Dissertations / Theses on the topic 'Organizational values'
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Beagles, Jonathan E., and Jonathan E. Beagles. "Organizational Values and the Network Governance of International Nongovernmental Organizations." Diss., The University of Arizona, 2017. http://hdl.handle.net/10150/625854.
Full textNewland, Sarah J. "Organizational Citizenship Behavior- Individual or Organizational Citizenship Behavior- Organization: Does the Underlying Motive Matter?" TopSCHOLAR®, 2012. http://digitalcommons.wku.edu/theses/1159.
Full textO'Connell, Alec John. "Values, values congruence and organisational commitment." University of Western Australia. Faculty of Business, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0130.
Full textVogds, Jean C. "Perceptions of organizational values and culture at various levels of an organization." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001vogdsj.pdf.
Full textThomas, Tammara Petrill. "The Effect of Personal Values, Organizational Values, and Person-Organization Fit on Ethical Behaviors and Organizational Commitment Outcomes among Substance Abuse Counselors: A Preliminary Investigation." Diss., University of Iowa, 2013. https://ir.uiowa.edu/etd/4920.
Full textSiegruhn, R. "Shared values : the road to reconstruction and success." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53053.
Full textENGLISH ABSTRACT: Governments and organisations focus their efforts and resources on physical production factors and the skills of their employees. However, in order to focus the resources and skills of an organisation on a specific outcome there needs to be a common and binding set of values. Many empowerment efforts in South Africa have not succeeded and the reasons cited for their failures, concomitantly, have been based on physical production factors and lack of skills. This study will investigate whether a misalignment of values may be the real problem of which the physical production factors and skills were mere symptoms. The Mckinsey 7s Model will be used to structure the analysis and to determine whether the reconstruction, development and empowerment organisations, both successful and unsuccessful, had shared values. The result was that the reconstruction, development and empowerment organisations that were successful had shared values and that the reconstruction, development and empowerment organisations, that were unsuccessful did not have shared values.
AFRIKAANSE OPSOMMING: Regerings en privaat organisasies fokus hulle insette op fisiese produksie faktore en die vaardighede van hul werknemers. Om die insette en aksies van 'n organisasie te fokus op 'n spesifieke uitkoms, moet daar 'n gedeelde en samebindende stel waardes wees. Verskeie bemagtigingspogings in Suid-Afrika was nie suksesvol nie. Die redes wat vir hierdie mislukkings aangevoer word, is gebaseer op die fisiese insette en die gebrek aan vaardigheid van die deelnemers. Die navorsing in hierdie studie is daarop gemik om te bepaal of die gebrek aan gedeelde waardes nie dalk die werklike probleem is nie, en dat die fisiese produksie faktore en vaardigheidsvlakke slegs simptome hiervan is. Die Mckinsey 7s model sal aangewend word om struktuur aan die studie te verleen. Die Mckinsey 7s model sal ook aangewend word om te bepaal of die heropbou-, ontwikkelings- en bemagtigings organisasies, beide suksesvol en onsuksesvol, gedeelde waardes gehad het al dan nie. Die resultate van die studie het daarop gedui dat al die heropbou-, ontwikkelings en bemagtigings organisasies, wat gedeelde waardes gehad het suksevol was en al die heropbou-, ontwikkelings- en bemagtigings organisasies, wat onsuksesvol was nie gedeelde waardes gehad het nie.
Slaughter, Rodney A. "Tradition and Progress| California Fire Technology Directors Beliefs and Values." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10263725.
Full textThis study explores the basic assumptions, beliefs, and occupational values of California Fire Technology Directors as they influence and socialize the next generation of firefighters entering the fire service. Definitions of industry culture, occupational culture, and organizational culture were applied to the fire service as well as the influence that heritage, traditions, values, meaning, and context play in the socialization process. Research methodology included emic and etic data collection techniques that documented the opinions and observations of the study group. Data from the Organizational Culture Assessment Instrument (OCAI) along with descriptive data collected during an ethnographic interview provides a window to the world of firefighting. Findings show that the beliefs and core-values of the Fire Technology Directors are influencing the next generation of emergency responders. Their ideas and beliefs opens the conversation on how to best adapt the industry to accommodate the incoming generation who own a different set of values, experiences, and beliefs.
Johnson, Kimberly Michelle Sutton Charlotte. "The influence of organizational values on profitability." Auburn, Ala., 2009. http://hdl.handle.net/10415/1943.
Full textEvans, Amanda. "SOCIAL WORK VALUES AND HOSPITAL CULTURE: AN EXAMINATION FROM A COMPETING VALUES FRAMEWORK." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3499.
Full textEd.D.
Department of Educational Research, Technology and Leadership
Education
Educational Leadership
Santoriello, Anthony John. "Assessing Unique Core Values with the Competing Values Framework: The CCVI Technique for Guiding Organizational Culture Change." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2315.
Full textMokadem, 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.
Full textTice, Lauren. "Working values : an analysis of language policies and their alignment with organizational values." Thesis, Manhattan, Kan. : Kansas State University, 2010. http://hdl.handle.net/2097/4192.
Full textMuniz, Elizabeth Jimenez. "The Role of Cultural Values in Organizational Attraction." Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3855.
Full textPh.D.
Department of Psychology
Sciences
Psychology PhD
Trail, Galen Talbott. "Intercollegiate athletics : organizational goals, processes, and personal values /." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487947501136163.
Full textPersson, Jenny. "Basic values in software development and organizational change." Licentiate thesis, Uppsala universitet, Avdelningen för människa-datorinteraktion, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-86145.
Full textIssah, Mohammed. "Communication of Organizational Values to Staff through Non-Formal Educational Activities: The Case of Not-For-Profit Organizations." Bowling Green State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1276876720.
Full textKallestad, Tommy. "Social Work Values : Empowerment, organizational values & professional doxa inside the social work field." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-55153.
Full textRazavi, Tiffani D. B. "Values and occupational stress : the role of individual-organizational value congruence in the workplace." Thesis, University of Oxford, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342619.
Full textLellis, Julie C. Boynton Lois A. "Voiced values communicating a local organizational identity for disability /." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2007. http://dc.lib.unc.edu/u?/etd,1449.
Full textTitle from electronic title page (viewed Apr. 25, 2008). "... in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the School of Journalism and Mass Communication." Discipline: Journalism and Mass Communication; Department/School: Journalism and Mass Communication, School of.
Lashley, Brandon Christopher. "Communicating Community at Tesla Motors: Maintaining Corporate Values in Blogging Communities." Thesis, Virginia Tech, 2017. http://hdl.handle.net/10919/78222.
Full textMaster of Arts
Rushworth, Susan. "The what, why and how of organizational values a study of the interpretation and implementation of organizational values within fast-growing Australian companies /." [Hawthorn, Vic.] : Swinburne University of Technology, 2008. http://hdl.handle.net/1959.3/42570.
Full text[Submitted as partial fulfilment of the requirements for the degree of Doctor of Philosophy], Australian Graduate School of Entrepreneurship, Swinburne University of Technology, 2008. Includes bibliographical references (p. 225-238)
Trevan, Catherine. "The competing values framework : the interaction between gender, organizational culture, managerial competencies and organizational performance /." Title page, table of contents and abstract only, 1991. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpst8118.pdf.
Full textLi, Jiahui. "Employees' values, organizational communication climate, and organizational commitment : a study of multinational corporations in China." HKBU Institutional Repository, 2008. http://repository.hkbu.edu.hk/etd_ra/923.
Full textCharleton, Daralyn. "Perceptions of organizational values in the change management process a case study : a thesis submitted to Auckland University of Technology in partial fulfilment of the Master of Business, 2004." Full thesis. Abstract, 2004.
Find full textGill, Harjinder K. "The relation between values and organizational commitment, a multidimensional perspective." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0003/MQ42145.pdf.
Full textOverbeek, Leonie. "Values, communication and leadership : an organizational perspective on their relationship." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52603.
Full textENGLISH ABSTRACT: When examining organizational values, communication and leadership, how can the relationship between them be defined? This thesis approaches the problem by examining the literature in this field during the past ten years that deals with these three concepts both in theory and in practice. The relationship postulated to exist is defined as one in which leaders are being challenged to communicate the values of the organization in order to focus its members and the organization to a common purpose. An organization that shares a common values system is more successful than one without a coherent values system, and when these values are aligned to values acceptable to society the organization may be perceived as acceptable and thus attains a certain legitimacy. Leaders who share the value systems of their subordinates are similarly accepted and legitimised. The mutual resonance between the values communicated by leaders and those embodied in the organization is crucial, since a discrepancy leads to distrust of the messages being communicated with concommitant loss of effectiviness. Effective communication is, after all, the cornerstone of the organization as it is only through communication that the purpose of the organization can be shared and realized. Leaders in organizations can thus use the knowledge of the existence of such reso~ance to effectively communicate their vision to their subordinates; to disseminate the values of the organization and to enable the organization to grow and prosper.
AFRIKAANSE OPSOMMING: Wanneer die konsepte van organisatoriese waardes, kommunikasie en leierskap ondersoek word, word die verhouding tussen die konsepte moeilik gedefinieer. Hierdie tesis benader dié probleem deur 'n studie te maak van die literatuur wat die afgelope tien jaar gepubliseer is waarin of een of al drie hierdie konsepte beide in teorie en in die praktyk bespreek is. Die postulering word gestel dat daar 'n verhouding bestaan waarin leiers uitgedaag word om die waardes van die organisasie te kommunikeer om sodoende die lede van die organisasie en die organisasie self op 'n gemeenskaplike doelwit in te stel. 'n Organisasie waarin daar 'n gemeenskaplike waarde sisteem heers is meer geneig na sukses as een daarsonder, en wanneer so 'n waarde sisteem in lyn staan met die waardes wat deur die gemeenskap aanvaar word, word die organisasie as legitiem en aanvaarbaar waargeneem. Leiers wat die waarde sisteme van hulle volgelinge deel word op soortgelyke wyse aanvaar en gelegitimiseer. Die wedersydse resonansie tussen die waardes wat deur leiers gekommunikeer word en dié wat in die organisasie vervat word is van kritieke belang, aangesien 'n diskrepansie kan lei tot 'n vertrouensverlies in die boodskap en gevolglik tot 'n verlies aan effektiewe kommunikasie. Effektiewe kommunikasie is die basis van die organisasie, aangesien dit slegs deur kommunikasie is dat die doelwit van die organisasie gedeel en gerealiseer kan word. Leiers in organisasies kan gevolglik die kennis van die bestaan van so 'n resonansie gebruik om op 'n effektiewe manier hulle visie aan hulle onderlinge te kommunikeer; om die waardes van die organisasie te versprei en om die organisasie se groei en sukses te bevorder.
Ren, Run. "Quality of supervisor-subordinate relationship, cultural values, and organizational justice." online access from Digital Dissertation Consortium, 2007. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3296523.
Full textArgabright, Karen Jane. "Assessing Organizational Values Within The Ohio State University Extension System." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1338339287.
Full textChoudhury, Sabrina. "Organizational values at Swedbank : A comparative study of the Central region." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-157880.
Full textThrelkeld-Sullivan, Arielle. "OD practitioner values and the impact on environmental behavior." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10142045.
Full textOrganization Development has the potential to play an active role in supporting environmental change initiatives. This study explores the values of a group of OD practitioners who are working with environmental concerns as a consideration in their practice. Nine qualitative interviews were conducted to explore values and surface factors that have influenced those values. The Schwartz Value Questionnaire (SVQ) and the Nature Relatedness Scale were administered to better understand practitioner values. Elements of self-transcendent values were revealed amongst practitioners through both quantitative and qualitative methods. In addition, these practitioners scored higher than the average population on Nature Relatedness. This study supported research, which linked an individual’s self-transcendent values to feelings of environmental concern. This study also supported research by Schein (2014), which showed that certain experiences shaped ecological worldviews of sustainability leaders over their lifespan. OD has an opportunity to enable more of its students and practitioners to adopt this ecological worldview and gravitate towards leveraging OD expertise in the environmental sustainability space.
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.
Full textKlemets, Emelie, Azra Blazevic, and Agevall Anna Svensson. "Internal Branding : Understanding Brand Values." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19242.
Full textJärvensivu, Timo. "Values-driven management in strategic networks : a case study of the influence of organizational values on cooperation /." Helsinki : Helsinki School of Economics, 2007. http://aleph.unisg.ch/hsgscan/hm00180226.pdf.
Full textStrandberg, Malin. "Förmedling och förankring i organisationers värdegrundsarbete : En intervjustudie ur ett sociokulturellt perspektiv." Thesis, Södertörns högskola, Pedagogik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-32001.
Full textNagel, Kevin Frederick. "Organizational values and employee health initiatives : influence on performance and functioning." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ36646.pdf.
Full textDesjardins, Nancy M. "A case study in organizational value communication : understanding value / behavior relationship /." View abstract, 2002. http://library.ccsu.edu/ccsu%5Ftheses/showit.php3?id=1641.
Full textThesis advisor: Glynis Fitzgerald. " ... in partial fulfillment of the requirements for the degree of Master of Science in Organization Communication." Includes bibliographical references (leaves 37-43). Also available via the World Wide Web.
Stump, Carrie Anne. "Communicating relational values in organizational practices: A study of workplace discourse." Connect to online resource, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1460194.
Full textHolmdahl, Filip, and Pegah Esmaeili. "Recreating meaning through cultural investments : A Case Study of Volvo IT in France." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-70961.
Full textOlsen, Jesse Eason. "The effect of organizational diversity management approach on potential applicants' perceptions of organizations." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/34846.
Full textBecker, Malin, and Lisa Öhlund. "Non-Family Employees' Interpretations of Organizational Values : A Case Study of a Dispersed Family Business." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-78256.
Full textDale, Kathleen M. (Kathleen Marie). "An Investigation of the Relationship between Work Value Congruence in a Dyad and Organizational Commitment as Mediated by Organizational Influences." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc277726/.
Full textMeyer, Abel Hermanus. "Common values and competitiveness within a corporate culture and performance model." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52167.
Full textENGLISH ABSTRACT: The utilisation of human capital and its impact on organisational performance must rank as one of the key managerial concerns III South Africa. The message from international competitive studies is clear: corporations become competitive when people and practices change. The global market has exposed the lack of competitive strength and effectiveness of South African corporations. Against this background, managing complex organisations in the private and public sector remains a daunting, pervasive and urgent task. By focusing on issues of organisational behaviour and global competitiveness, the study aims to contribute to the development of competitive (effective) corporations in South Africa. It is important to keep in mind that the present investigation was an exploratory study attempting to add to the body of knowledge about competitiveness. It aimed to enhance existing studies on global competitiveness and organisational effectiveness and open up possibilities for new management strategies and interventions as well as further research. In particular, it builds on previous work on the impact of organisational behaviour on performance. An extremely important development in the study of corporate culture has been proof that that the normative structure (corporate culture) has a significant impact on the performance of an organisation. Because of this impact, corporate culture has to be regarded as one of the key success factors in any corporation. Corporate culture is however no end in itself, but must be regarded as a hermeneutical key (interpretative) to corporate performance. The success of the corporation takes precedence over all other aspects of the organisation, even over its culture. The framework of corporate culture and competitiveness links patterns of behaviour and management practices with underlying assumptions, beliefs and values. It provides a clear description of the integrative mechanisms and dimensions of corporate culture and the way in which they impact on competitiveness. These behavioural factors are key determinants of organisational performance because of the close link between patterns of behaviour and underlying core values and beliefs. The model also defines the elements (people, change, projects, control) that need to be managed, as well as the traits (adaptability and innovation, mission, involvement, consistency) of the culture which determines the performance of the corporation. In terms of the corporate culture and competitiveness framework, the management activity of developing a set of common or core values is therefore a good starting point for any culture intervention strategy aimed at enhancing competitiveness (performance). A shared system of beliefs, values and symbols widely understood by an organisation's members has a positive impact on their ability to reach consensus and carry out coordinated actions. This impact, as well as the nature of the culture of the corporation has to be understood by everybody in the organisation. It also has to assist them in making sense of corporate life in such a manner that it creates opportunities for everyone to impact on the performance of the corporation.
AFRIKAANSE OPSOMMING: Die bestuur van menslike hulpbronne en die impak daarvan op organisatoriese prestasie is een van die kern bestuursvraagstukke in Suid-Afrika. Die internasionale boodskap oor mededingendheid is duidelik. Organisasies se mededingendheid verander wanneer mense en praktyke verander. Oor die algemeen vaar Suid-Afrikaanse organisasies redelik swak in die internasional mark weens 'n gebrek aan kompeterendheid en effektiwiteit. Dit is duidelik dat in hierdie lig, die bestuur van komplekse organisasies 'n uitdagende ontwykende maar dringende uitdaging aan bestuur is. Deur op organisatoriese gedrag en internasionale kompeterendheid te fokus, poog die studie om 'n bydrae te maak tot die ontwikkeling van kompeterende (effektiewe) organisasies in Suid-Afrika. Dit is belangrik om in gedagte te hou dat die studie van ondersoekende aard was en om daardeur verdere insig in kompeterendheid te verkry. Dit poog om by bestaande studies oor internasionale kompeterendheid en organisatoriese doeltreffendheid aan te sluit ten einde nuwe bestuursintervensies en strategië te ontwikkel en terselfdertyd rigting vir verdere navorsing aan te dui. Dit bou in besonder op vorige studies oor die impak van organisatoriese gedrag op doeltreffendheid. 'n Belangrike ontiwkkeling in die studie van korporatiewe kultuur was die bevinding dat die normatiewe struktuur (korporatiewe kultuur) 'n insiggewende impak op die prestasie van organisasies het. As gevolg van hierdie verhouding, moet korporatiewe kultuur as een van die sleutel sukses faktore in enige organisasie beskou word. Korporatiewe kultuur bly egter altyd slegs 'n middel tot die bereiking van doelwitte en nooit as die doel self nie. Dit moet daarom beskou word as 'n hermeneutiese (verklarende) sleutel tot organisatoriese doeltreffendheid. Die prestasie van enige organisasie moet voorkeur geniet bo all ander aspekte van die organisasie, selfs die korporatiewe kultuur. Die raamwerk van korporatiewe kultuur en doeltreffendheid verklaar die interaksie tussen die onderafdelings van kultuur en die organisasie se doeltreffendheid. Die aannames, oortuigings en waardesisteme van 'n organisasie vorm die basis van 'n stel bestuurspraktyke en gedragspatrone. Hierdie gedragspatrone is sleutelfaktore tot organisasie doeltreffendheid as gevolg van die noue verband tussen die gedrag en die onderliggende waardesisteem. Die raamwerk identifiseer die elemente (mense, verandering, projekte en kontrole) as die elemente wat bestuur moet word, sowel as vier meganismes (betrokkenheid, aanpasbaarheid en vernuwing/innovasie, konsekwentheid en doelgerigtheid/rigtingaanwysing) van kultuur wat die doeltreffendheid van die organisasie bepaal. Korporatiewe kultuurintervensie strategië, gemik op prestasieverbetering, behoort in terme van die korporatiewe kultuur en doeltreffendheidsraamwerk by die ontwikkeling van 'n stel gedeelde of kernwaardes te begin. 'n Gedeelde sisteem van oortuiginge, waardes en simbole wat deur alle lede van die organisasie verstaan en aanvaar word, sal 'n sterk en positiewe uitwerking op die vermoë om konsensus en gekoordineerde optrede te bereik, hê. Hierdie uitwerking asook die aard van die kultuur van die organisasie moet deur almal in die organisasie verstaan word. Dit moet hulle ook in staat stel om die organisasie se keuse van prioriteite te verstaan en daardeur geleenthede vir almal te skep om 'n impak op die doeltreffendheid van die organisasie te hê.
Koenigsfeld, Nathan. "Verizon Communications: An Examination of Organizational Discourse "Before" and "After" 9/11." Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/34307.
Full textMaster of Arts
Hoyos, de la Garza Ernesto. "Organizational Values in a Family-Owned Aquatic Center A Case Study : A Neo-Institutionalist view on the influence of meaning systems, as manifested by organizational values, in a Family-Owned Aquatic Center." Thesis, Uppsala universitet, Institutionen för samhällsbyggnad och industriell teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-417578.
Full textStevenor, Brent A. "Culture Shift: Values of Generation X and Millennial Employees." Cleveland State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=csu1560502107953501.
Full textNguyen, Thuan Luong. "Assessing Knowledge Management Values By Using Intellectual Capital to Measure Organizational Performance." Thesis, Nova Southeastern University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10249504.
Full textMeasuring knowledge management performance was one of, if not the most challenging knowledge management activities. This study suggested using intellectual capital as a proxy for knowledge management performance in evaluating its impact on organizational performance. The Value Added Intellectual Coefficient model was employed to measure intellectual capital. Although being used widely in research, the model had its limitations. Also, for intellectual capital measurement, there was a lack of guidelines supported by empirical evidence or best practices. The present study aimed to test the classic and a modified version of this model, and based on the results, shed light on whether the classic version was good enough or the modified one should be highly recommended. The financial fundamental and market data of 425 randomly selected publicly listed firms were collected, and the structural equation modeling technique was employed to test the models. Chi-square difference test was performed to determine whether there was a statistically significant difference between these two models. The results of the tests indicated that the difference between them was insignificant. Therefore, it was concluded that the classic model is adequate, and it can be used effectively to measure intellectual capital. Adding two new efficiency elements—research and development efficiency and relational capital efficiency—in the model did not provide any significant benefit.
Nguyen, Thuan L. "Assessing Knowledge Management Values by Using Intellectual Capital to Measure Organizational Performance." NSUWorks, 2016. http://nsuworks.nova.edu/gscis_etd/986.
Full textHowell, Andrea (Andrea Christine) 1957. "Vision, values and commitment : an examination of the congruence between individual and organisational values and the impact of the degree of congruence on employee commitment." Monash University, Dept. of Management, 2004. http://arrow.monash.edu.au/hdl/1959.1/5485.
Full textChew, Lim Fee-yee. "Evolution of organisational culture : a Singapore experience /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18969173.
Full textHoover, Kristine F. "Values and Organizational Culture Perceptions: A Study of Relationships and Antecedents to Managerial Moral Judgment." Bowling Green, Ohio : Bowling Green State University, 2010. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1262891809.
Full text