Journal articles: 'Computational organizational theory'

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Beverungen, Armin, Timon Beyes, and Lisa Conrad. "The organizational powers of (digital) media." Organization 26, no. 5 (August 12, 2019): 621–35. http://dx.doi.org/10.1177/1350508419867206.

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Digital media are pervasive, ubiquitous and mundane constituents of organization. Organized life relies on, and is propelled by, technologies that store, transmit and process data and are based on networked computation. How can we understand and explore the fundamental mediatedness of organization? This article contextualizes and introduces the special issue on ‘The organizational powers of (digital) media’ by staging an encounter between organization theory and media theory. In provoking investigations of the power and effects of technological mediation in its many guises, not least in regard to digital or computational media, this encounter ushers in a ‘medial thought’ of organization.

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Barr, Jason, and Francesco Saraceno. "A computational theory of the firm." Journal of Economic Behavior & Organization 49, no. 3 (November 2002): 345–61. http://dx.doi.org/10.1016/s0167-2681(02)00002-1.

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Mathiassen, Lars, and Carsten Soreness. "Towards a Theory of Organizational Information Services." Journal of Information Technology 23, no. 4 (December 2008): 313–29. http://dx.doi.org/10.1057/jit.2008.10.

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The use of information technology (IT) in organizations has undergone dramatic changes during the past 30 years. As a result, it has become increasingly common to adopt services rather than traditional systems perspective to more accurately capture contemporary practices. There is, however, a lack of theories that can help us understand, assess, and design information services in organizational contexts. On this backdrop, we combine general notions of information processing options and requirements to outline a contingency theory of organizational use of information services. The theory suggests that information services are configurations of heterogeneous information processing capabilities; these services are evoked by organizational actors to help execute tasks, and evoking different configurations may lead to equally satisfactory outcomes. The theory distinguishes between four types of services computational, adaptive, networking, and collaborative services, and it suggests that organizational actors need portfolios of information services that are suited to the equivocality and uncertainty profile of the information processing they face. The paper defines four types of services and how they relate to information processing requirements; it applies the theory to a study of information services in response to vehicle policing; and it outlines how the theory relates to standardization and unintended consequences of information services. We conclude by discussing the theory and its implications for research and practice.

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Lacy, Mark E. "Systems theory as a conceptual and organizational framework for computational and inferential chemistry." Journal of Chemical Education 63, no. 5 (May 1986): 392. http://dx.doi.org/10.1021/ed063p392.

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Bettis, Richard A. "Organizationally Intractable Decision Problems and the Intellectual Virtues of Heuristics." Journal of Management 43, no. 8 (October 17, 2017): 2620–37. http://dx.doi.org/10.1177/0149206316679253.

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There is no theory in strategic management and other related fields for identifying decision problems that cannot be solved by organizations using rational analytical technologies of the type typically taught in MBA programs. Furthermore, some and perhaps many scholars in strategic management believe that the alternative of heuristics or “rules of thumb” is little more than crude guesses for decision making when compared to rational analytical technologies. This is reflected in a paucity of research in strategic management on heuristics. I propose a theory of “organizational intractability” based roughly on the metaphor provided by “computational intractability” in computer science. I demonstrate organizational intractability for a common model of the joint strategic planning and resource allocation decision problem. This raises the possibility that heuristics are necessary for deciding many important decisions that are intractable for organizations. This possibility parallels the extensive use of heuristics in artificial intelligence for computationally intractable problems, where heuristics are often the most powerful approach possible. Some important managerial heuristics are documented from both the finance and strategic management literatures. Based on all of this, I discuss some directions for theory of and research on organizational intractability and heuristics in strategic management.

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Tomblin, M. Shane. "Theory Development in Enterprise Systems and Organizational Learning." Journal of Organizational Computing and Electronic Commerce 20, no. 4 (October 27, 2010): 398–416. http://dx.doi.org/10.1080/10919392.2010.516647.

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Et. al., Ali Razzaq Al-Abedi,. "How the Organizational Envy Effects on Organization's Brilliance? The Moderating Role of Contextual Leadership Intelligence." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 10, 2021): 665–73. http://dx.doi.org/10.17762/turcomat.v12i4.551.

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The present paper aims to identify the impact of organizational Envy on organizations' brilliance through the interactive role of intelligent contextual leadership in universities and private colleges in the province of Najaf. The approach was relied on (descriptive - exploratory), and the questionnaire was used as a measurement tool. The study population was the teaching bodies working in universities and private colleges in Najaf, who numbered (811) teaching staff. Whereas the research sample is (257) teachers, and several statistical programs (Smart PLS) (SPSS v.23) have been used to analyze the data and test the primary and sub-hypotheses emanating from it. The results show a significant effect of organizational Envy on organizations' brilliance through the intelligence of contextual leadership, and the results showed acceptance of most of the leading and sub-hypotheses emanating from it.

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Zhang, Pei Lin, Yao Liu, and Hong Gang Liu. "Analysis of Inland Ship Traffic Flow Organizational Characteristics Based on Traffic Wave Theory." Applied Mechanics and Materials 644-650 (September 2014): 1883–86. http://dx.doi.org/10.4028/www.scientific.net/amm.644-650.1883.

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In order to study the organizational characteristics of ship traffic flow when congestion and evacuation happens, we have described the generation process of Build-wave and Evanescent-wave, established a computational model of extent and duration of the congestion based on traffic wave theory and conducted a case study. Quantitative research on the efficiency of navigable inland ships in safe condition has also been done in this paper.

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Kulik, Brian W., and Timothy Baker. "Putting the organization back into computational organization theory: a complex Perrowian model of organizational action." Computational and Mathematical Organization Theory 14, no. 2 (February 27, 2008): 84–119. http://dx.doi.org/10.1007/s10588-008-9022-6.

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Et. al., Anand Karuna,. "Impact of Job Satisfaction on Organizational Citizenship Behaviour Mediated by Organizational Commitment in Public Sector Banks." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 5 (April 11, 2021): 1609–15. http://dx.doi.org/10.17762/turcomat.v12i5.2137.

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The purpose of this paper is to investigates the extent that impact of job satisfaction on organizational citizenship behaviour mediated by organizational commitment in public sector banks. In past decades organizational citizenship behaviour developed a significant concept in the field a of management and psychology and established an inordinate transaction of consideration in the literature. Job satisfaction is an essential aspect of employee performance and success. Employees who are satisfied will go much beyond their job roles and this will improve organizational effectiveness. The sample size is 309 and data was collected from public sector bank employees through questionnaire. Correlation and regression analysis both were used to test the hypotheses in this study. All the present variables in this research were found to be expressively associated with each other.

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Vancouver, Jeffrey B., Mo Wang, and Xiaofei Li. "Translating Informal Theories Into Formal Theories: The Case of the Dynamic Computational Model of the Integrated Model of Work Motivation." Organizational Research Methods 23, no. 2 (June 20, 2018): 238–74. http://dx.doi.org/10.1177/1094428118780308.

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Theories are the core of any science, but many imprecisely stated theories in organizational and management science are hampering progress in the field. Computational modeling of existing theories can help address the issue. Computational models are a type of formal theory that are represented mathematically or by other formal logic and can be simulated, allowing theorists to assess whether the theory can explain the phenomena intended as well as make testable predictions. As an example of the process, Locke’s integrated model of work motivation is translated into static and dynamic computational models. Simulations of these models are compared to the empirical data used to develop and test the theory. For the static model, the simulations revealed largely strong associations with robust empirical findings. However, adding dynamics created several challenges to key precepts of the theory. Moreover, the effort revealed where empirical work is needed to further refine or refute the theory. Discussion focuses on the value of computational modeling as a method for formally testing, pruning, and extending extant theories in the field.

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Hassan, Sardar. "Organizational Effectiveness in both Private and Publish Sectors in Iraqi Kurdistan, the role of Organization Culture and Leadership will be investigated." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 2 (April 11, 2021): 218–38. http://dx.doi.org/10.17762/turcomat.v12i2.706.

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This study explores the organizational effectiveness in both private and public sector organizations in Iraqi Kurdistan and examines whether organizational culture types and leadership styles influence organizational effectiveness. For that reason, a deep literature review was developed on that past studies. By using Competing Values Model (CVM) data were collected and measured. In order to answer the research questions and test hypotheses independently a sample of 272 managers form distinct organizations in both sectors are chosen for this research and correlation coefficient test and regression analysis methods are used to test the relation. Moreover, organizational culture and leadership style were regressed on organizational effectiveness. Thus, the managers’ perception data indicate organizational effectiveness can be predicted by both organizational culture types and leadership style. Therefore, this author can conclude there is a positive relation between variables. The finding also shows that both independent variables can impact organizational effectiveness in public sector, while only leadership style can predict the dependent variable in private sector. At the end, some recommendations were proposed and further research in these areas was strongly advised

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Lin, Zhiang, and Kathleen M. Carley. "DYCORP: A computational framework for examining organizational performance under dynamic conditions*." Journal of Mathematical Sociology 20, no. 2-3 (October 1995): 193–217. http://dx.doi.org/10.1080/0022250x.1995.9990162.

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Hahm, Sang-Woo. "Effects of Social and Organizational Support on the Satisfaction of International Students and Career Commitment." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 5 (April 11, 2021): 442–48. http://dx.doi.org/10.17762/turcomat.v12i5.988.

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Perceived organizational support and perceived social support affect individual performance. Their influence may or may not be the same depending on the situation. This study describes the different effects of perceived organizational support and perceived social support on organizational satisfaction and social life satisfaction. Furthermore, it proves that perceived organizational support and perceived social support enhance the organizational (school) satisfaction and social life (life of studying abroad) satisfaction of international students. On addition, through this process, they also increase the career commitment of students. This paper identifies the importance of perceived organizational support and perceived social support necessary to improve the international students' performance, and explain the impact and relevance of their different satisfactions. Through this, this article proposes ways to improve the performance of international students and the discriminatory relevance of perceptions of different objects.

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Ethiraj, Sendil K., and Daniel Levinthal. "Bounded Rationality and the Search for Organizational Architecture: An Evolutionary Perspective on the Design of Organizations and Their Evolvability." Administrative Science Quarterly 49, no. 3 (September 2004): 404–37. http://dx.doi.org/10.2307/4131441.

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We employ a computational model of organizational adaptation to answer three research questions: (1) How does the architecture or structure of complexity affect the feasibility and usefulness of boundedly rational design efforts? (2) Do efforts to adapt organizational forms complicate or complement the effectiveness of first-order change efforts? and (3) To what extent does the rate of environmental change nullify the usefulness of design efforts? We employ a computational model of organizational adaptation to examine these questions. Our results, in identifying the boundary conditions around successful design efforts, suggest that the underlying architecture of complexity of organizations, particularly the presence of hierarchy, is a critical determinant of the feasibility and effectiveness of design efforts. We also find that design efforts are generally complementary to efforts at local performance improvement and identify specific contingencies that determine the extent of complementarity. We discuss the implications of our findings for organization theory and design and the literature on modularity in products and organizations.

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Et. al., Dr Gayathri Band,. "Moderation Effect Of Counter Work Productive Behaviour On The Relationship Between Job Satisfaction And Organizational Citizenship Behaviour." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 11, 2021): 938–43. http://dx.doi.org/10.17762/turcomat.v12i4.582.

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OCB ordinarily alludes to practices that decidedly affect the association or its individuals (Poncheri, 2006). OCB can be influenced by imparting in workers an impression of skill in their activity undertakings (Todd, 2003). Bateman and Organ (1983) proposed a noteworthy and solid connection between organizational citizenship conduct and job satisfaction. Bateman and Organ (1983) proposed a critical and strong association between organizational citizenship and occupation fulfillment. Employment fulfillment has been found to have a positive association with work execution and organizational citizenship. The purpose of the present examination was to research if CWB could be gone with moderately high work fulfillment. The present study is undertaken to study if there is a significant moderating effect of CWB on the relationship between Job Satisfaction and Organizational Citizenship Behaviour. CWB is prejudicious to the organization or to co-workers. The Organizations ought to enhance the spontaneous organizational citizenship behaviors of workers to extend satisfaction and, hence, to extend the competitiveness within the organization. The survey results disclosed that job satisfaction encompasses an important positive impact on organizational citizenship behaviour which counterwork productive behaviour encompasses a important negative dampening impact on the link between job satisfaction and organizational citizenship behaviours. The organizations will improve the work satisfaction of their workers by rising perceived operating satisfaction, social satisfaction, and remunerative satisfaction, which might then improve the organizational citizenship behaviours and reduce the negative impact of counterwork productive behaviour.

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Et. al., Phalguna Reddy K,. "HRD Intervention And Organizational Effectiveness – An Impact Analysis." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 6 (April 10, 2021): 990–98. http://dx.doi.org/10.17762/turcomat.v12i6.2411.

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The main aim of the study is to encourage professionals to strive towards specific goals and responsibilities on the basis of their abilities, skills and context. Efficiency in an organization needs an appreciation of the various professionals and their position within a company, as well as opportunities to develop their abilities or allow use of specific skills. The HRD interventions are playing key role for the organizational effectiveness. The paper has made an attempt to examine the HRD interventions impact on the organizational effectiveness in IT companies. The bivariate correlation has been applied for the measuring the relationship of HRD intervention parameters with the organizational effectiveness and result reveals that Performance management has the strong relationship with the organizational effectiveness. The statistical method of structural equation model has been applied to measure the impact of selected three HRD interventions and observed that Performance Management influence has been found higher followed by the training effect on the organizational effectiveness.

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Et. al., Mohammed Wamique Hisam,. "Impact of Workplace Spirituality on Organizational Commitment – A Study in an Emerging Economy." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 11, 2021): 984–1000. http://dx.doi.org/10.17762/turcomat.v12i4.589.

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Workplace spirituality has emerged as one of the effective mechanisms to induce organizational commitment, job involvement, creativity, innovation and to reduce employee turnover intentions. This has attracted the attention of researchers worldwide, and there have been several studies on the components and effect of workplace spirituality on employee performance in Western nations. The Covid 19 pandemic has led to job losses and pay cuts across industries, leading to an alarming Increase in stress, depression and alcohol and substance abuse among employees. However, hardly any studies have been conducted on workplace spirituality in the Gulf Cooperation Council (GCC) region, leaving a gap in the literature. This study investigates the impact of four dimensions of workplace spirituality namely, meaningful work, inner life, organizational values and sense of community on the organizational commitment of employees working in various organizations in Oman during Covid-19. The study employs survey data collected from 117 respondents across various managerial levels using a structured questionnaire having 20 items. The data has been analyzed using SmartPLS 3 software. The results reveal the impact of the chosen dimensions of workplace spirituality on the organizational commitment of employees. The findings of the study suggest that meaningful work has the highest impact on organizational commitment, followed by inner life and sense of community. Organizational values have been found not to have a significant effect on organizational commitment. Workplace spirituality can have a profound impact on the mental health and wellbeing of employees in these troubled times.

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Et.al, Tariq Saeed Khalfan Barshoud Almarshoodi. "Crisis Management, and Charismatic Leadership Communication as Antecedents to the Organizational Reputation." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 3 (April 10, 2021): 2948–58. http://dx.doi.org/10.17762/turcomat.v12i3.1326.

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The aim of this study is to measure employees’ perceptions of UAE police’s reputation. Even though these perceptions are formed in the public domain, this study focused on the public sector employees’ evaluation of the Commission’s reputation and credibility. This is solely because they work in it and will be directly affected by negative perceptions, as evident in most alternative media and blogs. Like many other organizations, employees and other internal stakeholders know the organization better than the outsiders, so measuring their perceptions is essential. This study attempts to reflect how UAE police, through its charismatic leadership communication and organizational credibility, earns the trust and confidence of its employees in times of crisis, which is further reflected in its reputation. The present study chooses the situational crisis communication theory to develop its theoretical framework. Originating in attribution theory, the SCCT has been widely used in crisis communication research to test the link between crisis situation and crisis response strategies. The study has employed the SEM-PLS is statistical technique for the analysis of the data. The findings of the study have provided support to the hypothesized results.

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Et.al, ArsaythambyVeloo. "The Relationship between Distributed Leadership and Teachers’ Organizational Commitment in Guangzhou City, China." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 3 (April 11, 2021): 2723–32. http://dx.doi.org/10.17762/turcomat.v12i3.1302.

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The objective of this study was to determine the relationship between teachers’ organizational obligation and distributed leadership in secondary schools ofBaiyun district in Guangzhou city, China. This study was conducted using the quantitative survey approach. The respondents comprised of 98 teachers were selected through random sampling. The data of the study were collected using 22 items from Distributed Leadership Inventory and 15 items from Organizational Commitment Questionnaire. The data analysis used independent sample t-test, one-way ANOVA and Pearson correlation with SPSS version 22. The findings of the study showed that there was no significant difference between gender and teaching work experience based on organizational commitment. However, there was a positive relationship between school distributed leadership and teachers’ organizational commitment.

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Nakamura, Yoshiki. "Development of a Simulator by Assimilating Survey Approach with Computational Theory for the Research of Organizational Activities." Industrial Engineering and Management Systems 9, no. 4 (December 1, 2010): 312–22. http://dx.doi.org/10.7232/iems.2010.9.4.312.

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Et. al., Dian Hafit Syaifullah,. "The Effect Of Employee Engagement And Organizational Citizenship Behavior On The Performance Of Employees Of The Research & Development And Education & Training Agency Of The Ministry Of Religion Of The Republic Of Indonesia." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 5 (April 10, 2021): 1077–84. http://dx.doi.org/10.17762/turcomat.v12i5.1753.

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The management of human resources at the Secretariat of the Research and Development and Training Agency (a public organization that is identical to religious values) experiences problems because the importance of employee performance, employee engagement, and organizational behaviour are still below 75. This study aims to determine whether employee engagement and organizational citizenship behaviour positively and significantly impact employee performance. This research finds that employee engagement has a positive and significant impact on employee performance, while organizational citizenship behaviour has a negative and insignificant impact on employee performance. This research supports previous research, which states that employee engagement positively and significantly impacts employee performance. However, this research refutes previous research applied to private organizations, which states that organizational citizenship behaviour has a significant positive impact on employee performance.

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Et.al, Vichetera Rajagani. "A Malaysian Empirical Study of the Associations among Transformational Leadership, Transactional Leadership, Organizational Culture and Succession Planning." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 3 (April 10, 2021): 69–75. http://dx.doi.org/10.17762/turcomat.v12i3.468.

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This study aimed to identify the relationship between transformational leadership, transactional leadership and organizational culture factors withsuccession planning. Besides that, this paper also intended to look at the influence and contribution of those factors on succession planning implementation. The sample of this study is focused on the Education Service Officers at Ministry of Education (MoE), Malaysia. Data were collected from 261 Education Officers from 21 Division in Ministry of Education, Malaysia. The findings revealed that transformational leadership, transactional leadership and organizational culture have positive significant relationship with succession planning. Besides that, this study also found that transformational leadership style, transactional leadership style and organizational culture contributing to the implementation of succession planning. Therefore, according to the research findings, we recommend that transformational and transactional leadership style, besides organizational culture factors should be considered in implementing succession planning.

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Ramamurthy, K., G. Premkumar, and Michael R. Crum. "Organizational and Interorganizational Determinants of EDI Diffusion and Organizational Performance: A Causal Model." Journal of Organizational Computing and Electronic Commerce 9, no. 4 (December 1999): 253–85. http://dx.doi.org/10.1207/s153277440904_2.

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Käkölä, Timo, and Kalle Koota. "Dual Information Systems: Supporting Organizational Working and Learning by Making Organizational Memory Transparent." Journal of Organizational Computing and Electronic Commerce 9, no. 2 (June 1, 1999): 205–32. http://dx.doi.org/10.1207/s15327744joce0902&3_7.

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Et. al., Supriyanto Ilyas,. "A Review: The Influence of Participation Budgeting Toward Organization Behavior Factors." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 10, 2021): 734–39. http://dx.doi.org/10.17762/turcomat.v12i4.557.

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One of the characteristics of a budget in order to function in the planning and control process is that it contains management commitment. The requirements that must be met in order to achieve managerial commitment are active participation of managers in the budget formulation process. Participation is in the form of opportunities to submit proposals as well as opportunities to negotiate in the ratification process. This study intends to examine the effect of budget participation on various factors in organizational behavior. Based on studies according to experts and previous researchers, budget participation affects various factors related to organizational behavior, including organizational commitment, work motivation and performance.

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Karsten, Helena. "Relationship Between Organizational Form and Organizational Memory: An Investigation in a Professional Service Organization." Journal of Organizational Computing and Electronic Commerce 9, no. 2 (June 1, 1999): 129–50. http://dx.doi.org/10.1207/s15327744joce0902&3_3.

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Licheng Jiao, Jing Liu, and Weicai Zhong. "An organizational coevolutionary algorithm for classification." IEEE Transactions on Evolutionary Computation 10, no. 1 (February 2006): 67–80. http://dx.doi.org/10.1109/tevc.2005.856068.

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Mohd Hazwan Mohd Puad, Habibah Ab Jalil, Sharmini Marilyn Balakrishnan,. "Demographic Factors of Corporate E-learning among E-learners in an Oil and Gas Company." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 5 (April 11, 2021): 113–25. http://dx.doi.org/10.17762/turcomat.v12i5.803.

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Organizations that use e-learning as a tool to educate their employees have either reaped the benefits or struggled with its implementation. The dominant reason for this is corporate e-learning overlaps the organizational, human, and technological aspects of learning. Previous research has compartmentalized the research by studying these three aspects separately, so there is little insight on how these variables affect corporate e-learning. Therefore, this study aimed to assess the levels and differences of organizational learning, e-learning quality, and e-learning use according to the demographic groups of corporate e-learners in a Malaysian oil and gas company. A quantitative survey method was applied to collect data from 261 participants using a 5-point Likert Scale questionnaire. The results revealed the level of overall organizational learning, e-learning quality, and e-learning use was moderate. Furthermore, organizational learning, e-learning quality, and e-learning use were significantly different for gender, department, and job position demographic groups. However, age and working experience did not show a significant difference for these variables. The findings from this study provide a bottom-up insight to stakeholders and managers when investing in and implementing e-learning at the organization.

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Wijnhoven, Fons. "Designing Organizational Memories: Concept and Method." Journal of Organizational Computing and Electronic Commerce 8, no. 1 (March 1998): 29–55. http://dx.doi.org/10.1207/s15327744joce0801_2.

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Et. al., Rajesh Kumar Singh,. "Co-Relational Study between Organizational Climate and Job Performance of Private School Teachers." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 5 (April 10, 2021): 1673–75. http://dx.doi.org/10.17762/turcomat.v12i5.2156.

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The current study investigated relationship between Organizational climate and Job Performance of school Teachers. Descriptive Survey method is used for the research to accomplish the objective of the study. A sample of 116 higher secondary school teachers working in private schools were taken from Mathura district of Uttar Pradesh by convenience sampling technique. Mean, Standard deviation and Pearson Product Moment Correlation is used for analyzing the collecting data. The findings revealed that the reoccurs a significant correlation between Organizational Climate and Job Performance towards school teachers.

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Et al., Ulfah Mediaty Arief. "Computer Self-Efficacy and Organizational Culture In Affecting Technology Acceptance Model." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 5 (April 11, 2021): 484–89. http://dx.doi.org/10.17762/turcomat.v12i5.997.

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As the leading provider of education, teachers need to have high technology adoption skills. There is LMS technology in inputs that can streamline learning practices. Mostly with inclusion of the impact of organizational culture and machine self-efficacy on LMS Schoology, this study aims to see the capacity of technology acceptance by teachers using the Technology Acceptance Model (TAM).The results of the study using the model described above for teachers in the cities of Salatiga and Boyolali show that organizational culture does not have a major impact on attitude or purpose to use towards LMS Schoology.The self-efficacy of computers may not affect perceived utility, but has a substantial impact on perceived ease of use. The model also indicates that teachers, while they find it difficult to incorporate it, have a positive attitude towards the nature of LMS technology.

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Grachev, V. L. "Computational model and rapid quality assessment algorithm for automated crisis management system in uncertain emergencies." Technology of technosphere safety 89 (2020): 30–42. http://dx.doi.org/10.25257/tts.2020.3.89.30-42.

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Introduction. A considerable number of automated information systems have been in use for a long time in the federal executive authorities and the executive authorities of the constituent entities of the Russian Federation. It is proposed that crisis management systems of federal and regional scope in natural and man-made emergencies should be identified and replaced by an evaluation of the effectiveness of the institutional and technical implementation (organizational and technical efficiency, quality) of these systems. Goals and objectives. The aim of the research is to refine methods of rapid estimation of the weight coefficients of efficiency indicators (hereinafter referred to as PE) the organizational and technical implementation of ASCS in case of lack of information to determine their relative importance, in particular, when different composition of PE due to the differences of a set of automated functions of the system from the standard list. The tasks include the analysis of the weighting, the selection of an appropriate method, and the verification of its applicability. Methods. General scientific methods of analysis and deduction, special methods of measurement theory (in particular, metrology, mathematical statistics and probability theory) and computational experiment are applied. Results and discussion. Based on a review of weighting methods of PE coefficients, it is assumed, that a third Fishburne formula is appropriate for the rapid assessment of the relative importance of PE in the implementation of ASCS in the event of a lack of information (subject to the inclusion of already incomplete data). The computational experiment performed confirmed this assumption, allowed us to determine the conditions and limitations of using the third Fishburne formula in the problems considered, and to develop an algorithm for selecting the intervals of possible values of the PE weighting coefficients. Conclusions. The author substantiates the possibility and method of applying the third Fishburne formula in the tasks of rapid assessment of the effectiveness of organizational and technical implementation of ASMSS, while differentiating the set of automated tasks from the list inherent in the class of such automated systems as a whole. Key words: automated system, rapid assessment, efficiency, efficiency indicator, uncertainty.

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Et. al., Nawzad Majeed Hamawandy,. "The Impact of Employee Empowerment on Intellectual Capital and Organizational Citizenship Behavior: Moderating role of Demographic." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 2 (April 11, 2021): 326–33. http://dx.doi.org/10.17762/turcomat.v12i2.719.

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In recently, human resources management measured as the most worth able resource has been the center of approaches, activities and it plays an important role in promoting the objectives and goals of the organization. In fact the financial paradigms do not meet the requirements and expectations of the organization, it has led organizations to seek other paths to achieve competitive advantages. In this study, the growth of intellectual capital and organizational citizenship behavior can be taking new approaches in to account field. Practices for development going beyond the role of recognized expectations needs vital infrastructures. Therefore, empowerment is an important element to plays positive role to describing about social exchange of organizational citizenship behavior. Alternatively, in the economy of knowledge-based, the intellectual capital is the creating knowledge and sharing to enhance enterprise values. The study based on descriptive analysis and it examine the relationship between employee’s empowerment, intellectual capital and organizational citizenship behavior. To the theoretical data collection and to extract initial factors and indicators, library and Internet resources were used and questionnaire was used to gather the data needed to evaluate the assumptions. In this research, random method sampling has been used and Pearson's correlation coefficient was used to analysis data. The findings of study state that a positive and significant relationship occurs between dimensions of employee’s empowerment with growth of Intellectual capital and organizational citizenship behavior. On the other hand, becoming more empowered, employees` growth of intellectual capital has increased and the organization will enjoy more progressive staff

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Lin, Fu-ren, and Sheng-cheng Lin. "A Conceptual Model for Virtual Organizational Learning." Journal of Organizational Computing and Electronic Commerce 11, no. 3 (September 2001): 155–78. http://dx.doi.org/10.1207/s15327744joce1103_02.

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Et. al., Omar Azeez Abbas ,. "Organizational confidence and its role in improving the performance of staff Field research for a sample of Samaraa University and the Samaraat University staff." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 2 (April 11, 2021): 3051–59. http://dx.doi.org/10.17762/turcomat.v12i2.2347.

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The research is to learn about organizational confidence and its role in improving the performance of staff and to achieve this goal, the researchers have found through the research hypothesis and its change of organizational confidence in its dimensions (confidence in senior management, confidence in the direct president, trust with co-workers). The second change is to improve the performance of staff, where the research sample consisted of 50 staff members at the university and college levels. The most important results were the lack of delegation of authority, participation in decision-making and insufficient attention to work requirements The experience of the management of the system is that the system is not only a function of the system, but also a function of the system. The 2-way

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Et. al., Esti Lianaa,. "The Model of Generating Affective Commitment In Mining Companies based Information Technology." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 10, 2021): 1561–67. http://dx.doi.org/10.17762/turcomat.v12i4.1412.

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This research was conducted at a coal mining company in Tanjung Enim, South Sumatra. This aim is to analyze the influence of organizational culture and transformational leadership style on job satisfaction to generate affective commitment based information technology. This method uses quantitative methods with a population of 140 employees and a sample of 111 and with data research techniques in the form of questionnaires and library data. Methods of data analysis using multiple regression analysis, validity test, reliability test, coefficient of determination, partial test with t-test. The results showed that organizational culture has a positive effect on job satisfaction with a significant value of 0.000 <0.05 and a β value of 0.457. Transformational leadership style has a positive effect on job satisfaction with a sig value of 0.000 <0.05 and a β value of 0.363.

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Schwabe, Gerhard. "Providing for Organizational Memory in Computer-Supported Meetings." Journal of Organizational Computing and Electronic Commerce 9, no. 2 (June 1, 1999): 151–69. http://dx.doi.org/10.1207/s15327744joce0902&3_4.

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Niederman, Fred, and Jason Thatcher. "Trends in Organizational Computing and Electronic Commerce Professionals." Journal of Organizational Computing and Electronic Commerce 20, no. 1 (February 8, 2010): 1–6. http://dx.doi.org/10.1080/10919390903488389.

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Rathore, Zenith, and Emad Elwakil. "Hierarchical Fuzzy Expert System for Organizational Performance Assessment in the Construction Industry." Algorithms 13, no. 9 (August 21, 2020): 205. http://dx.doi.org/10.3390/a13090205.

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Organizations have been trying to increase their efficiency and improve their performance in order to achieve their goals. Various factors determine organizational success. The construction industry is a project-based industry which is exceptionally dynamic. The need to identify the weak points and search for solutions to improve the performance of the construction organization is extremely crucial. The industry has always focused on the measure of project success. Previous research works have primarily focused on the measurement of financial or tangible assets. However, there is a lack of understanding of qualitative factors and their combined effect on organizational performance. Therefore, the objectives of this paper are to identify and study the success factors—both financial and non-financial factors. The potential success factors are collected from the literature review and construction experts through a questionnaire to evaluate their effect on organizational performance. The collected data have been analyzed using the Analytic Hierarchy Process (AHP) to shortlist the critical success factors. Thereafter, the Hierarchical Fuzzy Expert System has been used to build a prediction model based on the selected factors. The developed research/model benefits both researchers and practitioners to predict accurate company performance.

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Et.al, Do-Hyung Yee. "A Study on the Utilization Factors and Effects of Big Data in SMEs." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 6 (April 10, 2021): 761–66. http://dx.doi.org/10.17762/turcomat.v12i6.2091.

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Background/Objectives: The purpose of this study was to derive major utilization factors that can increase the practical data utilization ability of SMEs by utilizing big data, and examine the utilization methods and effects. Methods/Statistical analysis: This study derives the utilization factors and effects of organizational, technical, environmental, and policy aspects so that SMEs can increase their data utilization capabilities. The target was for SME managers or members. Frequency analysis was conducted to understand the distribution by demographic characteristics, and the relationship between factors and effects was measured through factor analysis, correlation analysis, and regression analysis for the measured variables. Findings: Perform regression to analyze the impact, utilization, and impact of independent variables on technology, organizational gender, environment, and policy performance as dependent variables Durbin-Watson's index was below 2.1 and self-relevant and had the power to explain the impact of independent variables such as organizational gender, technology, environment, and policy on utilization. In terms of application, it was found that the use of big data had an effect on education and human resource development rather than the perception of managers and members. Therefore, it was found that education related to big data and in-house experts were recognized as necessary. On the effective side, it was found that the perception of managers and employees influenced. It was found that corporate members thought that when promoting big data, promoting it with the strong will of the manager is an effective aspect for using big data. Improvements/Applications: If you possess the infrastructure and knowledge in the company, and improve the system with the support of members, it will be an opportunity to increase the utilization of it

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Et.al, Shalini Dixit. "Performance Management Practices: A Decisive Approach to Improve Employee Productivity." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 3 (April 11, 2021): 3318–24. http://dx.doi.org/10.17762/turcomat.v12i3.1586.

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Performance management practices include various approaches to significantly assess the organizational performance and productivity. It includes critical analysis and evaluation of employees skills and knowledge to increase output at workplace which establishes culture of proper evaluation of individual performance i.e. directly linked with attainment of individual as well as organizational goal. With the changing dimensions of business operations performance of employees is ensured through involvement of strategic approaches which enables them to understand the required standards of performance and evaluation criteria to assess productivity with merits and demerits of learning and improving better alternatives which ultimately enhances the overall performance of organization. This study helps in critical assessment of various performance management practices and its effect on employee productivity in textile firms of Bhilwara city. The performance management practices comprised of employee appraisal system, training and development, reward system and feedback which all are considered as independent variables and dependent variable is defined as employee productivity. The research paper incorporates primary data collected through a structured questionnaire from a sample size of 100 respondents who worked at various managerial levels in textile firms. A descriptive research design is used for the analysis of data with the help of mean, standard deviation and regression analysis to accomplish the research objective of assessing the effect of independent variables performance appraisal, training & development, reward system and feedback on employee productivity. Various hypothesis are framed to test the results and draw inferences for the population. The study focuses on implementation of various approaches that can enhance employee productivity and develop a workforce through proper training and evaluation with the help of review and feedback mechanism and ensure growth of individuals as well as organization and fulfilment of organizational goals. The result is analysed through regression which helps in adoption of sustainable HR practices forced to rethink on decisions pertaining to employee productivity

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Et.al, Tariq Saeed Khalfan Barshoud Almarshoodi. "The Crisis Management and the Reputation of UAE Police: An Application Situational Crisis Communication Theory." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 3 (April 10, 2021): 2959–68. http://dx.doi.org/10.17762/turcomat.v12i3.1327.

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The prime objective of the current study is to investigate the impact of a crisis on the organizational reputation. For this purpose, the study has employed the Coombs’ situational CC theory (SCCT). Using a case which involved the death of a witness during an interrogation by the government agency; this study analyzed the development of the crisis situation as it unfolded. Subsequently this study assesses the attribution of crisis responsibility three and a half years after the crisis erupted, in order to get a clear picture of its impact on an organization’s reputation. Through the lens of SCCT theory, the present study examines employees’ perceptions of the attribution of crisis responsibility and the relevant organization’s reputation in the context of a preventable crisis. This study attempts to enrich the existing body of knowledge by expanding and developing the SCCT theory in reducing reputational threats. In this study, employees’ positive perceptions may be due to the fact that they think the crisis as something that is manageable and can be controlled. Crisis responsibility as the predictor in the study indicates that even though the origin of the crisis is unknown and to date, the cause is still uncertain, public servants view circumstances, not UAE POLICE, as being responsible for the crises.

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Olfman, Lorne. "Introduction to the Special issue on Organizational Memory Systems." Journal of Organizational Computing and Electronic Commerce 9, no. 2 (June 1, 1999): 101–3. http://dx.doi.org/10.1207/s15327744joce0902&3_1.

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Linger, Henry, Frada Burstein, Arkady Zaslavsky, and Nick Crofts. "A Framework for a Dynamic Organizational Memory Information System." Journal of Organizational Computing and Electronic Commerce 9, no. 2 (June 1, 1999): 189–203. http://dx.doi.org/10.1207/s15327744joce0902&3_6.

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Chen, Su-Shing. "Digital Preservation: Organizational Commitment, Archival Stability, and Technological Continuity." Journal of Organizational Computing and Electronic Commerce 17, no. 3 (August 10, 2007): 205–15. http://dx.doi.org/10.1080/10919390701294012.

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Picoto, Winnie Ng, France Bélanger, and António Palma-dos-Reis. "M-Business Organizational Benefits and Value: A Qualitative Study." Journal of Organizational Computing and Electronic Commerce 23, no. 4 (October 2013): 287–324. http://dx.doi.org/10.1080/10919392.2013.837789.

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Jeyaraj, Anand, and Amir Zadeh. "Institutional Isomorphism in Organizational Cybersecurity: A Text Analytics Approach." Journal of Organizational Computing and Electronic Commerce 30, no. 4 (June 11, 2020): 361–80. http://dx.doi.org/10.1080/10919392.2020.1776033.

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Gao, Wentian, and Guangwei Chen. "Family Education Optimization from the Perspective of Complex Discrete Computational Thinking." Mathematical Problems in Engineering 2022 (March 2, 2022): 1–12. http://dx.doi.org/10.1155/2022/6808562.

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Family education relationship is a general term for all the relationships that occur around family education activities. The establishment of family education relationship plays an important role in the activity process and effect of family education and will have a profound impact on children's physical and mental development. The study of family education relationship is an important issue that cannot be ignored in the study of family education theory. In order to enhance the effectiveness of family education, it is an objective requirement of theory and practice to rationally analyze and optimize the contemporary family education relationship from the perspective of communication theory. The introduction of communication theory into the field of family education will help to change the actual situation of lack of communication and barrier in contemporary family education relationship and also provide a new idea and perspective for the research and solution of other related problems in family education. Starting from the research and discussion of the basic theory of the relationship between communication and family education, this paper analyzes the concept and characteristics of family education relationship in detail, analyzes and examines the family education relationship in history, and establishes a basic understanding of family education relationship. On the basis of the research of the relevant basic theories, the paper explores and analyzes the current situation and reasons of the lack of communication and the blocking of the contemporary family education relationship. From the perspective of communication, it investigates the contemporary family-educational relationship, clarifies that the basic structure of the family-educational relationship is the unity of the internal interpersonal organizational relationship structure, the psychological relationship structure, and the activity process structure, and examines the current situation of the basic structure one by one. This paper proposes that, with the development of the times and society, the contemporary family education relationship has a huge development compared with the historical family education relationship, reflecting the characteristics of the times such as democracy, but there is still a lack of communication and barriers. Then it analyzes the various concrete manifestations of the lack of communication and the blocking situation in the contemporary family education relationship and its adverse consequences to family education. This paper verifies the influence of computational thinking on the optimization mechanism of family education and demonstrates the feasibility and effectiveness of computational thinking in family education. This optimizes the family education mechanism from the perspective of computational thinking and provides a research case with reference value for follow-up research.

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Nelson, Laura K., and Kathrin Zippel. "From Theory to Practice and Back: How the Concept of Implicit Bias was Implemented in Academe, and What this Means for Gender Theories of Organizational Change." Gender & Society 35, no. 3 (March 24, 2021): 330–57. http://dx.doi.org/10.1177/08912432211000335.

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Implicit bias is one of the most successful cases in recent memory of an academic concept being translated into practice. Its use in the National Science Foundation ADVANCE program—which seeks to promote gender equality in STEM (science, technology, engineering, mathematics) careers through institutional transformation—has raised fundamental questions about organizational change. How do advocates translate theories into practice? What makes some concepts more tractable than others? What happens to theories through this translation process? We explore these questions using the ADVANCE program as a case study. Using an inductive, theory-building approach and combination of computational and qualitative methods, we investigate how the concept of implicit bias was translated into practice through the ADVANCE program and identify five key features that made implicit bias useful as a change framework in the academic STEM setting. We find that the concept of implicit bias works programmatically because it is (1) demonstrable, (2) relatable, (3) versatile, (4) actionable, and (5) impartial. While enabling the concept’s diffusion, these characteristics also limit its scope. We reflect on implications for gender theories of organizational change and for practitioners.

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Journal articles on the topic 'Computational organizational theory'

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