Dissertations / Theses on the topic 'Organizational behavior Social aspects Victoria'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 35 dissertations / theses for your research on the topic 'Organizational behavior Social aspects Victoria.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
Landis, Blaine. "The psychology of social networks : power, emotion and personality." Thesis, University of Cambridge, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.707985.
Full textTasselli, Stefano. "Network structure, individual agency and outcomes in organizations." Thesis, University of Cambridge, 2015. https://www.repository.cam.ac.uk/handle/1810/283966.
Full textCrimaldi, Christie Lynn. "Organizational policies, organizational social support, and work-family conflict: The mediating role of motivation orientation." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3303.
Full textWillis, Eileen. "Accelerating control : an ethnographic account of the impact of micro-economic reform on the work of health professionals /." Title page, table of contents and abstract only, 2004. http://web4.library.adelaide.edu.au/theses/09PH/09phw7341.pdf.
Full textMoyo, Talent. "Social capital and organisational performance : a case study of a professional soccer league (PSL) club in South Africa." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2111.
Full textThis research investigated the relationship between Social Capital created by Corporate Social Responsibility (CSR) initiatives and organisational performance at Ajax Cape Town FC a professional football club in the South African Premier Soccer League (PSL). A mixed methods approach was selected for data collection and interviews, questionnaires and content analysis were the tools used to collect data.The data collected suggested that Ajax Cape Town FC employed CSR initiatives that successfully created social capital, and consequently enjoyed various benefits from these activities. The CSR activities facilitated access to the club’s target market, developed and improved mutually beneficial relations with the community and subsequently Ajax Cape Town FC experienced increased trust, a positive brand image and stronger loyalty from their fans and the broader community. The outcomes of this study provided an insight into a South African professional football club and demonstrate how CSR initiatives can be used to successfully improve organisational performance.
Wong, Suk-ha, and 黃淑霞. "A study of perceived organizational support and organizational commitment among social workers in Integrated Family Service Centres." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45014619.
Full textBuckley, Patricia Louise, and pbuckley@swin edu au. "'A sense of place' : the role of the building in the organisation culture of nursing homes." Swinburne University of Technology, 2000. http://adt.lib.swin.edu.au./public/adt-VSWT20060317.114711.
Full textGibson-Tessendorf, Cornel. "An exploration of the role of uniforms in contributing to the embedding and transmitting of organizational culture." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1002786.
Full textJimenez, Roxanne. "Effectiveness of Nonprofits on Factors That Influence the Social Aspects of Well-Being in Food Deserts." Case Western Reserve University School of Graduate Studies / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=case1620146299409908.
Full textHolroyd, Carl. "On being-in-community : a phenomenological explication of the experience of being-in-community : in the context of the community building workshop TM and business." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2003. https://ro.ecu.edu.au/theses/1317.
Full textEllis, Allison Marie. "Building Resources at Home and at Work: Day-Level Relationships between Job Crafting, Recovery Experiences, and Work Engagement." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2320.
Full textPhillips, Sarah Elizabeth. "The relationship between person-organization fit, attribution theory, and psychological contract violations within organizational settings." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2291.
Full textThorburn, Robert H. (Robert Henry). "Towards the new company : proactive corporate ethics in a globalised business environment." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50202.
Full textENGLISH ABSTRACT: The corporation is fast becoming, or may already have become, the prevalent structure in human society. As such, its successes and failures impact heavily on society as a whole. This study will endeavour to examine past shortfalls in corporate thinking and practice, explaining much of this by referring to lag between societal and corporate change in their respective responses to globalisation. It is furthermore argued that this change is still far from complete( d), if indeed it ever will be complete( d) with a fixed end. This global change, has to a large extent, caught corporations off guard, with their old management styles no longer providing results - with civil resistance to corporate activity resulting in some instances. The central aim of this study is to not only understand this situation, but also to explore potential remedies. In so doing two unique ideal states, namely the old and the new company, will be developed. With the old company representing corporate structure and thinking that no longer functions effectively. The new company, on the other hand, is not a present state but a future one. Thus it is the destination of the societal and corporate changes examined within this thesis. Consequently, the main subject examined will be a move away from the old company. Finally, it will be shown that dealing with problems within the corporate context no longer requires the heavy hand of yesteryear. Instead, a proactive approach should be adopted, both for financial and ethical reasons.
AFRIKAANSE OPSOMMING: Dit kan geargumenteer word dat korporasies binnekort die dominante struktuur in menslike organisasie kan wees, indien dit nie reeds die geval is nie. As sulks, het die suksesse en mislukkings van die korporasie 'n merkbare impak op die menslike samelewing. Gevolglik beoog hierdie studie om voormalige tekortkominge in korporatiewe denke en praktyk te ondersoek en te verduidelik, grotendeels met verwysing na die verskil in tempo waarmee beide die samelewing en korporasies reageer op die nuwe uitdagings wat gepaardgaan met globalisering. Dit word verder geargumenteer, dat hierdie proses van verandering geen voorspelbare einde het in die klassieke sin nie. Juis daarom het die voortdurende verandering oudmodiese bestuurstyle en tegnieke onkant betrap, met nagevolge wat strek tot by burgerlike verset. Sentraal aan die ondersoek van hierdie situasie is nie net die intensie om dit te verstaan nie, maar ook die soeke na strategieë om dit reg te stel. Om die onderneming te fasiliteer word twee ideaal state, naamlik die ou en die nuwe maatskappy ontwikkel. Die ou maatskappy verteenwoordig uitgediende strategieë en bestuurspraktyke, terwyl die nuwe maatskappy 'n toekomstige staat is en dus nog nie gerealiseer is nie. Die fokus is dus op die beweging van die ou na die nuwe maatskappy. Laastens sal dit ook aangetoon word dat uiters outoritêre bestuurstyle en strategieë nie meer van pas, of suksesvol is in die hantering van korporatiewe probleme nie. Alternatiewelik word 'n proaktiewe benadering, op beide etiese en finansiële gronde, aanbeveel.
Jarron, Christina. "More nearly social institutions legal regulation and the sociology of corporations /." Phd thesis, Australia : Macquarie University, 2009. http://hdl.handle.net/1959.14/81460.
Full textThesis (PhD)--Macquarie University, Division of Society, Culture, Media and Philosophy, Dept. of Sociology 2009.
Bibliography: leaves 273-293.
Introduction -- Patterns of corporate activity as patterns of corporate dominance: legal, organisational, and economic features of corporations -- Representations of corporate dominance in insidious injuries -- The legal basis of corporate dominance: History of the corporation -- Legal individualism and corporate personhood -- Theories of the corporation -- The legal regulation of corporations - corporate liability laws -- Conclusion.
Corporations are no longer simply a type of business structure; they are dominant social institutions. As institutions, corporations are archetypes of contemporary complex social organisation and should, therefore, be a central concern for sociology. Yet with few notable exceptions, sociologists have failed to address their increasingly dominant position in contemporary societies. In this thesis I argue the importance of a renewed sociological interest in corporations. This must acknowledge, but go beyond, the political-economic outcomes of corporations to address the profound consequences of the legal foundations of the corporate form. Corporations are created and regulated by legal doctrine; it is only with a legal mandate that corporations are able to act as employers, suppliers and investors. On this basis, I claim that any understanding of corporate dominance and its effects must commence with an appreciation of the laws that enable the corporation to exist and operate. -- While contributing significantly to wealth creation, corporate dominance also increases the potential for harm to occur to individuals and communities who fall within a corporation's scope. The contemporary proliferation of industrial illnesses is a prime example of this and is examined through a case study of the operations of an Australian asbestos corporation, James Hardie. This case study is timely and unique in its specification of the link between corporate activity and law in contemporary society. -- I argue that corporate activity such as that in the case study is enhanced and legitimated by the legal description of the corporation that assigns to it the capacities of a human individual through corporate legal personhood. Corporate personhood is examined as an example of the legal individualism endorsed in liberal common law countries. By exploring accounts of corporate structure, decision-making and work processes, I explain how the individualised description of the corporation is at odds with its collective realities; the largest and most successful corporations are collectives of human and monetary resources. -- In light of this, I question the extent to which the effective regulation of corporations can be achieved within existing legal frameworks. Building upon research into workplace health and safety in the United Kingdom, the regulation of workplace deaths in Australia is examined to demonstrate the various approaches to regulating corporations and to identify their shortcomings. This is a striking example of the problems law faces in regulating corporations by virtue of its individualistic design. -- The thesis concludes with an affirmation that sociology needs to grapple with issues of corporate activity and that an understanding of the legal basis of the corporation is the foundation of such studies.
Mode of access: World Wide Web.
295 leaves
Martin-Smith, Brett. "Harnessing social capital : an exploratory investigation of stakeholder disposition in boundary spanning networks." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2012. https://ro.ecu.edu.au/theses/496.
Full textLee, Shu-Yir. "Impact of cultural factors on transnational teams: Diversity, adaptation, communication quality, and trust." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3284.
Full textKalinoski, Zachary Thomas. "Recognizing the Implicit and Explicit Aspects of Ethical Decision-Making: Schemas, Work Climates, and Counterproductive Work Behaviors." Wright State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=wright1339789100.
Full textMedina, Michele Nicole. "Consequences of Coworker Bullying: A Bystander Perspective." Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc984253/.
Full textTrevisan, Lino. "Interculturalidade no ambiente empresarial: relações entre brasileiros e estrangeiros na Volkswagen/Audi de São José dos Pinhais-PR." Centro Federal de Educação Tecnológica do Paraná, 2001. http://repositorio.utfpr.edu.br/jspui/handle/1/175.
Full textThis investigation started from an interest to study the intercultural relationships between Brazilian and foreign workers in an automobile multinational company located in the outskirt area of Curitiba. The company chosen to be the setting of the research was Volkswagen/Audi located in São José dos Pinhais. The objective of this investigation was to identify difficulties employees faced in the intercultural relationships and the strategies they used to overcome the problems. Semi-structured interviews were used to collect data since this study was designed in a qualitative paradigm. Fifteen Brazilian workers and ten expatriates of the production sector and administrative department were interviewed. The concepts behind this study are the cultural, cultural diversity, intercultural relationships and organizational culture concepts. In order to better understand the representations of the two main groups interviewed - Brazilians and Germans - brief features of the culture and organizational culture of Brazil and Germany were raised. In the results of the research, Brasilian representations weere shown followed by the "expatriates". Afterwards, these representations were analyzed using the concepts which support this study showing similarities and differences of representations of the two groups interviewed concerning their intercultural relationsships in the company. The representations were grouped in blocks and organized in items, the most revealing characteristics of the opinions mentioned by the interviewees were reunited and which meets the objetive of this study. Therefore, in this investigation some general considerations were made, followed by the presentation of the difficulties identified by the employees in the intercultural relationships, and after that, the strategies used by the group to overcomme the problems. Finally, reciprocal representations of "we ant "they", which were found in the interviews of the two groups, were presented. The discussion of these representations and the attempt to analyze them is a new interpretation done by the researcher. In sum, this study is the interpretation of interpretations.
5000-11-25
Siddiqui, Shariq Ahmed. "Navigating Identity through Philanthropy: A History of the Islamic Society of North America (1979 - 2008)." Thesis, Indiana University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3665939.
Full textThis dissertation analyzes the development of the Islamic Society of North America (ISNA), a Muslim-American religious association, from the Iranian Revolution to the inauguration of our nation's first African-American president. This case study of ISNA, the largest Muslim-American organization in North America, examines the organization's institution-building and governance as a way to illustrate Muslim-American civic and religious participation. Using nonprofit research and theory related to issues of diversity, legitimacy, power, and nonprofit governance and management, I challenge misconceptions about ISNA and dispel a number of myths about Muslim Americans and their institutions. In addition, I investigate the experiences of Muslim-Americans as they attempted to translate faith into practice within the framework of the American religious and civic experience. I arrive at three main conclusions. First, because of their incredible diversity, Muslim-Americans are largely cultural pluralists. They draw from each other and our national culture to develop their religious identity and values. Second, a nonprofit association that embraces the values of a liberal democracy by establishing itself as an open organization will include members that may damage the organization's reputation. I argue that ISNA's values should be assessed in light of its programs and actions rather than the views of a small portion of its membership. Reviewing the organization's actions and programs helps us discover a religious association that is centered on American civic and religious values. Third, ISNA's leaders were unable to balance their desire for an open, consensus-based organization with a strong nonprofit management power structure. Effective nonprofit associations need their boards, volunteers and staff to have well-defined roles and authority. ISNA's leaders failed to adopt such a management and governance structure because of their suspicion of an empowered chief executive officer.
Gipson, Asha Nicole. "The Impact of Dual Stereotype Threat and Power on Negotiation Behavior and Affect." Thesis, 2021. https://doi.org/10.7916/d8-k2zf-0584.
Full text"Construct of emotional stability and its moderating effects on the relationships between organizational proximal conflicts and individual outcomes." 2005. http://library.cuhk.edu.hk/record=b5892645.
Full textThesis (M.Phil.)--Chinese University of Hong Kong, 2005.
Includes bibliographical references (leaves 105-122).
Abstracts and questionnaires in English and Chinese.
Chapter Chapter 1: --- Introduction --- p.11
Chapter Chapter 2: --- Literature Review and Research Framework --- p.16
Chapter 2.1. --- How emotional stability is measured --- p.16
Chapter 2.2. --- Scientific Reference to Analysis ES --- p.18
Chapter 2.2.1. --- The Paradigm of Self-organization --- p.19
Chapter 2.2.2. --- Emotional Stability is the Emotion Pattern at the Highest-level System --- p.22
Chapter 2.2.3. --- How Can We Describe the Properties of the Highest-level Pattern using the Self-organization Paradigm? --- p.24
Chapter 2.3. --- New Wine in Old Bottles: the Construct of ES --- p.25
Chapter 2.3.1. --- Order Parameters Constraining the Pattern of Emotional Stability --- p.25
Chapter 2.3.2. --- Author Centered Items of ES --- p.30
Chapter 2.4 --- "The Convergence and Discriminant among ES, EI and Neuroticism" --- p.31
Chapter 2.4.1 --- Discriminant and Convergence between ES and Neuroticism --- p.31
Chapter 2.4.2 --- Discriminant and Convergence between ES and EI --- p.34
Chapter 2.5. --- Criterion of ES --- p.35
Chapter 2.6 --- The Moderating Effects of ES on the Relationships between Proximal Organizational Conflicts and Individual Outcomes --- p.40
Chapter 2.6.1 --- The Moderating Effects of ES on the Relationship between Contingent Organizational Variables and Group Conflict --- p.43
Chapter 2.6.2 --- The Moderating Effects of ES on the Relationship between Dispositional Organizational Variables and Group Conflicts --- p.50
Chapter Chapter 3: --- Study 1-Pilot Study --- p.53
Sampling and Procedure --- p.53
Measurement --- p.54
Results --- p.54
Chapter Chapter 4: --- Study 2 --- p.57
Methods --- p.58
Results --- p.64
Chapter 1. --- Construct Validity --- p.64
Chapter 2. --- Convergent and Discriminant Validity --- p.66
Chapter 3. --- MTMM --- p.68
Chapter 4. --- Criterion Validity of ES --- p.74
Chapter 5. --- Incremental Validity --- p.77
Chapter 6. --- The Moderating Effects of ES on the Relationships between Group Conflicts and Outcome Variables --- p.84
Chapter Chapter 5: --- Discussion --- p.92
Chapter 1. --- Summary on the Results --- p.92
Chapter 2. --- The Implications of ES on Organizational Management --- p.95
Chapter 3. --- Strengths and Weaknesses of the Research --- p.97
Chapter 4. --- Bifurcation Model of Emotion Category and Dynamic Changes --- p.98
Chapter 5. --- Further Extensive Research Issues --- p.101
ACKNOWLEDGEMENT --- p.103
REFERENCES --- p.105
APPENDIX --- p.123
Anicich, Eric. "The Psychological Experience of Middle-Power in Social Hierarchies: A Theoretical and Empirical Investigation." Thesis, 2016. https://doi.org/10.7916/D8W37WFC.
Full textKim, Regina. "Nonnative Accents and Conflict Management: The Mediating Roles of Stereotype Threat, Regulatory Focus, and Conflict Behaviors on Conflict Outcomes." Thesis, 2017. https://doi.org/10.7916/D8GM8DVS.
Full textBleekers, Robin. "The development and initial validation of a scale to measure group functioning." Thesis, 2013. http://hdl.handle.net/10539/12987.
Full text"Control and autonomy: the case of the RTHK production of the "sex education" series." 2001. http://library.cuhk.edu.hk/record=b5895908.
Full textThesis (M.Phil.)--Chinese University of Hong Kong, 2001.
Includes bibliographical references (leaves 168-177).
Abstracts in English and Chinese.
Abstract --- p.iii
Acknowledgements --- p.vii
Chapter 1. --- Introduction --- p.1
Chapter 1.1. --- Individual Level --- p.5
Chapter 1.2. --- Organizational Level --- p.5
Chapter 1.3. --- Contextual Level --- p.6
Chapter 2. --- Literature Review --- p.9
Chapter 2.1. --- Coercive Isomorphism --- p.12
Chapter 2.2. --- Mimetic Isomorphism --- p.14
Chapter 2.3. --- Normative Isomorphism --- p.15
Chapter 3. --- Methodology --- p.26
Chapter 3.1. --- Methods of Data Collection --- p.27
Chapter 3.2. --- Methods Related to Different Levels of Analysis --- p.34
Chapter 4. --- Textual Analysis 一 Overall Review --- p.40
Chapter 4.1. --- "“Sex Education""" --- p.40
Chapter 4.2. --- """Hyper World""" --- p.66
Chapter 4.3. --- “Mother's Drawer is at the Bottommost,, --- p.68
Chapter 5. --- Individual Level --- p.70
Chapter 5.1. --- Personal Backgrounds --- p.70
Chapter 5.2. --- Degree of Freedom Experienced --- p.73
Chapter 5.3. --- Mechanisms of Isomorphic Forces within the Individual Level --- p.83
Chapter 5.4. --- Control and Autonomy Sourced from the Individual Level --- p.86
Chapter 6. --- Organizational Level --- p.88
Chapter 6.1. --- Organizational Structure --- p.88
Chapter 6.2. --- Organizational Missions and Goals --- p.91
Chapter 6.3. --- Code of Rules of RTHK --- p.92
Chapter 6.4. --- Organizational Culture --- p.95
Chapter 6.5. --- Mechanisms of Isomorphic Forces within the Organizational Level --- p.105
Chapter 6.6. --- "Comparisons with “Hyper World"" and “Mother's Drawer is at the Bottommost""" --- p.109
Chapter 6.7. --- Control and Autonomy Sourced from the Organizational Level --- p.123
Chapter 7. --- Contextual Level --- p.126
Chapter 7.1. --- Governmental Regulations --- p.126
Chapter 7.2. --- Suppliers of Information and Advices --- p.129
Chapter 7.3. --- Power Relations between RTHK and Different Resources Suppliers --- p.131
Chapter 7.4. --- Social Expectations on Sex Education --- p.137
Chapter 7.5. --- Role Expectations from the Public Perceived by Staff --- p.140
Chapter 7.6. --- Mechanisms of Isomorphic Forces within the Contextual Level --- p.143
Chapter 7.7. --- Control and Autonomy Sourced from the Contextual Level --- p.149
Chapter 8. --- Conclusion --- p.153
Chapter 8.1. --- Control on the Production of “Sex Education ´ح --- p.153
Chapter 8.2. --- Autonomy in the Production of “Sex Education ´ح --- p.157
Chapter 8.3. --- Balance between Control and Autonomy --- p.165
Bibliography --- p.168
Cruz, Mateo. "Still, She Rises: A Multidimensional Approach to the Development of the Response Inventory to Stereotype-threatening Environments Questionnaire (RISE-Q)." Thesis, 2020. https://doi.org/10.7916/d8-0rx6-zy07.
Full textMerriweather, Tarani Joy. "A [K]ink in the Armor: How the Intersection of Gender and Racial Prototypicality Affect Perceptions of Black Women Aspiring to be Managers." Thesis, 2020. https://doi.org/10.7916/d8-mzep-4z61.
Full text"控制與協同: 一家高科技企業組織文化的民族志報告." Thesis, 2004. http://library.cuhk.edu.hk/record=b6074769.
Full textThis study explores the socio-cultural meanings behind the managerial behavior of the hi-tech corporation and how it is presented and practiced in people's daily-life. As a kind of social phenomenon, managerial control and management's attempt to seek the commitment of employees towards the organizations is universal, but in daily practice, it takes on different forms and content due to the different cultural context. This study can help better understand how China's socio-cultural traditions influence the managerial practice and the cultural discourse in contemporary Chinese corporations.
This thesis is an ethnographic study of the organizational behavior and managerial culture in China's Silicon Valley, Zhongguancun Hi-Tech Park, located in northwestern Beijing. It focuses on one corporation to explore how a scientific, effective and standardized managerial system is being created, interpreted and practiced. The study is based upon nearly one year of fieldwork in two corporations that manufacture mobile communication equipment.
田宏亮.
Adviser: Joseph Rosco.
Source: Dissertation Abstracts International, Volume: 70-09, Section: A, page: .
Thesis (doctoral)--Chinese University of Hong Kong, 2004.
Includes bibliographical references (p. 219-231).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstracts in Chinese and English.
School code: 1307.
Tian Hongliang.
Onishi, Tamaki. "Institutional influence on the manifestation of entrepreneurial orientation: A case of social investment funders." Thesis, 2014. http://hdl.handle.net/1805/4656.
Full textLinking the new institutionalism to entrepreneurial orientation (EO), my dissertation investigates institutional forces and entrepreneurial forces—two contradicting types of forces—as main effects and moderating effects upon practices and performance of organizations embedded in the institutional duality. The case chosen observes unique hybrid funders that this study collectively calls social investment funders (SIF), which integrate philanthropy and venture capital investment to create and implement a venture philanthropy model for a pursuit of their mission. A theoretical framework is developed to propose regulative and normative pressures from two dominant institutions governing SIFs. Original data collected from 146 organizations are scrutinized by moderated multiple regressions for two empirical studies: Study 1 for effects on SIFs’ venture philanthropy practices, and Study 2 for effects on SIFs’ social and financial performance. Multiple imputations, diagnostic analyses, and several post hoc analyses are also conducted for robustness of data and results from multiple regression analyses. Results from these analyses find that EO and venture capital institutional forces both enhance SIFs’ venture philanthropy practices. A hypothesis postulated for a negative relationship between the nonprofit status and venture philanthropy practices is also supported. Results from moderated regression analyses, along with a subgroup and EO subdimension analyses, confirm a moderating effect between EO and the nonprofit status, i.e., a regulative institutional pressure. A positive relationship is found in EO- financial performance, but not in EO-social performance. While support is lent to hypotheses posited for a social/financial performance relationship with donors’/investors’ demand for social outcomes, and with the management team’s training in business, the overall results remain mixed for Study 2. Nonetheless, this dissertation appears to be the first study to theorize and test EO as a micro-level condition enabling organizations to strategically shape and resist institutional pressures, and it reinforces that organizations’ behavior is not merely a product of their passive conformity to environmental forces, but of the agency, also. As such, this study aims to contribute to scholarly efforts by the “agency camp” of the new institutionalism and EO, answering a call from the leading scholars of both EO (Miller) and the new institutionalism (Oliver).
Chatfield, Sarah E. "Managing Invisible Boundaries: How "Smart" is Smartphone Use in the Work and Home Domains?" Thesis, 2014. http://hdl.handle.net/1805/5811.
Full textThe present study sought to examine the impact of technology in permeating the boundaries between individuals’ work and family domains, testing and extending the current theoretical model of boundary management. The first goal, to explore predictors of the boundary management styles (BMS) people use with respect to communication technology (CT), was accomplished by demonstrating that three factors predicted BMS for CT use: preferences for integration, identity centrality, and work/family norms. The second goal, to examine outcomes that could result from varying CT use boundary management styles, was also supported in that BMS for CT use was a predictor of work-family conflict and enrichment. However, one key component of the model was not supported in that perceived control over BMS did not moderate the relationship between BMS and outcomes. Theoretical and practical implications of these findings are discussed, as well as suggestions for future research on boundary theory and CT use. By exploring tangible boundary management behaviors, the present study offers interesting implications that could ultimately assist organizations in developing policies regarding CT use both at home and at work.
Bendapudi, Namrita. "The Effect of the Rater's Implicit Person Theory on the Performance Evaluations of Male and Female Managers." Thesis, 2013. http://hdl.handle.net/1805/3241.
Full textPrevious research has found that the clarity of information provided to raters about women managers’ performance affects ratings of their competence, likeability, and overall evaluation. The current study sought to contribute to this literature by examining whether individual differences of raters can explain the reason for differential performance evaluations of male and female managers, despite them both performing equally. For this purpose, the current research extended the findings of Heilman and colleagues by replicating their methodology while introducing a moderator variable, the rater’s Implicit Person Theory (IPT). The IPT differentiates people into either entity theorists (that is, those who believe that behavior is trait-based and therefore fixed and stable) and incremental theorists (those who believe that behavior is situationally mediated and hence, changeable). Specifically, it was proposed that the effects found in the previous study would be stronger when the rater possessed an entity theory as opposed to an incremental theory. In doing so, this research attempted to provide an understanding of why male and female managers might be given different ratings, all other things being equal. Analyses revealed results that were consistent with, as well as some that were quite inconsistent with, previous findings. Rater IPT was found to have a significant effect on ratings provided by male participants but not those of female participants. Other findings and implications are discussed and limitations and future research directions are stated.
Khumalo, Cynthia Tuduetso. "A reflection on the group interaction and cohesion in a participatory research process :." Diss., 1999. http://hdl.handle.net/10500/17083.
Full textSocial Science
M.A. Social Science (Mental Health)
Sookdawoor, Oumeshsingh. "Dynamics of ethical climate: mediating effects of ethical leadership and workplace pressures on organisational citizenship behaviour." Thesis, 2021. http://hdl.handle.net/10500/27846.
Full textGraduate School of Business Leadership
D.B.L.
Kirsten, Monica. "Constructing a psychological framework for enhancing relational attitudes and behaviour in the South African employment relations context." Thesis, 2019. http://hdl.handle.net/10500/25528.
Full textThis research endeavoured to construct a psychological framework for enhancing relational attitudes and behaviour in a South African employment relations context by investigating the relationship dynamics between individuals’ work-related perceptions (perceived organisational support and justice) and work experiences (psychological contract violation) and their relational attitudes (organisational and union commitment) and behaviour (organisational citizenship behaviour and counterproductive work behaviour) in the workplace, as moderated by their personal dispositions (individualism/collectivism) and mediated by organisational cynicism and trust. The associations between individuals’ personal (gender, age, population group and education level) and work-related (employment status, tenure, job level and union membership) characteristics and these dispositional and relational variables were also explored. A quantitative cross-sectional survey was conducted on a purposive sample of employed students registered at a higher education institution (n = 740). Canonical correlation analysis revealed that individuals’ work-related perceptions and work experiences as well as their sense of organisational cynicism and trust were strong predictors of their attitudinal commitment towards their organisations and their organisationally directed organisational citizenship behaviour. Structural equation modelling indicated a good fit between employees’ perceptions of the quality of their social exchange relationship with their employing organisations and their trust in and cynicism towards these organisations as antecedents of relational attitudes and behaviour. Mediation analysis indicated that individuals’ work-related perceptions and work experiences influence their attitudinal commitment to their employing organisations through their sense of organisational cynicism and trust. Moderation analysis revealed that the influence of individuals’ cynicism towards their employing organisations on their attitudinal commitment is conditional upon their level of horizontal collectivism. Multiple regression analysis showed that individuals’ gender, population group, level of education and job level explain their attitudinal and behavioural reactions to work-related perceptions and work experiences. Tests for significant mean differences revealed significant differences in terms of the biographical variables. At a theoretical level, the study extended the understanding of relational attitudes and behaviour and the antecedents thereof in the workplace. At an empirical level, the study delivered an empirically tested psychological framework for enhancing relational attitudes and behaviour. At a practical level, individual and organisational interventions in terms of the psychological framework were recommended.
Met hierdie studie is gepoog om ʼn sielkundige raamwerk daar te stel wat aangewend kan word om werknemerhoudings en -gedrag in ‘n Suid-Afrikaanse arbeidsverhoudinge konteks te verbeter. Met die oog hierop is ondersoek ingestel na die verhoudingsdinamiek tussen individue se werkverwante persepsies (waargenome organisasiesteun en -geregtigheid); werksbelewenisse (skending van die sielkundige kontrak); hulle houdings (organisasie- en vakbondverbondenheid); en gedrag (organisasieburgerskapgedrag en teenproduktiewe werksgedrag) by die werkplek wat deur hulle pesoonlike ingesteldheid (individualisme/ kollektivisme) beïnvloed word en deur organisasiesinisme en -vertroue bemiddel word. Die verband tussen individue se persoonlike eienskappe (hulle geslag, ouderdom, bevolkingsgroep en opleidingsvlak), werkverwante eienskappe (hulle arbeidstatus, dienstyd, posvlak en vakbondlidmaatskap) en hierdie gesindheids- en verhoudingsveranderlikes is eweneens verken. 'n Kwantitatiewe deursneeopname is gedoen met 'n doelgerigte steekproef onder werkende studente wat by 'n hoëronderwysinstelling ingeskryf is (n = 740). 'n Kanonieke korrelasieanalise het getoon dat individue se werkverwante persepsies en belewenisse sowel as hul organisasiesinisme en -vertroue 'n goeie aanduiding was van hulle houdingsverbondenheid tot hulle organisasies en van hulle burgerskapgedrag jeens hulle organisasies. Strukturele vergelykingsmodellering het groot ooreenkomste tussen werknemers se persepsies van hoe goed hulle sosiale uitruilverhouding met hul werkgewerorganisasies is asook hul vertroue in en sinisme teenoor hierdie organisasies as antesedente van hulle houdings teenoor en gedrag in hulle organisasies aan die lig gebring. Volgens 'n bemiddelingsanalise bepaal werknemers se werkverwante persepsies en werkbelewenisse hulle verbondenheid tot hulle werkgewerorganisasie op grond van hulle organisasiesinisme en -vertroue. 'n Modereringsanalise het getoon dat die invloed wat individue se sinisme teenoor hulle werkgewerorganisasies op hulle verbondenheid het, afhanklik is van hulle vlak van horisontale kollektivisme. Voorts blyk dit uit 'n meervoudige regressieanalise dat individue se geslag, bevolkingsgroep, opleiding en posvlak hulle houding- en gedragsreaksie op werkverwante persepsies en belewenisse verduidelik. Afgesien hiervan het opvallende verskille ten opsigte van die biografiese veranderlikes danksy toetse vir beduidende gemiddeldeverskille aan die lig gekom. Op teoretiese vlak het hierdie studie die kennis van werksverwante houdings en gedrag en die antesedente daarvan in die werkplek verbeter. Op empiriese vlak het hierdie studie 'n empiries getoetste sielkundige raamwerk vir die bevordering van positiewe werksverwante houdings en -gedrag tot gevolg gehad. Op praktiese vlak is individuele en organisasie-intervensies ten opsigte van die sielkundige raamwerk aanbeveel.
Lolu cwaningo luzama ukwakha uhlaka lwezengqondo lokukhulisa indlela enhle yokucabanga nokuziphatha kumqondosizinda wezindlela zokusebenza eNingizimu Afrika ngokucubungula izinguquko ebudlelwaneni phakathi kwemibono emayelana nemisebenzi yomuntu ngamunye (ukusekela nobulungiswa kwenhlangano okucatshangelwayo) nababhekana nakho emsebenzini (ukungahlonishwa kwesivumelwano sezengqondo) nendlela yabo yokucabanga (ukuzibophezela kwenhlangano nokubumbana) nendlela yokuziphatha (indlela yokuziphatha ngokobuzwe benhlangano nendlela yokuziphatha engavumelani nokwenziwa ngemfanelo komsebenzi) emsebenzini njengoba kujivazwa yindlela bona ngokwabo abaziphethe ngayo (ngokuzimela/ngokusebenzisana) futhi kugqugquzelwa ukungabaza nokungabinethemba enhlanganweni. Ubudlelwane phakathi kobunjalo bomuntu ngomuntu (ubulili, iminyaka yobudala, nokuthi ungowaliphi iqembu labantu kanye nezinga lemfundo) nokumayelana nomsebenzi (isimo sokusebenza, umsebenzi owenzayo, izinga lomsebenzi nobulungu benhlangano) izimpawu nalokhu okuguquguqukayo okuwubunjalo bomuntu nakho kwatholakala. Inhlolovo engamanani eyizigaba ezehlukene yenziwa kwisampula eyayikhethwe ngamabomu yabafundi ababhalisiwe esikhungweni semfundo ephakeme (n = 740). Ukuhlaziwa kokuhlobana okungenakuphikiswa kwaveza ukuthi izindlela zabantu ngabanye zokucabanga mayelana nomsebenzi nababhekana nakho emsebenzini kanjalo nombono wabo mayelana nokungabaza nokwethemba inhlangano kwakuyizona zinkomba ezazinamandla zokuzibophezela kwabo ngokwendlela yokucabanga ezinhlanganweni zabo kanye nendlela yabo yokuziphatha ngokwenhlangano okubhekiswe ebuzweni benhlangano. Indlela yokuqhathanisa ngokokwakheka yaveza ukuxhumana okuhle phakathi kombono wabasebenzi wezinga eliphezulu lobudlelwane babo bokuxoxisana nezinhlangano ezibaqashile kanye nokuthemba nokungabaza kwabo okwakuqondiswe kulezi zinhlangano njengesisekelo sendlela yokucabanga neyokuziphatha kwabo. Ukuhlaziywa kokuxoxisana kuveza ukuthi imibono yabantu emayelana nomsebenzi kanye nababhekana nakho emsebenzini kunomthelela ekuzibophezeleni kwabo ngokwendlela yokucabanga ezinhlanganweni ezibaqashile ngokomqondo wabo wokungabaza nokwethemba inhlangano. Ukuhlaziya okulawulekayo kwaveza ukuthi umthelela wokungabaza komumntu ngamunye mayelana nezinhlangano ezibaqashile ekuzibophezeleni kwabo ngokwendlela yokucabanga kuncike ezingeni labo lokusebenzisana ngokulinganayo. Ukuhlaziywa kokwehla ngamandla kwakhombisa ukuthi lokhu okulandelayo komuntu ngomuntu, ubulili, iqembu labantu akulona, izinga lemfundo nezinga lomsebenzi kuchaza indlela ababhekana ngayo ngokwendlela yokucabanga nokuziphatha okumayelana nomsebenzi nalokho ababhekana nakho emsebenzini. Ukuhlolwa kokusemqoka kuchaza umehluko owembula umehluko osemqoka ngokuguquguquka kwemininingwane ngomuntu. Ezingeni lethiyori, lolu cwaningo luveze ngokuthe xaxa ukuqonda indlela yokucabanga neyokuziphatha kwabantu, nezisekelo ezikhona endaweni yokusebenza. Ezingeni lokungase kubonakale kwenzeka, lesi sifundo silethe uhlaka lwezengqondo oluhlolwe njengolungase lwenzeke ukukhulisa indlela yokucabanga neyokuziphatha kwabantu. Ezingeni lokungase kwenzeke, kwancomeka ukuthi kube nokungenelela komuntu ngamunye nokwenhlangano ngokohlaka lwezengqondo.
Psychology
Ph. D. (Psychology (Industrial and Organisational Psychology))