Dissertations / Theses on the topic 'Organizational behaviour'
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Kondaveeti, Srinivasa Kiran, and Andreas Kostoulas. "Successful Organizational Innovation and Key Driving Factors." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-17295.
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The aim of the thesis is to discuss the key driving factors influencing the success of innovation in high-tech firms based in Sweden. The thesis will discuss key determinant factors and how those factors are connecting with each other. Organizational innovation and Organizational culture relationship have been under research for many years. The success of organizational innovation can be captured by various factors. Similarly, the organizational culture can be captured by different factors. During the research process, we came across various theories and this thesis is based on Rao and Weintraub (2013) developed model. The model provides six building blocks with determinant factors as a foundation for the successful innovative organizational culture. The six major building blocks or factors are Values, Behaviours, Climate, Resources, Processes, and Success (Rao & Weintraub, 2013). The purpose of the study is to define the hypothetical relationship between some of the six major factors which drives the successful innovation in the organization. The authors have developed a model for successful organizational innovation based on their hypotheses. It will be a matter of great interest to reflect upon the employee's feedback regarding those factors that influence firm’s organizational culture and successful innovation. The model was analyzed using the results of the survey in which 230 employees participated from Swedish based high-tech firms, using Structural Equation Modelling (Hair et al, 2010). The research results reveal some of the key contributors towards the successful organizational innovation and the relation between the factors for the successful organizational innovation. The factor successful innovation is strongly dependent on the innovation processes factor and this is followed by some more relatively moderate contributing factors such as the leaders’ behaviours, and the organizational resources. The study reveals that there is a strong relation between the innovation success and the innovation processes. The innovation processes factor is positively connected to the organization values, the leaders’ behaviours, and the organization resources. The organization climate is weakly connected to the innovation processes as represented by the data sample collected which needs to be further investigated. The model identified in the thesis gives an understanding of how the six factors are connected to drive the successful organizational innovation.
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Naude, Peter. "Modelling organizational buying behaviour incorporating judgmental methods." Thesis, University of Manchester, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.627953.
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This thesis is concerned with examining the role that judgmental modelling, or multicriteria decision making, can play in increasing our understanding of the organizational buying process. This evaluation has been made by collecting data from a number of real life decision environments within different organizations, using in-depth interviews facilitated by an interactive PC-based computer package. The decisions modelled varied by decision type, product type, and by industry. Four areas were identified in the literature where benefits from using judgmental modelling might be anticipated. These were the study of attribute salience, positioning analysis, differences in opinion between various members of the decision making unit, and the extent to which attributes change in importance during the decision making process. The various decisions modelled confirmed the advantages of judgmental modelling as a tool for analyzing organizational buying behaviour in each of these four areas. In terms of determining attribute salience, it was found that the technique worked well in all the decision environments modelled and also that it facilitated the development of a detailed approach to benefit segmentation. When combined with a particular scoring method called "word models", judgmental modelling permitted a deeper understanding to be developed of the particular markets studied, through the calculation of the extent to which attributes were both important and acted as discriminators to the buyers. The study of attribute salience also permitted the tentative development of a generic model of attribute importance. In this model a range of generic attributes was proposed and, by reference to the decisions modelled in the thesis, it was shown how these attributes are related to different types of decisions. The results of the research indicate how judgmental modelling can be used to generate input for detailed positioning analysis using correspondence analysis, and also how the word models can be used to calculate meaningful strengths and weaknesses ratios for competing suppliers. The highly structured approach to decision making required by the judgmental modelling process was seen to have particular benefits for group decision making, in that group members could focus on decision content rather than the process itself, and individual perceptions were readily clarified, facilitating further discussion and agreement. Finally, using the judgmental modelling technique gives clear evidence of the extent to which attributes may change in importance over the life of a particular decision making process.
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Mesani, Anele. "How organisational behaviour is influenced in an acquired firm." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/9925.
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In the current global market, companies are forming partnerships with other organisations with the aim of sustaining their competitive advantage. Most organisations participate in transactions such as mergers, acquisitions and joint ventures in order to maintain their competitive advantage (Sorge, 2002). South Africa forms part of the global market and is not immune towards the stipulated growth strategies. It is believed that South Africa has one of the highest unemployment rate internationally (Human Capital Mangement, 2005). There are various reasons that have contributed towards this perception; factors such as structural changes in the labour market have been highlighted as one of the factors that have contributed to the high unemployment rate (HCM, 2005). It is further said that when mergers and acquisitions occurs, structural changes are bound to occur (Greeve, 2008). Despite the constant merger activities that are occurring in various industries, research has shown that most mergers add no value or reduce shareholders value for the acquiring firm (Kusewitt, 2007). The primary objective of this research is to investigate how organisational behaviour is influenced in an acquired firm.There seems to be high level of uncertainity, trust and communication breakdown amoung employees of Kansai Plascon. This research will investigate whether this perception is related to the acquisition transaction that has occurred. The study will collect its primary data using a set of questionnaires that will be distributed to the employees of Kansai Plascon. The data will be analysed and interpreted.
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Kolvereid, L. "Environmental impacts on organizational behaviour : An empirical investigation in twenty Norwegian mechanical engineering organizations." Thesis, Henley Business School, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.354913.
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Crollick, Sharon Lee. "Value congruence and organisational commitment : implications for workplace behaviour /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18061.pdf.
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Pio, Riaan Johan. "Management of political behaviour in organisations." Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/33.
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In this research paper, the constructive management of political behaviour in organisations was investigated. A general overview of relevant aspects which specifically relate to the constructive management of political behaviour in the automotive industry was presented. The literature study included a discussion of the nature of political behaviour and guidelines for the management of political behaviour in organisations. The research methodology consisted of three phases: Phase 1: A literature study to determine guidelines to manage political behaviour in organisations constructively. Phase 2: An empirical study to determine the effectiveness of these guidelines in practice by means of a survey amongst role players in the automotive industry in South Africa. Phase 3: The findings from the literature study and empirical study were integrated into guidelines of how managers can manage political behaviour constructively. The study identified nine main strategies for managing political behaviour. They are: Open communication. Communication must be open to keep all parties informed and to prevent distrust. Reduction of uncertainty. This involves preventing employees being unsure of what the future holds. Awareness. The aim of awareness is for managers to be sensitive to and aware of situations that could elicit political behaviours. Furthermore, they must recognize political behaviour for what it is. Setting an example. Managers must set an exemplary example and not engage in political behaviour. An understanding of the reason/motivation for the formation of informal (political) groups or cliques. Having established the reason why political groups form will enable a manager to manage them more effectively. Confront political game players. Managers must address all forms of possible political behaviour in a serious manner. Understanding the organisation’s strategy, goals and action plans. All employees need to know exactly what direction the organization is moving in and what is in it for them. It is management’s task to ensure this open and clear communication, to prevent fears and political behaviour. Tie resource allocation and rewards to strategy. This can be achieved by ensuring that the criteria for the allocation of rewards is straight forward and understood by all. Reward systems must, furthermore, be directly linked to performance. There should also be transparency in decision-making. Isolate resource acquisition from internal operations. It is necessary to clearly specify the conditions and ground rules for the acquisition of resources to ensure that the process is transparent. The conclusion reached is that political behaviour in organizations can be managed constructively to build win-win relationships.
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Smith, Peter B. "Towards studies of organizational behaviour with greater local relevance." Pontificia Universidad Católica del Perú, 2012. http://repositorio.pucp.edu.pe/index/handle/123456789/101027.
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Theories of organizational behaviour mostly originated in North America. In testing their applicability elsewhere, attention must be given to differences in local environments and in the values of local employees. Within Latin America, the prevalence of high collectivism and power distance are particularly important. Employees’ attachment to their organization has been shown to differ within collectivistic cultures. The argument is illustrated by two Latin American studies. Firstly, the ways in which managers handle work events within Mexico, Colombia, Brazil, Chile and Argentina are compared. Secondly, cross-national work problems of employees from these countries are surveyed. The results emphasize the need to take account of variability within the region, and the need to use measures that capture locally important issues.Las teorías del comportamiento organizacional se han originado principalmente en América del Norte. Al probar su aplicabilidad en otras regiones culturales, debe prestarse atención a las diferencias en los ambientes y en los valores de los empleados locales. Dentro de Latinoamérica, la prevalencia de altos niveles de colectivismo y distancia al poder es particularmente importante. En ese sentido, se ha demostrado que el apego de los empleados hacia su organización difiere dentro de las culturas colectivistas. El argumento se ilustra por dos estudios latinoamericanos. En el primero, se compara la forma en que los gerentes manejan los eventos laborales dentro de México, Colombia, Brasil, Chile y Argentina. En el segundo, se examinan los problemas laborales transnacionales de los empleados de estos países. Los resultados enfatizan la necesidad de utilizar medidas que capturen aspectos localmente importantes.
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Laka-Mathebula, Mmakgomo Roseline. "Modelling the relationship between organizational commitment, leadership style, human resources management practices and organizational trust." Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-07062004-112817.
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Lillevik, Waheeda Jain Harish C. "Individual differences in group interaction behaviour Cultural differences in the exhibition of organizational citizenship behaviours /." *McMaster only, 2005.
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Miller, Susan J. "Successfully implementing strategic decisions : the implementation of top level decisions in organizations." Thesis, University of Bradford, 1990. http://hdl.handle.net/10454/2816.
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This thesis investigates the implementation of eleven strategic decisions in six organizations. The decisions concern the installation of new technology, the carrying out of various building programmes and the re-organization of organizational structures The organizations comprise a university, a water authority, two mail order companies and two chemical firms. The objective is to describe and explain implementation processes and outcomes. To this end, eleven independent variables and three dependent variables are distinguished. These conceptualise the success of implementation outcomes and define the factors which affect the level of success. Two groupings are isolated within the independent variables. The 'Enabler' group of variables is concerned with how familiar people are with what has to be implemented, the priority of implementation, having enough resources available, having a favourable organizational structure and maintaining a flexible approach during implementation. All these factors help to secure a moderate degree of success. However the second grouping of variables - the 'Realizers' - are required to achieve the highest level of success in implementation. These are to do with being clear about what has to be done and being able to evaluate what has been achieved, enjoying favourable conditions and support inside the organization, and having a little luck along the way. Conclusions are drawn about the levels of risk associated with implementing different topics and the steps which managers can take to reduce risk and enhance the chances of success.
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Meintjies, Jean. "The influence of organisational climate on job performance." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/10286.
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Organisational climate, as represented by the aggregation of the perceptions of the individual employees within the organisation, has been the focus of considerable empirical research that can be traced back to the work of Lewin, Lippit and White (1939).The debate around organisational climate research, concentrates on the methodological issue of how the construct of such climate can be translated into an indicator of organisational effectiveness. Schneider and Bowen (1985), Bacayan and White (1993) have provided evidence that a worthy and functional organisational climate does have a positive effect upon service outcomes and hence improves organisational success. The study examines the influence of organisational participants’ perception of work environment on job performance in a sample of employees within the various departments of Transnet National Ports Authority. The paper presents that the perception of organisational climate has a significant effect on job performance of some employees while it is not so for others. The research sample consists of 71 employees working in the marine and operations, engineering, human resource, marketing and legal departments. One questionnaire was designed by the researcher to measure organisational climate and the effectiveness of job performance. The climate dimensions of communication, management and supervision, reward and recognition and training are significantly related to job performance. The research consisted of the organisational climate and job performance literature and the subsequent link between these two constructs within Transnet National Ports Authority. In conclusion the report presents the authors findings, conclusions and recommendations derived from the study.
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Richards, James. "Developing a theoretical basis for the concept of organizational behaviour." Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/185.
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Workplace misbehaviour is seen to be a neglected feature of organizational study (Ackroyd and Thompson; Vardi and Weitz, 2004). Where research has been undertaken into misbehaviour the emphasis tends fall into two broad categories. First of all, organizational behaviour theorists use the term misbehaviour as a means to highlight how the ‘negative’ behaviour of employees gets in the way of formal organizational goals. Secondly, radical sociologists tend to use the term misbehaviour as a means to critique Foucauldian labour process theory. Here an argument is made that suggests the disciplinary affects of new management practices associated with human resource management and total quality management have been overstated. Furthermore, radical sociologists also use the term misbehaviour as means to critique organizational behaviour accounts, which are believed to paint overly optimistic accounts of organizational life. However, on further examination it was discovered that neither a radical sociological approach, nor a traditional organizational behaviour approach, sufficiently addresses the current deficit in our understandings and explanations for workplace misbehaviour. Hence, one of the main themes of this thesis was to design a theoretical and methodological framework to address the deficit in our understandings and explanations. As such, a view was taken of how a radical sociological approach (orthodox labour process analysis) combined with an emerging social psychological perspective (a social identity approach (Haslam, 2001)) could help overcome previous theoretical problems associated with researching misbehaviour. Empirical support for this approach is provided by the detailed examination of the objective and subjective working conditions of four different sets of low status workers. The findings are based on longitudinal covert participant observations, as well as covert interviews and the covert gathering of company documents. The findings depart from previous insights into workplace misbehaviour in stressing the importance of acknowledging and investigating both the organizational and sub-group social identities of low status workers, in relation to such activities. As such, a great deal of the misbehaviour noted in the findings can be attributed to the poor treatment of low status workers by management, yet misbehaviour is equally if not more attributable to the empowering or inhibitive qualities of the many psychological groups that worker can associate with or disassociate themselves from. Recommendations are made about the direction of future research into workplace misbehaviour. There are many suggestions made and include examining misbehaviour in a wider range of settings, sectors and levels of organizations.
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Schlechter, Anton Francois. "The influence of transformational leadership, emotional intelligence, trust, meaning and intention to quit on organisational citizenship behaviour /." Link to the online version, 2006. http://hdl.handle.net/10019/1191.
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Bungsche, Holger. "From freshman to middle management : issues of organizational behaviour in Japan /." München : Iudicium, 2004. http://www.gbv.de/dms/zbw/393023907.pdf.
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Lee, Kibeom. "Job affect as a predictor of organizational citizenship behaviour and workplace deviance." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ58144.pdf.
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YOSHIDA, Takeshi, and S. M. P. SAMARAKOON. "Symbiotic Commitment and the Process of New Organizational Forms: Mechanism of Chaotic Behaviour and the Structural Formation in Organizations." 名古屋大学経済学会, 2007. http://hdl.handle.net/2237/10491.
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Chalon, Christopher. "Conflict and citizenship behaviour in Australian performing arts organisations." University of Western Australia. Faculty of Economics and Commerce, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0096.
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The managers of professional performing arts organisations are faced with a unique dilemma. They must support their artistic personnel, who are typically driven by the quest for new, challenging and experimental works, while achieving the economic success necessary for the continued viability of their organisations. Failing to effectively manage this artistic-economic dichotomy can result in a conflict between artists and managers that threatens the long-term survival of these organisations. There is a clear need, therefore, for arts managers to foster an organisational climate that minimises conflict, while promoting organisational citizenship behaviours (OCBs) such as sportsmanship (a willingness to tolerate less than ideal circumstances without complaining) and courtesy (a willingness to show sensitivity towards others and actively avoid creating problems for co-workers). The main aim of the present study was to examine the extent to which factors such as organisational structure, organisational culture and employees motivational orientation influence peoples perceptions of their job scope (as indicated by high levels of task variety, task identity, task significance, autonomy and feedback from the job), a construct which has been found to reduce organisational conflict and increase employees propensity to display OCBs. While these relationships have been suggested in previous research, they have not been tested in a performing arts industry context. The data analysed in the present study suggested an enjoyment motivational orientation, a challenge motivational orientation, an organic culture and formalisation positively influenced perceptions of job scope, which, in turn, positively influenced both OCBs (sportsmanship and courtesy). A challenge orientation also had a positive impact on sportsmanship, while sportsmanship positively and directly influenced courtesy. Centralisation was negatively related to perceived job scope and sportsmanship, although it had a positive impact on courtesy. Conflict was negatively influenced by formalisation and by an organic culture, but was positively influenced by a hierarchal culture.
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Schlechter, Anton Francois. "The influence of transformational leadership, emotional intelligence, trust, meaning and intention to quit on organisational citizenship behaviour." Thesis, Stellenbosch : University of Stellenbosch, 2005. http://hdl.handle.net/10019.1/1194.
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Thesis (PhD (Industrial Psychology))--University of Stellenbosch, 2005South African organisations have to survive in an increasingly competitive and globalised environment. Many believe that South African organisations are ill prepared for these challenges, based on the fact that many organisations are plagued by low productivity, low levels of trust between employees and employers, as well as low levels of organisational commitment, effectiveness and efficiency. Solutions must be found for these problems and the present study offers one such solution. Organisational citizenship behaviour is essentially pro-social organisational behaviour that is characterised by going beyond what is expected in role requirements or role descriptions and is seen as a key driver of individual and organisational performance. Furthermore, an organisation’s ability to elicit organisational citizenship behaviour is believed to be a vital asset that is difficult for competitors to imitate and which provides the organisation with a competitive advantage. Having completed a literature study concerning possible antecedents of organisational citizenship behaviour, and taking into account various suggested future directions for organisational citizenship behaviour research, it was decided that the present study would focus on five variables: three variables that are characteristic of employees, and two that are characteristic of the management or leadership in the organisation. The primary goal of the present study was to design and conduct a scientific investigation that would attempt to determine the relationships between leader emotional intelligence, transformational leadership, trust, meaning intention to quit, and organisational citizenship behaviour, as well as to further determine the role that these five constructs play in influencing organisational citizenship behaviour. A study of the available literature was made to learn as much as possible about each of these six constructs and to determine what is known about the relationships that exist between them. The knowledge gained from the literature study was used to propose several hypotheses and a conceptual model explaining the relationships between these constructs. The relationships and the conceptual model were then empirically tested, using various (mostly confirmatory) statistical methods. This makes the present study confirmatory in nature. Existing measuring instruments were used to measure each of the constructs in a South African sample (n=496). This sample represented a wide range of organisations. Each of the measuring instruments (excepting the intention to quit scale) was subjected to a double cross-validation Exploratory and Confirmatory Factor Analysis procedure to test its construct validity. Internal reliability was determined for all of the instruments and their subscales. The Confirmatory Factor Analysis and internal reliability results were then compared to those obtained when the original measurement model was studied, using these same methods (i.e. Confirmatory Factor Analysis and internal reliability) and the data from the present sample. It was found, in all cases, that the derived factorial configuration differed, in some to a lesser degree and in others radically, from that proposed by the original author/s. It was also found that the EFA-derived measurement models and configurations had a better fit to the data than the original measurement model and its configuration. Once the criteria for construct validity and internal reliability were satisfied, the rest of the statistical analyses could be conducted. The next step was to test the hypotheses concerning the individual relationships that made up the conceptual model. Pearson correlations and Standard Multiple Regression was used to study these bivariate relationships. Several indirect or mediating relationships followed from these direct relationships and these were tested using Path Analysis. In a similar vein, four prediction hypotheses were formulated from the conceptual model and these were also tested, using Standard Multiple Regression. Lastly, Structural Equation Modelling (SEM) was used to see to what extent the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs when taking the complete conceptual model into account. Both trust and meaning were found to individually mediate the relationships between transformational leadership and organisational citizenship behaviour, and leader emotional intelligence and organisational citizenship behaviour. The relationship between leader emotional intelligence and organisational citizenship behaviour was further found to be mediated by transformational leadership and trust, while this relationship was also found to be mediated by transformational leadership and meaning. No significant direct relationships could be found between leader emotional intelligence and organisational citizenship behaviour, or between transformational leadership and both organisational citizenship behaviour and intention to quit. No significant correlation was found between intention to quit and organisational citizenship behaviour either. This meant that several postulated mediating hypotheses could not be corroborated. The SEM result shows that the conceptual model did not fit the data very well, therefore an alternative model was recommended. The results in essence show that effective leaders who are emotionally intelligent and make use of the transformational leadership style can positively influence trust and meaning among followers. This, in turn, will motivate followers to display organisational citizenship behaviour and reduce their intention to quit. These are believed to positively influence organisational effectiveness and performance. Further conclusions were drawn from the obtained results and recommendations are made for future studies. New insights were gained through the results and it is believed that the present study has contributed to the field of organisational psychology and Industrial Psychology in general, on both the academic and the practioner level.
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Mokadem, Abdelhafid. "The impact of individual values, organizational values and their interaction on attitudes, behaviour and organizational performance : the case of Algeria." Thesis, Cardiff University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329629.
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Calisto, Maria de Lurdes Santana. "An integrated analysis of corporate entrepreneurship and organizational behaviour in the service sector." Doctoral thesis, Universidade de Évora, 2013. http://hdl.handle.net/10174/11409.
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Uma Análise Integrada de Empreendedorismo Corporativo e Comportamento
Organizacional no Sector dos Serviços
O principal objetivo deste trabalho é preencher as lacunas nos campos da gestão estratégica e do
empreendedorismo relacionadas com o comportamento empreendedor dos trabalhadores, a partir da
perspectiva do comportamento organizacional. Esta tese contribui para esses campos de investigação
de variadas formas. Pela primeira vez, é proposta uma ontologia do empreendedorismo corporativo a
partir da qual foi deduzido um modelo integrativo do processo. Utilizando dados de 127 empresas,
confirmámos que tanto fatores externos como internos explicam o comportamento intraempreendedor,
e que este está associado à inovação e performance das empresas. Este estudo também confirma que
o comportamento intraempreendedor é particularmente importante para a inovação, nas empresas do
sector dos serviços. Por fim, propomos e confirmamos empiricamente a existência de quatro tipos de
empresas caracterizadas como biomas (configurações organizacionais) de “vida intraempreendedora” .
Este estudo sugere implicações práticas para a gestão estratégica de recursos humanos, bem como
pistas para futura investigação; ### Abstract:
An Integrated Analysis of Corporate Entrepreneurship and Organizational Behaviour in
the Service Sector
The main goal of this study is to fill-in gaps in the strategic management and entrepreneurship
literatures concerning employees’ entrepreneurial behaviour, from an organizational behaviour
standpoint. This thesis contributes to these fields in several ways. It proposes for the first time, an
ontology of corporate entrepreneurship from which an integrative model of corporate entrepreneurship
was derived. Using data obtained from 127 firms, we confirmed that both external and internal factors
explain intrapreneurial behaviour and that it is associated with innovation and firm performance. This
study also confirms that intrapreneurial behaviour is particularly relevant for services’ firms. Finally, we
proposed and confirmed the existence of four types of firms characterized as different biomes
(organizational configurations) of ‘intrapreneurial life’. Our study has practical implications for human
resources strategic management, and proposes several lines of future research
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Philips, Åke. "Eldsjälar : en studie av aktörsskap i arbetsorganisatoriskt utvecklingsarbete." Doctoral thesis, Handelshögskolan i Stockholm, Företagslednings- och Arbetslivsfrågor (A), 1988. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-762.
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Företagens konkurrenskraft beror allt mer på förmågan att attrahera, tillvarata och utveckla de mänskliga resurserna. Hur kan då arbetets organisation förändras för att åstadkomma delaktighet, kompetensutveckling och lärande? En del av detta handlar om att hitta, ge utrymme för, stödja och utveckla eldsjälar. Eldsjälar är personer som engagerar sig starkt i en verksamhet. De drivs av brinnande entusiasm. I företag och organisationer spelar eldsjälar ofta en avgörande roll för förändring och förnyelse. Det gäller inte minst i utvecklingsarbeten som berör arbetets organisation. Men vad gör egentligen eldsjälar i ett arbetsorganisatoriskt utvecklingsarbete? Vilka problem möter de? Varför engagerar de sig? Varför agerar de som de gör? Kan de lära av sina erfarenheter och vidareutvecklas som eldsjälar? Denna avhandling redovisar resultaten av en studie av eldsjälar och deras insatser. De eldsjälar som har studerats var huvudaktörer i försök med nya sätt att organisera arbetet i början av 1970-talet. I boken identifieras två grundläggande dilemman som eldsjälar måste hantera för att utvecklingsarbete ska leda till förändring och lärande. De handlingsmöjligheter eldsjälar har, beskrivs i termer av fyra metoder för aktörsskap. I avhandlingen diskuteras hur eldsjälar kan vidareutveckla sitt agerande och sin kompetens för att åstadkomma arbetsorganisatorisk utveckling. För personer som på olika sätt är involverade i organisatoriskt utvecklingsarbete erbjuder avhandlingen både praktisk och teoretisk vägledning. Avhandlingen är av speciellt intresse för chefer, fackliga företrädare, aktionsforskare, konsulter samt personer sysselsatta med personal-, organisations- och utbildningsfrågor.Diss. Stockholm : Handelshögskolan, 1988
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Bai, Xuze, and Kapil Koirala. "The Influence of Culture in the International Business Decision-making Process." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39943.
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Organizational culture and organisational political behaviours are the unavoidable part of a company which has a direct impact on its decision making. The purpose of this paper aims to understand the influence of culture and organisational political behaviour in making a decision on going internationalisation of the Chinese company. Through reviewing the cultural literature, the researcher found the interrelation between culture and political behaviour in an organization. The authors then focus on three factors of political behaviour – investment, alternatives and trust – to study their influence in the decision-making process. We used qualitative research approach under which we made in-depth interview to collect the empirical data. These empirical data were analysed using content analysis method. Our findings show that both organisational culture and organisational political behaviour have a direct influence on the decision making of the company. Specifically, political factors like investment, alternatives and trust influence in the decision making of a company. The firm should consider those factors seriously to have a positive influence in its decision-making process.
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Nordén, Mikaela. "Learning by the use of Business Intelligence : A case study made from an Organizational Behaviour Management perspective." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-180383.
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Researchers claim that to improve business and really make an impact on the market it is critical to develop organizational capabilities and create organizational learning. Business Intelligence (BI) has during the latest years gained lots of attention among organizations for being a tool that can help improve the business. However, even though organizational learning is critical at the same time as BI has become a main tool to improve the business the linkage between these two concepts has not been a topic for research. This thesis is taking an Organizational Behaviour Management (OBM) perspective when analyzing whether BI-tools create the right conditions for learning. A case study was made at Skanska Sverige AB where their three largest BI-tools were analyzed. The study was made in three steps; by an individual analysis of the tools, a questionnaire sent to all operational managers who uses the tools and by interviews with nine of these managers. The analysis of the tools indicated that the BI-tools at Skanska Sverige AB do not currently create the right conditions for learning. Few actions are taken because of the information in the tools.
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Levin, Madia M. "A strategic organizational behaviour framework to sustain the effective management of World Heritage sites." Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-04012009-223255/.
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Naude, Ingrid. "Factors impacting on ethical behaviour in organisations." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-06202005-115533.
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Lucier, Jeff. "Affective trust as a mediator between subordinate organizational citizenship behaviour and supervisors' willingness to mentor." Thesis, University of Ottawa (Canada), 2009. http://hdl.handle.net/10393/28399.
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Using a sample of 215 managers, this study investigated the role of supervisor affective trust as a mediator between organizational citizenship behaviour and willingness to provide mentorship (psychosocial and career support). Subordinate OCB directed at the supervisor and toward the organization (civic virtue) were investigated. The results showed that supervisor affective trust acted as a mediator between OCB and willingness to provide psychosocial support. The results suggest that an employee seeking psychosocial support from his/her supervisor should build affective trust by engaging in citizenship behaviour directed at the supervisor.
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Muzanenhamo, George Nyika. "The relationship between change implementation, organisational citizenship behaviour and job satisfaction in the business process outsourcing industry in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2444.
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Thesis (MTech (Human Resources Management))--Cape Peninsula University of Technology, 2016.Change management is inevitable in the Business Process Outsourcing (BPO) industry in South Africa, where organisations have to be constantly vigilant when tackling the interwoven relationship between change implementation, organisational citizenship behaviour (OCB) and job satisfaction. The objective of this Master’s thesis study was to examine the nature of change implementation in the BPO industry, to determine the effects of change implementation on OCB and job satisfaction and to examine the relationship between change implementation, OCB and job satisfaction.
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Lai, Kai-chee Neville, and 黎啓枝. "An analysis of the organizational buying behaviour in the electronic industry in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B31264979.
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Lai, Kai-chee Neville. "An analysis of the organizational buying behaviour in the electronic industry in Hong Kong /." [Hong Kong] : University of Hong Kong, 1991. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13055252.
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Pleister, Hubertus. "Organisational behaviour of township, village and private enterprises in China : a transactions approach /." Thesis, Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19977050.
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Holbová, Veronika. "Návrh změny organizační kultury v podniku poskytujícím služby." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-374565.
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Theoretic part of my Master's thesis treat about company culture and effectiveness work of employees. Practical part attend to recommendation how improve company culture and propose rise of effectivity work in company, where I will process my recommendation.
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Tang, Cheung Fung-yee Sara, and 鄧張鳳儀. "A comparison of the conflict behaviour between the Chinese and Westernsenior executives in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31263446.
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McDonald, Allison N. "Using task clarification and corrective augmented feedback for behaviour change in an industrial manual task /." [St. Lucia, Qld.], 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16857.pdf.
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Matias, Luis. "O efeito mediador da justiça e do empenhamento organizacional na relação entre o contrato psicológico e cidadania organizacional." Master's thesis, Instituto Superior de Psicologia Aplicada, 2003. http://hdl.handle.net/10400.12/658.
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Dissertação de Mestrado em Comportamento OrganizacionalEste estudo visou compreender em que medida é que a percepção de justiça organizacional e o empenhamento organizacional interagem no processo de formação do contrato psicológico. Este último constructo é um conceito bipolar, uma vez que, de um lado se encontram as expectativas/promessas de índole implícito e explicito que os indivíduos crêem que a organização irá satisfazer e do outro lado tudo aquilo que os indivíduos perspectivam dar em troca à organização, como por exemplo, a prática de comportamentos de cidadania organizacional. O estudo foi aplicado na Marinha de Guerra Portuguesa, tendo sido usada uma amostra de 568 indivíduos, aos quais foi solicitada a opinião através do preenchimento de um questionário estruturado. As questões colocadas visavam conhecer o posicionamento dos participantes face à sua percepção do cumprimento ou incumprimento de determinadas promessas/expectativas por parte da Organização, da justiça organizacional percebida, do tipo de relação psicológica estabelecida com a organização e por fim do volume de comportamentos de cidadania praticados. Os resultados da análise de equações estruturadas, realizada através do AMOS, revelaram a existência de efeitos mediadores da percepção de justiça e do empenhamento organizacional na relação estabelecida entre ambos os pólos do contrato psicológico. No que respeita à justiça organizacional a faceta procedimental assumiu um papel de relevo, ao passo que o tipo de empenhamento mais relevante foi o afectivo. Apesar das limitações encontradas, pode-se considerar, que em geral, os desideratos erguidos numa fase precursora do estudo foram parcial ou totalmente atingidos. Por fim, convém referir que o eventual contributo para o conhecimento acerca da complexa relação entre o Homem e as organizações, embora que ínfimo, foi o principal propósito subjacente a este estudo.
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Lopes, Custódio F. "Utilização do correio electrónico em contexto organizacional: Influências sobre a atitude, adequabilidade e utilização." Master's thesis, Instituto Superior de Psicologia Aplicada, 2001. http://hdl.handle.net/10400.12/609.
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Dissertação de mestrado em Comportamento OrganizacionalAs organizações são presentemente confrontadas com uma diversidade de novas tecnologias de informação e comunicação, e consequentemente por um maior número de meios de comunicação, entre os quais o correio electrónico. Os gestores estão conscientes, por um lado, do referido aumento do número de meios de comunicação, e por outro, das potencialidades associadas às novas tecnologias, as quais podem trazer eventuais benefícios para a organização, caso venham a ser adoptadas e implementadas. Contudo, é importante que tenham também em consideração o facto de que a instituição ou normalização da utilização destas novas tecnologias está dependente das oportunidades que possam vir a ser criadas ao nível da formação e treino das pessoas que trabalham nas suas organizações, pois as atitudes e os comportamentos das pessoas face a essas tecnologias são na sua maioria idiossincráticas e contingentes a determinados factores, tais como: factores situacionais, factores sociais e factores pessoais/tecnológicos. Os diversos estudos até agora realizados sobre as atitudes e comportamentos das pessoas face aos meios de comunicação, tomaram possível o aparecimento e desenvolvimento de diferentes perspectivas teóricas, das quais se salientam a teoria da riqueza de informação dos meios de comunicação, a teoria da influência social, a perspectiva teórica da experiência e aptidão individual na utilização da tecnologia e o modelo de aceitação da tecnologia, que tentam explicar ou aumentar os nossos conhecimentos sobre tais fenómenos. Estas perspectivas teóricas têm sido muitas das vezes utilizadas de uma forma individualizada, como se estivessem em campos independentes ou fossem estanques umas em relação às outras, e raramente foram utilizadas numa perspectiva de complementaridade. Por outro lado, tem-se estudado as atitudes das pessoas face aos meios de comunicação e a utilização dos mesmos e ocasionalmente a adequabilidade dos meios de comunicação para o desempenho de tarefas comunicacionais. Tendo como base as referidas perspectivas teóricas para a formulação das hipóteses, este trabalho teve como objectivo o estudo de factores (situacionais, sociais e pessoais/tecnológicos) que influenciam a atitude face ao correio electrónico sua adequabilidade e utilização, no contexto organizacional. O estudo de campo foi efectuado numa organização militar, o Instituto Hidrográfico, tende os dados sido obtidos através de um questionário, aplicado a todos os trabalhadores utilizadores de correio electrónico, num total de 156 indivíduos (homens e mulheres). Os resultados obtidos sugerem que a atitude das pessoas face ao correio electrónico foi influenciada consistentemente pela percepção da riqueza de informação do correio electrónico, seguida da percepção da atitude dos chefes imediatos e pela percepção da facilidade de utilização. No que diz respeito à percepção da adequabilidade do correio electrónico, esta foi mais influenciada pela percepção da riqueza de informação do correio electrónico, seguida da ambiguidade da mensagem electrónica, nível de aptidão individual número de receptores e, parcialmente, pela distância entre o emissor e os receptores da mensagens. Quanto à utilização do correio electrónico, esta variável foi mais influenciada pelo nível de aptidão individual e pela percepção da facilidade de utilização, seguidas da percepção da atitude dos colegas de trabalho. Os resultados, de um modo geral, suportaram a adopção de um modelo de integração das diferentes perspectivas teóricas, no estudo de factores que influenciam a atitude, a adequabilidade e a utilização do correio electrónico, contribuindo assim para uma melhor compreensão das atitudes e comportamentos das pessoas em relação aos meios de comunicação.
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Camões, Isabel Maria Almeida de Freitas. "Como é que os gestores utilizam o e-mail para exercer influência nas práticas quotidianas dos seus subordinados?" Master's thesis, Instituto Superior de Psicologia Aplicada, 2007. http://hdl.handle.net/10400.12/381.
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Dissertação de mestrado em Comportamento OrganizacionalUma questão que emerge da adopção crescente das tecnologias de informação na vida quotidiana dos gestores, é saber como é que estes utilizam estas tecnologias para influenciar os seus subordinados directos na execução das suas tarefas diárias. A generalização da utilização do e-mail enquanto veiculo de comunicação levanta questões tais: Como é que os responsáveis conseguem criar e manter relações de confiança e motivação, com recurso a tecnologias de informação quando a proximidade física não é assegurada? Conseguirão eles estabelecer esta relação? Como o conseguem fazer? Como levam os seus subordinados à acção? Como os monitorizam? Partindo da análise de caixas de e-mail de gestores de uma grande empresa Europeia, onde prevalece a comunicação virtual, foi possível identificar um conjunto de práticas que podem contribuir para a definição do papel do gestor enquanto utilizador do e-mail. O papel interpretivo do gestor que foi possível identificar durante esta análise parece ter influência directa nas funções do gestor definidas na teoria. Foram ainda identificados dois papéis do gestor aos quais a literatura tem dedicado pouca atenção e que nas comunicações virtuais assumem uma relevância fundamental: o Vendedor de Imagem e o Descodificador Estratégico. Estas funções parecem explicar em parte, como é que os gestores utilizam o e-mail para exercer influência directa nas práticas quotidianas dos seus colaboradores.
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Ngxukumeshe, Tandiswa. "Perceptions regarding organisational citizenship behaviour in South African retail firms." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/11898.
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The wholesale and retail industry is a more volatile nudstry, with respect to cyclical changes and global economic conditions, than many other industries. The growth of technology in this industry has led to informed customers, bringing with them many challenges to retailers, as these retailers have to win customer loyalty by focusing not only on prices and quality, but also on global competition. The heterogeneity as well as the illusive preferences, expectations, personality characteristics, attitudes, and desires of customers have created diverse and fast-evolving customer demand. As a result, retailers need to source highly customer-focused employees who are willing to go beyond their expected call of duties to satisfy customer needs and wants, thereby keeping firms competitive. This behaviour is called organisational citizenship behaviour (OCB). OCB involves extra-role performance, which represents behaviours not formally required by any particular job, but which help to develop the social context of all jobs, thus facilitating effectiveness. Thus, retailers who encourage OCB among their employees are more likely to improve the performance of both the organisation and the employees, and increase the organisation’s competitiveness in the global economy. The primary objective of this study is to assess the perceptions of employees regarding OCB within retail firms in South Africa. A positivistic research paradigm was used, in this study, by means of quantitative research. Secondary data in the form of textbooks, journal articles and Internet sources provided the theoretical framework for this study. Primary data was obtained using the survey method, by means of self-administered structured questionnaires. The aim was to target 1000 employees in the retail industry (250 employees from each of the most economically active provinces, namely, the Eastern Cape; the Western Cape, Gauteng and Kwa-Zulu Natal). However, 690 questionnaires were returned and only 554 were usable, which amounts to an effective response rate of 80%. Seven null-hypotheses and a hypothetical model of employee perceptions regarding OCB behaviour in retail firms were tested. The influence of four independent variables were tested, these are: job perceptions, role considerations, organisational climate and employment considerations on OCB. In addition, three dependent variables, namely, employee commitment, propensity to leave and employee engagement were tested. The Statistica (version 12) computer programme was used to analyse the results by means of advanced statistical techniques (such as exploratory factor analysis, regression and correlation analysis) as well as descriptive analysis and frequency distributions. After various statistical procedures, the model was re-specified, some of the variables were renamed and the hypotheses were adjusted accordingly. The empirical results revealed that job considerations and employment considerations have a positive influence on both OCB related to compassion and OCB related to civic non-obligatory acts, while role considerations and job security were found to have no significant influence on both OCB related to compassion and OCB related to civic non-obligatory acts. Furthermore, the empirical results showed that OCB related to compassion have a positive influence on both organisational commitment and propensity to resign, while OCB related to civic non-obligatory acts has a positive influence on organisational commitment and its influence on propensity to resign was not significant. It is envisaged that the results of this study could assist retail firms to understand the variables that influence the organisational citizenship behaviour of employees. In addition, it is further envisaged that the results and recommendations of this study could be used to implement effective strategies in retail firms in order to ensure effective engagement in OCB related behaviour and to create awareness of the importance of employee engagement in organisational citizenship behaviour.
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Moore, Aminah. "A case study of the role of leadership behaviour in the formation of organizational culture." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/62061.
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This case study research on the effect of leadership on organizational culture, is based on a small luxury tourism organization – Belmond Safaris – based in Maun, Botswana. The study set out to determine critical incidents that occurred during the tenure of the current general manager with the intention of uncovering her leadership behaviour and how it has shaped the culture of the organization. The literature review identified quantitative and qualitative approaches to researching organizational culture, but settles on Schein’s theory of organizational culture (Schein, 1992; 2010) as the approach adopted in this study. Furthermore, it reviews the various roles of strategic leaders and how these affect the culture of the organization. The study follows a qualitative methodology and applies the Critical Incident Technique to explore how, as a leader, the behaviour of the general manager shaped the organization’s culture. Data triangulation is achieved through the use of multiple sources – interviews, analysis of company documents and the examination of minutes of management meetings. Following the fieldwork, the evidence within the findings of the study required a theoretical reorientation and a shift from strategic leadership to a new focus on relational leadership, highlighting the prominence of social exchanges between the general manager and employees, as opposed to economic exchanges. The study concludes by acknowledging the limitations and delimitations of the study, which include time constraints as well as the deliberate exclusion of certain participants (e.g. camp managers) from the study. In its conclusion the study also presents recommendations for future studies. The researcher recommends a broader study within the tourism industry, as well as a larger and more inclusive sample size, in order to obtain better insights into the study of culture and leadership within organizations.
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Dhladhla, Thamsanqa John. "The influence of leader behaviour, psychological empowerment, job satisfaction, and organizational commitment on turnover intention." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6583.
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Thesis (MComm)--University of Stellenbosch, 2011.ENGLISH ABSTRACT: In recent decades, organisations have continued to lose their skilled and experienced employees due to voluntary turnover. As a result, managers, researchers and practitioners have taken interest in understanding the factors that affect employees’ turnover decisions. However, although several existing studies have identified numerous factors related to turnover behaviours among employees, most of the empirical research studies utilise explanatory models that do not sufficiently address the mediating processes that lead to turnover intention. This study examined the collective effects of perceived leader behaviour, psychological empowerment, satisfaction and commitment on turnover intention. In doing so, the present study tested an explanatory structural model that suggests how these variables jointly influence turnover intention. Therefore, an ex post facto correlation study was conducted using a sample of military personnel (n = 318) in which study participants completed five questionnaires that measured the endogenous latent variables (i.e., psychological empowerment, job satisfaction and organisational commitment) and the single exogenous latent variable (i.e., leader behaviour) in the structural model. Item analysis and Confirmatory Factor Analysis (CFA) were used to assess the measurement properties of the respective measures. The results showed adequate evidence that the manifest indicators used in the study were indeed valid and reliable measures of the latent variables they were linked to. The proposed structural model was tested using structural equation modelling (SEM) and the goodness-of-fit statistics showed that both the hypothesised measurement model ( = 182.97; df = 67; p-value = 0.0000; RMSEA = 0.074) and the structural model ( = 182.91; df = 68; p-value = 0.00000; RMSEA = 0.073 ) were found to fit the data reasonably well. The results supported a model where turnover intention was explained to result from a combination of organisation-related and job-related attitudes. In turn, these attitudes were affected by leadership behaviours. The results showed that turnover intention resulted more strongly and directly from low levels of organisational commitment than from job satisfaction per se. The results also suggested that turnover intention was the result of high levels of psychological empowerment. Leader behaviour had a strong direct effect on both psychological empowerment and organisational commitment, but not a unique effect on job satisfaction, while psychological empowerment had a strong direct effect on both job satisfaction and turnover intention than on organisational commitment. The results also indicated that job satisfaction had an insignificant effect on organisational commitment. In addition, psychological empowerment mediated the effect of leader behaviour on turnover intention, while job satisfaction did not mediate the relationship between leader behaviour and turnover intention. Finally, the results suggested that psychological empowerment played mediated the effect of leader behaviour on job satisfaction and organisational commitment. The study adds to the existing literature in two ways. First, the findings indicated that turnover intention results strongly from the combination of leader behaviour, psychological empowerment and organisational commitment, with psychological empowerment and organisational commitment playing a dominant role, with their direct- as well as mediating effects on turnover intention. Second, the present study partially replicated earlier studies of turnover intention in a new setting, i.e., within a military sample and within a non-Western context. In this way, the study confirmed the generalisability of earlier findings that relate to the development of turnover intention. A unique finding of the present research was the positive relationship found between psychological empowerment and turnover intention, suggesting that turnover process models may be more organisation-specific than previously thought (e.g., Alexander, 1998). The study limitations and recommendations provide avenues to be explored for possible future studies and recommendations for human resource management practice are discussed.
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Al-Zubaidi, Lamya Abdul-Jabbar. "The impact of culture in constructing organizational behaviour : factors affecting middle managers behaviour toward top managers; a case of a developing country (Iraq)." Thesis, University of London, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.243233.
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Pastor, Lorna Valencia. "The relationship between organisational citizenship behaviour and perceptions of organisational justice at a selected automotive component manufacturer in the Western Cape." Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/977.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2012Organisational citizenship behaviour (OCB) is discretionary behaviour of employees that display altruism, courtesy, conscientiousness and loyalty towards co-workers and the organisation. OCB is important, since it promotes efficient and effective functioning of the organisation (Organ, 1988: 4). Research suggests that OCB is related to perceptions of organisational justice (OJ). OJ refers to fairness of decision making processes in the workplace, employees’ perceptions, and the influence of OJ on workplace behaviour. Perceived fairness determines the extent of employees’ OCB contributions to the organisation. OCB may be increased if employee perceptions of OJ are improved (Moorman, 1991: 845). Anecdotal evidence suggests that many workers at the research site (Company A) display negative OCB, hence identifying a need for this study. The main objective of the study was to determine employee perceptions of OJ, levels of OCB, and to test the nature of the relationship between perceptions of OJ and OCB at Company A. Employees at Company A (N=130) were surveyed regarding their perceptions of OJ and their willingness to display OCB. Cross sectional, quantitative data was collected in a paper based survey, by using existing instruments that were formulated from validated standardised questionnaires to measure OJ and OCB. Responses were analysed, and the results of the study showed that certain components of OJ are related to OCB at Company A. Understanding the effect that management practices have on perceptions of OJ will enable management at Company A to improve interaction with employees in an effort to improve employees’ perceptions of fairness. This should enhance employee/management relations, encourage more citizenship behaviour from employees, and ultimately benefit the organisation.
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Spencer, Carolyn R., and n/a. "Cognitive Schemata and Project Manager Regulation of Unplanned Change: Categorical Analysis of Structured Interview Reports." Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040721.092038.
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A significant risk area for project sponsors is managing unplanned change. Theorists of organisational behaviour have attempted to understand the circumstances of how activity change occurs on projects and have identified the significant impact that time has on activity. This current research takes the study of cognition into the real world setting of project management at a level of analysis that is viable across diverse projects and industries to study project manager regulation of unplanned change. The project managers' cognitive representation of meaningful aspects of a project (their 'cognitive schemata'), which guides activity change during the project, was investigated and the effect of feedback evaluated in order to address the central research question of what triggers change on group projects. In the present research, leading edge projects from six major Australian industries (telecommunications, banking and insurance, information technology, railway signalling, inorganic chemistry and construction) were monitored at three key points through their lifecycle to understand how feedback impacts on project activity through the project managers cognition leading to change. Six key categories of feedback were identified, which potentially represented the foci of project-related schemata, within a project management mental model. These were validated as important indicators for project management performance by a panel of Australia's leading experts in project management. Sixteen project managers participated in the field study, with their verbal reports being collected through structured interviews (incorporating a 'laddered' interview technique), which were developed and piloted across diverse projects for this purpose. Interview data were coded for analysis in terms of sensitivity to each of the six feedback foci and one control category, for five types of feedback and five types of change. Reliability of the content coding was checked through independent coding and found to be high. The research investigation was conducted within a schematic information processing conceptual framework developed for application within the domain of project management. Strong evidence was found that linked key schemata to the hypothesized effects of feedback. Overall, the effects were found to be general across all industries, individuals and projects. A contrasting effect was observed for one type of feedback where schemata were poorly developed in inexpert project managers, which raised the issue of measurable differences in behaviour arising from project management competency. The findings of strong relationships between the variables led to the proposed model of project manager cognition, which reveals an underlying structure in the schemata between key areas of sensitivity to feedback and unplanned change. The model is proposed as underpinning observed behaviour in this and prior research and suggests a relationship between competency and change regulation.
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Spencer, Carolyn R. "Cognitive Schemata and Project Manager Regulation of Unplanned Change: Categorical Analysis of Structured Interview Reports." Thesis, Griffith University, 2004. http://hdl.handle.net/10072/366716.
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A significant risk area for project sponsors is managing unplanned change. Theorists of organisational behaviour have attempted to understand the circumstances of how activity change occurs on projects and have identified the significant impact that time has on activity. This current research takes the study of cognition into the real world setting of project management at a level of analysis that is viable across diverse projects and industries to study project manager regulation of unplanned change. The project managers' cognitive representation of meaningful aspects of a project (their 'cognitive schemata'), which guides activity change during the project, was investigated and the effect of feedback evaluated in order to address the central research question of what triggers change on group projects. In the present research, leading edge projects from six major Australian industries (telecommunications, banking and insurance, information technology, railway signalling, inorganic chemistry and construction) were monitored at three key points through their lifecycle to understand how feedback impacts on project activity through the project manager’s cognition leading to change. Six key categories of feedback were identified, which potentially represented the foci of project-related schemata, within a project management mental model. These were validated as important indicators for project management performance by a panel of Australia's leading experts in project management. Sixteen project managers participated in the field study, with their verbal reports being collected through structured interviews (incorporating a 'laddered' interview technique), which were developed and piloted across diverse projects for this purpose. Interview data were coded for analysis in terms of sensitivity to each of the six feedback foci and one control category, for five types of feedback and five types of change. Reliability of the content coding was checked through independent coding and found to be high. The research investigation was conducted within a schematic information processing conceptual framework developed for application within the domain of project management. Strong evidence was found that linked key schemata to the hypothesized effects of feedback. Overall, the effects were found to be general across all industries, individuals and projects. A contrasting effect was observed for one type of feedback where schemata were poorly developed in inexpert project managers, which raised the issue of measurable differences in behaviour arising from project management competency. The findings of strong relationships between the variables led to the proposed model of project manager cognition, which reveals an underlying structure in the schemata between key areas of sensitivity to feedback and unplanned change. The model is proposed as underpinning observed behaviour in this and prior research and suggests a relationship between competency and change regulation.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
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Perumalsami, Jeremiah. "The relationship between job satisfaction and organisational citizenship behaviour in a Western Cape Government Office." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/992.
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Dissertation Submitted in Partial Fulfilment of the Requirements for the Degree Master of Technology: Business Administration in the Faculty of Business Management at the Cape Peninsula University of Technology.Modern human resource management suggests that organisations that have succeeded in the business arena have done so through good people management practices and employees who display productive behaviour above and beyond their formal job descriptions. General thought behind job satisfaction supports that happy employees are inclined to be more productive, creative and committed to their jobs, all of which are essential to achieving an organisation’s bottom line. Organisational citizenship behaviour is another factor that is regarded as important for achieving organisational effectiveness. There has been some disagreement regarding the nature of the relationship between job satisfaction (JS) and organisational citizenship behaviour (OCB). Some studies have shown that OCB is as a result of JS. Following these studies, this research paper focuses on the extent to which JS influences OCB among a sample of employees within a Western Cape government office. Employees at the government office (N =105), selected through convenience sampling, were surveyed regarding their level of JS and their readiness to display OCB. Quantitative data was collected through a paper-based survey, using validated standardised questionnaires to measure both JS and OCB. The results show that respondents reported moderate levels of JS and OCB. Through the study it was established that there is a significant relationship between JS and OCB. Furthermore, the JS dimensions of ‘internal work motivation’ and ‘growth satisfaction’ explained 25% of the variance in OCB. This research investigated the relationship between OCB and JS in a South African context, providing insight into their relationship in a public sector organisation. In terms of practical significance, exploring the relationship between JS and OCB can provide insight for management and guidance for human resource practices, which can assist in improving JS and therefore the success of a business.
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Ntontela, Zintle Asiyena. "The impact of organizational culture of employees' behaviour within tertiary institutions in the Eastern Cape region." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/219.
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According to Nel, van Dyk, Haasbroek, Schultz, Sono and Werner (2004:19), organizational culture is simply the manner in which things are done in an organization. It is also known as the personality of the organization. Irrespective of what is called, the culture of the organization develops overtime, and employees are often not even aware of its existence. Organizational culture is, however, of particular importance to management because it helps them understand how employees feel about their work. Culture involves general assumptions about the manner in which work should be done, appropriate goals for the organization as a whole and for departments within the organization, and personal goals for employees. It is particularly the latter that makes the nature of the psychological contract of special importance in the pursuit of organizational success. It is represented by formal goals, structures, policy and communication. Shaw (1997:15) agrees with Nel et al (2004) that organizational culture composes of the shared values which are important concerns and goals shared by people in the organization that tend to influence the behaviour of the employees. These values persist overtime even with changes in group membership. In the light of the above literature, I’m conducting a research for a masters’ degree in Industrial Psychology at the University of Fort Hare, the topic being “The impact of organizational culture on employees’ behaviour within tertiary institutions in the Eastern Cape Region”. This study seeks to investigate: 1) Determine the extent of influence of organizational culture on employees’ behaviour. 2) Identify how management enforces such a culture into the workplace. 3) Determine the significance of creating organizational culture and its implementation. This questionnaire was designed, in this regard, by the researcher to assess the above mentioned objectives. This questionnaire was distributed to the Nelson Mandela Metropolitan University and the University of Fort Hare.
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Dias, José Duarte. "Complexidade e processos de desenvolvimento organizacional." Master's thesis, Instituto Superior de Psicologia Aplicada, 2000. http://hdl.handle.net/10400.12/485.
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Dissertação de Mestrado em Comportamento OrganizacionalAdmite-se que quando a dimensão imaterial dos recursos organizacionais cresce os membros das organizações tendem a desenvolver interacções entre si que geram dinâmicas de símbolos que transformam as estruturas de relações de causalidade linear que caracterizavam os processos de aprendizagem e de criação de conhecimento organizacional na economia do material. Baseado neste pressuposto o autor questiona a aplicabilidade e a utilidade, em contextos organizacionais dominados pelo imaterial, de metodologias de consultoria em Desenvolvimento Organizacional (Do) desenvolvidas sob o paradigma sistémico tradicional. Em alternativa, baseando-se num estudo de caso, propõe, com base na perspectiva dos processos de resposta complexa sugerida pela Ciência da Complexidade, um conjunto de princípios técnico-metodológicos que a consultoria em Do deverá adoptar para abordar as novas dinâmicas organizacionais decorrentes da intensificação do imaterial em contexto de trabalho.
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Mendes, Maria José da Silva Freitas. "Compromisso organizacional: Implicações nos comportamentos de cidadania organizacional e intenções de saída dos profissionais de enfermagem num hospital público." Master's thesis, Instituto Superior de Psicologia Aplicada, 2006. http://hdl.handle.net/10400.12/691.
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Dissertação de Mestrado em Comportamento OrganizacionalO presente estudo incide na área do Comportamento Organizacional nos Serviços de Saúde e o seu objecto é perceber qual o compromisso organizacional e suas implicações nos comportamentos de cidadania organizacional e intenções de saída dos profissionais de enfermagem num hospital público. O quadro conceptual engloba uma revisão da literatura sobre conceitos como, compromisso organizacional, comportamentos de cidadania organizacional, intenção de saída. Desenvolvemos um estudo quantitativo, exploratório e analítico, cuja população foram todos os enfermeiros de um hospital público, obtendo uma participação de 203 sujeitos. Para a recolha de dados recorremos ao questionário. Os resultados obtidos indiciam a existência de boas propriedades métricas do instrumento, tanto ao nível da consistência interna como da validade. A dimensão empenho organizacional (médio de 4.40 e uma dispersão de .99), demonstra que há uma ligação afectiva por parte dos enfermeiros Foram identificadas duas sub-escalas: Altruísmo e Conscienciosidade, na escala de comportamentos de cidadania organizacional, tal como Smith, Organ & Near (1983). Não se verificando as dimensões de Rego (2002). Facto que se pensa resultar da peculiaridade da amostra, tanto a nível de grupo profissional como ao nível da gestão praticada. Sendo a mediana de idades dos enfermeiros 33 anos, podemos considerar que ser trata de um grupo não muito jovem. Contudo, pelo facto de metade do tempo da sua experiência profissional ter acontecido no mesmo serviço podem ser considerados "candidatos ao burnout" ou ainda pertencer á "velha guarda", tal como é referido por Seybolt (1986). Verificou-se, também existir correlação da intenção de saída com a idade. No entanto, a correlação tem um valor baixo (r = .30 para p < .01), pelo que não foi considerada. Das regressões múltiplas efectuadas verifica-se que as variáveis idade*Intenção de saída (p = .410); idade*altruísmo (p = .955) e idade*conscienciosidade (p = .283) demonstram que a variável idade não é uma variável moderadora, pelo que, foi ainda retirada a dimensão altruísmo (p = .394). Na sequência do exposto, confirma-se parcialmente, uma das hipóteses formuladas neste estudo: o compromisso organizacional pode variar mediante determinados factores (variáveis sócio demográficas), mas também pode ter implicações, nomeadamente nas intenções de saída e nos comportamentos de cidadania organizacional (O'Reilly & Chatman, 1986; Caetano & Vala, 1999). Os enfermeiros têm conhecimento das regras e como dar continuidade ao seu desenvolvimento de funções/actuação no Hospital público, podendo assim ter um sentimento de intenção de saída menos provável.
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Garrido, Susana Telma. "Swedish and Portuguese interacting in Swedish MNC's in Portugal: Cultural issues and perspectives." Master's thesis, Instituto Superior de Psicologia Aplicada, 2003. http://hdl.handle.net/10400.12/547.
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Dissertação de Mestrado em Comportamento OrganizacionalGenesis: In 1998, Filipe Dahlin from Chalmers University of Technology - Department of Industrial Dynamics (Sweden), presented a thesis with the title 'Swedish Management in Portugal - A Cultural Perspective'. His work was about the interaction between Swedish managers in Portugal (predominantly employed in Swedish Multinational Corporations) and the Portuguese workers in the setting of Organisational life and within the context of a local cultural background. He analysed the different cultural perceptions of Swedish managers in Portugal, particularly, in reference to their Portuguese subordinates. Dahlin's problem was: how well did both cultures "fit" in order to achieve organisational objectives? What adaptations had Swedish managers to engage in order to adapt to the "locals"? How well did the "locals" accepted or engaged in Swedish management practices? However, he only presented and analysed one side of the interaction, namely, the Swedish perspective. In this present work, I took, as the main focus to analyse the Portuguese view on the issues debated by Dahlin. Purpose: Thus, the main reason of this study is to make a complementary analysis to that presented by Dahlin's (1998) work. A sort of symmetrical replication of Dahlin's thesis if you will. The intention is, however, to contribute to the debate of the "Portuguese" type of work ethic, work culture in the frame of the Portuguese difficulty in soaring our productivity level, rather than contributing to some "optimal" model of interaction between Swedes and Portuguese in Swedish Multinational Corporations. Background: The literature on culture and its impacts on organisational life have shown rather well the complexity of the matter. Cultural backgrounds, within which human endeavour takes place, influence management practices and the ways things get done and corporate objectives get attained. When people from significantly different cultural backgrounds interact, the process is not one of mechanical adjustment, and some times it simple does not work. Thus, a qualitative and exploratory study of one of such interactions that has been a success for so long might help to shed some light on the richness and complexity of these processes. Methodology: The methodology followed in this work is similar to that of Filipe Dahlin. A qualitative and exploratory approach sustained by a semi-structured interview process. Some 25 persons were interviewed, amounting to more than 15 hours of recorded conversations. The first step, however, was not to address the Portuguese perspective. As some years passed since Dahlin concluded his work, thus, an intermediate step was taken regarding the evaluation of the degree to which Swedish managers today would or would not agree with the perspective of their former colleagues. Results: The results and outcomes of these interviews are discussed in direct comparison to those put forward by Dahlin, and from that into a more broad discussion around cultural "fits" and to our present national debate on productivity.
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Bobinski, Michal. "The Influence of Performance Measurement on Actor?s Perception of Task in Goal Oriented Systems." Thesis, University of Waterloo, 2005. http://hdl.handle.net/10012/895.
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This thesis addresses the problem of the influence of a control system on the behaviour of an actor in a social or socio-technical system. In particular, the influence of a performance measurement mechanism on the behaviour of an actor and on the development of workarounds is being studied. Current literature on those topics generally addresses only selected and rather obvious reasons for the existence of dysfunctional behaviour or the workarounds. However, no precise models of the cognitive processes or the explanation of the mechanisms, which govern this problem, are proposed in a satisfactory manner. In addition, most researchers have focused only on the system?s point of view of the task, paying less attention to the actors? perception of that task. Furthermore, the existing body of work mainly uses a case study format to explain the phenomenon or to validate the proposed solutions and theories.
In this thesis, the problem of the influence control system on the behaviour of the actor is framed in terms of four major concepts: (1) the concept of complexity of the task not being fully captured by the performance measurement mechanism; (2) the concept of an actor perceiving that extra complexity is not being captured by the system and thus choosing alternate paths other than the system-prescribed path; (3) the concept of a network of valence forces associated with alternate paths; and finally, (4) the concept of similarity judgment between the alternative paths and the system-prescribed path based on the actor?s model of the control system?s point of view.
This thesis develops the theoretical framework for analyzing and understanding the issues of dysfunctional behaviour and workarounds. It also presents an empirical experimental study in support of the theoretical discussion and the hypothesis. The experiment examines subjects? rating of quality, defined as a degree of similarity to a target object, of several objects on a page under various performance measurement conditions. The stimulus used for experiment was made up of two dimensional quadrangle figures, including rectangle, parallelograms and trapezes, in various shades of red colour.
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Staniewska, Irja. "Varumärket inifrån och ut - En fallstudie på Saltå kvarn." Thesis, Malmö högskola, Fakulteten för kultur och samhälle (KS), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-23674.
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I en alltmer globaliserad värld där utbudet av produkter ökar är det svårt att skapa ett starkt och hållbart varumärke på marknaden. Då det idag finns få verktyg och koncept inom intern varumärksuppbyggnad har jag valt att undersöka hur varumärket kan stärkas inifrån och ut. I studien har jag tittat närmare på begreppet Brand citizenship behaviour, ett område som är relativt nytt och bygger på den anställdes inverkan på varumärket. En explorativ fallstudie har genomförts för att undersöka vilka berättelser som återges i ämnet. Detta genom att ha intervjuat sju anställda på företaget Saltå kvarn. Det empiriska materialet har analyserats utifrån teorier som handlar om Brand citizenship behaviour, Organizational citizenship behaviour och organisationsteorier. Utifrån befintliga teorier och studiens analys har jag tagit fram en modell som kan användas av personer i ledande befattning och chefer. Denna kan brukas som ett verktyg för att främja ett Brand citizenship behaviour på arbetsplatsen och vidare uppmuntra medarbetarna till personligt engagemang vilket påverkar företaget, varumärket och organisationen. Studien bidrar till ökad förståelse kring ämnet samt att den visar på den anställdes inverkan på varumärket, något som kan stärka hela företaget inifrån och ut.In an increasingly globalized world where the supply of products increases, it is difficult to create a strong and sustainable brand in the market. Since there are currently few tools and concepts in the field of internal brand building I have chosen to study how the brand can be strengthened from the inside out. In the study, I have looked into the concept of Brand citizenship behavior, an area that is relatively new and is based on the employee's impact on the brand. An explorative case study was used to examine the stories reproduced in substance. This by interviewing seven employees at the company Saltå kvarn. The empirical material is analyzed from theories about Brand citizenship behavior, Organizational citizenship behavior and organizational theories. Based on existing theories and the study's analysis, I have developed a model that can be used by executive senior management and CEO’s. This can be used as a tool to promote Brand citizenship behavior in the workplace and encourage employees to further personal involvement, which affects the company, brand and organization. The study contributes to a better understanding about the subject and it shows on the employee's impact on the brand, something that can strengthen the whole company from the inside and out.