Dissertationen: „Communication in organizations“

1

Mustard, Kimberley Ann. „Organizations and communication technologies, a study of organizational adaptation“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq55165.pdf.

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2

Lin, Yue Beyerlein Michael Martin. „Cultural implications of self-other agreement in multisource feedback comparing samples from U. S., China, and globally dispersed teams /“. [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3947.

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3

Fuentes, Riffo Daniela Viviana. „Organizational Change in Volunteer-Based Organizations: Communication Change Strategies in Church Congregations“. TopSCHOLAR®, 2015. http://digitalcommons.wku.edu/theses/1504.

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The current study fills a gap in the communication and management literature by providing additional insight regarding the effective communication strategies used by church leaders during organizational change. The researcher sought to find out how beliefs held by church members predicted their receptivity to change and their intent to leave their organization. Participants from diverse church denominations (N = 208) completed an online survey questionnaire asking them to think about a particular change they had experienced in their current or former church. The results of statistical analysis showed: (a) Church members´ beliefs regarding discrepancy, efficacy, principal support, and valence, positively predicted their receptivity to change, and negatively predicted their intention to leave the organization; (b) beliefs regarding valence were the most relevant for church members to become receptive towards change, and for them to stay in their church during organizational change; (c) among the trust dimensions, benevolence acted as a mediator in the relationship of principal support and valence with intent to leave. This study provides some evidence regarding organizational change in a volunteerbased church context. Practical applications are discussed for church leaders who are implementing change in their congregation. Additionally, future directions are proposed.

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Noland, Timothy L. „Affinity-seeking and superior-subordinate communication /“. free to MU campus, to others for purchase, 1998. http://wwwlib.umi.com/cr/mo/fullcit?p9901266.

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5

Woffinden, Charles Ritchie. „An organizational communication perspective on the university : understanding how individuals constitute organizations /“. [Boise, Idaho] : Boise State University, 2009. http://scholarworks.boisestate.edu/td/63/.

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6

Martinek, Patricia Elizabeth. „Communication rules in three organisational configurations“. Thesis, Queensland University of Technology, 1991. https://eprints.qut.edu.au/36388/1/36388_Martinek_1991.pdf.

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This study investigated the nature of communicative relationships in three organisational configurations. These configurations were the Machine Bureaucracy, the Professional Bureaucracy and the Adhocracy. The study' s purpose was to ascertain, through an investigation of rule-patterns, the relationship of organisational structure and culture to organisational communication. Its findings support the argument that while organisational structure contributes much to the Means or form by which organisations communicate, organisational culture contributes both to Meaning and Means. The rule patterns, researched through ethnographic methods, were those of thematic rules and tactical rules. The thematic rules were seen to be very important to developing organisational relationships that were balanced between 11 care and connection 11 and between "justice and autonomy''. The thematic rules were also seen to be very important in assisting an organisation's evolution. The Machine Bureaucracy, at this stage of its evolution, was trying to balance growth and integration. The Professional Bureaucracy was trying to balance purification and integration while the Adhocracy was trying to balance underlying elements adaptability and integration. These give meaning and value to the more visible communicating processes and activities. The tactical rules selected by these organisations were important because they showed that communication processes can be designed to develop accuracy of this Meaning. Furthermore, the tactical rules indicate what should be specific characteristics of effective organisational communication; these include the continual goal-seeking of Dialogue with employees and meeting their critical information needs.

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Georgiadis, Elliot Erin. „ORGANIZATIONAL CULTURE THEORY AND FRATERNAL ORGANIZATIONS: APPLYING MEASURES OF ORGANIZATIONAL CULTURE THEORY TO THE SORORITY CONTEXT“. University of Akron / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=akron1566227238796242.

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8

Berube, D. Steven. „Assessing differences in data and information makeup at two different organizational levels using two managerial jobs“. Thesis, This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-03032009-040410/.

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9

Norander, Stephanie N. „Peaceful Alternatives: Women's Transnational Organizing In Post-Conflict Areas“. Ohio : Ohio University, 2008. http://www.ohiolink.edu/etd/view.cgi?ohiou1219374638.

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10

Blunck, Paula. „Perceived Communication During Organizational Change“. PDXScholar, 1994. https://pdxscholar.library.pdx.edu/open_access_etds/4718.

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Organizational change often involves the creation of work teams. This research examines how the creation of self-managed work teams within a particular organization affects perceived communication. Previous research suggests that self-managed teams would socially construct a different view of the organization especially as it relates to power than would those in traditional organizational departments. Attitudes about communication and power within the organization are analyzed in nine self-managed teams and five traditional departments. This analysis is conducted through both qualitative and quantitative means. Group comments and discussions are used in a qualitative analysis. Multidimensional scaling is used to reveal underlying attitudinal differences the self-managed teams and traditional departments may have about others within the organization. Two different scales are used to measure perceived attitudes about relationships to management and others within the organization. The first scale is modified from a family communication patterns instrument and is used to measure the analogous equivalent of the supervisor/subordinate (parent/child) relationship within the organizational family. The second scale explores the perceptions of cooperativeness, competitiveness, and independence between groups. Finally, a value ranking is used to measure perceptual differences the groups have about the organization's view of the customer. The results of this research suggest some differences exist between the two groups regarding perceptions of power and management Differences about perceptions related to boundaries suggests self-managed teams will construct a different reality as a function of their group. Results regarding perceptions of others and perceptions of the organization's view of customers were mixed. It cannot be strongly concluded that these differences exist as a function of the self-managing teams or because of the types of jobs members in self-managing teams hold. Due to a number of constraints researching in this particular organization, further examination and validation of findings were not possible. Most of the teams, for example, had been together for only two months. A possibility for future research may include some longitudinal studies.

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Rajala, Inkeri. „Developing Internal Communication in Fast-changing Organizations“. Thesis, Umeå universitet, Handelshögskolan vid Umeå universitet, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-50821.

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Developing internal communication in fast-changing organizations is a current topic, which seems to exercise the minds of corporate people in different positions. Well-functioning internal communication and business success seem to be strongly linked. It motivates people, and only people who are motivated and enthusiastic about their work are able to perform well in their jobs and to secure the success of their employers. The purpose of this study was to increase the understanding of internal communications and how employees perceive it in fast-changing organizations. An understanding of internal communication and its development was searched by concentrating in selected essential internal communication areas in organizations, internal corporate communication function and internal communication channels. The focus was on fast-changing organizations due to the fact that the development of internal communication does not usually go hand in hand with other organization development and business growth but tends to drag behind. The theoretical framework was formed of internal communication in general, internal communication development, internal communication in fast-changing organizations, internal communication in different organizational areas, internal corporate communicationas a function and internal communication channels. The most valid internal communication areas were selected to be management communication, team and supervisor communication and interdepartmental communication. The theoretical framework presented the dilemmas and characteristics that can occur among the issue of internal communication development. In order to achieve the determined objectives, a quantitative study was conducted. The survey named “Internal communications at the company x” with three different forms of questions was carried out in the case company. The topic was scrutinized from theperspective of a case company and aimed to find out employees’ perceptions. The web-based survey focused on the selected issues concerning internal communication and its development. Questionnaires were sent out to the employees of the case company’s European organization and 94 responses were received. The collected data was analyzed against the theoretical framework, and with the help of analysis conclusions and managerial implications regarding this study were drawn. It was discovered that by developing these internal communication areas together, fast-changing organizations succeed better in internal communication and consequently in other operations. In fast-changing organizations, careful attention needs to be paid especially to the amount of management, supervisor and interdepartmental communication. Communication especially about company situation and financial and sales situation should be increased. Employees value open, systematic, clear and well-organized communication. Development of interdepartmental communication processes is vital in order to improve knowledge sharing across the company and consequently business performance. It is essential that all members of work community understand their responsibility to communicate. Internal corporate communications function should teach that and provide good communication tools for all employees, especially intranet, e-mail and possibilities to face to face meetings and versatile feedback sessions. Efforts to equalize communication between locations, departments and teams need to be taken.

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Mallett-Hamer, Beverly. „Communication within the workplace“. Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005mallett-hamerb.pdf.

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Schütte, Miriam. „Communication, delegation and performance evaluation in organizations“. Diss., Ludwig-Maximilians-Universität München, 2013. http://nbn-resolving.de/urn:nbn:de:bvb:19-163574.

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Banis, Alvianos, und Jonas Johansson. „Political Communication Strategies Applied on Business Organizations“. Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-38244.

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The purpose of this paper is to describe the current communication techniques and strategies used by political parties resulting in these parties achieving significant growth, understand the components of those communication techniques in order to isolate the factors attributing to this achieved success and develop a model that can be replicated from a business organization in order to achieve similar beneficial results.The study revealed that there is a clear connection between political parties and business organizations, broadening the research fields of both entities respectively. Furthermore, the findings were categorized based on potential value, with practices such as “thriving on dissatisfaction”, “taking advantage of emotions”, “showing visible structures as an organization / political party”, “intentional use of weak signals”, “leader’s direct connection to audience” and “formulating receiver interpretation of signals” appearing to have high potential in achieving success if implemented correctly in the communication strategy.

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Venters, Cassy Dierking. „Faciltating knowledge transfer in organizations /“. free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3137760.

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Scherer, Mary Beth. „Nonprofit Organizations and Facebook Use“. University of Toledo / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1290009046.

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Smith, Heather T. „The relationships of organizational personality variables with worker socio-communicative orientation, communication apprehension, immediacy, and job satisfaction“. Morgantown, W. Va. : [West Virginia University Libraries], 2000. http://etd.wvu.edu/templates/showETD.cfm?recnum=1456.

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Gallagher, Erin Beth. „The flip side of organizational encounter deveoping [sic] and testing a model of veteran employee uncertainty and information seeking about new employees /“. Pullman, Wash. : Washington State University, 2010. http://www.dissertations.wsu.edu/Dissertations/Summer2010/e_gallagher_052710.pdf.

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Thesis (Ph. D.)--Washington State University, August 2010.
Title from PDF title page (viewed on July 23, 2010). "Edward R. Murrow College of Communication." Includes bibliographical references (p. 127-130).

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Stewart, Laurie. „Technology acceptance in organizations“. Thesis, Kansas State University, 2013. http://hdl.handle.net/2097/15322.

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Master of Arts
Department of Communication Studies
Sarah Riforgiate
New technology has changed how people do business. With rapid development of technology, it has been difficult for businesses and organizations to successfully implement technology advancements. This problem has spurred research in the area of technology acceptance. The Technology Acceptance Model (Davis, 1989) is a dominant theory used to explain technology use. Although many researchers have copied, expanded, and altered this model through quantitative research, making it robust, this study will further the model by using qualitative methods to explore how members understand and classify technology use. This study adds to the existing knowledge of computer-mediated communication and technology acceptance by exploring information technology use within a volunteer or not-for-profit organization (NPO). In order to offer a unique perspective to exploring how organizational members understand and adopt new technology, this study employs qualitative methodology to a topic traditionally explored through quantitative surveys and measurements. Research questions specifically consider why organizational members accept or reject new technology and how organizational membership affects technology acceptance. Using the third iteration of the technology acceptance model (TAM 3), data confirm perceived usefulness and perceived ease as determinants of technology acceptance. The influencing factors of perceived usefulness and perceived ease of use were also confirmed. Two new influencing factors of perceived usefulness emerged in this study: appropriateness and information overload. Also, insight into the role of age and technology adoption calls into question stereotypical misconceptions of technology use and acceptance. Overall, this study confirms and expands on research in the area of technology acceptance.

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Sackey, Esther Ewurafuah. „Strengthening Organizational Performance through Integration of Systems Leadership, Participatory Communication, and Dynamic Capabilities“. Antioch University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1630883134200904.

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Kawamura, Kohei. „Cheap talk communication and information sharing in organizations“. Thesis, University of Oxford, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.440696.

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Qian, Jichao M. Eng Massachusetts Institute of Technology. „Structure and evolution of communication networks in organizations“. Thesis, Massachusetts Institute of Technology, 2008. http://hdl.handle.net/1721.1/46513.

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Thesis (M. Eng.)--Massachusetts Institute of Technology, Dept. of Electrical Engineering and Computer Science, 2008.
Includes bibliographical references (p. 129).
We study three types of communication data--emails, phone calls, and meetings-in a modern IT firm. Using network descriptive statistics, we show how communication networks in an organization differ from random networks and other social networks. We also compare and contrast the three types of communication networks. Using Quadratic Assignment Procedure (QAP), Multiple Regression Quadratic Assignment Procedure (MRQAP) and Exponential Random Graph Models (ERGM), we identify significant factors affecting the size and shape of communication networks. These parameters include organizational structure, homophily, job position, and physical proximity. We record the evolution of the networks and discuss how the factors affecting initial network growth differ from the steady state of the network.Erik Brynjolfsson George and Sandi Schussel Professor of Management Director, Center for Digital Business, MIT Sloan School of Management
by Jichao Qian.
M.Eng.

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Rykels, Sharon D. (Sharon Dwynelle). „Adapting communication structures for globally-networked manufacturing organizations“. Thesis, Massachusetts Institute of Technology, 1997. http://hdl.handle.net/1721.1/42656.

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Thesis (M.S.)--Massachusetts Institute of Technology, Dept. of Electrical Engineering and Computer Science, 1997, and Thesis (M.S.)--Massachusetts Institute of Technology, Sloan School of Management, 1997.
Includes bibliographical references (p. 59-61).
by Sharon D. Rykels.
M.S.

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Richard, Kassie. „Promotional Communications| Professional Writing for Local Organizations“. Thesis, University of Louisiana at Lafayette, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10681103.

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This thesis explores the use of Facebook as an advertising tool for small businesses. It views advertising through Facebook from the perspective of a professional writer, looking at the context, audience, goals, and media to provide small businesses with guidelines for building Facebook advertising campaigns. This report will discuss 1) the audience for advertising campaigns, 2) the need for a professional writing approach for context and design, 3) the features of Facebook that complicate marketing efforts, and 4) the analysis of a local marketing campaign on Facebook. In the conclusion, the report will summarize recommendations to small businesses interested in using Facebook for promotional purposes. The report is accompanied by a detailed portfolio including works created for various local organizations.

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Gesualdi, Maxine. „Extending Organizational Role Theory to Understand Shared Resources and Role Encroachment in Organizations“. Diss., Temple University Libraries, 2017. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/459103.

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Media & Communication
Ph.D.
This dissertation follows in the tradition of role theory and organizational scholarship by examining how one role can be taken over by another, which can be referred to as encroachment. Previous organizational role research has not explored fully encroachment and its effects. Therefore, this study investigated factors that lead to role encroachment, especially the sharing of internal resources, and how individuals cope with the effects of encroachment. To conduct the study, focus groups of marketing and public relations departments were analyzed to explain how roles are enacted within their practical context. The goals of this dissertation were to (a) investigate how shared resources affect role boundaries and role enactment that can lead to encroachment, (b) explain the concept of encroachment and how it affects role enactment, and (c) investigate the conflict between public relations and marketing that can lead to encroachment in the age of social media. The study found themes related to: (a) definitions of encroachment, (b) factors facilitating encroachment, (c) factors affecting the intensity of encroachment, (d) shared resources and their effects on encroachment, (e) implications of encroachment to the individual, department, and organization, and (f) ways people deal with encroachment. First, encroachment was defined in three ways: the overtaking of tasks, or receiving unwanted strategic guidance, or interference of organizational processes. Second, the study found that role ambiguity and the communication of and adherence to cultural norms invite or prevent encroachment. Third, role ambiguity and organizational culture were found to be the dominant factors that affect the intensity of encroachment. Fourth, the study found that tangible macro resources, like organizational culture and structure, and practical resources, such as information and skill sets, facilitate encroachment. Fifth, findings indicated that implications of encroachment include stress, frustration, and confusion at the individual level; an us versus them mentality and role conflict at the departmental level; and broken relationships with external partners, lack of organizational nimbleness, and wasted time and money at the organizational level. Lastly, the study found that people deal with encroachment by providing and receiving emotional and informational social support, and by accumulating and spending social capital through relationship building within the organization. Theoretical implications of this research indicate that role conflict, role ambiguity, and boundary spanning role theory relate to encroachment. In addition, previous theory focused on external resource use by organizations can be expanded to evaluate the internal use of resources. Theory from interpersonal communication, such as social exchange theory, social support, and social capital, relate to how people facing encroachment cope with their roles being infringed upon. Practical implications of this dissertation include recommendations for organizations including increased communication of role boundaries and evaluations of restrictive cultural norms. The findings from this study provide an understanding of encroachment and indicate directions for further development of theory about encroachment and role enactment.
Temple University--Theses

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Madlock, Paul E. „Supervisors' communicative behaviors as predictors of their subordinates' communication satisfaction, job satisfaction, and willingness to collaborate“. Akron, OH : University of Akron, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1141827468.

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Thesis (M.S.)--University of Akron, School of Communication, 2006.
"May, 2006." Title from electronic thesis title page (viewed 11/28/2007) Advisor, Carolyn Anderson; Faculty readers, Andrew Rancer, Heather Walter; School Director, Dudley Turner; Dean of the College, James Lynn; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

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Thickett, Susan Black. „A qualitative analysis of the role of communication in a dispersed organization /“. Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

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Rintala, Maja. „Democratic participation on digital conditions : communication challenges and opportunities for collective action organizations“. Thesis, Umeå universitet, Institutionen för kultur- och medievetenskaper, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-185462.

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This thesis examines how communication technology is used for creating a democratic and committed participation within collective action organizations (CAOs). This is achieved by illuminating how organizations' structure and culture relate to their communication. It’s done by in-depth interviews with network-based movements and association-based organizations, and analyses of their digital newsletters. The analysis is based on affordance-driven theory, capturing the interaction between organizations and their digital platforms. The focus lies on how internal democracy and collective action are afforded or constrained to some degrees. Degrees of deliberation for creating common ground and active participation are made visible by using the concept of communicative action. Theories within social movement studies, such as collective action, broaden the understanding of how the perception of digital tools shapes and is shaped by their structure and culture. The results show that the usage and coordination of communication channels is essential for the practice of internal democracy in everyday work, beyond annual meetings and board meetings. Independent chat-based platforms enable an increased control of conversations, cooperation and coordination, while information overload and effective decision- making processes can hinder democratic participation. Commercial social media platforms such as Facebook enables new flows of engagement and connectivity but constrains coordination and control of the framing process within Facebook groups. Additionally, unpredictable algorithms and advertising policy on Facebook makes it difficult to reach out. Overall, the study suggests a broadened view of communication, where communication and usage of digital media should not be considered as instrumental entities. Rather, it is strongly related to how channels are being coordinated, how organizations are organized and the view of participation. Formal structures can both hinder and enable increased communicative action that contributes to democratic participation.

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Paulsen, Neil. „Group identification, communication and employee outcomes during organizational change /“. St. Lucia, Qld, 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16732.pdf.

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Russell, Adriane E. „An analysis of public relations and dialogic communication efforts of 501(C)(6) organizations“. Muncie, Ind. : Ball State University, 2008. http://cardinalscholar.bsu.edu/368.

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Mahoney, James Scott. „Clipped wings : management discourses during organisational change at Australia's Civil Avilation Authority /“. Canberra, 2007. http://erl.canberra.edu.au/public/adt-AUC20081113.153047/index.html.

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au, sharee hogg@swantafe wa edu, und Sharee Hogg. „Development of formal communication strategies to increase the transfer of information in a human service organisation“. Murdoch University, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20071016.112446.

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This body of work constitutes a description of the development and implementation of the Formal Communication Strategy for the Service Purchasing and Development (SPD) directorate of the Disability Services Commission (Commission) in Perth, Western Australia. The aim of the Strategy was to increase the transfer of information: - withinSPD, - between SPD and other Commission directorates; and - between SPD and non-government organisations. Qualitative and quantitative methods were used to develop the Strategy which included incorporating information obtained from a review of the literature; results of a pre- and post-implementation questionnaire; and the directions outlined by senior management within the SPD directorate. While some limitations were apparent with the methodology used within the project, there is evidence to suggest that the development and implementation of the Formal Communication Strategy has increased the transfer of information across the three domains explored.

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Hopeck, Janell Marie. „Face-to-face communication versus memo communication to announce mergers and acquisitions the importance of media richness“. CSUSB ScholarWorks, 2011. https://scholarworks.lib.csusb.edu/etd-project/140.

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The purpose of this study was to examine the current research on mergers and acquisitions which includes organizational factors, such as communication processes, and their impact on employee reactions. The current study addresses this issue through a simulated M&A announcement laboratory experiment with 156 CSUSB undergraduate students.

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Blankson, Herbert K. „A Three Cultures Model Approach to Understanding Organizational Communication: A Case Study of Multicultural Organizations“. Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1307992562.

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Liegel, McKenzie, und Jodi L. Southerland. „Health Communication Strategies Among Non-Profit Organizations in Appalachia“. Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/asrf/2018/schedule/206.

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Social media has several advantages over more traditional forms of mass communication, but many non-profit organizations (NPOs) are underutilizing social media as a communication platform. There is limited research on social media use among NPOs in rural Appalachia. The current study fills this gap in the literature by examining social media use among NPOs in rural Appalachian Tennessee. We conducted 20 semi-structured phone interviews with NPO representatives (President, CEO, Executive Directors) in an 8-county region of Appalachian Tennessee. The interviews were transcribed and analyzed using Braun and Clarke’s thematic analysis. Thematic analysis indicated that rurality, organizational capacity, messaging, and social media as a secondary communication strategy were important themes. Fiscal, personnel, and time constraints were limiting factors in terms of NPOs ability to use social media. NPOs used social media primarily to share information with their target audience. While acknowledged as an important feature of social media, NPOs were less likely to use social media to advocate, engage, or mobilize community support. Further data collection is ongoing to confirm these findings and to identify best practices. NPOs in rural Appalachia can use these findings to enhance their communication strategies.

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Hope, Michael. „The Emergence of Organization Through Communication“. Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3248/.

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Taylor, Cooren, Giroux, and Robichaud (1996) theorize that an organization is created entirely through the interpretations of its members and it evolves as those conversations change. Demonstrating the Taylor et al. theory, the current study focuses on the outcomes of management vision and strategic planning sessions in a division of a large Southwestern University. It explores the ways organization emerges through the discourse of the managers, how text is amplified to support the organization as a whole, the ways organization continues to emerge in communication, and in what ways the emergent view of organization exists throughout the division. The results of the study support the Taylor et al. theory. Management participants created an expanded view of the organization through discourse and then linked it to the university as a whole. Evidence was found supporting continued reformulation but it was limited to the management participants and did not include hourly employees.

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Simionides, Peter. „Case Study: Communicative Identity Construction at South East Youth Association“. Bowling Green State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1459956607.

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Niemann, Ilse. „Strategic integrated communication implementation towards a South African conceptual model /“. Thesis, Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-10062005-100746.

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Stovall, Amanda N. „Quitting versus Not Quitting: The Process and Development of an Assimilation Program Within Opportunity Resources, Inc“. The University of Montana, 2009. http://etd.lib.umt.edu/theses/available/etd-05152009-125932/.

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To assist Opportunity Resources, Inc. (ORI) in lowering its turnover rate, an assimilation program was designed to be implemented within the ogranization to enhance communication difficulties and training deficiencies. Information was collected from 17 current and former employees (management and staff) of Missoula, MT's ORI. Based from the results, a Job Rotation Position (JRP) Assimilation Program was developed and tailored using Myers and Oetzel's (2003) interactive assimilation model.

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Foreman, Kimberly Annette. „Beyond good writing: The multidisiplinary skills of the communications professional“. CSUSB ScholarWorks, 1991. https://scholarworks.lib.csusb.edu/etd-project/838.

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Pringle, Cynthia Charlwood. „Communication as a context of organizational behavior“. CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1520.

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Snabe, Birgitte. „The usage of system dynamics in organizational interventions a participative modeling approach supporting change management efforts /“. Wiesbaden : Deutscher Universitäte-Verlag, 2007. http://www.springerlink.com/content/v4x321/.

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Snabe, Birgitte Milling Peter. „The usage of system dynamics in organizational interventions a participative modeling approach supporting change management efforts /“. Wiesbaden : Deutscher Universitäts-Verlag, 2007. http://site.ebrary.com/id/10231917.

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Lovgren, Laurie J. „Communication training in the organization : an overview“. Thesis, Kansas State University, 1985. http://hdl.handle.net/2097/9863.

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Nikoi, Ephraim Kotey. „Liminal Selves: The Negotiation of Organizational Identification by Grant-funded Employees in Nonprofit Organizations“. Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1273190914.

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Favaretto, José Eduardo Ricciardi. „Stage level measurement of information and communication technology in organizations“. reponame:Repositório Institucional do FGV, 2015. http://hdl.handle.net/10438/13580.

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Submitted by José Eduardo Ricciardi Favaretto (eduardo@favaretto.com.br) on 2015-03-26T04:56:11Z No. of bitstreams: 1 dissertacao_Favaretto_FGV-EAESP_mar2015.pdf: 3612103 bytes, checksum: 972ef0aa882677db11961c52140d16e2 (MD5)
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In the modern Knowledge Economy, in the Big Data Era, properly understand the use and management of Information and Communication Technology (ICT) based on the academic field of the studies of Information Systems (IS), becomes increasingly important and strategic for organizations who seek: to remain active, to be able to meet new demands (internal and external) and to face the complex changes in market competition. This research uses the theory of stages of growth, substantiated by the studies of Richard L. Nolan in the 70s. The academic literature related to stages of growth models and the context of IS study field, provide the conceptual bases for this study. The research identifies a framework with its constructs related to the growth stages of the organizational initiatives of ICT/IS, starting from Nolan´s second level of benchmark variables, and proposes its implementation with the creation and development of a scale. With exploratory and descriptive characteristic, the research brings theoretical contribution to the paradigm of the stages of growth theory, adding a new growth process in its conceptual structure. As a result, it is provided a bilingual scale instrument (Portuguese and English), as well as, recommendations and rules for application of a survey type research instrument, to the continuity of this study. As a general implication of this research, it is expected that its use and application in measuring the stage level assessment of ICT/IS in organizations, can assist two types of individuals: academicians who study this thematic, as well as, practitioners seeking answers to their practical actions in organizations where they work.
Na moderna Economia do Conhecimento, na Era do Big Data, entender corretamente o uso e a gestão da Tecnologia de Informação e Comunicação (TIC) tendo como base o campo acadêmico de estudos de Sistemas de Informação (SI), torna-se cada vez mais relevante e estratégico para as organizações que pretendem: permanecer em atividade, estar aptas para atender novas demandas (internas e externas) e enfrentar as complexas mudanças na competição de mercado. Esta pesquisa utiliza a teoria dos estágios de crescimento, fundamentada pelos estudos de Richard L. Nolan nos anos 70. A literatura acadêmica relacionada com modelos de estágios de crescimento e o contexto do campo de estudo de SI, fornecem as bases conceituais deste estudo. A pesquisa identifica um modelo com seus construtos relacionados aos estágios de crescimento das iniciativas da TIC/SI organizacional, partindo das variáveis de benchmark de segundo nível de Nolan, e propõe sua operacionalização com a criação e desenvolvimento de uma escala. De caráter exploratório e descritivo, a pesquisa traz contribuição teórica ao paradigma da teoria dos estágios de crescimento, adicionando um novo processo de crescimento em sua estrutura conceitual. Como resultado, é disponibilizado além de um instrumento de escala bilíngue (português e inglês), recomendações e regras para aplicação de um instrumento de pesquisa do tipo survey, na continuidade deste estudo. Como implicação geral desta pesquisa, é esperado que seu uso e aplicação ao mensurar a avaliação do nível de estágio da TIC/SI em organizações, possam auxiliar dois perfis de indivíduos: acadêmicos que estudam essa temática, assim como, profissionais que buscam respostas de suas ações práticas nas organizações onde trabalham.

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Van, der Rede Liesl. „Sensemaking and organisational storytelling“. Thesis, Link to the online version, 2007. https://etd.sun.ac.za/jspui/handle/10019/475.

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Rossato, Jean Felipe. „Comunicação organizacional : a dimensão da “organização falada” e as implicações na gestão hoteleira“. reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2015. http://hdl.handle.net/10183/115199.

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Com o uso das tecnologias digitais da comunicação e da informação (TDCIs), os sujeitos, em perspectiva comunicacional, além de terem acesso a diversas informações, também podem ser produtores de conteúdos sobre o mundo. Assim, nesses ambientes digitais, os públicos tendem, cada vez mais, a ofertar e transacionar sentidos sobre as organizações (seus processos, produtos e serviços), podendo interferir, inclusive, nos seus relacionamentos e processos gerenciais. Nessa direção, este estudo tem como objetivo compreender como os sentidos ofertados na dimensão da “organização falada” (BALDISSERA, 2009b), particularmente na internet, interferem nos processos de gestão hoteleira. Para isso, além de estar epistemicamente fundamentado no interacionismo simbólico (MEAD, 1972), este estudo também aciona aportes teóricos sobre características do contexto contemporâneo – a partir de autores como Maffesoli (2012) e Castells (2009a) – que interferem na relação organização-públicos. Na mesma perspectiva, disserta-se sobre comunicação organizacional (BALDISSERA, 2009a), gestão organizacional (GAULEJAC, 2006) e gestão hoteleira (ABREU, 2003), noções basilares para esta investigação. A pesquisa empírica, por sua vez, compreendeu a realização de quinze entrevistas em profundidade com gestores hoteleiros de três munícipios da Microrregião das Hortênsias (Gramado, Canela e Nova Petrópolis), na Serra Gaúcha/RS. A análise dos relatos, pelo procedimento da Análise de Conteúdo (BARDIN, 2009) e à luz dos fundamentos epistêmico-teóricos, evidenciou que as avaliações e opiniões dos hóspedes sobre hotéis, publicadas na internet - âmbito da “organização falada” -, exigem monitoramento e demandam investimentos em comunicação e gestão, tais como: redimensionamento dos processos de comunicação e alterações nas práticas de gestão, com mudanças nos processos decisórios, nas políticas de atendimento e nos planos de investimento.
With the use of information and communication digital technologies (ICDT), the subjects in communication perspective have access not only to a variety of information, but also they can be content producers about the world. Thus, in these digital environments, the public tends more and more to offer and transact senses regarding organizations (their processes, products and services), which may interfere even in their relationships and management processes. In this sense, this study aims to understand how the senses offered in the dimension of "spoken organization" (BALDISSERA, 2009b), particularly on the internet, interfere in hotel management processes. Therefore, besides being epistemically grounded in symbolic interactionism (MEAD, 1972), this study also discusses theoretical studies on characteristics of the contemporary context - from authors like Maffesoli (2012) and Castells (2009a) - that interfere with the organization-public relationship. Within this perspective, organizational communication (BALDISSERA, 2009a), organizational management (GAULEJAC, 2006), and hotel management (ABREU, 2003) are discussed, considered basic notions for this investigation. The empirical research, in turn, involved fifteen interviews with hoteliers from three cities of the microregion Hortênsias (Gramado, Canela and Nova Petrópolis), in Serra Gaúcha/RS (Gaucho Highlands/RS). The reports analysis, through the procedure of Content Analysis (BARDIN, 2009) and in the light of epistemic-theoretical foundations, showed that guests’ evaluations and opinions on hotels published on the Internet – considering the "spoken organization" – require monitoring and investments in communication and management such as: resizing of communication processes and changes in management practices with changes in decision-making processes, service policies, and investment plans.

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Wong, Ho. „Middle managers' trust in supervisors and turnover intention during organizational socialization period“. HKBU Institutional Repository, 2020. https://repository.hkbu.edu.hk/etd_oa/892.

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Empirical studies have shown that employees' trust in their direct supervisors has a negative correlation with voluntary employee turnover. This thesis examines this effect among new managers in organizations. I propose a model in which trust in direct supervisors influences new managers' turnover intention during the organizational socialization period. Drawing on attachment theory and person-environment correspondence theory, I predict that job insecurity and person-organization fit are the key mechanisms through which cognition-based and affect-based trust in supervisors affect new managers' voluntary turnover. A three-phase longitudinal quantitative research is proposed to test the research model. The results from 162 participants in Hong Kong support the model, showing that job insecurity and person-organization fit mediate the relationship between trust in supervisors and turnover intention. In addition, the organizational socialization period and middle manager stage moderate the relationship between trust in supervisors and person-organization fit. The implications of the findings for future research and management practice are also discussed

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Samuelsson, Frida. „Att kommunicera mångfald : En undersökning om kommunikation och engagemang inom Landsrådet för Sveriges Ungdomsorganisationer“. Thesis, Uppsala University, Media and Communication, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8389.

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Abstract

Title: Communicating diversity – A study about communication and involvement in The National Council of Swedish Youth Organizations.

Number of pages: 58

Author: Frida Samuelsson

Tutor: Peder Hård af Segerstad

Course: Media and Communication Studies C

Period: Autumn 2006

University: Division of Media and Communication, Department of Information Science,Uppsala University

Purpose/Aim: The general purpose of this essay is to analyse how the member organizations of LSU – The National Council of Swedish Youth Organizations, see the communication,activities and their influence over the organization. I aim to do an analysis of the target group to find out if the lack of involvement in LSU is caused by communication problems.

Material/Method: The method of this essay is quantitative and is based upon a web-survey.The chairmen of the member organizations have been asked to answer a survey about the communication in LSU. To get an idea of how widespread different opinions about LSU are the empirical data has been made into graphs to show the frequencies and also cross tabulations to find out if there are any correlations between the variables.

Main result: This study has shown that the problem with involvement in LSU is only partly a communication problem. One important result is that many member organizations feel that LSU doesn’t listen to their opinions and they express a wish to have more influence over the organization. The broad target group is both a strength and a weakness to the organization. It is a hard task to communicate in such a differentiated organization, since the members have many views on LSU and have different degrees of involvement. But it is also a strength to be able to create meeting points where different organizations can learn from each other.

Keywords: Communication problems, internal communication, involvement, non-profit, organizations, umbrella organization, youth organizations.

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