organizational structure for academic…

  17. Organizational Analysis of the United States Army Contracting Command-Kuwait

    National Research Council Canada - National Science Library

    Orr, Kristine R

    2008-01-01

    This study of the U.S. Army Contracting Command - Kuwait (USACC-KU) used an organizational systems framework to analyze factors related to strategy structure, processes and results experienced at USACC-KU during 2006-2008...

  18. 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...

  19. Using community-based participatory research and organizational diagnosis to characterize relationships between community leaders and academic researchers

    Directory of Open Access Journals (Sweden)

    Karen H. Wang

    2017-09-01

    Full Text Available Sustaining collaborations between community-based organization leaders and academic researchers in community-engaged research (CEnR in the service of decreasing health inequities necessitates understanding the collaborations from an inter-organizational perspective. We assessed the perspectives of community leaders and university-based researchers conducting community-engaged research in a medium-sized city with a history of community-university tension. Our research team, included experts in CEnR and organizational theory, used qualitative methods and purposeful, snowball sampling to recruit local participants and performed key informant interviews from July 2011–May 2012. A community-based researcher interviewed 11 community leaders, a university-based researcher interviewed 12 university-based researchers. We interviewed participants until we reached thematic saturation and performed analyses using the constant comparative method. Unifying themes characterizing community leaders and university-based researchers' relationships on the inter-organizational level include: 1 Both groups described that community-engaged university-based researchers are exceptions to typical university culture; 2 Both groups described that the interpersonal skills university-based researchers need for CEnR require a change in organizational culture and training; 3 Both groups described skepticism about the sustainability of a meaningful institutional commitment to community-engaged research 4 Both groups described the historical impact on research relationships of race, power, and privilege, but only community leaders described its persistent role and relevance in research relationships. Challenges to community-academic research partnerships include researcher interpersonal skills and different perceptions of the importance of organizational history. Solutions to improve research partnerships may include transforming university culture and community-university

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

    Directory of Open Access Journals (Sweden)

    Belal Panahi

    2012-04-01

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

  1. 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

  2. Relationship between ethical work climate and nurses' perception of organizational support, commitment, job satisfaction and turnover intent.

    Science.gov (United States)

    Abou Hashish, Ebtsam Aly

    2017-03-01

    Healthcare organizations are now challenged to retain nurses' generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses' dedication, commitment, satisfaction, and loyalty to their organization. This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses' organizational commitment, job satisfaction, and turnover intention. A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects' informed consent to participate in the research before data collection. The result revealed positive significant correlations between nurses' perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses' turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention

  3. Role of organizational citizenship behavior in promoting knowledge sharing

    Directory of Open Access Journals (Sweden)

    Mohammad Reza Dehghani

    2015-10-01

    Full Text Available Introduction: Organizational citizenship behavior has been linked to overall organizational effectiveness, thus these types of employee behaviors have important consequences in the workplace. One of the important consequences of these types of behaviors is knowledge sharing. Thus, the current study examined the role of organizational citizenship behavior in promoting knowledge sharing. Method: A descriptive correlation design was employed in this study. We collected the data from Kharazmi University employees in city of Tehran in 2014. The statistical population consisted of 484 Kharazmi University employees from which 210 persons were selected randomly (using simple random sampling by the Krejcie and Morgan (1978 sample size determination table. Data werecollected through organizational citizenship behavior questionnaire and knowledge sharing questionnaire. To examine the reliability of the questionnaires, Cronbach alpha coefficient was used. These coefficients were 0.80 for attitude toward knowledge sharing and 0.77 for intention to share knowledge. Also, for organizational citizenship behavior it ranged from 0.71 (courtesy to 0.82 (altruism. To determine the validity, content validity method was applied. All descriptive statistics, t-test, Pearson correlation and multiple regression were performed using SPSS 19. Results: The results of t-test indicated that the means of organizational citizenship behavior (mean=2.50 and all its dimensions (altruism: 2.60, conscientiousness: 2.52, sportsmanship: 2.41, courtesy: 2.49, civic virtue: 2.45 among employees were at the moderate level. The results showed that the correlation between organizational citizenship behavior and knowledge sharing was significant (r=0.50, P<0.001. Other results showed that the correlations between knowledge sharing and organizational citizenship behavior dimensions - Altruism (r=0.35, Conscientiousness (r=0.19, Sportsmanship (r=0.46, Courtesy (r=0.39, Civic virtue (r=0

  4. Perceptions of Organizational Functioning in Substance Abuse Treatment Facilities in South Africa

    Science.gov (United States)

    Bowles, Steven; Louw, Johann; Myers, Bronwyn

    2011-01-01

    Directors' and treatment staff's perceptions of organizational functioning within substance abuse treatment facilities in four provinces in South Africa were examined via the Texas Christian University's Organizational Readiness for Change instrument. Forty-four treatment facilities (out of 89) participated in the study. Results indicated that…

  5. Managing Organizational Tensions: A Multi-Level Perspective on Exploration, Exploitation and Ambidexterity

    NARCIS (Netherlands)

    S.P.L. Fourné (Sebastian)

    2014-01-01

    markdownabstract__Abstract__ "This dissertation draws on organizational learning and paradox theory to develop fine-grained insights at the individual, unit, and organizational level that contribute to the theoretical development of the exploration-exploitation framework. The four studies

  6. The relationship between strategy making and organizational learning

    Directory of Open Access Journals (Sweden)

    Ângela França Versiani

    2018-06-01

    Full Text Available Purpose – This paper discusses the role of strategy making in organizational learning. By linking organizational learning and strategyas-practice literatures, the objective of this research was to analyze how intertwined the cognitive process and strategic activities are in organizational learning. Design/methodology/approach – The metodology used is a longitudinal qualitative single case study of one of the largest Brazilian companies in the power industry. The unit of analysis is the firm’s growth strategy through mergers and acquisitions from 2003 to 2012. Findings – The findings show that organizational learning involved four sequenced causal flows in which specific types of strategic activities contributed directly or indirectly to learning loops. Originality/value – Our main contribution is to show that the implementation of strategic activities is the key to strategic renewal.

  7. 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

  8. 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)

  9. Understanding the Organizational Nature of Student Persistence: Empirically-based Recommendations for Practice.

    Science.gov (United States)

    Berger, Joseph B.

    2002-01-01

    Builds on the assumption that colleges and universities are organizations and subsequently that the organizational perspective provides important insights for improving retention on campuses. A review of existing organizational studies of undergraduate persistence serves as the basis for ten empirically-based recommendations for practice that are…

  10. Theorizing University Identity Development: Multiple Perspectives and Common Goals

    Science.gov (United States)

    MacDonald, Ginger Phillips

    2013-01-01

    Universities articulate their identities during moments of organizational change. The process of development of university identity is herein explored from multiple theoretical strands: (a) industrial/organizational psychology, (b) human development/social psychology, (c) marketing, and (d) postmodern sociological. This article provides an…

  11. Evaluating the balanced scorecard at the University Health Network: an impact assessment.

    Science.gov (United States)

    Young, Justin; Bell, Robert; Khalfan, Adil; Lindquist, Evert

    2008-01-01

    The balanced scorecard (BSC) has become increasing popular in healthcare organizations. A recent study conducted at the University Health Network in Toronto explored the extent to which the BSC has focused and aligned various organizational units and departments around shared goals and objectives. The evaluation also assessed the BSC's impact on front-line staff and how the development and rollout of the BSC should be modified in the next planning iteration.

  12. Research workshops as a Means to individual and organizational learning and transformation

    DEFF Research Database (Denmark)

    Sommer, Finn M.; Sprogøe, Jonas; Nygaard Andersen, Randi

    In this empirical paper we explore experiences with organizing so called research workshops in a university of applied science. A research workshop is a action learning oriented didactical and educational format designed to be explorative, and the aim is for the participants to acquire research s...... skills and competencies. However, research workshops are also used strategically to facilitate organizational development. By way of organizational learning theory, we discuss research workshops as way to individual learning and organizational transformation.......In this empirical paper we explore experiences with organizing so called research workshops in a university of applied science. A research workshop is a action learning oriented didactical and educational format designed to be explorative, and the aim is for the participants to acquire research...

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

    Science.gov (United States)

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

    2016-01-01

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

  14. The Effects of Organizational Justice on Positive Organizational Behavior: Evidence from a Large-Sample Survey and a Situational Experiment

    Science.gov (United States)

    Pan, Xiaofu; Chen, Mengyan; Hao, Zhichao; Bi, Wenfen

    2018-01-01

    Employees' positive organizational behavior (POB) is not only to promote organizational function but also improve individual and organizational performance. As an important concept in organizational research, organizational justice is thought to be a universal predictor of employee and organizational outcomes. The current set of two studies examined the effects of organizational justice (OJ) on POB of employees with two different studies, a large-sample survey and a situational experiment. In study 1, a total of 2,566 employees from 45 manufacturing enterprises completed paper-and-pencil questionnaires assessing organizational justice (OJ) and positive organizational behavior (POB) of employees. In study 2, 747 employees were randomly sampled to participate in the situational experiment with 2 × 2 between-subjects design. They were asked to read one of the four situational stories and to image that this situation happen to the person in the story or them, and then they were asked to imagine how the person in the story or they would have felt and what the person or they subsequently would have done. The results of study 1 suggested that OJ was correlated with POB of employees and OJ is a positive predictor of POB. The results of study 2 suggested that OJ had significant effects on POB and negative organizational behavior (NOB). Procedural justice accounted for significantly more variance than distributive justice in POB of employees. Distributive justice and procedural justice have different influences on POB and NOB in terms of effectiveness and direction. The effect of OJ on POB was greater than that of NOB. In addition, path analysis indicated that the direct effect of OJ on POB was smaller than its indirect effect. Thus, many intermediary effects could possibly be between them. PMID:29375434

  15. The Effects of Organizational Justice on Positive Organizational Behavior: Evidence from a Large-Sample Survey and a Situational Experiment.

    Science.gov (United States)

    Pan, Xiaofu; Chen, Mengyan; Hao, Zhichao; Bi, Wenfen

    2017-01-01

    Employees' positive organizational behavior (POB) is not only to promote organizational function but also improve individual and organizational performance. As an important concept in organizational research, organizational justice is thought to be a universal predictor of employee and organizational outcomes. The current set of two studies examined the effects of organizational justice (OJ) on POB of employees with two different studies, a large-sample survey and a situational experiment. In study 1, a total of 2,566 employees from 45 manufacturing enterprises completed paper-and-pencil questionnaires assessing organizational justice (OJ) and positive organizational behavior (POB) of employees. In study 2, 747 employees were randomly sampled to participate in the situational experiment with 2 × 2 between-subjects design. They were asked to read one of the four situational stories and to image that this situation happen to the person in the story or them, and then they were asked to imagine how the person in the story or they would have felt and what the person or they subsequently would have done. The results of study 1 suggested that OJ was correlated with POB of employees and OJ is a positive predictor of POB. The results of study 2 suggested that OJ had significant effects on POB and negative organizational behavior (NOB). Procedural justice accounted for significantly more variance than distributive justice in POB of employees. Distributive justice and procedural justice have different influences on POB and NOB in terms of effectiveness and direction. The effect of OJ on POB was greater than that of NOB. In addition, path analysis indicated that the direct effect of OJ on POB was smaller than its indirect effect. Thus, many intermediary effects could possibly be between them.

  16. Employees' Perception of Organizational Climate and Its ...

    African Journals Online (AJOL)

    user

    Professional discharge of duties entails application of expertise and judgement and to large ...... Organizational Climate to Business-Unit Outcomes: An MPLS Approach. ... Changes: A thoughtful approach to the practice of management,. Field ...

  17. The Effect of Organizational Separation on Individuals’ Knowledge Sharing in MNCs

    DEFF Research Database (Denmark)

    Dasi, Angels; Pedersen, Torben; Gooderham, Paul N.

    2017-01-01

    a unique data-set of more than 4000 individual responses from an MNC, Telenor, we test how three types of drivers for individuals’ knowledge sharing – individuals’ motivation, and individuals’ perceptions of organizational values and organizational work practices – work differently within, as opposed...... to across, business units. Our analysis suggests that while intrinsic motivation, innovative values and job autonomy are relatively important drivers of knowledge sharing within the business units, extrinsic motivation, result-oriented values and participation in corporate employee development...

  18. 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…

  19. The association of perceived organizational justice and organizational expectations with nurses' efforts.

    Science.gov (United States)

    Motlagh, Farhad Shafiepour; Yarmohammadian, Mohammad Hossein; Yaghoubi, Maryam

    2012-03-01

    One important factor in growth, progress, and increase in work efficiency of employees of any enterprise is to make considerable effort. Supreme leader of the Islamic Republic of Iran also addressed the issue of need for more efforts. The goal of this study was to determine the association of perceived organizational justice and organizational expectations with efforts of nurses to provide a suitable model. The current study was a descriptive study. The study group consists of all nurses who worked in hospitals of Isfahan. Due to some limitations all nurses of the special unit, surgery wards and operating room were questioned. The data collection tools were the Organizational Justice Questionnaire, organizational expectations questionnaire, and double effort questionnaire. Content validity of the mentioned questionnaires was confirmed after considering the experts' comments. The reliability of these questionnaires, using the Cronbach's alpha, were 0.79, 0.83 and 0.92, respectively. The Pearson correlation and the structural equation model were used for the analysis of data. There was a significant correlation between the perceived organizational justice and the double effort of nurses during the surgery of patients. Correlation of the expectation from job, usefulness of job, and its attractiveness with double effort of nurses before the surgery was also statistically significant. Moreover, it was shown that the root of the mean square error of estimation (RMSEA) was 0.087, the fitted goodness index (GFI) was 0.953, the value of chi-square was 268.5, and the model was statistically significant (p Justice is an essential need for human life and its importance in organizations and social life of individuals is evident.

  20. 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.

  1. Modeling the relationship between organizational justice, job burnout and organizational commitment among university teachers. Relación entre justicia organizacional, desgaste profesional, y compromiso organizacional en profesores universitarios

    OpenAIRE

    Li, Yongzhan

    2013-01-01

    Organizational commitment is widely considered in the management and behavioral science literature as a key factor in the relationship between organizations and individuals (Mirza, Redzuan, Hamsan, & Shahrimin, 2012). According to Meyer and Allen (1991), organizational commitment comprises three types of commitment: affective, continuance and normative commitment.As a consequence, organizational commitment has been found to be predicted by quite a few of organizational variables. Of all the i...

  2. Diagnostics of the Organizational Factors Contributing to Work at Retirement Age

    Directory of Open Access Journals (Sweden)

    Kirnos Inna O.

    2018-03-01

    Full Text Available The aim of the publication is to substantiate the research method and to clarify the content of the diagnostic tool for identifying the career goals, specific needs of older workers, and their perception of the organizational climate regarding the continuation of work at retirement age. An authentic questionnaire for 50+ employees is proposed as a universal tool for diagnosing the organizational climate for working at retirement age. In developing the questionnaire, the sectional approach was used, according to which the questions are grouped into content blocks: career preferences, desired working conditions, perception of opportunities for development, perception of organizational support, age accounting in personnel policy, emotional attachment to the organization, perception of age discrimination. The proposed questionnaire is a universal diagnostic tool that can be applied at enterprises of any field of activity. It provides feedback between staff and management, and the results of the survey form a factual basis for developing an organizational climate strategy for successful aging in the workplace and retention of older workers.

  3. University-Based Teleradiology in the United States.

    Science.gov (United States)

    Hunter, Tim B; Krupinski, Elizabeth A

    2014-04-15

    This article reviews the University of Arizona's more than 15 years of experience with teleradiology and provides an overview of university-based teleradiology practice in the United States (U.S.). In the U.S., teleradiology is a major economic enterprise with many private for-profit companies offering national teleradiology services (i.e., professional interpretation of radiologic studies of all types by American Board of Radiology certified radiologists). The initial thrust for teleradiology was for after-hours coverage of radiologic studies, but teleradiology has expanded its venue to include routine full-time or partial coverage for small hospitals, clinics, specialty medical practices, and urgent care centers. It also provides subspecialty radiologic coverage not available at smaller medical centers and clinics. Many U.S. university-based academic departments of radiology provide teleradiology services usually as an additional for-profit business to supplement departmental income. Since academic-based teleradiology providers have to compete in a very demanding marketplace, their success is not guaranteed. They must provide timely, high-quality professional services for a competitive price. Academic practices have the advantage of house officers and fellows who can help with the coverage, and they have excellent subspecialty expertise. The marketplace is constantly shifting, and university-based teleradiology practices have to be nimble and adjust to ever-changing situations.

  4. Exploring the Effect of Geographical Proximity and University Quality on University-Industry Collaboration in the United Kingdom

    DEFF Research Database (Denmark)

    Laursen, Keld; Reichstein, Toke; Salter, Ammon

    2011-01-01

    Exploring the effect of geographical proximity and university quality on university–industry collaboration in the United Kingdom, Regional Studies. This paper concerns the geographical distance between a firm and the universities in its local area. It is argued that firms' decisions to collaborat...... collaboration. However, it is also found that if faced with the choice, firms appear to give preference to the research quality of the university partner over geographical closeness. This is particularly true for high-research and development intensive firms....

  5. Colleagues and Competitors: How Internal Social Comparisons Shape Organizational Search and Adaptation

    DEFF Research Database (Denmark)

    Baumann, Oliver; Eggers, JP; Stieglitz, Nils

    2018-01-01

    Intra-organizational comparisons—managers and units benchmarking their performance against each other—can turn colleagues into competitors. To better understand when organizations should allow or even encourage internal social comparisons, we study their implications for organizational adaptation....... We highlight empirical implications and discuss theoretical links to work on intra-organizational competition, social comparisons and aspiration-driven search, diversification and performance, and the adaptation of multi-business firms....

  6. Recommendations on basic requirements for intensive care units: structural and organizational aspects.

    Science.gov (United States)

    Valentin, Andreas; Ferdinande, Patrick

    2011-10-01

    To provide guidance and recommendations for the planning or renovation of intensive care units (ICUs) with respect to the specific characteristics relevant to organizational and structural aspects of intensive care medicine. The Working Group on Quality Improvement (WGQI) of the European Society of Intensive Care Medicine (ESICM) identified the basic requirements for ICUs by a comprehensive literature search and an iterative process with several rounds of consensus finding with the participation of 47 intensive care physicians from 23 countries. The starting point of this process was an ESICM recommendation published in 1997 with the need for an updated version. The document consists of operational guidelines and design recommendations for ICUs. In the first part it covers the definition and objectives of an ICU, functional criteria, activity criteria, and the management of equipment. The second part deals with recommendations with respect to the planning process, floorplan and connections, accommodation, fire safety, central services, and the necessary communication systems. This document provides a detailed framework for the planning or renovation of ICUs based on a multinational consensus within the ESICM.

  7. An investigation of the role of job satisfaction in employees' organizational citizenship behavior.

    Science.gov (United States)

    Talachi, Rahil Kazemi; Gorji, Mohammad Bagher; Boerhannoeddin, Ali Bin

    2014-06-01

    Job satisfaction, as an integral part of organizational environment, can affect organizational citizenship behavior. Therefore, the present paper aimed at determination of the relationship between these two factors among the employees to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization (Iran), the number of whom is 154, out of which, 120 employees were selected as a sample by the simple random sampling method. For collecting the data, two questionnaires of job satisfaction and organizational citizenship behavior were applied, and the obtained data was analyzed using the statistical methods of Kolmogorov-Smirnov test, Spearman's correlation, Pearson's correlation coefficient, Regression analysis, F-test and T-test. From the results, it was found that the variable of job satisfaction had a significant positive relationship with organizational citizenship behavior and one unit increase in organizational citizenship behavior is resulted from 0.622 unit increase in job satisfaction.

  8. Organizational Learning in Schools under Sanction

    Directory of Open Access Journals (Sweden)

    Kara S. Finnigan

    2012-01-01

    Full Text Available The focus on “school turnaround” has become central to policy and practice in the United States as a result of school accountability, yet little remains known about school improvement under sanction. This study uses theories of organizational learning to understand the processes through which educators search for and adopt reform strategies, as well as the extent to which these schools’ organizational culture and climate are conducive to this type of learning. Our mixed methods study involves document analysis, intensive case studies, and a survey of teachers in schools under sanction in a large urban school district in the USA. We found limited evidence of organizational learning, and instead evidence suggested superficial use of restructuring planning, rare diagnoses of root causes of low performance, and limited engagement in learning processes of school staff. In addition, schools relied on exploitation resulting in the recycling of previous practices. In part, the limited organizational learning in evidence was the result of structures and climates within these low-performing schools that inhibited a more learning-oriented approach to reform. Our study has implications for school improvement under accountability policies as it uncovers important challenges that limit organizational learning and, as a result, school improvement under sanction.

  9. 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…

  10. Impact of staff organizational culture on the implementation of ...

    African Journals Online (AJOL)

    This study surveyed the Impact of Library Staff Organizational Culture on the Implementation of Automation in Libraries of Federal Universities in the North- East Zone of Nigeria. The objectives of the Study were to determine: the level of implementation of automation of libraries in Federal Universities of the North- East Zone ...

  11. Staff, space, and time as dimensions of organizational slack: a psychometric assessment.

    Science.gov (United States)

    Mallidou, Anastasia A; Cummings, Greta G; Ginsburg, Liane R; Chuang, You-Ta; Kang, Sunghyun; Norton, Peter G; Estabrooks, Carole A

    2011-01-01

    : In the theoretical and research literature, organizational slack has been largely described in terms of financial resources and its impact on organizational outcomes. However, empirical research is limited by unclear definitions and lack of standardized measures. : The aim of this study was to assess the psychometric properties of a new organizational slack measure in health care settings. : A total of 752 nurses and 197 allied health care professionals (AHCPs) employed in seven pediatric Canadian hospitals completed the Alberta Context Tool, an instrument measuring organizational context, which includes the newly developed organizational slack measure. The nine-item, 5-point Likert organizational slack measure includes items assessing staff perceptions of available human resources (staffing), time, and space. We report psychometric assessments, bivariate analyses, and data aggregation indices for the measure. : The findings indicate that the measure has three subscales (staff, space, and time) with acceptable internal consistency reliability (alphas for staff, space, and time, respectively:.83,.63, and.74 for nurses;.81,.52, and.76 for AHCPs), links theory and hypotheses (construct validity), and is related to other relevant variables. Within-group reliability measures indicate stronger agreement among nurses than AHCPs, more reliable aggregation results in all three subscales at the unit versus facility level, and higher explained variance and validity of aggregated scores at the unit level. : The proposed organizational slack measure assesses modifiable organizational factors in hospitals and has the potential to explain variance in important health care system outcomes. Further assessments of the psychometric properties of the organizational slack measure in acute and long-term care facilities are underway.

  12. Organizational change theory: implications for health promotion practice.

    Science.gov (United States)

    Batras, Dimitri; Duff, Cameron; Smith, Ben J

    2016-03-01

    Sophisticated understandings of organizational dynamics and processes of organizational change are crucial for the development and success of health promotion initiatives. Theory has a valuable contribution to make in understanding organizational change, for identifying influential factors that should be the focus of change efforts and for selecting the strategies that can be applied to promote change. This article reviews select organizational change models to identify the most pertinent insights for health promotion practitioners. Theoretically derived considerations for practitioners who seek to foster organizational change include the extent to which the initiative is modifiable to fit with the internal context; the amount of time that is allocated to truly institutionalize change; the ability of the agents of change to build short-term success deliberately into their implementation plan; whether or not the shared group experience of action for change is positive or negative and the degree to which agencies that are the intended recipients of change are resourced to focus on internal factors. In reviewing theories of organizational change, the article also addresses strategies for facilitating the adoption of key theoretical insights into the design and implementation of health promotion initiatives in diverse organizational settings. If nothing else, aligning health promotion with organizational change theory promises insights into what it is that health promoters do and the time that it can take to do it effectively. © The Author 2014. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

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

    Science.gov (United States)

    Mitchell, Penelope Fay; Pattison, Philippa Eleanor

    2012-01-01

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

  14. Perceptions of organizational culture and organizational citizenship by faculty in U.S. colleges and schools of pharmacy.

    Science.gov (United States)

    Desselle, Shane P; Raja, Leela; Andrews, Brienna; Lui, Julia

    2018-04-01

    (1) Describe perceptions of organizational culture and prevalence of organizational citizenship behaviors (OCBs) among faculty at United States (U.S.) colleges/schools of pharmacy; (2) determine which aspects of those phenomena are strongest and which are most problematic; (3) evaluate the psychometric properties of measures for organizational culture and OCBs in academic pharmacy; and (4) identify any relationships between organizational culture and organizational citizenship among academic pharmacy faculty. A random sample of 600 U.S. academic pharmacists acquired from the American Association of Colleges of Pharmacy were distributed an email survey through the use of Qualtrics technology. The procedures closely resembled the Total Design Method advocated to maximize survey response, including use of a pre-notification letter, reminders, and a nominal financial inducement. In addition to demographic questions, the survey employed multiple-item measures of organizational culture and OCBs described previously in the literature and derived from Delphi consensus-building procedures. The analysis plan incorporated use of factor and item analyses to evaluate psychometric properties of the measure and elicit the inherent domains comprising these phenomena, along with descriptive statistics to describe facets of organizational culture and OCBs that were most prevalent. A total of 177 responses were delivered. Factor analysis of organizational culture revealed a five-factor solution emphasizing achievement orientation, professionalism, stability, supportiveness, and reflectiveness. OCB domains were along the possibility of faculty being virtuous, disrespectful, sportsmanlike, and benevolent/malevolent. Even while multi-faceted and avoiding a simple typological descriptor, academic pharmacy cultures were reportedly healthy. Sportsmanship, while still somewhat commonly observed, was seen less frequently than other behaviors. The measures demonstrated logical, cogent factor

  15. THE REGRESSION MODEL OF IRAN LIBRARIES ORGANIZATIONAL CLIMATE

    OpenAIRE

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

    2015-01-01

    Background: The purpose of this study was to drawing a regression model of organizational climate of central libraries of Iran?s universities. Methods: This study is an applied research. The statistical population of this study consisted of 96 employees of the central libraries of Iran?s public universities selected among the 117 universities affiliated to the Ministry of Health by Stratified Sampling method (510 people). Climate Qual localized questionnaire was used as research tools. For pr...

  16. The Indirect Effects of Servant Leadership Behavior on Organizational Citizenship Behavior and Job Performance: Organizational Justice as a Mediator

    Directory of Open Access Journals (Sweden)

    Cemal Zehir

    2013-07-01

    Full Text Available Therelationship between leader and followers plays a vital role, particularly ineducational institutions where a keen understanding of human character and highlevel of social interaction ought to be facilitated. For this reason, in starkcontrast to contemporary leaders who see people only as units of production orexpendable resources in a profit and loss statement, servant leadership focuseson meeting the needs of followers, making them reach their maximum potentialand so perform optimally in order to achieve organizational goals andobjectives. This study examines theeffects of servant leadership behaviors of private college principals onteachers’ organizationalcitizenship behavior and job performance. Using 300 respondents from theprivate education institutes in Turkey, servant leadership behavior is examinedfor its indirect effects on organizational citizenship behavior and jobperformance by its impact on organizational justice. Organizational justiceacts as a mediator between the variables in question. All the results are insupport of the studied mediation effects. Implications of the findings andsuggestions for future research are discussed

  17. Highlight: Research Chair unites four West African universities in ...

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

    2016-04-14

    Apr 14, 2016 ... Local and regional experts including researchers, consultants, and academics convened in Cotonou, Benin, on February 26, 2015 to launch a Research Chair on EcoHealth. The Chair unites four West African universities that have pledged to reduce air pollution and non-communicable respiratory ...

  18. Strategic Human Resource Development Impact on Organizational Performance: Does SHRD Matter?

    Science.gov (United States)

    Lyons, Rebecca

    2016-01-01

    In the United States today organizational leaders are concerned with skills gaps, or the limited availability of qualified workers to fill open positions. The reason for their concern is the impact of skills gaps on organizational performance in a number of areas including productivity, customer satisfaction, profitability, and the ability to…

  19. 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.

  20. Determining the Organizational Intelligence Level of Hospitals in Our Region

    Directory of Open Access Journals (Sweden)

    Khayat Moghadam S

    2013-10-01

    Full Text Available Objectives: A new and unique tool for survival of organizations among their competitors is the use of organizational intelligence; Organizational intelligence means having a comprehensive knowledge of all the environmental factors that affect on the organization. This research  is one of the few studies with the aim of determine the organizational intelligence level of hospitals and ranking of organizational intelligence components to enable administrators to provide more accurate identification of strengths and weaknesses and take more effective steps to improve service delivery. Materials and Methods: This is a descriptive-analytical and applicable study performed in the 2012 at 12 General Hospital related to Mashhad University of Medical Sciences. Data collection was performed by Albrecht organizational intelligence questionnaire. The data gathering tool was the questionnaire Albrecht Organizational Intelligence. The collected Data were analyzed using T-test and Smirnov test with SPSS-16 software. The significance level for all tests was considered 0.05. Results: All components of organizational intelligence were in the optimum status. Component of Shared fate gained the first rank and component of knowledge Deployment gained the last rank. Conclusion: Ranking of organizational intelligence components is different in hospitals of the province and the county; representing different features and conditions. Considering the importance of organizational intelligence role in the promotion of organization, hospital managers can take active steps to improve organizational intelligence based on done rankings.

  1. 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.

  2. Association between addiction treatment staff professional and educational levels and perceptions of organizational climate and resources.

    Science.gov (United States)

    Krull, Ivy; Lundgren, Lena; Beltrame, Clelia

    2014-01-01

    Research studies have identified addiction treatment staff who have higher levels of education as having more positive attitudes about evidence-based treatment practices, science-based training, and the usefulness of evidence-based practices. This study examined associations between addiction treatment staff level of education and their perceptions of 3 measures of organizational change: organizational stress, training resources and staffing resources in their treatment unit. The sample included 588 clinical staff from community-based substance abuse treatment organizations who received Substance Abuse and Mental Health Services Administration (SAMHSA) funding (2003-2008) to implement evidence-based practices (EBPs). Bivariate analysis and regression modeling methods examined the relationship between staff education level (no high school education, high school education, some college, associate's degree, bachelor's degree, master's degree, doctoral degree, and other type of degree such as medical assistant, registered nurse [RN], or postdoctoral) and attitudes about organizational climate (stress), training resources, and staffing resources while controlling for staff and treatment unit characteristics. Multivariable models identified staff with lower levels of education as having significantly more positive attitudes about their unit's organizational capacity. These results contradict findings that addiction treatment staff with higher levels of education work in units with greater levels of organizational readiness for change. It cannot be inferred that higher levels of education among treatment staff is necessarily associated with high levels of organizational readiness for change.

  3. VOCATIONAL AND PATRIOTIC EDUCATION OF STUDENTS OF DEFENSE SPECIALTIES AT A TECHNICAL UNIVERSITY

    Directory of Open Access Journals (Sweden)

    N. P. Ustinova

    2016-01-01

    Full Text Available The aim of the publication is an experimental research of patriotic qualities of students – future engineers of the defense industry. Methods. The study is conducted with the use of system-based analysis methods, teacher modeling, observation, interviews, pedagogical testing, and questionnaires. Diagnosis and evaluation of personal qualities of students are carried out using morphological life values test (modified by I. G. Senin, and questionnaire «The need for achieving the goal» (modified by Y. M. Orlov. The reliability of the results is granted by the use of statistical processing of empirical methods. Results. The average empirical values have been obtained concerning the level of professional and patriotic education of students of defence specialties at technical universities. It has been shown that targeted educational activities carried out on the basis of the identified organizational and pedagogical conditions, contributes to the level of professional and patriotic education of students of defense specialties at a Technical University.Scientific novelty. In relation to students – future professionals of defense industry, the concept of «professional – patriotic education» is clarified, which appears to be an integrative quality of a person, including cognitive, emotion-andvalue component and rational-activity components. The organizational and pedagogical conditions of vocational patriotic education of students of defense specialties are identified; the conditions are united into two groups: the creation of professional-oriented educative environment and creating the opportunities for active participation of students in educational and professional activities. Practical significance. Designed criterion-evaluation units are used to evaluate the current level of professional and patriotic education of students. Identified set of organizational and pedagogical conditions has been implemented in the process of patriotic education

  4. 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...

  5. [Organizational wellbeing in the health sector: the Piemonte Region experience].

    Science.gov (United States)

    Converso, Daniela; Baratti, Alberto

    2010-01-01

    In 2007, the Health Councillorship of the Piedmont region announced, in convention with the Psychology Department of the University of Turin, of the creation of "Workgroup for Safeguard of Organizational Wellbeing" composed by psychologists, occupational doctors, and superintendents for Prevention and Protection services. This group is aimed at promoting pilot experiences in the Health Units in order to prevent and combat psychosocial discomfort and to sustain workers' wellbeing. A complex intervention started in January 2009 and involved the personnel from Services for the Organization and Development of Human Resources, Personnel Services, Services for Occupational Medicine, Services of Communication, Quality Services, belonging to all of the Health Units from Piedmont, and of some structures operating within the national health service, for a total of 23 work groups. Based on the results produced and/or from the shared reflections in the classroom between the 23 groups, four main themes were singled out, corresponding to different levels and fields of interventions, in order to favour the contrast of psychosocial distress and to promote a culture of wellbeing, were adopted taking into account needs and cultural specificity of different Units' realities. The activities embarked on, inside every main theme represent, in the expectations of all the participants, good practices that could be spread to the different Local Health Units.

  6. The Contributions of Organizational Justice Theory to Combating Discrimination

    OpenAIRE

    Steiner , Dirk ,; Bertolino , Marilena

    2006-01-01

    International audience; After reviewing the concepts of organizational justice, we present Stone-Romero and Stone’s (2005) model linking these concepts to discrimination. We then review research showing the relevance of organizational justice concepts to understanding applicant reactions during the hiring process, and focus on research comparing minority and majority group reactions. We describe studies conducted in the United States as well as studies we conducted comparing individuals of No...

  7. The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

    Energy Technology Data Exchange (ETDEWEB)

    Akroyd, Duane [Department of Adult and Community College Education, College of Education, Campus Box 7801, North Carolina State University, Raleigh, NC 27695 (United States)], E-mail: duane_akroyd@ncsu.edu; Legg, Jeff [Department of Radiologic Sciences, Virginia Commonwealth University, Richmond, VA 23284 (United States); Jackowski, Melissa B. [Division of Radiologic Sciences, University of North Carolina School of Medicine 27599 (United States); Adams, Robert D. [Department of Radiation Oncology, University of North Carolina School of Medicine 27599 (United States)

    2009-05-15

    The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

  8. Dimensionality of Organizational Commitment in Volunteer Workers: Chamber of Commerce Board Members and Role Fulfillment

    Science.gov (United States)

    Dawley, David D.; Stephens, Robert D.; Stephens, David B.

    2005-01-01

    This study explores the multi-dimensionality of organizational commitment of volunteer chamber of commerce board members using the Meyer and Allen (1997) scale. The effect of organizational commitment on desirable board member roles is also tested. Theory is developed by uniting past research in both organizational commitment and employee…

  9. University-Based Teleradiology in the United States

    Directory of Open Access Journals (Sweden)

    Tim B. Hunter

    2014-04-01

    Full Text Available This article reviews the University of Arizona’s more than 15 years of experience with teleradiology and provides an overview of university-based teleradiology practice in the United States (U.S.. In the U.S., teleradiology is a major economic enterprise with many private for-profit companies offering national teleradiology services (i.e., professional interpretation of radiologic studies of all types by American Board of Radiology certified radiologists. The initial thrust for teleradiology was for after-hours coverage of radiologic studies, but teleradiology has expanded its venue to include routine full-time or partial coverage for small hospitals, clinics, specialty medical practices, and urgent care centers. It also provides subspecialty radiologic coverage not available at smaller medical centers and clinics. Many U.S. university-based academic departments of radiology provide teleradiology services usually as an additional for-profit business to supplement departmental income. Since academic-based teleradiology providers have to compete in a very demanding marketplace, their success is not guaranteed. They must provide timely, high-quality professional services for a competitive price. Academic practices have the advantage of house officers and fellows who can help with the coverage, and they have excellent subspecialty expertise. The marketplace is constantly shifting, and university-based teleradiology practices have to be nimble and adjust to ever-changing situations.

  10. Organizational resilience: Sustained institutional effectiveness among smaller, private, non-profit US higher education institutions experiencing organizational decline.

    Science.gov (United States)

    Moran, Kenneth A

    2016-06-04

    Recent changes in the United States (US) economy have radically disrupted revenue generation among many institutions within higher education within the US. Chief among these disruptions has been fallout associated with the financial crisis of 2008-2009, which triggered a change in the US higher education environment from a period of relative munificence to a prolonged period of scarcity. The hardest hit by this disruption have been smaller, less wealthy institutions which tend to lack the necessary reserves to financially weather the economic storm. Interestingly, a review of institutional effectiveness among these institutions revealed that while many are struggling, some institutions have found ways to not only successfully cope with the impact of declining revenue, but have been able to capitalize on the disruption and thrive. Organizational response is an important factor in successfully coping with conditions of organizational decline. The study examined the impacts of organizational response on institutional effectiveness among higher education institutions experiencing organizational decline. The study's research question asked why some US higher educational institutions are more resilient at coping with organizational decline than other institutions operating within the same segment of the higher education sector. More specifically, what role does organizational resilience have in helping smaller, private non-profit institutions cope and remain effective during organizational decline? A total of 141 US smaller, private non-profit higher educational institutions participated in the study; specifically, the study included responses from participant institutions' key administrators. 60-item survey evaluated administrator responses corresponding to organizational response and institutional effectiveness. Factor analysis was used to specify the underlying structures of rigidity response, resilience response, and institutional effectiveness. Multiple regression

  11. 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...

  12. Planned Organizational Change in Higher Education: Dashboard Indicators and Stakeholder Sensemaking--A Case Study

    Science.gov (United States)

    Smulowitz, Stacy

    2014-01-01

    This dissertation examined the introduction and implementation of an organizational Dashboard as a planned organizational change within four educational support service departments and the senior leadership group within a large, Northeastern university. General systems theory provides a theoretical framework for conceptualizing planned…

  13. Personal and organizational predictors of workplace sexual harassment of women by men.

    Science.gov (United States)

    Dekker, I; Barling, J

    1998-01-01

    The authors investigated the predictors of workplace sexual harassment in 278 male university faculty and staff (M age = 45 years). Workplace variables (perceptions of organizational sanctions against harassment and perceptions of a sexualized workplace) and personal variables (adversarial sexual beliefs, sexual harassment beliefs, perspective taking, and self-esteem) were studied as predictors of sexualized and gender harassment. Social desirability was controlled. Both organizational variables and beliefs about sexual harassment predicted gender harassment and sexualized harassment. Perspective taking, adversarial sexual beliefs, and sexual harassment beliefs moderated the effects of perceived organizational sanctions against harassment on sexualized harassment. Findings are discussed as they relate to organizational efforts to reduce or prevent sexual harassment.

  14. 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...

  15. ORGANIZATIONAL STRUCTURE FOR ADMINISTRATIVE MANAGEMENT PROFESSOR UNIVERSITY VILLAGE ALBERTO LOVERA, DELTA AMACURO STATE / ESTRUCTURA ORGANIZATIVA PARA LA GESTIÓN ADMINISTRATIVA DE LA ALDEA UNIVERSITARIA PROFESOR ALBERTO LOVERA, ESTADO DELTA AMACURO

    Directory of Open Access Journals (Sweden)

    Edgar Becerra

    2013-06-01

    Full Text Available The organization has dabbled in many forms of human activity, because the mutual dependence of individuals and protection against threats, have fostered an intense organizational activity in humanity through time. From this premise, it becomes clear that the act of organizing will result in an organizational structure that can be considered as the framework that holds together the various functions in accordance with a scheme that suggests order and established relationships within the organization. Alberto Lovera University Village, as part of the system of higher education institutions in the state, requires consolidation of an organizational structure to carry out the improvement of its management. In view of the foregoing, the objective of this research is to design an organizational structure to improve efficiency in management. In accordance with the above, reference is one of the fundamental roles of the lead agency, is to create the organizational structure, and there is nothing more meaningful to the effective functioning of organizations that the design of its structure. The following study discusses the theoretical conclusions that can offer aimed at resolving the issues raised.

  16. The Ideal Worker or the Ideal Father: Organizational Structures and Culture in the Gendered University

    Science.gov (United States)

    Sallee, Margaret W.

    2012-01-01

    While literature has focused on the ways in which organizational structures exclude women from the workplace, this article suggests that the inverse is also true: organizational structures and culture prevent men from being involved in the home. Using theories of gendered organizations as a guide, this article draws on interviews with 70 faculty…

  17. Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: the mediating role of need satisfaction and perceived organizational support.

    Science.gov (United States)

    Gillet, Nicolas; Colombat, Philippe; Michinov, Estelle; Pronost, Anne-Marie; Fouquereau, Evelyne

    2013-11-01

    To test a model linking procedural justice, supervisor autonomy support, need satisfaction, organizational support, work satisfaction, organizational identification and job performance. Research in industrial and organizational psychology has shown that procedural justice and supervisor autonomy support lead to positive outcomes. However, very little research related to this subject has been conducted in healthcare settings. Moreover, few studies have examined mechanisms that could account for these positive relationships. A cross-sectional correlational design was used. Convenience sampling was used and a sample of 500 nurses working in haematology, oncology and haematology/oncology units in France was surveyed in 2011. The final sample consisted of 323 nurses (64.6% response rate). The hypothesized model was tested using structural equation modelling. Procedural justice and supervisor autonomy support significantly and positively influenced need satisfaction and perceived organizational support, which in turn positively predicted work satisfaction, organizational identification and job performance. Organizations could deliver training programmes for their managers aimed at enhancing the use of fair procedures in allocating outcomes and developing their autonomy-supportive behaviours to improve nurses' work satisfaction, organizational identification and job performance. © 2013 Blackwell Publishing Ltd.

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

    Science.gov (United States)

    Wee, Elijah X M; Taylor, M Susan

    2018-01-01

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

  19. The DEA – FUZZY ANP Department Ranking Model Applied in Iran Amirkabir University

    OpenAIRE

    Serpil Erol; Babak Daneshvar Rouyendegh

    2010-01-01

    Proposed in this study is a hybrid model for supporting the department selectionprocess within Iran Amirkabir University. This research is a two-stage model designed tofully rank the organizational departments where each department has multiple inputs andoutputs. First, the department evaluation problem is formulated by Data EnvelopmentAnalysis (DEA) and separately formulates each pair of units. In the second stage, the pairwiseevaluation matrix generated in the first stage is utilized to ful...

  20. [Complexity of care and organizational effectiveness: a survey among medical care units in nine Lombardy region hospitals].

    Science.gov (United States)

    Pasquali, Sara; Capitoni, Enrica; Tiraboschi, Giuseppina; Alborghetti, Adriana; De Luca, Giuseppe; Di Mauro, Stefania

    2017-01-01

    Eleven medical care units of nine Lombardy Region hospitals organized by levels of care model or by the traditional departmental model have been analyzed, in order to evaluate if methods for complexity of patient-care evaluation represent an index factor of nursing organizational effectiveness. Survey with nine Nurses in managerial position was conducted between Nov. 2013-Jan. 2014. The following factors have been described: context and nursing care model, staffing, complexity evaluation, patient satisfaction, staff well-being. Data were processed through Microsoft Excel. Among Units analysed ,all Units in levels of care and one organized by the departmental model systematically evaluate nursing complexity. Registered Nurses (RN) and Health Care Assistants (HCA) are on average numerically higher in Units that measure complexity (0.55/ 0.49 RN, 0.38/0.23 HCA - ratio per bed). Adopted measures in relation to changes in complexity are:rewarding systems, supporting interventions, such as moving personnel within different Units or additional required working hours; reduction in number of beds is adopted when no other solution is available. Patient satisfaction is evaluated through Customer Satisfaction questionnaires. Turnover, stress and rate of absenteeism data are not available in all Units. Complexity evaluation through appropriate methods is carried out in all hospitals organized in levels of care with personalized nursing care models, though complexity is detected with different methods. No significant differences in applied managerial strategies are present. Patient's satisfaction is evaluated everywhere. Data on staffing wellbeing is scarcely available. Coordinated regional actions are recommended in order to gather comparable data for research, improve decision making and effectiveness of Nursing care.

  1. 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.

  2. 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.

  3. RELATIONSHIP BETWEEN ELEMENTS OF JOB ENRICHMENT AND ORGANIZATIONAL PERFORMANCE AMONG THE NON ACADEMIC STAFF IN NIGERIAN PUBLIC UNIVERSITIES

    Directory of Open Access Journals (Sweden)

    Odunayo SALAU

    2014-10-01

    Full Text Available Job enrichment has become an essential aspect in motivating employees for better and greater performance through a mutual sense for skill variety, task identity, task significance and autonomy. The main objective of this study is to investigate the relationship between the elements of job enrichment and organization performance among the non-teaching staff in Nigerian public universities. Descriptive research method was adopted for this study using one hundred and ninety seven (197 valid questionnaires which were completed by selected public universities in Ogun State, South-West Nigeria. A stratified and simple random sampling techniques were adopted for the study. The data collected were statistically analyzed in a significant manner. The result of the findings revealed that there are positive correlation between job depth, on the job training and core job dimension elements of the job enrichment and workers/organizational performance while there was no correlation between motivators’ elements and performance. Hence, increased recognition of task significance will stimulate the employees to further raise their commitment towards the attainment and realization of the goal and objectives of the institutions/organizations.

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

    Science.gov (United States)

    Ipek, Cemalettin

    2010-01-01

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

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

    Science.gov (United States)

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

    2016-01-01

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

  6. Marketing University Outreach Programs.

    Science.gov (United States)

    Foster, Ralph S., Jr., Ed.; And Others

    A collection of 12 essays and model program descriptions addresses issues in the marketing of university extension, outreach, and distance education programs. They include: (1) "Marketing and University Outreach: Parallel Processes" (William I. Sauser, Jr. and others); (2) "Segmenting and Targeting the Organizational Market"…

  7. Enron Flaws In Organizational Architecture And Its Failure

    Directory of Open Access Journals (Sweden)

    Nguyen

    2015-08-01

    Full Text Available A series of corporate scandals at the beginning of last decade has given rise to the doubt on the efficiency of corporate governance practice in the United States. Of these scandals the collapse of Enron has exceptionally captured the public concern. It was the once seventh-largest company in the United States 1. It was rated the most innovative large company in America in Fortunes Most Admired Companies survey 2. In August 2000 its stock reached a peak of nearly 70 billion 3. However within a year its stock had become almost useless papers 2. It just was unbelievable for many people. What went wrong Was it due to the failure of corporate governance in general Actually the central factor leading to the collapse of Enron was the failure in its organizational architecture. This paper starts by providing an overview of corporate governance system with an emphasis on the corporate organizational architecture as its important facet. Then it discusses flaws in the organizational architecture of Enron and argues that these eventually led to the breakdown of the whole corporate governance system at Enron. Finally some implications and lessons for the practice of corporate governance are presented.

  8. The relationship between organizational commitment and nursing care behavior.

    Science.gov (United States)

    Naghneh, Mohammad Hossein Khalilzadeh; Tafreshi, Mansoureh Zagheri; Naderi, Manijeh; Shakeri, Nehzat; Bolourchifard, Fariba; Goyaghaj, Naser Sedghi

    2017-07-01

    Nursing care encompasses physical, emotional, mental and social needs, in order to improve a patient's health and wellbeing. Caring is the central core and the essence of nursing. The important issue of care is access to proper care and increasing patients' satisfaction. Job performance of nurses is affected by many factors including organizational commitment. This study aimed to determine the relationship between organizational commitment and nurses caring behavior. In this cross-sectional study, 322 nurses from selected Hospitals of Shahid Beheshti University of Medical Sciences in Tehran were randomly selected and enrolled in the study in 2015. The self-reported data by nurses were collected through demographic characteristics questionnaire, Meyer & Allen organizational commitment model and Caring Behavior Inventory (CBI). Data were analyzed with SPSS statistical software version 20, using t-test and ANOVA. The majority of nurses (63%) were female. The mean score and standard deviation of organizational commitment and caring behavior of nurses were 74.12±9.61 and 203.1±22.46, respectively. The results showed a significantly positive correlation between organizational commitment and caring behavior (p=0.001). In this study the caring behavior of nurses with higher organizational commitment were significantly better than the others. Managers and nurse leaders should pay more attention to improve organizational commitment of nurses, in order to improve nurses' performance.

  9. 大學校院圖書館組織學習文化與組織績效關係之研究 A Study on the Relationship between Organizational Learning Culture and Organizational Performance in Taiwan’s University and College Libraries

    Directory of Open Access Journals (Sweden)

    Ti Yu

    2012-12-01

    Full Text Available 本研究利用「學習型組織構面問卷」(DLOQ,向全國162所大學及技職校院館員發放810份問卷,於2012年6月初至7月31日,共回收478份問卷,回收率約為59%。研究發現:(1大學校院館員對於圖書館組織學習文化各構面的認同程度,依序是:「促進探詢與對話」、「提供學習策略領導」、「連結組織與外在環境」、「鼓勵合作與團隊學習」、「授權員工朝向共同願景」、「建立獲得和分享學習機制」與「創造持續學習機會」;(2大學校院館員對於圖書館組織績效普遍給予還算不錯的評價;(3不同的圖書館屬性、館員職務及任職年資對於圖書館組織學習文化之認同程度有所不同;(4「創造持續學習機會」、「建立獲得和分享學習機制」和「提供學習策略領導」等三項組織學習文化構面,對「組織績效表現」有顯著正向影響。Most of the college and university libraries in Taiwan always pay much attention on their staff training and give highly support on their staff learning through various workshops or conferences. However, can these learning activities bring positive influence to performance and effectiveness in a library organization? And, whether library staff members recognize the importance of organizational learning culture in Taiwan’s colleges and universities? Based on above mentioned questions, this study designed a survey questionnaire mainly according to the constructs of DLOQ. The population for this study includes all university and college libraries in Taiwan, a total of 162. 810 questionnaires were sent out in total for this study. Finally, a total of 478 library employees responded resulting in an overall response rate of 59 %. The main findings of this study including: (1 Regarding the perceived value of organizational learning culture among college and university library staff in Taiwan, the dimension of

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

    Science.gov (United States)

    Nelson, R; Anton, B

    1997-01-01

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

  11. Effects of social support at work on depression and organizational productivity.

    Science.gov (United States)

    Park, Kyoung-Ok; Wilson, Mark G; Lee, Myung Sun

    2004-01-01

    To examine how social support at work affects depression and organizational productivity in a work-stress framework. A self-administered survey for 240 workers in a public hospital in the southeastern United States. Social support at work was directly related to high job control, low depression, and high job performance. Social support did not buffer the negative effects of work factors on depression and organizational productivity. Social support at work had a direct and beneficial effect on workers' psychological well-being and organizational productivity without any interaction effect on the work-stress framework.

  12. 28 CFR 0.1 - Organizational units.

    Science.gov (United States)

    2010-07-01

    ... Legal Policy. Office of Public Affairs. Office of the Pardon Attorney. Office of Special Counsel for Immigration Related Unfair Employment Practices. Community Relations Service. Executive Office for Immigration Review. Executive Office for United States Attorneys. Executive Office for United States Trustees...

  13. Panel proposal: A Discourse Activist Perspective on Organizational Storytelling

    DEFF Research Database (Denmark)

    Bager, Ann Starbæk

    in action; Cunliffe, 2003; Cunliffe & Coupland, 2011; and Butler’s reflexive undoing). The main objective is to foster dissensus-based (Deetz, 2001), democratic, egalitarian and multivoiced organizational and societal practices. Invited contributors and title of their presentations: Kenneth Mølbjerg...... discourse: Critical reflections on organizational discourse analysis. Human relations, 64, 1121–1146. Bager, A. S. (2015). Theorizing and analyzing plurivocality and dialogue in organizational and leadership development practices: Discussion and close up discourse analysis of dialogic practices...... in a leadership development forum. PhD thesis. University of Aalborg, Denmark. Bager, A.S. (2016): Små fortællinger: Diskursanalyse af fortællinger i praksis. In Diskurs og praksis: Teori, metode og analyse, Ed. Anders Horsbøl & Pirkko Raudaskoski. Metoder i samfundsvidenskab og humaniora. Samfundslitteratur...

  14. Distributed Leadership in Organizational Change Processes: A Qualitative Study in Public Hospital Units

    DEFF Research Database (Denmark)

    Kjeldsen, Anne Mette; Jonasson, Charlotte; Ovesen, Maria

    2015-01-01

    This paper proposes that the emergence and boundaries of distributed leadership (DL) are developed in a dynamic interplay with planned as well as emergent organizational change. The empirical findings are based on a qualitative, longitudinal case study with interviews conducted at two different....../non-routine, various goals, and organizational planning affect a simultaneous widening or restriction of the local DL. In return, such local DL also leads to ongoing changes in the form of novel work routines for improved collaboration. Moreover, the findings show that restrictions of DL are in some cases considered...

  15. Demographic differences in sport performers' experiences of organizational stressors.

    Science.gov (United States)

    Arnold, R; Fletcher, D; Daniels, K

    2016-03-01

    Organizational stressors are particularly prevalent across sport performers' experiences and can influence their performance, health, and well-being. Research has been conducted to identify which organizational stressors are encountered by sport performers, but little is known about how these experiences vary from athlete to athlete. The purpose of this study was to examine if the frequency, intensity, and duration of the organizational stressors that sport performers encounter vary as a function of gender, sport type, and performance level. Participants (n = 1277) completed the Organizational Stressor Indicator for Sport Performers (OSI-SP; Arnold et al., 2013), and the resultant data were analyzed using multivariate analyses of covariance. The findings show that demographic differences are apparent in the dimensions of the goals and development, logistics and operations, team and culture, coaching, and selection organizational stressors that sport performers encounter. More specifically, significant differences were found between males and females, between team and individual-based performers, and between performers competing at national or international, regional or university, and county or club levels. These findings have important implications for theory and research on organizational stress, and for the development of stress management interventions with sport performers. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  16. 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.

  17. Datasets on organizational citizenship behavior in the selected hospitals with different ownership.

    Science.gov (United States)

    Jahani, Mohammad Ali; Mahmoudjanloo, Shahrbanoo; Rostami, Fatemeh Hoseini; Nikbakht, Hosein Ali; Mahmoudi, Ghahraman

    2018-08-01

    Studying the role of employees as the base of an organization on achieving organizational goals has increased in recent years [1]. To have better organizational citizens, organizations should encourage their staff [2]. As the most powerful form of organizational behavior, organizational citizenship is more influential than organizational cooperation [3]. Studies have shown that cooperative behavior, such as the citizenship behavior results in easier organizational communication, promoting organizational planning, improving inter-personal cooperation and developing better organizational climate, directly influence staff satisfaction, work life quality, service-provision, job commitment and financial output [4]. As the most fundamental organizational behavior, the organizational citizenship behavior (OCB) causes so-called organizational effectiveness. This study Focused on the comparing organizational citizenship behavior components including conscientiousness, courtesy, altruism, sportsmanship and civic virtue among hospitals based on ownership. Research population included all therapeutic and non-therapeutic employees working in the five selected hospital located in Golestan province, Iran in 2016. This study is approved by Ethical committee of Islamic Azad Sari Branch. Based on Cochran׳s sampling formula, 312 employees working in different hospital sections and units (nurses and administrative personnel) were proportionally selected as the research sample. They completed the Persian version of Podsakoff׳s standard scale measuring organizational citizenship behavior. The data were analyzed using SPSS 22 and applying inferential statistics approaches such as t-test, Tukey, and ANOVA in the confidence interval of 95%.

  18. 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....

  19. Organizational culture and climate for patient safety in Intensive Care Units.

    Science.gov (United States)

    Santiago, Thaiana Helena Roma; Turrini, Ruth Natalia Teresa

    2015-02-01

    Objective To assess the perception of health professionals about patient safety climate and culture in different intensive care units (ICUs) and the relationship between scores obtained on the Hospital Survey on Patient Safety Culture (HSOPSC) and the Safety Attitudes Questionnaire (SAQ). Method A cross-sectional study conducted at a teaching hospital in the state of São Paulo, Brazil, in March and April 2014. As data gathering instruments, the HSOPSC, SAQ and a questionnaire with sociodemographic and professional information about the staff working in an adult, pediatric and neonatal ICU were used. Data analysis was conducted with descriptive statistics. Results The scales presented good reliability. Greater weaknesses in patient safety were observed in the Working conditions andPerceptions of management domains of the SAQ and in the Nonpunitive response to error domain of the HSOPSC. The strengths indicated by the SAQ wereTeamwork climate and Job satisfactionand by the HSOPC, Supervisor/manager expectations and actions promoting safety and Organizational learning-continuous improvement. Job satisfaction was higher among neonatal ICU workers when compared with the other ICUs. The adult ICU presented lower scores for most of the SAQ and HSOPSC domains. The scales presented moderate correlation between them (r=0.66). Conclusion There were differences in perception regarding patient safety among ICUs, which corroborates the existence of local microcultures. The study did not demonstrate equivalence between the SAQ and the HSOPSC.

  20. AUTOMATION OF OPERATIONAL CONTROL OF DATA FLOWS OF THE METALLURGICAL ENTERPRISE ORGANIZATIONAL STRUCTURE

    Directory of Open Access Journals (Sweden)

    A. N. Chichko

    2006-01-01

    Full Text Available New method for creation of models of operative control of enterprise is offered. The computer variant of the organizational structure, based on analysis of the charging dynamics of control units, is offered and illustrated at the example of one of organizational structures of Belorussian metallurgical works.

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

    Science.gov (United States)

    Giles, Pamela

    2010-01-01

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

  2. Organizational Change Around an Older Workforce.

    Science.gov (United States)

    Moen, Phyllis; Kojola, Erik; Schaefers, Kate

    2017-10-01

    Demographic, economic, political, and technological transformations-including an unprecedented older workforce-are challenging outdated human resource logics and practices. Rising numbers of retirement-eligible Boomers portend a loss of talent, skills, and local knowledge. We investigate organizational responses to this challenge-institutional work disrupting age-graded mindsets and policies. We focus on innovative U.S. organizations in the Minneapolis-St. Paul region in the state of Minnesota, a hub for businesses and nonprofits, conducting in-depth interviews with informants from a purposive sample of 23 for-profit, nonprofit, and government organizations. Drawing on an organizational change theoretical approach, we find organizations are leading change by developing universal policies and practices, not ones intentionally geared to older workers. Both their narratives and strategies-opportunities for greater employee flexibility, training, and scaling back time commitments-suggest deliberate disrupting of established age-graded logics, replacing them with new logics valuing older workers and age-neutral approaches. Organizations in the different sectors studied are fashioning uniform policies regardless of age, exhibiting a parallel reluctance to delineate special policies for older workers. Developing new organizational logics and practices valuing, investing in, and retaining older workers is key 21st century business challenges. The flexibility, training, and alternative pathways offered by the innovative organizations we studied point to fruitful possibilities for large-scale replacement of outdated age-biased templates of work, careers, and retirement. © The Author 2016. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  3. 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...

  4. Knowledge management and safety compliance in a high-risk distributed organizational system.

    Science.gov (United States)

    Gressgård, Leif Jarle

    2014-06-01

    In a safety perspective, efficient knowledge management is important for learning purposes and thus to prevent errors from occurring repeatedly. The relationship between knowledge exchange among employees and safety behavior may be of particular importance in distributed organizational systems where similar high-risk activities take place at several locations. This study develops and tests hypotheses concerning the relationship between knowledge exchange systems usage, knowledge exchange in the organizational system, and safety compliance. The operational context of the study is petroleum drilling and well operations involving distributed high-risk activities. The hypotheses are tested by use of survey data collected from a large petroleum operator company and eight of its main contractors. The results show that safety compliance is influenced by use of knowledge exchange systems and degree of knowledge exchange in the organizational system, both within and between units. System usage is the most important predictor, and safety compliance seems to be more strongly related to knowledge exchange within units than knowledge exchange between units. Overall, the study shows that knowledge management is central for safety behavior.

  5. A Comparative, Holistic, Multiple-Case Study of the Implementation of the Strategic Thinking Protocol© and Traditional Strategic Planning Processes at a Southeastern University

    Science.gov (United States)

    Robinson, Deborah J.

    2012-01-01

    This study explores the strategic thinking and strategic planning efforts in a department, college and university in the Southeastern United States. The goal of the study was to identify elements of strategic planning processes that meet the unique organizational features and complexities of a higher education institution. The study employed a…

  6. STRATEGIC TRAINING PRACTICES AND TURNOVER INTENTION: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT

    OpenAIRE

    Anvari, Roya; Amin, Salmiah Mohamad

    2011-01-01

    This paper aims at determining the relationships between strategic training practices, turnover intention, and organizational commitment. The study sample comprised 301 employees from universities of medical sciences in Iran. Multiple and simple linear regression and path analysis were used to test the direct and mediated relationships among the variables. The survey results further demonstrated that organizational commitment is a partial mediator between strategic training practices and turn...

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

    Science.gov (United States)

    Maenhout, Broos; Vanhoucke, Mario

    2013-09-01

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

  8. Securitization across borders: organizational mimicry in Islamic finance

    NARCIS (Netherlands)

    Bassens, D.; Engelen, E.; Derudder, B.; Witlox, F.

    2013-01-01

    This article discusses the case of securitization in Islamic finance to tease out what is universal and what is specific about this technique. To do this, the article frames the spatial dispersal of securitization as a form of ‘organizational mimicry’, which highlights that techniques always rely

  9. Raising the Institutional Research Profile: Assessing the Context and Expanding the Use of Organizational Frames

    Science.gov (United States)

    Parmley, Kelli A.

    2009-01-01

    Institutional researchers can extend their dexterity in assessing the decision-making process at a university by developing a more robust array of organizational frames. The application of four organizational frames (structural frame, human resource frame, political frame, and symbolic frame) "deepens one's appreciation and understanding of…

  10. 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...

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

    Directory of Open Access Journals (Sweden)

    Piotr Buła

    2011-12-01

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

  12. An organizational typology for self-help groups.

    Science.gov (United States)

    Schubert, M A; Borkman, T J

    1991-10-01

    Those investigating the nature and functioning of self-help groups have been handicapped by the lack of a conceptual framework to bridge the diversity among such groups as well as to clarify the boundaries between consumer-owned and professionally owned groups. This paper describes a typology that classifies local units of these groups in terms of differences and similarities in their organizational structures. Rooted in organizational theory, it has two dimensions: external dependence upon resources and internal extent of experiential authority. Using it, the authors identified five types of groups, referred to as Unaffiliated, Federated, Affiliated, Hybrid, and Managed. The typology was validated with actual groups.

  13. Alcohol consumption among university students in Ireland and the United Kingdom from 2002 to 2014

    DEFF Research Database (Denmark)

    Davoren, M.P.; Demant, Jakob Johan; Shiely, Frances

    2016-01-01

    Alcohol is a leading cause of global suffering. Europe reports the uppermost volume of alcohol consumption in the world, with Ireland and the United Kingdom reporting the highest levels of binge drinking and drunkenness. Levels of consumption are elevated among university students. Thus......, this literature review aims to summarise the current research on alcohol consumption among university students in the Republic of Ireland and the United Kingdom....

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

    NARCIS (Netherlands)

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

    2007-01-01

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

  15. 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....

  16. Comparison of Measures of Organizational Effectiveness in U.K. Higher Education.

    Science.gov (United States)

    Lysons, Art; Hatherly, David; Mitchell, David A.

    1998-01-01

    Research on the organizational effectiveness of higher education institutions in the United Kingdom and Australia is compared with research on United States higher education. Focus is on identification of and statistical discrimination between institution types, based on faculty and administrator perceptions and values. (MSE)

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

    DEFF Research Database (Denmark)

    Larsen, Michael Holm; Leinsdorff, Torben

    1998-01-01

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

  18. Induced helical backbone conformations of self-organizable dendronized polymers.

    Science.gov (United States)

    Rudick, Jonathan G; Percec, Virgil

    2008-12-01

    Control of function through the primary structure of a molecule presents a significant challenge with valuable rewards for nanoscience. Dendritic building blocks encoded with information that defines their three-dimensional shape (e.g., flat-tapered or conical) and how they associate with each other are referred to as self-assembling dendrons. Self-organizable dendronized polymers possess a flat-tapered or conical self-assembling dendritic side chain on each repeat unit of a linear polymer backbone. When appended to a covalent polymer, the self-assembling dendrons direct a folding process (i.e., intramolecular self-assembly). Alternatively, intermolecular self-assembly of dendrons mediated by noncovalent interactions between apex groups can generate a supramolecular polymer backbone. Self-organization, as we refer to it, is the spontaneous formation of periodic and quasiperiodic arrays from supramolecular elements. Covalent and supramolecular polymers jacketed with self-assembling dendrons self-organize. The arrays are most often comprised of cylindrical or spherical objects. The shape of the object is determined by the primary structure of the dendronized polymer: the structure of the self-assembling dendron and the length of the polymer backbone. It is therefore possible to predictably generate building blocks for single-molecule nanotechnologies or arrays of supramolecules for bottom-up self-assembly. We exploit the self-organization of polymers jacketed with self-assembling dendrons to elucidate how primary structure determines the adopted conformation and fold (i.e., secondary and tertiary structure), how the supramolecules associate (i.e., quaternary structure), and their resulting functions. A combination of experimental techniques is employed to interrogate the primary, secondary, tertiary, and quaternary structure of the self-organizable dendronized polymers. We refer to the process by which we interpolate between the various levels of structural

  19. Processing United Nations Documents in the University of Michigan Library.

    Science.gov (United States)

    Stolper, Gertrude

    This guide provides detailed instructions for recording documents in the United Nations (UN) card catalog which provides access to the UN depository collection in the Harlan Hatcher Graduate Library at the University of Michigan. Procedures for handling documents when they are received include stamping, counting, and sorting into five categories:…

  20. 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.

  1. Concordance Between Administrator and Clinician Ratings of Organizational Culture and Climate.

    Science.gov (United States)

    Beidas, Rinad S; Williams, Nathaniel J; Green, Philip D; Aarons, Gregory A; Becker-Haimes, Emily M; Evans, Arthur C; Rubin, Ronnie; Adams, Danielle R; Marcus, Steven C

    2018-01-01

    Organizational culture and climate are important determinants of behavioral health service delivery for youth. The Organizational Social Context measure is a well validated assessment of organizational culture and climate that has been developed and extensively used in public sector behavioral health service settings. The degree of concordance between administrators and clinicians in their reports of organizational culture and climate may have implications for research design, inferences, and organizational intervention. However, the extent to which administrators' and clinicians' reports demonstrate concordance is just beginning to garner attention in public behavioral health settings in the United States. We investigated the concordance between 73 administrators (i.e., supervisors, clinical directors, and executive directors) and 247 clinicians in 28 child-serving programs in a public behavioral health system. Findings suggest that administrators, compared to clinicians, reported more positive cultures and climates. Organizational size moderated this relationship such that administrators in small programs (climate in contrast to administrators in large programs (≥466 youth clients served annually) who reported more positive cultures and climates than clinicians. We propose a research agenda that examines the effect of concordance between administrators and clinicians on organizational outcomes in public behavioral health service settings.

  2. 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 ...

  3. Computer Use and Vision-Related Problems Among University Students In Ajman, United Arab Emirate

    OpenAIRE

    Shantakumari, N; Eldeeb, R; Sreedharan, J; Gopal, K

    2014-01-01

    Background: The extensive use of computers as medium of teaching and learning in universities necessitates introspection into the extent of computer related health disorders among student population. Aim: This study was undertaken to assess the pattern of computer usage and related visual problems, among University students in Ajman, United Arab Emirates. Materials and Methods: A total of 500 Students studying in Gulf Medical University, Ajman and Ajman University of Science and Technology we...

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

    Directory of Open Access Journals (Sweden)

    Keramat Esmi

    2017-10-01

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

  5. 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.

  6. The Organizational Identity of Ukrainian Universities as Claimed through Their Mission Statements

    Science.gov (United States)

    Hladchenko, Myroslava

    2016-01-01

    After the Revolution of Dignity (2014), Ukraine signed an Association Agreement with the European Union. In the context of European integration, new legislation on higher education has been adopted. Changes in the institutional environment expect responses from higher education institutions, in particular changes in the organizational identities…

  7. Therapist turnover and new program sustainability in mental health clinics as a function of organizational culture, climate, and service structure.

    Science.gov (United States)

    Glisson, Charles; Schoenwald, Sonja K; Kelleher, Kelly; Landsverk, John; Hoagwood, Kimberly Eaton; Mayberg, Stephen; Green, Philip

    2008-03-01

    The present study incorporates organizational theory and organizational characteristics in examining issues related to the successful implementation of mental health services. Following the theoretical foundations of socio-technical and cultural models of organizational effectiveness, organizational climate, culture, legal and service structures, and workforce characteristics are examined as correlates of therapist turnover and new program sustainability in a nationwide sample of mental health clinics. Results of General Linear Modeling (GLM) with the organization as the unit of analysis revealed that organizations with the best climates as measured by the Organizational Social Context (OSC) profiling system, had annual turnover rates (10%) that were less than half the rates found in organizations with the worst climates (22%). In addition, organizations with the best culture profiles sustained new treatment or service programs over twice as long (50 vs. 24 months) as organizations with the worst cultures. Finally, clinics with separate children's services units had higher turnover rates than clinics that served adults and children within the same unit. The findings suggest that strategies to support the implementation of new mental health treatments and services should attend to organizational culture and climate, and to the compatibility of organizational service structures with the demand characteristics of treatments.

  8. Knowledge Capture and Acquisition Mechanisms at Kisii University

    Directory of Open Access Journals (Sweden)

    Nemwel Aming'a

    2015-07-01

    Full Text Available Knowledge management and knowledge assets have gained much prominence in recent years and are said to improve organizational performance. Knowledge capture and acquisition mechanisms enhance organizational memory and performance. However, knowledge capture and acquisition mechanisms in higher education institutions are not well known. The aim of this study was to investigate the knowledge capture and acquisition mechanisms at Kisii University. This was a case study in which data were collected through interviews and questionnaires. Purposive sampling was used to determine interview participants while questionnaire respondents were selected through stratified random sampling. Qualitative and quantitative data were analysed using SPSS® student version 14; it revealed that there were various knowledge capture and acquisition mechanisms at Kisii University. It was also established that the University encountered various challenges in knowledge capture and acquisition and lacked some essential knowledge capture and acquisition mechanisms. In this regard, this study proposed knowledge capture and acquisition guidelines that may be adopted by the University to enhance its organizational memory and performance.

  9. Information Literacy Skills: Promoting University Access and Success in the United Arab Emirates

    Science.gov (United States)

    Shana, Zuhrieh; Ishtaiwa, Fawzi

    2013-01-01

    The focus of this research is to assess the level of information literacy (IL) skills required for the transition-to-university experience across the United Arab Emirates (UAE). This research further seeks to shed light on the IL levels of incoming first-year university students and describe their perceptions of their IL skills. The research…

  10. Gender Differences in Workplace Deviant Behavior of University Teachers and Modification Techniques

    Science.gov (United States)

    Anwar, Muhammad Nadeem; Sarwar, Muhammad; Awan, Riffat-un-Nisa; Arif, Muhammad Irfan

    2011-01-01

    Any behavior that does not conform to social organizational norms is deviance. This study was conducted to test whether there is any difference in organizational deviance and interpersonal deviance behavior, deviance behavior of male-female university teachers. All teaching staff of the University of Sargodha was target population and for…

  11. Viewing University Leadership Transition through a Socialization Lens: A Qualitative Case Study

    Science.gov (United States)

    Miller, Pete

    2006-01-01

    The purpose of this study was to describe the organizational socialization process of a university football team that had a new coach. This qualitative examination, rooted in the socialization work of Van Maanen and Schein (1979), lends insight into the personal and organizational characteristics that universities must consider when hiring new…

  12. Online University-Industry Collaboration

    DEFF Research Database (Denmark)

    Søndergaard, Helle Alsted; Bergenholtz, Carsten; Juhl, Hans Jørn

    Extant studies have shown how online communities can promote collaborative and innovative activities in general. Studies on university-industry collaborations have so far focused less on online activities. We therefore set out to examine the individual and organizational drivers and barriers...... for academics and industrial professionals to contribute to online community-based platforms. We use a mixed method approach using both survey data and in-depth interviews with respondents from the Danish food sector. Findings show that in line with known studies on online innovation communities in general......, the main drivers for engagement are organizational and individual learning, and establishing connections, rather than monetary incentives. In contrast to offline studies on university-industry interactions, well-connected academics are less interested in online communities of academics and industry...

  13. A Study of the Relationship between Organizational Identity and Organizational Silence among Employees of the University of Isfahan

    OpenAIRE

    Ali Nasr Isfahani; Tahereh Aghababapoor Dehkordi

    2014-01-01

    Introduction As a competitive advantage in organizations, identity has become significant in recent years. It is a unique quality that distinguishes one person from others and is communicated through appearance, behavior and values of the person; the concept can be equally applied for an organization as well. Positive identity can help an organization to prevent a phenomenon which is called isolation of internal staff or organizational silence, that is, refraining from expressing ideas and...

  14. An Empirical Study to Determine The Relationship between Occupational Self-Efficacy and Organizational Silence

    Directory of Open Access Journals (Sweden)

    Cem KAHYA

    2015-06-01

    Full Text Available The concept of occupational self-efficacy means the efficacy perceptions of employees in their occupational fields, and the concept of organizational silence means the employees avoid to voice their ideas and suggestions about organizational issues. The main aim of this study is to examine the relationship between the concepts of occupational self-efficacy and organizational silence by revealing employees’ perceptions of occupational self-efficacy and organizational silence level. With this aim, the survey study was conducted on total 114 academicians who work in University of Bayburt. As a result of research, while the significant relationship was found between employees’ perceptions of occupational self-efficacy and organizational silence level, there was reached a result that this relationship incurred the negatively relationship between perceptions of occupational self-efficacy and negative silence.

  15. 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....

  16. Relationship between Organizational Culture and Performance Management Practices: A Case of University in Pakistan

    Directory of Open Access Journals (Sweden)

    Ul Mujeeb Ehtesham

    2011-12-01

    Full Text Available The aim of this study is to expand the base of knowledge and empirically test the relationship between the components of organizational culture and performance management practices. The study adopted the exploratory research approach to explore the impact. In this study, primary data was collected through questionnaires from 140 employees at the COMSATS Institute of Information Technology. The sample consists of both male and female faculty members. The regression and correlation statistical analysis were used. The results from the statistical analysis show that, involvement is highly correlated with consistency and adaptability. Similarly, the other dimensions of organizational culture have a positive significant relationship with the performance management practices.

  17. Global Strategy Implementation at the Business Unit Level: Operational Capabilities and Administrative Mechanisms

    OpenAIRE

    Kendall Roth; David M Schweiger; Allen J Morrison

    1991-01-01

    The study examines the impact of internationally strategy on organizational design and the influence of the organizational design on effectiveness at the business unit level. The empirical findings are based on survey responses from eighty-two business units competing in global industries. The findings are supportive of the contingency notion which suggests that business unit effectiveness is a function of the fit between the international strategy and the organizational design.© 1991 JIBS. J...

  18. The Typology of Organizational Effectiveness in Australian Higher Education.

    Science.gov (United States)

    Lysons, Art

    1993-01-01

    New developments emerging from a study of organizational effectiveness in Australia's system of higher education are reported, and a second study is also described. The results have established a four-group typology of institutions: classical universities, institutes of technology, colleges of advanced education, and other institutions.…

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

    Directory of Open Access Journals (Sweden)

    Sema POLATCI

    2008-01-01

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

  20. The university sociocultural work related to teaching units

    Directory of Open Access Journals (Sweden)

    Alicia Cutiño-Jiménez

    2016-09-01

    Full Text Available Teaching units are very important when you want to integrate university and society, to pre- degree and post- degree teaching process, and during research, becoming a huge educative place to develop these activities. This research is related to a diagnose the author made to particular workers and Tributary Administrations National Office functionaries from Santiago of Cuba related to the information level contributors have about tributary subjects, to be sure there are insufficiencies in the local and national media when it comes to tributary information. Based on the results, the author contributes with some actions to improve teachers, communication, integrating university and tributary offices. This actions are also directed to students, functionaries and leaders from both institutions, in order to be more efficients in the contributors, knowledge so they can understand the importance of tributes and therefore, to improve the low collection indicator the Tributary Administrations are facing right now.

  1. The comeback of the interview in organizational behavior research

    NARCIS (Netherlands)

    Emans, Ben

    Organizational behavior, as a theory-developing field of research, is highly questionnaire-based and highly dependent on quantitative methods. In its dominant methodology tradition, variables are measured in a sample of respondents or other units of observation and the calculated relationships

  2. Organizational commitment of a health profession faculty: dimensions, correlates and conditions.

    Science.gov (United States)

    Marchiori, Dennis M; Henkin, Alan B

    2004-06-01

    Health professions depend on their faculties to prepare new practitioners, conduct research and provide essential services. Organizational commitment is an important aspect of faculty effectiveness and job performance, and may impact on turnover, absenteeism and interpersonal trust. A survey of organizational commitment, including faculty demographics and workplace variables, was conducted. Respondents were full- and part-time chiropractic faculty working in the United States and Canada. More than 54% of the study population (n = 609) completed and returned the instrument. A large majority of the respondents were male (68.4%) and employed full-time (81.6%). Almost half (47.5%) of the respondents were assigned to the area of patient care at their institutions. This study provides an initial assessment of organizational commitment among chiropractic faculty. Tenure in higher education, gender and age were found to be the most important predictors of organizational commitment.

  3. Organizational structure for chronic heart failure and chronic obstructive pulmonary disease.

    Science.gov (United States)

    Rinne, Seppo T; Liu, Chuan-Fen; Wong, Edwin S; Hebert, Paul L; Heidenreich, Paul; Bastian, Lori A; Au, David H

    2016-03-01

    In contrast to chronic heart failure (CHF), measures of quality of care for chronic obstructive pulmonary disease (COPD) are poor. Our objective was to examine differences in organizational structure available to support quality of care for patients with CHF and COPD. We performed 2 nationwide surveys exploring organizational structure for the management of CHF and COPD. We surveyed the chief of medicine and the chief of cardiology and pulmonary medicine at 120 Veterans Affairs facilities in the United States. Analogous questions about organizational structure that enhanced adherence to guideline-based care were compared between CHF and COPD surveys. We found large and notable differences in the organizational structure for disease management, with systematically less attention given to COPD than CHF. These differences were evident in multiple processes of care. Key differences included fewer facilities: having COPD clinics than CHF clinics (12.7% vs 50.8%; P organizational structure existed for COPD than CHF. Lack of organizational structure for COPD likely impedes an organization's abilities to encourage high-quality care and avoid recently implemented hospital readmission penalties. Our results suggest the need to develop a systematic approach for healthcare systems to provide essential organizational structure based on the burden of disease in the population.

  4. On leadership organizational intelligence/organizational stupidity: the leader's challenge.

    Science.gov (United States)

    Kerfoot, Karlene

    2003-01-01

    Creating organizations with a high IQ or creating organizations without the necessary intelligence guarantees success or failure of the organization. Without structures such as shared leadership and other forms of participative management, the organization or unit cannot access and use the available information and wisdom in the organization. When nurses and other health care professionals do not feel like they have a shared stake and do not feel like citizens of the organization, they lack passion for the organization's work. When nurses feel a sense of share ownnership and autonomy for the clinical practice, terrific outcomes are achieved. Leaders must accept the challenge to build the infrastructure that leads to excellence in organizational IQ.

  5. 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…

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

    Science.gov (United States)

    Altuntas, Serap; Baykal, Ulku

    2010-06-01

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

  7. Organization of the POCT Unit.

    Science.gov (United States)

    Warade, Jayesh

    2015-03-01

    Point-of-care testing (POCT) has evolved as an important part of laboratory medicine by virtue of its compactness, portability, and the feasibility of operation by nonlaboratory personnel, where fast and accurate testing methods are a primary concern and, as a result, improving the patient care. To successfully achieve POCT quality in networks, a multidisciplinary organizational approach is required. A clearly defined organizational structure should be put in place for proper functioning and optimum utilization of each POCT unit. The POCT unit must include designated authority, responsibility, and accountability.

  8. 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..

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

    Directory of Open Access Journals (Sweden)

    Nor Hazana Abdullah

    2015-02-01

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

  10. 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)...

  11. Analysis of Unit Costs in a University. The Fribourg Example. Program on Institutional Management in Higher Education.

    Science.gov (United States)

    Pasquier, Jacques; Sachse, Matthias

    Costing principles are applied to a university by estimating unit costs and their component factors for the university's different inputs, activities, and outputs. The information system used is designed for Fribourg University but could be applicable to other Swiss universities and could serve Switzerland's universities policy. In general, it…

  12. The Effects of Employee’s Perceptions of Organizational Justice and Organizational Trust on Organizational Commitment: A Research on a Public Organization

    Directory of Open Access Journals (Sweden)

    Hakan CANDAN

    2014-12-01

    Full Text Available In this study, it is aimed to present the senses of employees about organizational justice, organizational trust and organizational commitment; and also to research the effects of organizational justice and organizational trust perceptions on organizational commitment. In this context, 260 questionnaires that obtained from registry and cadastre employees and determined appropriate for study is analyzed. Analyses are done by using SPSS 16.0 program and the consequences are consistent with national and international literature. Hypothesizes within the research are tested with correlation and regression analyses. According the consequences, distributional justice perception effects three sub-dimension of organizational commitment (affective, continuity, and normative positively, transactional justice perception has positive effects on only affective commitment and continuity commitment; procedural justice perception has no effect on sub-dimensions of organizational commitment. The other findings are perceptions of trust on manager and trust on organization that are two sub-dimensions of organizational trust; has positive effects on all dimensions of organizational commitment

  13. Organizational culture in an academic health center: an exploratory study using a competing values framework.

    Science.gov (United States)

    Ovseiko, Pavel V; Buchan, Alastair M

    2012-06-01

    Implementing cultural change and aligning organizational cultures could enhance innovation, quality, safety, and job satisfaction. The authors conducted this mixed-methods study to assess academic physician-scientists' perceptions of the current and preferred future organizational culture at a university medical school and its partner health system. In October 2010, the authors surveyed academic physicians and scientists jointly employed by the University of Oxford and its local, major partner health system. The survey included the U.S. Veterans Affairs Administration's 14-item Competing Values Framework instrument and two extra items prompting respondents to identify their substantive employer and to provide any additional open-ended comments. Of 436 academic physicians and scientists, 170 (39%) responded. Of these, 69 (41%) provided open-ended comments. Dominant hierarchical culture, moderate rational and team cultures, and underdeveloped entrepreneurial culture characterized the health system culture profile. The university profile was more balanced, with strong rational and entrepreneurial cultures, and moderate-to-strong hierarchical and team cultures. The preferred future culture (within five years) would emphasize team and entrepreneurial cultures and-to a lesser degree-rational culture, and would deemphasize hierarchical culture. Whereas the university and the health system currently have distinct organizational cultures, academic physicians and scientists would prefer the same type of culture across the two organizations so that both could more successfully pursue the shared mission of academic medicine. Further research should explore strengthening the validity and reliability of the organizational culture instrument for academic medicine and building an evidence base of effective culture change strategies and interventions.

  14. Organizational Support for Workers' Recuperation in Nigerian Banks ...

    African Journals Online (AJOL)

    This paper investigates organizational support for workers' recuperation in Nigerian Banks. The study was conducted in Ilorin, the capital city of Kwara State, Nigeria. Eight commercial banks namely, United Bank for Africa, First Bank of Nigeria, Diamond Bank, Fidelity Bank, Wema Bank, First City Monument Bank and Union ...

  15. Inter-organizational network studies – a literature review

    DEFF Research Database (Denmark)

    Bergenholtz, Carsten; Waldstrøm, Christian

    2011-01-01

    of the methodological issues (e.g. unit of analysis and boundary specification) are more easily addressed. In order to map the different methodological approaches in the field of inter-organizational networks, this paper presents a large-scale systematic literature review of the last 12 years’ research on inter...

  16. Working with leadership development and organizational learning from a dialogical perspective

    DEFF Research Database (Denmark)

    Hansen, Lone Hersted; Frimann, Søren

    on the individual school's current challenges and special conditions. The ten schools involved in the project each have their own history, background, demographics and socioeconomic foundation. Not surprisingly, each of these schools is characterized by having its own leadership style, school culture and identity......Abstract: Working with leadership development and organizational learning from a dialogical perspective By Lone Hersted and Søren Frimann Department of Learning and Philosophy Aalborg University (DK) Lone Hersted, assistant professor, email address: lhersted@learning.aau.dk Søren Frimann, associate...... professor, email address: frimann@learning.aau.dk Key words: Dialogue, action research, organizational learning and reflexivity INTRODUCTION These years we notice a considerable amount of research on top-down implementation of standardized concepts for organizational development and leadership...

  17. An empirical investigation on relationship between organizational intelligence and faculty members' knowledge sharing behaviors

    Directory of Open Access Journals (Sweden)

    Masoomeh Arabshahi

    2013-11-01

    Full Text Available Universities and institutions of higher education with a professional, special, educational and cultural environment play important roles in the direction towards the effective management of knowledge and space provision for the sharing of knowledge. Faculty members are known as the main elements of the university and they are the mental and intellectual investment banks who share their knowledge under certain conditions. In addition, their knowledge sharing behaviors lead to the success and improvement of individual and organizational operations. Moreover, organizational intelligence is the capacity of the organization to create knowledge and to use it in a strategic way to coordinate and to conform itself to its surroundings. This study examines the impact of organizational intelligence on faculty members' knowledge sharing behaviors. Data collection for qualitative research includes interviews with experts and quantitative research is performed using a questionnaire. The research results show that there was a significant relationship between organizational intelligence and faculty members' knowledge sharing behaviors. Among these dimensions, “knowledge application” influenced other dimensions. On the other hand, “common outcome” had a significant relationship with the “behavioral” dimension and “special and professional activities”.

  18. 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.

  19. Organizational change, psychosocial work environment, and non-disability early retirement: a prospective study among senior public employees.

    Science.gov (United States)

    Breinegaard, Nina; Jensen, Johan Høy; Bonde, Jens Peter

    2017-05-01

    Objective This study examines the impact of organizational change and psychosocial work environment on non-disability early retirement among senior public service employees. Methods In January and February 2011, Danish senior public service employees aged 58-64 years (N=3254) from the Capital Region of Denmark responded to a survey assessing psychosocial work environment (ie, social capital, organizational justice, and quality of management). Work-unit organizational changes (ie, change of management, merging, demerging, and relocation) were recorded from January 2009 to March 2011. Weekly data on non-disability early retirement transfer were obtained from the DREAM register database, which holds weekly information about all public benefit payments in Denmark. Hazard ratios (HR) for early retirement following employees' 60 th birthday were estimated with Cox regression adjusted for age, gender, and socioeconomic status. Results Exposure to change of management [HR 1.37, 95% confidence interval (95% CI) 1.13-1.66], mergers (HR 1.23, 95% CI 1.02-1.48), and relocation of work unit (HR 1.24, 95% CI 1.01-1.54) increased rate of non-disability early retirement, while demerging of work unit did not (HR 1.03, 95% CI 0.79-1.33). Work units with lower levels of social capital (HR 1.22, 95% CI 1.05-1.41), organizational justice, (HR 1.18, 95% CI 1.04-1.32), and quality of management (HR 1.14, 95% CI 1.02-1.25) increased rate of early retirement. Conclusion Organizational change and poor psychosocial work environment contribute to non-disability early retirement among senior public service employees, measured at work-unit level.

  20. [Psychiatric readmissions: individual and organizational factors].

    Science.gov (United States)

    Plancke, Laurent; Amariei, Alina; Flament, Clara; Dumesnil, Chloé

    2017-01-01

    Psychiatric readmission often constitutes a criterion to assess the effects of various therapies, as well as the impact of organizational changes in the healthcare system. It is used to characterize relapse or decompensation. The purpose of this study was to determine readmission rates and identify individual and organizational factors associated with significant variations in these rates. Adult psychiatric readmissions were identified from the full-time hospital stays registered in psychiatric wards in 2011-2012 in the Nord and Pas-de-Calais departments of France, available in the medical the RimP psychiatric admission database. Readmission rates for various follow-up periods after discharge were measured by Kaplan-Meier survival analysis and multivariate analysis was conducted using the Cox proportional hazards model. Approximately 30,000 adults were hospitalized full-time in psychiatric units of the region during the study period. The 24-month readmission rate was 51.6% (95%CI: 50.8-52.3%). The Cox model showed that a diagnosis of schizophrenia (F2 - HR = 1.72 - 95%CI: 1.61-1.84 - p Psychiatric readmission is a very frequent event and is linked to organizational as well as individual factors.

  1. Rhetorical Tension in the Bureaucratic University

    Science.gov (United States)

    Cunningham, Joseph

    2017-01-01

    The managed university functions as the prominent organizational paradigm in higher education. Returning to Max Weber's original analysis of bureaucracy, several fundamental characteristics of the managed university come to surface, including the emphasis on specialization, hierarchy, and secrecy. Among these characteristics is the importance of…

  2. 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.

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

    International Nuclear Information System (INIS)

    Henriksen, K.; Kaye, R.D.; Jones, R.; Morisseau, D.S.; Serig, D.I.

    1995-07-01

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

  4. Organizational commitment, work environment conditions, and life satisfaction among Iranian nurses.

    Science.gov (United States)

    Vanaki, Zohreh; Vagharseyyedin, Seyyed Abolfazl

    2009-12-01

    Employee commitment to the organization is a crucial issue in today's health-care market. In Iran, few studies have sought to evaluate the factors that contribute to forms of commitment. The aim of this study was to investigate the relationship between nurses' organizational commitment, work environment conditions, and life satisfaction. A cross-sectional design was utilized. Questionnaires were distributed to all the staff nurses who had permanent employment (with at least 2 years of experience in nursing) in the five hospitals affiliated to Birjand Medical Sciences University. Two hundred and fifty participants returned completed questionnaires. Most were female and married. The correlation of the total scores of nurses' affective organizational commitment and work environment conditions indicated a significant and positive relationship. Also, a statistically significant relationship was found between affective organizational commitment and life satisfaction. The implementation of a comprehensive program to improve the work conditions and life satisfaction of nurses could enhance their organizational commitment.

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

    Energy Technology Data Exchange (ETDEWEB)

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

    1995-07-01

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

  6. Organizational capacities for health promotion implementation: results from an international hospital study.

    Science.gov (United States)

    Röthlin, Florian; Schmied, Hermann; Dietscher, Christina

    2015-06-01

    In this article, organizational structures in hospitals are discussed as possible capacities for hospital health promotion (HP) implementation, based on data from the PRICES-HPH study. PRICES-HPH is a cross-sectional evaluation study of the International Network of Health Promoting Hospitals & Health Services (HPH-Network) and was conducted in 2008-2012. Data from 159 acute care hospitals were used in the analysis. Twelve organizational structures, which were denoted as possible organizational health promotion capacities in previous literature, were tested for their association with certain strategic HP implementation approaches. Four organizational structures were significantly (p = 0.05) associated with one or more elaborate and comprehensive strategic HP implementation approaches: (1) a health promotion specific quality assessment routine; (2) an official hospital health promotion team; (3) a fulltime hospital health promotion coordinator; and (4) officially documented health promotion policies, strategies or standards. The results add further evidence to the importance of organizational capacity structures for hospital health promotion and identify four tangible structures as likely candidates for organizational HP capacities in hospitals. © The Author (2013). Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  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 Effect of The Locus of Control on Organizational Citizenship Behavior The Mediating Role Perceived Organizationel Support : Case Study of A University

    OpenAIRE

    Güçel, Cem; Tokmak, İsmail; Turgut, Hakan

    2012-01-01

    The aim of this study is to examine the effects of locus of control on organizational citizenship behaviors and the mediating effect of the perceived organizational support. For this aim, firstly, the locus of control, then organizational citizenship behaviors and, finally, the mediating effect of the perceived organizational support are explained. In the application part, a questionnaire including the measures of the locus of control, organizational support and organization...

  9. Building organizational supports for research-minded practitioners.

    Science.gov (United States)

    Austin, Michael J; Dal Santo, Teresa S; Lee, Chris

    2012-01-01

    One of the biggest challenges facing human service organizations is the proliferation of information from inside and outside the agency that needs to be managed if it is to be of use. The concepts of tacit and explicit knowledge can inform an approach to this challenge. Tacit knowledge is stored in the minds of practitioners (often called practice wisdom) and the explicit knowledge is often found in organizational procedure manuals and educational and training materials. Building on this perspective, this analysis provides a preliminary definition of research-minded practitioners by explicating the elements of curiosity, critical reflection, and critical thinking. The organizational implications of developing a cadre of research-minded practitioners include the commitment of top management to support "link officers", evidence request services, research and development units, and service standards. The challenges include the capacity to identify/support research-minded practitioners, promote an organizational culture of evidence-informed practice, redefine staff development and training, redefine job descriptions, and specify the nature of managerial leadership. Copyright © Taylor & Francis Group, LLC

  10. Shifting the Balance: Relationship as Power in Organizational Life.

    Science.gov (United States)

    Davidson, Sandra J

    2015-01-01

    Power has traditionally been studied and experienced within organizations from a hierarchical and positivist perspective. However, organizational complexity has never been greater, and in our attempts to find new ways to live amid this complexity we seek alternative theoretical perspectives that may better represent and inform our experiences of organizational life. This article summarizes the positivist view of power within organizations and the limitations of attempting to study power from this perspective. Power is then reconceptualized and explored using the complex responsive process (CRP) analysis. This is an exemplar of how narrative inquiry guided by CRP may be used as a frame for reflexivity and reflection amid organizational power dynamics. The narrative description used in this paper was based on the author's experience and reflection upon a nursing faculty meeting in a large public university. By becoming aware of the power relations in which we engage, and by reflecting upon them using CRP, we may come to understand power relations in a different way. In the act of examining and reflecting on our habitual roles in power relations, we may open up the potential for personal and organizational transformation. © 2015 Wiley Periodicals, Inc.

  11. 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...

  12. The importance of organizational climate and implementation strategy at the introduction of a new working tool in primary health care.

    Science.gov (United States)

    Carlfjord, S; Andersson, A; Nilsen, P; Bendtsen, P; Lindberg, M

    2010-12-01

    The transmission of research findings into routine care is a slow and unpredictable process. Important factors predicting receptivity for innovations within organizations have been identified, but there is a need for further research in this area. The aim of this study was to describe contextual factors and evaluate if organizational climate and implementation strategy influenced outcome, when a computer-based concept for lifestyle intervention was introduced in primary health care (PHC). The study was conducted using a prospective intervention design. The computer-based concept was implemented at six PHC units. Contextual factors in terms of size, leadership, organizational climate and political environment at the units included in the study were assessed before implementation. Organizational climate was measured using the Creative Climate Questionnaire (CCQ). Two different implementation strategies were used: one explicit strategy, based on Rogers' theories about the innovation-decision process, and one implicit strategy. After 6 months, implementation outcome in terms of the proportion of patients who had been referred to the test, was measured. The CCQ questionnaire response rates among staff ranged from 67% to 91% at the six units. Organizational climate differed substantially between the units. Managers scored higher on CCQ than staff at the same unit. A combination of high CCQ scores and explicit implementation strategy was associated with a positive implementation outcome. Organizational climate varies substantially between different PHC units. High CCQ scores in combination with an explicit implementation strategy predict a positive implementation outcome when a new working tool is introduced in PHC. © 2010 Blackwell Publishing Ltd.

  13. Investigating variations in implementation fidelity of an organizational-level occupational health intervention.

    Science.gov (United States)

    Augustsson, Hanna; von Thiele Schwarz, Ulrica; Stenfors-Hayes, Terese; Hasson, Henna

    2015-06-01

    The workplace has been suggested as an important arena for health promotion, but little is known about how the organizational setting influences the implementation of interventions. The aims of this study are to evaluate implementation fidelity in an organizational-level occupational health intervention and to investigate possible explanations for variations in fidelity between intervention units. The intervention consisted of an integration of health promotion, occupational health and safety, and a system for continuous improvements (Kaizen) and was conducted in a quasi-experimental design at a Swedish hospital. Implementation fidelity was evaluated with the Conceptual Framework for Implementation Fidelity and implementation factors used to investigate variations in fidelity with the Framework for Evaluating Organizational-level Interventions. A multi-method approach including interviews, Kaizen notes, and questionnaires was applied. Implementation fidelity differed between units even though the intervention was introduced and supported in the same way. Important differences in all elements proposed in the model for evaluating organizational-level interventions, i.e., context, intervention, and mental models, were found to explain the differences in fidelity. Implementation strategies may need to be adapted depending on the local context. Implementation fidelity, as well as pre-intervention implementation elements, is likely to affect the implementation success and needs to be assessed in intervention research. The high variation in fidelity across the units indicates the need for adjustments to the type of designs used to assess the effects of interventions. Thus, rather than using designs that aim to control variation, it may be necessary to use those that aim at exploring and explaining variation, such as adapted study designs.

  14. Mapping the organizational culture research in nursing: a literature review.

    Science.gov (United States)

    Scott-Findlay, Shannon; Estabrooks, Carole A

    2006-12-01

    This paper reports a critical review of nursing organizational culture research studies with the objectives of: (1) reviewing theoretical and methodological characteristics of the studies and (2) drawing inferences specific to the state of knowledge in this field. Organizational culture is regarded as significant in influencing research use in clinical practice yet it is not understood how culture shapes practitioners' behaviours. Only one review of this empirical literature in nursing has been completed. Using selected computerized databases, published nursing research studies in English that examine organizational culture were accessed. Organizational culture studies were categorized using Hatch's three perspectives on organizational culture: (1) modern, (2) symbolic-interpretive and (3) postmodern. The review was conducted in 2005. Twenty-nine studies were in the final data set. Results pointed to variations in cultural definitions and incorporation of organizational sciences theory. In classifying the studies, modern perspectives dominated (n = 22), symbolic-interpretive approaches were an emerging group (n = 6) and one study was unclassifiable. Our results expand current cultural instrument reviews by pinpointing tools that have been previously overlooked and by identifying ongoing theoretical and methodological challenges for researchers. An exclusive reliance on modernistic approaches in organizational culture research cannot yield a complete understanding of the phenomenon. Rather, the field could benefit from a variety of cultural approaches. In a similar vein, researchers need to be mindful of the terminology and the unit of analysis they use in their research, as these are the two largest research challenges.

  15. The Gendered Shaping of University Leadership in Australia, South Africa and the United Kingdom

    Science.gov (United States)

    White, Kate; Bagilhole, Barbara; Riordan, Sarah

    2012-01-01

    This article analyses career trajectories into university management in Australia, South Africa and the United Kingdom (UK), skills required to operate effectively and the power of vice-chancellors (VCs) and their impact on the gendered shaping of university leadership. It is based on qualitative research with 56 male and female senior managers.…

  16. Leading Change: An Organizational Development Role for Educational Developers

    Science.gov (United States)

    Weston, Cynthia; Ferris, Jennie; Finkelstein, Adam

    2017-01-01

    While educational development has long been aligned with organizational development in the literature (Berquist & Phillips, 1975; Gaffe, 1975), in practice this link has faded with time. Schroeder (2011) has recently asserted that given the broad-based changes in teaching and learning that are taking place at universities, it is important that…

  17. 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...

  18. 德國大學組織重構之邊界 On the Border of Organizational Restructuring at German Universities

    Directory of Open Access Journals (Sweden)

    張源泉 Yuan-Chuan Chang

    2014-09-01

    Full Text Available 本文透過文件分析法探究德國大學組織重構之邊界,尤其聚焦於教授層級之探討,首先分析大學組織特性之變易,而後再依序探究德國大學之人事權、組織權與教授薪資制度的改革邊界。傳統上,大學被視為不同於企業組織與行政機構之特殊組織,但在新公共管理模式引進大學後,卻與其他組織存在著「同形趨勢」。但德國大學的組織重構仍存在著難以逾越的改革邊界;在人事權方面,相對於許多國家的大學透過正式或非正式管道建立留校任教的可能與教授內部升等制度,在德國反倒透過法律規定或潛在慣例的結合加以攔阻;在組織權方面,大學領導層所具有的制裁權,對於多數教授顯然無足輕重,因此難以形成有效領導的制度保障。再者,績效導向薪資制度的適用對象未涵蓋整體成員,且對於不同專業的教授有不同影響程度,因此難以成為有效的替代方案。 In this paper, document analysis is used to investigate the organizational restructuring recently implemented at German universities, in particular the effects these changes have had on professors. After presenting the changes that have been implemented, I investigate how these reforms have affected organizational authority and the remuneration of professors. Although the administrative policies and procedures of universities have traditionally been rather distinct from those used in business and government, these differences have become less distinct with the adoption of the public management approach at universities. However, with regards to the authority universities have over their faculty, these reforms have had a more limited effect. Whereas in many countries universities utilize formal or informal means to establish systems for determining faculty promotions and for appointing former students to teach at the same school, due to various

  19. Hospital-physician relations: the relative importance of economic, relational and professional attributes to organizational attractiveness

    OpenAIRE

    Trybou, Jeroen; Gemmel, Paul; Van Vaerenbergh, Yves; Annemans, Lieven

    2014-01-01

    Background: Belgian hospitals face a growing shortage of physicians and increasingly competitive market conditions. In this challenging environment hospitals are struggling to build effective hospital-physician relationships which are considered to be a critical determinant of organizational success. Methods: Employed physicians of a University hospital were surveyed. Organizational attributes were identified through the literature and two focus groups. Variables were measured using valida...

  20. Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals.

    Science.gov (United States)

    Bahrami, Mohammad Amin; Barati, Omid; Ghoroghchian, Malake-Sadat; Montazer-Alfaraj, Razieh; Ranjbar Ezzatabadi, Mohammad

    2016-04-01

    The commitment of employees is affected by several factors, including factors related to the organizational climate. The aim of this study was to investigate the relationship between organizational commitment of nurses and the organizational climate in hospital settings. A cross-sectional study was conducted in 2014 at two teaching hospitals in Yazd, Iran. A total of 90 nurses in these hospitals participated. We used stratified random sampling of the nursing population. The required data were gathered using two valid questionnaires: Allen and Meyer's organizational commitment standard questionnaire and Halpin and Croft's Organizational Climate Description Questionnaire. Data analysis was done through SPSS 20 statistical software (IBM Corp., Armonk, NY, USA). We used descriptive statistics and Pearson's correlation coefficient for the data analysis. The findings indicated a positive and significant correlation between organizational commitment and organizational climate (r = 0.269, p = 0.01). There is also a significant positive relationship between avoidance of organizational climate and affective commitment (r = 0.208, p = 0.049) and between focus on production and normative and continuance commitment (r = 0.308, p = 0.003). Improving the organizational climate could be a valuable strategy for improving organizational commitment.

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

    Science.gov (United States)

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

    2018-02-07

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

  2. 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...

  3. Understanding nursing units with data and theory.

    Science.gov (United States)

    Diers, Donna; Hendrickson, Karrie; Rimar, Joan; Donovan, Donna

    2013-01-01

    Nursing units are social systems whose function depends on many variables. Available nursing data, combined with a theory of organizational diagnosis, can be used to understand nursing unit performance. One troubled unit served as a case study in organizational diagnosis and treatment using modern methods of data mining and performance improvement. Systems theory did not prescribe how to fix an underbounded system. The theory did suggest, however, that addressing the characteristics of overbounded and underbounded systems can provide some order and structure and identify helpful resources. In this instance, the data analysis served to help define the unit's problems in conjunction with information gained from talking with the nurses and touring the unit, but it was the theory that gave hints for direction for change.

  4. 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...

  5. 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…

  6. Redesigning mental healthcare delivery: is there an effect on organizational climate?

    Science.gov (United States)

    Joosten, T C M; Bongers, I M B; Janssen, R T J M

    2014-02-01

    Many studies have investigated the effect of redesign on operational performance; fewer studies have evaluated the effects on employees' perceptions of their working environment (organizational climate). Some authors state that redesign will lead to poorer organizational climate, while others state the opposite. The goal of this study was to empirically investigate this relation. Organizational climate was measured in a field experiment, before and after a redesign intervention. At one of the sites, a redesign project was conducted. At the other site, no redesign efforts took place. Two Dutch child- and adolescent-mental healthcare providers. Professionals that worked at one of the units at the start and/or the end of the intervention period. The main intervention was a redesign project aimed at improving timely delivery of services (modeled after the breakthrough series). Scores on the four models of the organizational climate measure, a validated questionnaire that measures organizational climate. Our analysis showed that climate at the intervention site changed on factors related to productivity and goal achievement (rational goal model). The intervention group scored worse than the comparison group on the part of the questionnaire that focuses on sociotechnical elements of organizational climate. However, observed differences were so small, that their practical relevance seems rather limited. Redesign efforts in healthcare, so it seems, do not influence organizational climate as much as expected.

  7. Staff Development as an Imperative Avenue in Ensuring Quality: The Experience of Adama University

    Directory of Open Access Journals (Sweden)

    Yilfashewa Seyoum

    2012-01-01

    Full Text Available All endeavors were devoted to investigate the views and feelings of stakeholders on the implementation of teachers’ professional development and its contribution to sustain academic programs quality at Adama University. A case study that constitutes qualitative and quantitative method was employed. In an attempt to achieve the objectives of the study, evidences were collected from students, staff members, professional development program coordinators, and management bodies. The data-collecting instruments for obtaining relevant information were questionnaires, interview, observation, and document analysis. The finding in relation to this study uncovers the fact that though continuous professional development has been perceived as the most useful avenue of teachers continuous and lifelong learning, for the most part, it is relegated to adhoc committees or interested group or institutional units in the system of university education/training. Moreover, the absence of PDP in the university organizational structure, clear mission and vision, defined and well-articulated policy, strategic plan, representatives in university senate meetings, adequate resources, well-identified and -preserved training facilities, and unit library were circumstances that in one way or another negatively affected the provision of effective professional development programs/trainings that may have adverse effect in the deliberation of quality education/training in Adama University.

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

    Science.gov (United States)

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

    2003-01-01

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

  9. 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…

  10. Faculty research productivity and organizational structure in schools of nursing.

    Science.gov (United States)

    Kohlenberg, E M

    1992-01-01

    The purpose of this study was to identify the relationship between faculty research productivity and organizational structure in schools of nursing. The need for nursing research has been widely recognized by members of the nursing profession, yet comparatively few engage in conducting research. Although contextual variables have been investigated that facilitate or inhibit nursing research, the relationship between organizational structure and nursing research productivity has not been examined. This problem was examined within the context of the Entrepreneurial Theory of Formal Organizations. A survey methodology was used for data collection. Data on individual faculty research productivity and organizational structure in the school of nursing were obtained through the use of a questionnaire. A random sample of 300 faculty teaching in 60 master's and doctoral nursing schools in the United States was used. The instruments for data collection were Wakefield-Fisher's Adapted Scholarly Productivity Index and Hall's Organizational Inventory. The data were analyzed using Pearson Product-Moment Correlation Coefficients and multiple correlation/regression techniques. The overall relationship between faculty research productivity and organizational structure in schools of nursing was not significant at the .002 level of confidence. Although statistically significant relationships were not identified, scholarly research productivity and its subscale prepublication and research activities tended to vary positively with procedural specifications in a highly bureaucratic organizational structure. Further research may focus on identification of structural variables that support highly productive nurse researchers.

  11. Organizational Stress Moderates the Relationship between Mental Health Provider Adaptability and Organizational Commitment

    Science.gov (United States)

    Green, Amy E.; Dishop, Christopher; Aarons, Gregory A

    2016-01-01

    Objective Community mental health providers often operate within stressful work environments and are at high risk for emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examines the relationships between organizational stress, provider adaptability, and organizational commitment. Methods Variables were analyzed using moderated multi-level regression in a sample of 311 mental health providers from 49 community mental health programs. Results Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low, but were less committed than those who were less adaptable when organizational stress was high. Conclusions In the current study, providers higher in adaptability may perceive their organization as a greater fit when characterized by lower levels of stressfulness; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain desirable employees. PMID:27301760

  12. Managerialism in the university management: implications of strategic planning in the perception of managers from a public university

    Directory of Open Access Journals (Sweden)

    Lucilaine Pascuci

    2016-04-01

    Full Text Available The transition from the bureaucratic public administration model to a more effective managerial model requires a new kind of behavior within public universities. As a response to demands of a new more competitive for better performance there is a growing trend among universities of incorporating managerial approaches oriented by the market, and characterized as managerialism. However, such practices have identified as inappropriate losing much of its effectiveness by neglecting the organizational complexity of universities, especially the public ones. The purpose of this study is to analyze the contributions and limitations of the strategic planning incorporated by a public university. The results indicate the existence of a consensus among the central administration and the academic units related to the need for a professionalization of public management. It is also stressed that the ambiguity of public policies and overload of regulations together with the complexity of the academic organization ended up being serious barriers to the success of managerial practices like the strategic planning. The main conclusions reveal that the success of such managerial approach requires the adjustment of the rationality implicit in the model to the specificities of the academic organizations, as a condition by which the efforts can generate the expected benefits.

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

    Science.gov (United States)

    Demir, Kamile

    2015-01-01

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

  14. 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...

  15. 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 ...

  16. Personal Sustainability: Listening to Extension Staff and Observing Organizational Culture

    Science.gov (United States)

    Forstadt, Leslie; Fortune, Aileen

    2016-01-01

    Extension staff are increasingly challenged to do excellent work and balance their lives. University of Maine Cooperative Extension committed to a 2-year participatory action research project to support staff and to an organizational climate that encourages personal sustainability. With tools from ethnography and appreciative inquiry, staff…

  17. Person-centered care in Norwegian nursing homes and its relation to organizational factors and staff characteristics: a cross-sectional survey.

    Science.gov (United States)

    Røen, Irene; Kirkevold, Øyvind; Testad, Ingelin; Selbæk, Geir; Engedal, Knut; Bergh, Sverre

    2017-12-04

    Person-centered care (PCC) is regarded as good quality care for persons with dementia. This study aimed to explore and understand the association between PCC and organizational, staff and unit characteristics in nursing homes (NHs). Staff from 175 NH units in Norway (n = 1,161) completed a survey, including measures of PCC and questions about staff characteristics and work-related psychosocial factors. In addition, data about organizational and structural factors and assessment of the physical environment in the units were obtained. The distribution of these factors in regular units (RUs) and special care units (SCUs) is described, and the differences between the two types of units are analyzed. Furthermore, multilevel linear regression analyses explored the extent to which variables were associated with PCC. Higher levels of PCC were associated with a greater job satisfaction, three years or more of health-related education, a lower level of quantitative demands and role conflict, a higher level of perception of mastery, empowering leadership, innovative climate and perception of group work, in addition to the type of unit and the physical environment in the NH unit designed for people with dementia. SCU and staff job satisfaction explained most of the variation in PCC. This study shows an association between PCC and organizational, staff and unit characteristics in NH. These findings indicate that providing PCC in NH care is closely linked to how the staff experiences their job situation in addition to both organizational and structural factors and the physical environment. Attention needs to be given to such factors when planning NH care.

  18. 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....

  19. Performance Measurement at Universities

    DEFF Research Database (Denmark)

    Lueg, Klarissa

    2014-01-01

    This paper proposes empirical approaches to testing the reliability, validity, and organizational effectiveness of student evaluations of teaching (SET) as a performance measurement instrument in knowledge management at the institutional level of universities. Departing from Weber’s concept...

  20. University Transformation: New Demands and Coping Strategies

    Science.gov (United States)

    Chidindi, Joseph

    2012-01-01

    University education system is undergoing transformation requirements particularly in the developing world. The demands require adaptation to the prevailing circumstances hence the need for relevant strategies for universities. Issues such as institutional profiles, organizational structure and work integration, research activities, and funding…

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

    Science.gov (United States)

    Arbabisarjou, Azizollah; Hajipour, Reza; Sadeghian, Mahdi

    2014-08-15

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

  2. Exploiting Innovation in Dubai SMEs: The Effect of Strategic Orientation on Organizational Determinants

    OpenAIRE

    Yahya Al-Ansaari; Simon Pervan; Jun Xu

    2014-01-01

    This study investigates the role of strategic orientations of small- and medium-sized enterprises (SMEs) in an emerging market, namely Dubai in the United Arab Emirates. It uses the business-level typology of Miles and Snow (prospector, analyzer, and defender) to examine the effect of strategic orientations on organizational determinants (organizational culture, technology orientation, alliance and cooperation, and market orientation) and their consequences in terms of innovation. Drawing upo...

  3. 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...

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

    Directory of Open Access Journals (Sweden)

    Gérald Gaglio

    2014-03-01

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

  5. Thai students and their reasons for choosing to study in United Kingdom universities

    OpenAIRE

    Tarry, Estelle F

    2008-01-01

    This thesis seeks to consider Thai students and their reasons for choosing to study in United Kingdom universities. Through the literature review it has been identified that higher education is globally expanding. Competing knowledgebased economies with higher education institutions have led education to be considered a market commodity and consequently the marketization of higher education in competitive world markets. This is exemplified by discussion of the United Kingdom higher education ...

  6. Embedding the organizational culture profile into Schwartz’s theory of universals in values

    NARCIS (Netherlands)

    I. Borg (Ingwer); P.J.F. Groenen (Patrick); K.A. Jehn (Karen); W. Bilsky (Wolfgang); S.H. Schwartz (Shalom)

    2010-01-01

    textabstractAbstract Person-organization fit (P-O fit) is often measured by the congruence of a person’s values and the values that he or she ascribes to the organization. A popular instrument used in this context is the Organizational Culture Profile (O’Reilly, Chatman, & Caldwell, 1991). The OCP

  7. The Organizational Realities of Student Affairs: A Political Perspective

    Science.gov (United States)

    Shinn, Jeremiah B.

    2015-01-01

    The purpose of this study was to understand the organizational functions of student-affairs at Indiana University and to understand the nature of the conflict between student-affairs and the larger organization. This study utilized the case-study research design. Much of the data collected and analyzed during this case study were of a historical…

  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. Relationship between emotional intelligence and organizational citizenship behavior in critical and emergency nurses in south east of Iran.

    Science.gov (United States)

    Tofighi, M; Tirgari, B; Fooladvandi, M; Rasouli, F; Jalali, M

    2015-01-01

    Several factors including emotional intelligence affect the efficiency of people. It seems that organizational behavior of each person is strongly influenced by emotional intelligence. Therefore, the present study is aimed to examine the relationship between emotional intelligence and organizational citizenship behavior in critical and emergency nurses in teaching hospitals supervised by Kerman Medical University in Southeast of Iran. This study employed a descriptive cross sectional design. A census sample consisted of 150 critical and emergency nurses working in teaching hospitals supervised by Kerman Medical University participated in this study. Emotional intelligence and organizational citizenship behavior questionnaire was used to assess nurses' emotional intelligence and organizational citizenship behavior by available sampling method. The results showed that the mean age of the participants was 35 years. Most participants (94%) were females and belonged to the age group of 26-30 years. Overall mean score of organizational citizenship behavior scale was 88.21 (±10.4). In the organizational citizenship behavior categories, altruism mean score was higher than the other mean scores. Overall mean score of emotional intelligence was (121.08 ± 17.56). In the subgroups of emotional intelligence, mean score of the relationship management, was higher than the average of other factors. Pearson's correlation coefficient showed no significant relationship between emotional intelligence and organizational citizenship behavior (p ≥ 0.05). The study suggests that health care managers should organize systematic and dynamic policies and procedures in dealing with emotional intelligence and organizational citizenship behavior to assist critical and emergency nurses.

  10. A qualitative study of the organizational consequences of telemedicine.

    Science.gov (United States)

    Aas, I H

    2001-01-01

    The organizational consequences of telemedicine have frequently been mentioned in the telemedicine community, but there are few empirical studies. A study was therefore carried out of what happens in organizations when telemedicine is implemented. Qualitative interviews were undertaken with 30 persons working in teledermatology, telepsychiatry, a telepathology frozen-section service and tele-otolaryngology. Almost all respondents reported numerous organizational changes, some important. Changes in work processes were the most common. Examples of the organizational consequences of telemedicine were organizational restructuring, new organizational units, changed mechanisms for internal coordination, different flows of patients through the health-care system, improved coordination of care, new job descriptions, relocation of the place of work, employment of personnel living far away from the workplace, effects on employees not directly involved in telemedicine, sharing of experiences, minor staffing changes, clinical teamwork independent of co-location, administrative meetings arranged by telemedicine, merger of organizations independent of location, less travel by staff (and patients), a possible beneficial effect on the quality of care, and limited opposition to the adoption of the technology. Telemedicine may be important in the future organization of the disciplines studied and in health-care generally. The infrastructure of electronic networks may play an important role for organizations as the volume of telemedicine activity increases and economies of scale are realized.

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

    NARCIS (Netherlands)

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

    2002-01-01

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

  12. Teachers' Views on Organizational Deviance, Psychological Ownership and Social Innovation

    Science.gov (United States)

    Argon, Türkan; Ekinci, Serkan

    2016-01-01

    This study aimed to identify Bolu central district secondary school teachers' views on organizational deviance, psychological ownership and social innovation and to determine whether these views were related. The universe of the study conducted with relational screening model was composed of 360 teachers employed in Bolu central district secondary…

  13. Leading Change with Slogans: Border University in Transition

    Science.gov (United States)

    Gonzales, Leslie D.; Pacheco, Arturo

    2012-01-01

    In this study, the authors problematize the use of slogans when it comes to leading major organizational change. Specifically, they outline the slogans that Border University leaders used to explain and justify the university's transition from a regional, primarily teaching-focused university to an aspiring nationally recognized, Tier One research…

  14. Building a Culture of Inclusion: Disability as Opportunity for Organizational Growth and Improving Patient Care.

    Science.gov (United States)

    Ailey, Sarah H; Brown, Paula; Friese, Tanya R; Dugan, Shelia

    2016-01-01

    Administrators at Rush University Medical Center have made a commitment to diversity, including accommodating disabilities in the workplace and for students. This article explains extensive multilevel accommodations instituted by Rush University Medical Center that promote organizational growth and a healthier work environment and improve patient care.

  15. Organizational Culture and Instructional Innovations in Higher Education: Perceptions and Reactions of Teachers and Students

    Science.gov (United States)

    Zhu, Chang; Engels, Nadine

    2014-01-01

    This study examines teachers' and students' perceptions of the organizational culture of their universities and their views about and reactions to instructional innovations with regard to student-centred learning, collaborative learning and use of innovative educational technologies. Six Chinese universities were involved and in total 1051…

  16. Work-family conflict, perceived organizational support, and organizational commitment among employed mothers.

    Science.gov (United States)

    Casper, Wendy J; Martin, Jennifer A; Buffardi, Louis C; Erdwins, Carol J

    2002-04-01

    This study investigated the impact of work interfering with family (WIF) and family interfering with work (FIW) on women's organizational commitment and examined both the direct and moderating effects of their perceived organizational support. Participants were 143 professional employed mothers with at least 1 preschool-age child. The study found that WIF was positively related to continuance organizational commitment but unrelated to affective commitment, and FIW was not related to either form of organizational commitment. Results also indicated that perceived organizational support exhibited a main effect on both types of commitment.

  17. 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…

  18. Job Satisfaction through Organizational Citizenship Behaviour: A Case of University Teachers of Pakistan

    Science.gov (United States)

    Abdullah, Nauman; Akhtar, Mahr Muhammad Saeed

    2016-01-01

    Teachers' job satisfaction leads to job continuity, which in turn affects teacher performance as well as the effectiveness of their institutions. The purpose of this study was to identify if there was a relationship between the Organizational Citizenship Behavior (OCB) and Job Satisfaction (JS) of teachers since discretionary behaviours have a…

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

    Science.gov (United States)

    Hsiao, Hsi-Chi; Chang, Jen-Chia

    2011-01-01

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

  20. 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.

  1. The United States and the universality of human rights.

    Science.gov (United States)

    Chomsky, N

    1999-01-01

    The United States takes a highly relativistic stance toward the Universal Declaration of Human Rights. It regards the socio-economic rights and the right to development as without status; exempts itself from all provisions of the Declaration by failing to sign the conventions designed to implement these provisions; and unilaterally qualifies its support of civil and political rights. Leading recipients of U.S. aid have traditionally included regimes with atrocious human rights records. Those struggling for human rights should have no illusions about the systems of power and their servants.

  2. The importance of organizational justice in ensuring research integrity.

    Science.gov (United States)

    Martinson, Brian C; Crain, A Lauren; De Vries, Raymond; Anderson, Melissa S

    2010-09-01

    The professional behavior of scientists, for good or ill, is likely associated with their perceptions of whether they are treated fairly in their work environments, including their academic department and university and by relevant regulatory bodies. These relationships may also be influenced by their own personal characteristics, such as being overcommitted to their work, and by the interactions between these factors. Theory also suggests that such associations may be mediated by negative or positive affect. We examined these issues using data from a national, mail-based survey administered in 2006 and 2007 to 5,000 randomly selected faculty from biomedical and social science departments at 50 top-tier research universities in the United States. We found that perceptions of justice in one's workplace (organizational justice) are positively associated with self-report of "ideal" behaviors and negatively associated with self-report of misbehavior and misconduct. By contrast, researchers who perceive that they are being unfairly treated are less likely to report engaging in "ideal" behaviors and more likely to report misbehavior and misconduct. Overcommitment to one's work is also associated with negative affect and interacts with perceptions of unfair treatment in ways that are associated with higher self-report of misbehavior. Thus, perceptions of fair treatment in the work environment appear to play important roles in fostering-or undermining-research integrity.

  3. 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).

  4. 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

  5. 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…

  6. 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...

  7. 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...

  8. Striving for Excellence: Organizational Climate Matters

    Directory of Open Access Journals (Sweden)

    Shelley Phipps

    2013-06-01

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

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

    Science.gov (United States)

    Schlosser, Melanie

    2011-01-01

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

  10. Assessment Of Nurses Performance During Cardiopulmonary Resuscitation In Intensive Care Unit And Cardiac Care Unit At The Alexandria Main University Hospital.

    Directory of Open Access Journals (Sweden)

    Dr. Nagla Hamdi Kamal Khalil El- Meanawi

    2015-08-01

    Full Text Available Abstract Background Cardiopulmonary resuscitation one of the most emergency management the nurse has a pivotal role and should be highly qualified in performing these procedures. The aim of the study is to assess performance of nurses during Cardio pulmonary resuscitation for patient with cardiac arrest In Intensive Care Unit and Cardiac Care Unit at the Alexandria main university hospital. To answer the question what are the most common area of satisfactory and area of neglection in nurses performance during Cardio Pulmonary Resuscitation. The sample consists of 53 staff nurses working in Intensive care unit amp cardiac care unit at Alexandria main university hospital. The tools of data collection were structured of questionnaire sheet and observational cheek list. The results showed that unsatisfactory performance between nurses in both units. The study concluded that all nurses need to improve their performance during cardiopulmonary resuscitation for patient with cardiac arrest it is crucial for nursing staff to participate in CPR courses in order to refresh and update their theoretical knowledge and performance skills and consequently to improve the safety and effectiveness of care. The study recommended that continuous evaluation of nurses knowledge and performance is essential the optimal frequency with which CPR training should be implemented at least every 6 months in order to avoid deterioration in nurses CPR knowledge and skills.

  11. WORK ETHICS, ORGANIZATIONAL ALIENATION AND JUSTICE AMONG HEALTH INFORMATION TECHNOLOGY MANAGERS.

    Science.gov (United States)

    Zadeh, Jamileh Mahdi; Kahouei, Mehdi; Cheshmenour, Omran; Sangestani, Sajjad

    2016-06-01

    Failure to comply with work ethics by employees working in Health Information Technology (HIT) Departments and their negative attitudes about organizational justice may have an adverse impact on patient satisfaction, quality of care, collecting health statistics, reimbursement, and management and planning at all levels of health care; it can also lead to unbearable damages to the health information system in the country. As so far there has been no research on HIT managers to assess the moral and ethical aspects of works and their relationship with organizational alienation and justice, this study aimed to evaluate the relationship between work ethics and organizational justice and alienation among the HIT managers. This study was performed in affiliated hospitals of Semnan University of medical sciences in Semnan, Iran, in 2015. In this study, a census method was used. The data collection tool was a researcher made questionnaire. There was a negative and significant relationship between work ethic and organizational alienation (B= - 0.217, Pethic and organizational justice (B= 0.580, Pethic (B= - 0.215, P=0.034) and organizational justice (B=- 0.147, P=0.047). The results of this study showed that the managers' attitude toward justice and equality in the organization can affect their organizational commitment and loyalty and thus have a significant impact on the work ethics in the work environment. On the other hand, with increasing the education level of the managers, they will have higher expectation of the justice in the organization, and they feel that the justice is not observed in the organization.

  12. 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

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

    Directory of Open Access Journals (Sweden)

    Juris Iljins

    2016-01-01

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

  14. Organizational Stress as Moderator of Relationship Between Mental Health Provider Adaptability and Organizational Commitment.

    Science.gov (United States)

    Green, Amy E; Dishop, Christopher R; Aarons, Gregory A

    2016-10-01

    Community mental health providers often operate within stressful work environments and are at high risk of emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examined the relationships between organizational stress, provider adaptability, and organizational commitment. Variables were analyzed with moderated multilevel regression in a sample of 311 mental health providers from 49 community mental health programs. Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low but were less committed than those who were less adaptable when organizational stress was high. Providers higher in adaptability may perceive their organization as a greater fit when the work environment is less stressful; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain adaptable employees.

  15. 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...

  16. Emotional labour, job satisfaction and organizational commitment amongst clinical nurses: a questionnaire survey.

    Science.gov (United States)

    Yang, Feng-Hua; Chang, Chen-Chieh

    2008-06-01

    According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and organizational commitment when they perform emotional labour. This paper examines the relationship between emotional labour, job satisfaction, and organizational commitment from the perspective of nursing staff. A questionnaire survey was carried out to explore these interrelationships. Teaching hospital in Taiwan. Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed-a 59% response rate. The questionnaires contained items on emotional labour, job satisfaction, and organizational commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with organizational commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with organizational commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with organizational commitment. We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects organizational commitment and has an intervening effect on DA and organizational commitment.

  17. Organizational culture: essence and basic characteristics in the conditions of the globalizatio

    Directory of Open Access Journals (Sweden)

    E. B. Bannikova

    2015-09-01

    Full Text Available The article presents an analysis of the concept of «organizational culture» through the prism of a phenomenon of culture and different approaches to organizational culture are crystallizes. Culture is defined as historically certain level of society development and man, that expressed in the types and forms of human life organization, and material and spiritual values, which created by them. It is shown that one of the classifications of culture divided it into three types: monoactive (or linearly arranged, poliactive and reactive. Each of these types is characterized by a particular style of the information collection that defines the possibility of decisions making management when using this classification in organizations. The features of the interpretation of the concept of «organizational culture» are defined. The essence of the organizational culture is a set of values, which are the guidelines of behavior of employees, management decision-making guidelines, as well as a system of symbols and rituals that serve as a set of rules approved behavior of employees in an organization. Marked constituent elements of organizational culture: system of values, leadership style, the characters of organization, ceremonies and rituals, cultural organization’s network. The main characteristics of organizational culture are: universality, informality, stability. It is shown that the components of organizational culture changing in the conditions of globalization, which calls for new forms and methods of work with personnel in modern organizations.

  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. Perceptions of Ethical Climate and Research Pressures in Different Faculties of a University: Cross-Sectional Study at the University of Split, Croatia.

    Science.gov (United States)

    Malički, Mario; Katavić, Vedran; Marković, Domagoj; Marušić, Matko; Marušić, Ana

    2017-10-25

    We determined the prevailing ethical climate at three different schools of a single university, in order to explore possible differences in the ethical climate related to different research fields: the School of Electrical Engineering, Mechanical Engineering, and Naval Architecture; the School of Humanities and Social Sciences; and the School of Medicine. We used the Ethical Climate Questionnaire to survey the staff (teachers and administration) at the three schools, and used the research integrity and organizational climate (RIOC) survey for early-stage researchers at the three schools. The dominant ethical climate type perceived collectively at the three university schools (response rate 49%, n = 294) was Laws and professional codes, which is associated with the cosmopolitan level of analysis and the ethical construct of principle. Individually, the same climate predominated at the schools for engineering and humanities, but the School of Medicine had the Self-interest ethical climate, which is associated with the individual level of analysis and the egoism ethical construct. In the RIOC survey (response rate 85%; n = 70), early-stage researchers from the three university schools did not differ in their perceptions of the organizational research integrity climate, or in their perceived individual, group or organizational pressures. Our study is the first, to the best of our knowledge, to show differences in perceived ethical climate at a medical school compared to other schools at a university. Further studies are needed to explore the reasons for these differences and how they translate to organizational outcomes, such as job satisfaction, commitment to the institution and dysfunctional behaviour, including research misconduct.

  20. The Iconography of Universities as Institutional Narratives

    Science.gov (United States)

    Drori, Gili S.; Delmestri, Giuseppe; Oberg, Achim

    2016-01-01

    The coming of "brand society" and the onset of mediatization spur universities to strategize their visual identity and pay particular attention to their icon. Resulting from branding initiatives, university icons are visual self-representations and material-cum-symbolic forms of organizational identity. In this work we ask: What identity…

  1. Relationship between Organizational Learning and Organizational Agility in Teaching Hospitals of Yazd

    Directory of Open Access Journals (Sweden)

    Mohammad Amin Bahrami

    2016-10-01

    Full Text Available Background: In organizational learning theory, organization is defined as an open system that has the ability to anticipate, identify, define, design, and solve its problems. This study was aimed to examine the relationship between organizational learning and organizational agility in the teaching hospitals of the city of Yazd. Methods: This analytical and cross-sectional study was conducted in 2015 in four teaching hospitals of the city of Yazd. A total of 370 administrative and medical staff contributed in the study. We used stratified-random method for sampling. The required data were gathered using two valid questionnaires including organizational learning questionnaire (Neefe 2001 and organizational agility questionnaire according to the theory of Sharifi & Zhang (1999 being analyzed trough statistical softwares of R and lavaan package, semPlot and semtool for structural equation model and SPSS18 for descriptive statistics. Results: Our results showed a positive significant relationship between organizational learning and organizational agility (0.521. Conclusion: Based on the findings it can be concluded that the implementation of appropriate strategies for improving the organizational capacity to direct its employees’ mental abilities, can improve the ability of organization’s rapid response to surrounding issues which is crucial for its survival and dynamics in today’s changing world.

  2. Organizational Justice and the Shortage of Nurses in Medical & Educational Hospitals, in Urmia-2014.

    Science.gov (United States)

    Fathabad, Heidar Sharifi; Yazdanpanah, Abbas; Hessam, Somayeh; Chimeh, Elham Ehsani; Aghlmand, Siamak

    2015-06-12

    One of the most important reasons of turnover is perceptions of organizational justice. The purpose of this study was to investigate the effect of perceived organizational justice and its components on turnover intentions of nurses in hospitals of Urmia University of Medical Sciences. This cross-sectional study was among nurses. 310 samples were estimated according to Morgan Table. Two valid and reliable questionnaires of turnover and organizational justice were used. Data analysis was performed using the software SPSS20. Using the Kolmogorov-Smirnov test, the normality and relationship between variables with Pearson and Spearman correlation test were analyzed. Most people were married and aged between 26 and 35 years, BA and were hired with contraction. The mean score of organizational justice variable was 2.59. The highest average was the interactional justice variable (2.81) and then Procedural fairness variable (2.75) and distributive justices (2.03) were, respectively. The mean range of turnover variable was 3.10. The results showed weak and negative relationship between various dimensions of organizational justice and turnover in nurses. Organizational justice and turnover had inverse relationship with each other. Therefore how much organizational justice in the organization is more; employees tend to stay more. Finally, suggestions for improvement of justice proposed.

  3. 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

  4. A Comparative Leadership Development Study within Student Collegiate Clubs and Organizations at an Agrarian University in Ukraine and a University within the United States

    Science.gov (United States)

    Kelling, Erik; Hoover, Tracy

    2005-01-01

    This study was conducted to explore leadership development within student collegiate clubs and organizations at an agrarian university in Ukraine. The data were then compared to a College of Agricultural Sciences at a university within the United States. The information collected in the study will serve as a basis for understanding leadership…

  5. 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...

  6. Organizational culture in nursing schools in Turkey: faculty members' perspectives.

    Science.gov (United States)

    Kantek, F; Baykal, U

    2009-09-01

    Among the benefits of examining an organization's culture are the opportunity to understand the basic mechanisms of the institutional and structural procedures, to determine the need for change and to ensure the development and satisfaction of the faculty members. To determine the perceptions of faculty members of organizational culture at nursing schools in Turkey and to examine different perceptions in relation to demographic variables. The study was conducted with 180 faculty members from seven nursing schools in state universities located in different geographical regions of Turkey that granted permission for the study. All faculty members in these schools with at least 1 year of institutional experience were included in the research. No sampling was required. A demographic information form and an organizational culture scale were used as data collection materials. The organizational culture scale contains 30 items and resolves the organizational culture in three dimensions. The minimum score obtained was 1 and the maximum was 5. The mean score for faculty members' in total scale was 3.40 (SD = 0.68), while it was 3.26 (SD = 0.77) for the management style dimension, 3.39 (SD = 0.73) for the organizational commitment/relations dimension and 3.68 (SD = 0.73) for the student-oriented dimension. There was no statistical difference between the perception of organizational culture and work experience at the institution, marital status or educational status, but there were differences in age, number of years in the profession and academic titles. It was found that strong perceptions have been established in nursing schools in regard to student-oriented practices, and that groups consisting of senior academic personnel and experienced academicians are considered to be better at perceiving the importance of the organizational culture. The administrators are recommended to promote policies to enhance the participation in decision-making processes and regularly monitor

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

    Science.gov (United States)

    Chang, Ching-Sheng

    2015-06-01

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

  8. 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...

  9. 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...

  10. Healthy Change Processes-A Diary Study of Five Organizational Units. Establishing a Healthy Change Feedback Loop.

    Science.gov (United States)

    Lien, Mathilde; Saksvik, Per Øystein

    2016-10-01

    This paper explores a change process in the Central Norway Regional Health Authority that was brought about by the implementation of a new economics and logistics system. The purpose of this paper is to contribute to understanding of how employees' attitudes towards change develop over time and how attitudes differ between the five health trusts under this authority. In this paper, we argue that a process-oriented focus through a longitudinal diary method, in addition to action research and feedback loops, will provide greater understanding of the evaluation of organizational change and interventions. This is explored through the assumption that different units will have different perspectives and attitudes towards the same intervention over time because of different contextual and time-related factors. The diary method aims to capture the context, events, reflections and interactions when they occur and allows for a nuanced frame of reference for the different phases of the implementation process and how these phases are perceived by employees. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

  11. Patterns of research utilization on patient care units

    Directory of Open Access Journals (Sweden)

    Lander Janice

    2008-06-01

    Full Text Available Abstract Background Organizational context plays a central role in shaping the use of research by healthcare professionals. The largest group of professionals employed in healthcare organizations is nurses, putting them in a position to influence patient and system outcomes significantly. However, investigators have often limited their study on the determinants of research use to individual factors over organizational or contextual factors. Methods The purpose of this study was to examine the determinants of research use among nurses working in acute care hospitals, with an emphasis on identifying contextual determinants of research use. A comparative ethnographic case study design was used to examine seven patient care units (two adult and five pediatric units in four hospitals in two Canadian provinces (Ontario and Alberta. Data were collected over a six-month period by means of quantitative and qualitative approaches using an array of instruments and extensive fieldwork. The patient care unit was the unit of analysis. Drawing on the quantitative data and using correspondence analysis, relationships between various factors were mapped using the coefficient of variation. Results Units with the highest mean research utilization scores clustered together on factors such as nurse critical thinking dispositions, unit culture (as measured by work creativity, work efficiency, questioning behavior, co-worker support, and the importance nurses place on access to continuing education, environmental complexity (as measured by changing patient acuity and re-sequencing of work, and nurses' attitudes towards research. Units with moderate research utilization clustered on organizational support, belief suspension, and intent to use research. Higher nursing workloads and lack of people support clustered more closely to units with the lowest research utilization scores. Conclusion Modifiable characteristics of organizational context at the patient care unit

  12. The relationship between organizational commitment components and organizational citizenship behavior in nursing staff

    Directory of Open Access Journals (Sweden)

    Leyla Amin Bandar Cham Khaleh

    2016-05-01

    Full Text Available Organizational commitment has been considered as the most important concept in organizational behavior dimensions and human resources management. In all of the organizations, organizational commitment exerts a positive effect on the staff members’ performance. Therefore, the organizations are in need of committed and responsible workforce. The current study has dealt with the survey of the extent the organizational commitment components relate to the organizational citizenship behavior among the nursing staff in Al-Zahra (May God give her best of regards hospital in 2015. The current study is a descriptive-correlation research and it is an applied research from the objective point of view. The study population includes Al-Zahra (May God give her best of regards nursing hospital staff in 2015 and they were selected based on an availability method and the total study sample volume reaches to about 130 individuals. To collect the demographic characteristics information there was made use of Allen-Mayer organizational commitment questionnaire and Podsakoff’s organizational citizenship behavior questionnaire was also applied. Data analysis was conducted through descriptive statistics includes frequency, mean and percentage and inferential statistics including Mann-Whitney, X2 and Pierson correlation coefficient by taking advantage of SPSS 20. The results of the present study indicated that there is no significant relationship between affective and normative commitment components and the employees’ organizational citizenship behavior. According to the relationship between organizational commitment and nursing staff organizational citizenship behavior staff members should be selected from among the committed and responsible individuals in order for the organizational objectives and goals to be advanced and the managers should set the ground for the staff progress and sublimation.

  13. Employee Turnover in Christian College/University Admissions

    Science.gov (United States)

    Dougherty, Kevin D.; Andrews, Megan

    2007-01-01

    Few campus offices bear the weight of organizational health and vitality more directly than college and university admissions offices. This is particularly true for Christian colleges and universities where annual operating budgets depend largely on student tuition dollars. The purpose of the research reported in this paper was to explore rates…

  14. Organizational culture - a factor of potential positive influence on the collectivities of any organization

    Directory of Open Access Journals (Sweden)

    Ramona-Andreea MIHALACHE

    2016-07-01

    Full Text Available Organizational culture is a relatively new and rapidly expanding concept, but partly invisible and therefore very difficult analyze, offering in the same time the possibility to carry out complex studies. This paper was drawn up into two different organizations - Pentalog Romania, an IT service provider, and House of Dracula Hotel, a tourist unit - and it is based on a research carried out in order to highlight the importance of organizational culture within any entity. Considered a powerful strategic tool, the organizational culture can be used for focusing companies and their staff on joint goals, for mobilizing the initiatives, ensuring loyalty and facilitating intercommunication.

  15. An empirical investigation on relationship between social capital and organizational commitment

    Directory of Open Access Journals (Sweden)

    Ali Alikhani

    2014-02-01

    Full Text Available This paper presents an empirical investigation to study the relationship between social capital and organizational commitment. The study considers the relationship between social capital with three components of organizational commitment; namely, affective commitment, continuous and normative commitment. The study has been applied among a sample of 292 regular employees who worked for an Iranian bank located in city of Tehran, Iran. The implementation of Pearson correlation has indicated that there were positive and meaningful relationships between social capital and affective commitment (r = 0.197, Sig. = 0.01, continuous (r = 0.308, Sig. = 0.01 and normative commitment (r = 0.423, Sig. = 0.01. In addition, the study has detected that women had more commitment on their organization than men did. The proposed study of this paper has also considered a regression model where organizational commitment is dependent variable and trust and communication are considered as independent variables. According to the results of regression analysis, an increase of one unit in trust and social capital communication will increase organizational commitment by 0.189 and 0.204, respectively.

  16. 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....

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

    International Nuclear Information System (INIS)

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

    2006-01-01

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

  18. 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....

  19. 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…

  20. 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.