Dissertations / Theses on the topic 'Organisational climate'
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Gray, Roderic John. "Organisational climate and project success." Thesis, Anglia Ruskin University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.264984.
Full textVan, der Merwe Izak Petrus. "Organisational climate: variance across functional units." Master's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/18481.
Full textWilliams, David Gordon Spencer. "Organisational climate and performance : an empirical investigation." Thesis, University of Surrey, 1998. http://epubs.surrey.ac.uk/725/.
Full textHamblett, Joyce Marion. "Organisational climate : perspectives on a problematic concept." Thesis, University College London (University of London), 1991. http://discovery.ucl.ac.uk/10020193/.
Full textMartin, Angela Jayne, and n/a. "Employee Adjustment During Organisational Change: The Role of Climate, Organisational Level and Occupation." Griffith University. School of Applied Psychology (Health), 2002. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20031003.090413.
Full textMartin, Angela. "Employee Adjustment During Organisational Change: The Role of Climate, Organisational Level and Occupation." Thesis, Griffith University, 2002. http://hdl.handle.net/10072/367952.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text
Meintjies, Jean. "The influence of organisational climate on job performance." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/10286.
Full textRoss, Kedisaletse Doreen. "Organisational climate, organisational practices and service delivery in a local government / Kedisaletse Doreen Ross." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4299.
Full textThesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.
Walker, Anna Ellen. "Creativity, organisational climate and innovation : an interdisciplinary, multilevel perspective." Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/creativity-organisational-climate-and-innovation-an-interdisciplinary-multilevel-perspective(95639d30-93f9-4f43-9231-a3b6b776cd77).html.
Full textTaylor, Anna. "Urban climate adaptation as a process of organisational decision making." Doctoral thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27554.
Full textLamberti, Hayden. "The drivers of productive organisational energy." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24252.
Full textDissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
MacCurtain, Sarah. "An exploration of the determinants of innovation : the top management team, organisational climate and organisational learning." Thesis, Aston University, 2005. http://publications.aston.ac.uk/10785/.
Full textHill, Fiona Morag. "Trying to catch a cloud : in pursuit of organisational climate." Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.284770.
Full textWright, Sarah Louise. "Loneliness in the Workplace." Thesis, University of Canterbury. Psychology, 2005. http://hdl.handle.net/10092/1368.
Full textRedding, Blake. "Psychological climate, personality and organisational proactivity : an exploration of the relationship /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18540.pdf.
Full textAl-Shammari, Minwir Mallouh. "An analysis of organisational climate and effectiveness in Jordanian industrial companies." Thesis, University of Glasgow, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.283708.
Full textHeyligers-van, Zyl Ilonka. "The relationship between collective climate, organisational commitment and intention to stay." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53670.
Full textENGLISH ABSTRACT: A need was identified for a proactive strategy for reducing voluntary turnover levels within the mining industry. From the onset it was established that a multi-dimensional approach would be the most appropriate. Organisational commitment and organizational climate were identified as variables that were likely to influence intentions to stay. Moreover, it was hypothesised that organisational climate would directly influence organisational commitment levels. Both organisational climate and organisational commitment have been subjected to considerable controversy with respect to conceptual and methodological issues. This has resulted in the diverse array of approaches currently found in the literature and has threatened the usefulness of both constructs. An overview of existing literature indicated that little is known regarding the relationship between organisational climate, organisational commitment and intention to stay within the specific industry. The current study therefore investigated the existing relationship between collective climate, organisational climate and intent to stay within the mining industry. Research objectives were achieved by means of hierarchical cluster analysis, canonical correlational analysis and standard multiple regressions. All measures were subjected to confirmatory factor analysis. The results indicated that multiple collective climates existed in the various departments. A positive relationship was found between collective climate and organisational commitment, as well as between collective climate and intent to stay.
AFRIKAANSE OPSOMMING: 'n Behoefte aan proaktiewe intervensies, gemik op die vermindering van vrywillige arbeidsomset, is in 'n organisasie in die mynindustrie geïdentifiseer. Dit was vanuit die staanspoor ooglopend dat 'n multidimensionele benadering toepaslik sou wees. Organisasieklimaat en organisasie-verbondenheid is as moontlike veranderlikes geïdentifiseer wat 'n invloed op omsetbedoelings mag uitoefen. 'n Verdere hipotese had betrekking op die verband tussen organisasieverbondenheid en omset-bedoelings. Beide konstrukte het reeds aansienlike kontroversie met betrekking tot konseptueIe en metodologiese aspekte ontlok. Laasgenoemde het onder meer gelei tot die opkoms van 'n aantal uiteenlopende konseptueIe benaderings tot hierdie konstrukte, met die gevolg dat die empiriese bydraes wat hul tot die veld van Organisasiesielkunde maak, toenemend bevraagteken is. 'n Literatuuroorsig het aangedui dat 'n leemte met betrekking tot die onderwerp binne die bepaalde industrie bestaan. Weinig empiriese steun is egter gevind ten opsigte van 'n verband tussen organisasieklimaat, organisasie-verbondenheid en omset-bedoelings. Die betrokke studie het dus ten doel gehad die ondersoek van 'n verband tussen groepklimaat, organisasieverbondenheid en omsetbedoelings. Ten einde bogenoemde verbande te ondersoek, is gebruik gemaak van hiërargiese tros-analise, kanoniese korrelasionele analise, asook standaardmeervoudige regressie-ontledings. Die navorsingsbevindinge het bevestig dat 'n beduidende en positiewe verband tussen groepklimaat en organisasieverbondenheid bestaan. Daar is verder aangetoon dat omset-bedoelinge beduidend met groepklimaat, sowel as organisasieverbondenheid korreleer. 'n Sterker verband is tussen organisasieverbondenheid en omset-bedoelinge gevind.
Nieuwoudt, Anna-Marie. "Confirmatory factor analysis of the organisational climate measure : a South African perspective." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/24706.
Full textDissertation (MCom)--University of Pretoria, 2011.
Human Resource Management
unrestricted
Prinsloo, Hayley. "Organisational culture, safety climate, supervisory accountability and engagement as drivers of safety behaviour in a platinum mining organisation." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79643.
Full textMini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003849.
Full textOkoya, Olajumoke. "Organisational climate and performance : a case study of Nigerian high growth SMEs." Thesis, University of East London, 2013. http://roar.uel.ac.uk/3932/.
Full textYahaya, Habibu Bala. "The effects of the devolution of HIV treatment programmes from external to local non-governmental organisations: A mixed-methods study in Kano, Northern Nigeria." University of the Western Cape, 2021. http://hdl.handle.net/11394/8352.
Full textThe devolution of health programmes from external to local non-governmental organisations (NGOs) is a relatively new phenomenon in sub-Saharan Africa. The special characteristics of the devolution of complex programmes pose both managerial and employee challenges, which previous change management research has not adequately addressed. Furthermore, earlier research has mainly viewed organisations as isolated and independent entities, whereas programmes that aim at large-scale interventions, such as the President’s Emergency Plan for AIDS Relief (PEPFAR) projects, are embedded in their organisational context. Ineffective implementation of the PEPFAR antiretroviral therapy (ART) devolution process is a potential threat to programme sustainability in Nigeria.
Robinson, R. J. "The mediating effect of organizational climate on personal growth amongst quality circle members." Master's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/14388.
Full textThe productivity and manpower situation in South Africa was reviewed. The necessity to involve workers at all levels in organizations was emphasized. The definition of "productivity", and the role of the human resources development (HRD) specialist was noted. The concept of "organizational culture" and the relationship to "climate" was discussed. The literature surrounding worker alienation, and the attempts to overcome this by means of participative work redesigns aimed at "worker development" was reviewed. The serious reservations which the organized labour movement has towards "participation" and designs such as quality circles (QC's) were noted and discussed. QC's themselves were introduced with an overview of their origins. The "trade war" between Japan and the West was mentioned, with particular note taken of the role of QC's and their subsequent usage and success world-wide. The critical importance of management commitment and a participative climate for the success of QC programs was emphasized. The present study was undertaken within a QC program in a large engineering company, and consisted of 187 experimental subjects QC members and 63 control subjects (non-SC members). Subjects were measured on the independent variable Organizational Climate which consisted of Trust a Involvement, Motivators, Communications, Decision making, Control Data, and Average Climate. These factors were obtained by means of performing a factor analysis on Likert's (1961) data from his Organizational Climate Scale. The dependent variable Personal Growth consisted of Life Satisfaction, Self-esteem, Powerlessness, Locus Of Control (LOC) and Purpose In Life (PIL). It was hypothesized that QC members would show more personal growth than non-QC members, but that this would be mediated by organizational climate and time spent as a QC member. The validity and reliability of the study were discussed. The results indicated that QC members were higher on life Satisfaction and Self-Esteem than non-members (P < 0.01). Both groups reported significantly more participativeness of climate over the previous 12 months, but QC members reported a greater increase. A significant (P <0.01) correlation was found between most Organizational Climate indices and Personal growth measures. It was concluded that QC participation brings about increased Personal growth, and that this growth extends to non-QC members in the same work area. A critical mediating variable however appears to be Organizational Climate, which must be truly participative if any intervention such as QC's is to succeed. This is consistent with the findings of other authors. The need for further research was discussed, and the role of climate was re-emphasized by way of conclusion.
Kassiem, Wahib. "A case study of organisational change in an employee wellness company and its effects on job satisfaction and organisational climate." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1016404.
Full textDawoud, Ibrahim. "The impact of organisational climate on information communication technology support for knowledge management." Thesis, City University London, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.520941.
Full textTang, Huong N. "An organisational climate awareness toolkit for nurturing the effectiveness of team/group interactions." Thesis, London South Bank University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.434434.
Full textCarson, Hester Helena. "The relationship between management styles and practices and experienced organisational climate / Hester Helena Carson." Thesis, North-West University, 2008. http://hdl.handle.net/10394/4137.
Full textThesis (M.A. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2009.
Jeffrey, Theresa B. "Employee well-being in the NHS: the work environment, organisational climate, and value-congruence." Thesis, University of Warwick, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.487640.
Full textPhillips, Lara. "The Drivers for Divergence: Exploring Variation in New Zealand Organisational Responses to Climate Change." Thesis, University of Canterbury. Geography, 2010. http://hdl.handle.net/10092/5006.
Full textStrydom, Anél. "The experiences of designated employees in a predominantly white consulting business unit / A. Strydom." Thesis, North-West University, 2008. http://hdl.handle.net/10394/4007.
Full textThesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.
Combrink, Andries Johannes. "The validation of an organisational climate questionnaire in a corporate pharmacy group / Andries Johannes Combrink." Thesis, North-West University, 2004. http://hdl.handle.net/10394/520.
Full textThesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
Motsiri, Tlhatswane Martha. "The correlation between the principal's leadership style and the school organisational climate / Tlhatswane Martha Motsiri." Thesis, North-West University, 2008. http://hdl.handle.net/10394/1860.
Full textThesis (M.Ed. (Education Management))--North-West University, Vaal Triangle Campus, 2008.
Mercer, Simon. "An analysis of organisational adaptation to climate change : the case of the Bardiya National Park." Thesis, University of East Anglia, 2015. https://ueaeprints.uea.ac.uk/56851/.
Full textDiesel, Rick. "Organisational innovation climate as a mediator of the relationship between complexity leadership and contextual ambidexterity." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64839.
Full textMini Dissertation (MBA)--University of Pretoria, 2017.
pa2018
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
Cheyne, Alistair. "A model of safety climate for the manufacturing sector." Thesis, Loughborough University, 2000. https://dspace.lboro.ac.uk/2134/7760.
Full textChšanavičienė, Rasa. "Organizacinio klimato raiškos ypatumai informacinių technologijų verslo įmonėje: diagnostinis aspektas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2006~D_20060530_162741-74681.
Full textBolskytė, Jurgita. "Organizacinio klimato raiškos ypatumai verslo ir biudžetinėje įstaigoje palyginimas: diagnostinis aspektas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2006~D_20060609_174145-93113.
Full textDavidson, Michael Cameron Gordon, and M. Davidson@mailbox gu edu au. "Organisational climate and its influence upon performance: A study of Australian hotels in South East Queensland." Griffith University. School of Marketing and Management, 2000. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030102.103647.
Full textWolmarans, Janneke. "The effect of core ethical values on ethical leadership, organisational justice, ethical climate and leader effectiveness." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86357.
Full textENGLISH ABSTRACT: This study arose from a high need to determine the factors contributing to leader effectiveness in South African organisations by identifying the determinants thereof. The purpose of the study furthermore was to identify the determinants of unethical and counterproductive behaviours in the workplace. There is a belief that leaders should set aside ethical standards to succeed in the rough-and-tumble world of business. In contrast, evidence has revealed that ethical leaders can frequently be seen as more effective in organisations. Since the purpose of this study was to examine factors contributing to perceived leader effectiveness within South African organisations, the relationship between perceived effective leadership, ethical climate, organisational justice, ethical leadership and core ethical values was investigated. The aim was to provide further theoretical and empirical evidence that effective ethical leadership can be realised through instilling an ethical organisational climate in which integrity, altruism and fairness are exhibited and encouraged. A theoretical model was developed to explain the structural relationships between the latent variables and effective leadership within organisations. Substantive hypotheses were formulated in order to determine the validity of the propositions made in the literature review, with the objective of testing the proposed ethical climate structural model. The sample was selected from of employees of a large retail company mainly situated in the Western Cape but with branches all over South Africa and in the rest of Africa. The selection consisted of 224 first-line and middle management employees. Each of the respondents completed the Leader Effectiveness Questionnaire (LEQ), the Ethical Climate Scale (ECS), the Justice Scale, the Leadership of Ethics Scale (LES), the Revised Behavioural Integrity Scale (BIS-R) and Langley’s Value Scale. The hypotheses and the structural model were empirically tested using various statistical methods. Reliability analysis was completed on all the measurement scales and satisfactory reliability was found. The content and structure of the measured constructs were examined by means of confirmatory factor analysis and the results indicated that good fit was achieved for all the refined measurement models. Structural Equation Modelling (SEM) was subsequently used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. The results revealed that integrity and altruism have a direct and positive influence on ethical leadership. Support furthermore was found for the influence of ethical climate on leader effectiveness. The results however indicated that support could not be found for the relationship between organisational justice and leader effectiveness. Conversely, it was found that ethical leadership has a direct and positive influence on leader effectiveness. In addition, organisational justice also exhibited a positive influence on ethical climate. On the other hand, ethical leadership did not have a positive influence on ethical climate. Finally, support was found for the influence of ethical leadership on organisational justice. Final conclusions were drawn from the results obtained and recommendations for future research are made.
AFRIKAANSE OPSOMMING: Hierdie studie het ontstaan uit ‘n dringende behoefte om die faktore wat bydra tot leier-doeltreffendheid in Suid-Afrikaanse organisasies te bepaal, deur die determinante daarvan te identifiseer. Verder was die doel van die studie om die determinante van onetiese en teenproduktiewe gedrag in die werkplek te identifiseer. Daar is ʼn bewering dat leiers hul etiese standaarde eenkant toe moet skuif om in die hedendaagse besigheidswêreld suksesvol te wees. In teendeel is dit egter bewys dat etiese leiers in organisasies dikwels as meer effektief beskou kan word. Met die doel van hierdie studie om die faktore te bestudeer wat bydra tot waargenome leier doeltreffendheid in Suid-Afrikaanse organisasies, is die verwantskap tussen waargenome leier doeltreffendheid, etiese klimaat, organisatoriese geregtigheid, etiese leierskap en kern etiese waardes in hierdie studie ondersoek. Die studie het gepoog om addisionele teoretiese en empiriese bewyse te lewer dat etiese leiers die persepsie van doeltreffende leierskap indirek kan beïnvloed deur die skep van ‘n etiese organisasieklimaat waarin integriteit, altruisme en billikheid ten toon gestel en bevorder word. ‘n Teoretiese model is ontwikkel om die strukturele verwantskappe tussen die latente veranderlikes en doeltreffende leierskap in organisasies te verklaar. Substantiewe hypotheses is geformuleer om sodoende die geldigheid van die voorspellings uit die literatuurstudie te bepaal. Die doel hiervan was om die voorgestelde etiese klimaat strukturele model te toets. Die steekproef het bestaan uit werknemers van ‘n groot kleinhandel maatskappy wat hoofsaaklik in die Wes-Kaap geleë is, maar takke regoor Suid-Afrika en in die res van Afrika het. Die steekproef is saamgestel uit 224 eerste-vlak en middel-bestuur werknemers. Elke respondent het die Leader Effectiveness Questionnaire (LEQ), die Ethical Climate Scale (ECS), die Organisational Justice Scale, die Leader of Ethics Scale (LES), die Revised Behavioural Integrity Survey (BIS-R) en die Altruism Scale ingevul. Die hipoteses en die strukturele model is empiries getoets met behulp van verskeie statistiese metodes. Betroubaarheidanalise is op al die metingskale uitgevoer en bevredigende betroubaarheid is gevind. Die inhoud en struktuur van die gemete konstrukte is deur middel van bevestigende faktor-ontledings ondersoek en die resultate het aangedui dat integriteit en altruisme ‘n direkte en positiewe invloed op etiese leierskap het. Ondersteuning is ook gevind vir die invloed van etiese klimaat op leier doeltreffendheid. Die resultate het egter aangedui dat ondersteuning nie vir die verband tussen organisatoriese geregtigheid en leier doeltreffendheid nie gevind kon word. Daarteenoor is daar gevind dat etiese leierskap ‘n direkte en positiewe invloed op leier doeltreffendheid het. Boonop het organisatoriese geregtigheid ook ‘n positiewe invloed op etiese klimaat getoon. Daarteenoor het etiese leierskap nie ‘n positiewe invloed op etiese klimaat gehad nie. Laastens is ondersteuning gevind vir die invloed wat etiese leierskap op organisatoriese geregtigheid het. Finale gevolgtrekkings is afgelei van die resultate wat verkry is en aanbevelings is vir toekomstige navorsing gemaak.
Davidson, Michael. "Organisational climate and its influence upon performance: A study of Australian hotels in South East Queensland." Thesis, Griffith University, 2000. http://hdl.handle.net/10072/367316.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Marketing and Management
Griffith Business School
Full Text
Kennard, Jeremy James. "Curriculum, climate and collaboration : an illuminative investigation into the relationship between shared-learning, organisational climate and the potential for greater collaboration in health care settings." Thesis, University of Leeds, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.250564.
Full textBarreda, Marlène. "La création d’un « climat d’accountability » dans les hôpitaux publics français, entre légitimité(s) et influence(s) : une approche par la théorie néo-institutionnelle." Thesis, Montpellier, 2018. http://www.theses.fr/2018MONTD031.
Full textHow are accountability measures used by actors in the administrative field? Consequently, which are the associated effects on workers in the health sector?Research in control has shown that the French hospital has undergone profound changes, notably through the introduction of accountability. Compliance with institutional pressure drives organizations to move towards new tools and principles that reinforce their external legitimacy (Power, 2003). The same literature has shown that accountability infiltrates the medical sphere and that a new phenomenon occurs: doctors adopt hybridization role in hospital. This hybridization creates doctors who are aware of financial constraints (Kurunmäki, 1999). The administrative sphere is no exception and is also subject to coercive pressure.The aim of our thesis is to contribute to this literature by analyzing the intra-organizational effects and roles of accountability on the medical logic in the French public hospital sector. To analyze these effects, we focus on accountability mechanisms such as information reporting (i.e. financial audit, budget practice). To answer this problematic, we use semi-structured interviews into French hospitals and we adopt an ethnographic approach of one large university hospital.Firstly, from a series of exploratory interviews with 19 financial administrative directors (in 19 public hospitals), we show that accountability through financial audit leads to organizational changes and also use to “give account” not only to external stakeholders (Regional Health Agency, banks) but also internal hospital organizations. Our results show that the financial audit reinforces the legitimacy of the administrative sphere towards the medical sphere.Secondly, we identify with an ethnographic approach (non-participant observation and interviews) in a UHC of specific administrative actors called “Medical coders” (i.e. actors serving as vectors for the infiltration of accountability in the medical sphere). These administrative members have a key role in hybridization of health professionals to management skills, and sensitize them to financial logics.Through the reporting of their medical activity, our results highlight an attenuation of the traditional cleavage observed in the literature between administrative members and the medical profession.Moreover, we show that the infiltration of accountability by others specialized administrative agents tends to sensitize doctors to the reduction of surplus, and the slack in the care of patients. It turns out that, the hospital organization favors support systems to make physicians integrate efficiency in their health role.Our result show that physicians are now trying to find a balance in order to articulate medical logic and managerial logic. For this, our study highlights a modification of care protocols as well as the reasoning and values of health professionals who reconcile and promote medico-economic logic.This thesis argues that the introduction of accountability within the French public hospital sector has intra-organizational effects on both the administrative and medical spheres and emphasizes that on the basis of the reduction of the organizational slack, the conflicts between medical and managerial logic are lessened
Newnam, Sharon. "Multilevel organisational structure in the management of fleet safety." Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16316/1/Sharon_Newnam_Thesis.pdf.
Full textNewnam, Sharon. "Multilevel organisational structure in the management of fleet safety." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16316/.
Full textAl-Sane, Nasser J. "Analysis of organisational climate to improve the adequacy of primary health care in the State of Kuwait." Thesis, Aston University, 1985. http://publications.aston.ac.uk/12144/.
Full textTurner, Gordon Neil. "Organisational climate and standards of nursing care : the administration of depot neuroleptic drugs to psychiatric out-patients." Thesis, University of Edinburgh, 1994. http://hdl.handle.net/1842/21576.
Full textSaunders, Sue. "The organisational climate of preschools and associated characteristics : a study of a group of preschools in England." Thesis, Cardiff Metropolitan University, 2018. http://hdl.handle.net/10369/9566.
Full textFarrag, Hammad Rasha Hammad. "The influence of organisational climate and cognitive style on entrepreneurial behaviour in large sized organisations and the mediating roles of self-efficacy and perceived organizational support." Thesis, University of Hull, 2011. http://hydra.hull.ac.uk/resources/hull:5378.
Full textClark, Moira. "The relationship between employees' perceptions of organisational climate and customer retention rates in a major UK retail bank." Thesis, Cranfield University, 2000. http://hdl.handle.net/1826/3520.
Full textKoch, Timothy C. "Organisational climate and its effect on job engagement: exploring the mediating effect of employees level of job satisfaction." Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6837.
Full text