Relevant bibliographies by topics / Research organisations

Academic literature on the topic 'Research organisations'

Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Research organisations"

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Mutebi, Henry, Moses Muhwezi, Joseph Mpeera Ntayi, and John C. Kigozi Munene. "Organisation size, innovativeness, self-organisation and inter-organisational coordination." International Journal of Emergency Services 9, no. 3 (August 5, 2020): 359–94. http://dx.doi.org/10.1108/ijes-05-2020-0024.

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PurposeThe purpose of this study is to examine how humanitarian organisation size affects inter-organisational coordination and further tested the mediating role of organisational innovativeness, self-organisation in the relationship between humanitarian organisation size and inter-organisational coordination among humanitarian organisations in Uganda.Design/methodology/approachThe study is based on cross-sectional survey; data was collected from 101 humanitarian organisations. The analysis of the proposed hypotheses was done with the help of PLS-SEM using SmartPLS version 3.3.0 for professionals.FindingsThe results show that humanitarian organisation size significantly relates with inter-organisational coordination. In addition, self-organisation and organisational innovativeness play a complementary role between humanitarian organisation size and inter-organisational coordination.Research limitations/implicationsThe findings of this research provide useful insights into the role of humanitarian organisation size in boosting inter-organisational coordination in humanitarian relief delivery. High levels of self-organisation and organisational innovativeness not only improve inter-organisational coordination in humanitarian relief delivery but also enhance the transformation of humanitarian organisation size benefits into inter-organisational coordination.Originality/valueThis research is one of the few studies that investigated the effect of humanitarian organisation size and inter-organisational coordination. It also brings into the limelight the mediating role of self-organisation and organisational innovativeness between humanitarian organisation size and inter-organisational ordination in humanitarian relief delivery.
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Schulze, Jonas Hermann, and Felix Pinkow. "Leadership for Organisational Adaptability: How Enabling Leaders Create Adaptive Space." Administrative Sciences 10, no. 3 (June 28, 2020): 37. http://dx.doi.org/10.3390/admsci10030037.

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Organisational adaptability is the ability of an organisation to recognise the need to change and seize opportunities in dynamic environments. In an increasingly complex world, leadership must pay attention to dynamic, distributed, and contextual aspects in order to position their organisations for adaptability. The theory of dynamic capabilities constitutes a central concept for the requirements that enable organisational adaptability. Recent research suggested a model of “leadership for organisational adaptability” embedded in the theory of dynamic capabilities and ambidextrous leadership. This model ascribes leaders the task of creating “adaptive spaces”, which are ways to engage in tension that arises when new ideas collide with an organisation’s operational system, in order to generate and scale innovation. This work employs a qualitative research design by conducting expert interviews with participants from the management consulting industry as an exemplary object of research, and it identifies ways by which leaders can create such adaptive spaces. Findings indicate that leaders predominantly achieve this by providing employees with head space and opportunities to connect with others and promote diversity within their organisations. However, they could engage more actively in activities that pressure the organisation to change, leverage network structures to scale innovation, and in developing employees. It further emerged that organisations have not fully internalised the notion of distributed leadership, which is deemed crucial for coping with complexity.
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Tampere, Kaja. "Corporate social responsibility developments in post-communist countries: Towards organisations’ social legitimacy." Central European Journal of Communication 12, no. 1 (May 13, 2019): 62–77. http://dx.doi.org/10.19195/1899-5101.12.1(22).4.

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The aim of the paper is to introduce corporate social responsibility CSR as an organisation’s management and stakeholders’ relations tool in post-communist countries for ensuring the organisation’s social legitimacy. The article discusses how understanding the interdependence between the organisation and society helps to support the organisation to develop social legitimacy and therefore ensure its sustainability. The general research problem in this article is connected with the societal context of studied organisations: how CSR could be positioned and managed in a post-communist society to avoid a rebuff against an organisation’s CSR activities. The topic of this paper is approached through three research questions: how post-communist organisations see the CSR position in the organisation, how social legitimacy is acknowledged and defined, and finally to what extent CSR is seen as a tool for ensuring social legitimacy. For the research, seven Estonian organisations’ representatives with management responsibility were interviewed to find out their thoughts and ideas about CSR and social legitimacy.
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Howell, Gwyneth V. J., and Rohan Miller. "Maple Leaf Foods: Crisis and Containment Case Study." Public Communication Review 1, no. 1 (February 9, 2010): 47. http://dx.doi.org/10.5130/pcr.v1i1.1297.

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Crises can impact an organisation’s viability, credibility and reputation. Communication can preserve and protect the valuable reputation of an organisation, by demonstrating an acceptance of responsibility for the crisis and addressing victim concerns. The research illustrates that Maple Leaf Food’s crisis communication strategy was effectual and in supported to its purported organisational values as an organisation focused on health and safety. This case highlights why it is crucial for organisations to develop and apply a cohesive crisis communication strategy.
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Iyamu, Tiko, and Leshoto Mphahlele. "The impact of organisational structure on enterprise architecture deployment." Journal of Systems and Information Technology 16, no. 1 (March 4, 2014): 2–19. http://dx.doi.org/10.1108/jsit-04-2013-0010.

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Purpose – In many organisations, the alignment between information technology (IT) and business is viewed as an important catalyst for the organisation's effectiveness and efficiency towards achieving a competitive advantage. Yet, a shared understanding between business and IT (the EA included) remains an issue in many organisations. The organisational structure affects the alignment between business and IT units. Conversely, a lack of alignment of both components (IT and business units) impedes organisations' capacity to increase and improve their productivity. Many studies have been conducted in the area of IT, EA and the organisational structure. There is, however, little evidence of work conducted in exploring the interface between organisational structure and EA prior to this study. The paper aims to discuss these issues. Design/methodology/approach – A case-study research approach was employed to investigate the impact of organisational structure in the deployment of EA in organisations. Qualitative data were collected through semi-structure technique. The analysis was carried out, using structuration theory. Findings – The magnified data revealed some of unforeseen factors impeding the success of the EA deployment in the organisation. Originality/value – The work is original, and it has not been submitted or published anywhere else.
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Plowman, Penelope J. "Participatory methodologies for intersectional research in organisations." Journal of Organizational Ethnography 5, no. 1 (March 14, 2016): 28–43. http://dx.doi.org/10.1108/joe-02-2015-0010.

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Purpose – The purpose of this paper is to explore what it means to do intersectional research in an organisational ethnographic case study addressing gender, race, power and change. The main contribution of this paper is a methodological one. The focus is on the relevance and experience of adapting two qualitative research methods – diary study and photographic method. Design/methodology/approach – The paper describes the design, implementation and impact of the diary and photographic methods. Both research methods combine personal reflection with group dialogue. The case study is framed by feminist analysis of the gendered organisation and examines subjectivities and gender power relations embedded in organisational culture. Findings – Insights from the case study indicate the importance of participatory methodologies for deepening organisational research in the context of an organisational ethnography; the adaptability of the diary and photo methods; the effectiveness of open questions for reflecting on race and gender when participants know the research context; the significance of reflexive practice; the importance of a process approach for organisational analysis and change. Research limitations/implications – The case study findings are generalisable. The adaptations of the two key methods are applicable for research in practice. The concrete methodologies are significant for intersectional research inside organisations. The choice of intersections to be studied will depend on the research context. Practical implications – The case study shows methodological refinements for researching gender, power and difference inside organisations. Originality/value – The paper provides methodological insights into how to conduct intersectional and deep organisational research.
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Koroleva, Natalya, and Elena Shlyakhovaya. "Developing Professional Guidelines for Administrators and Heads of Research at Research Organisations." Science Governance and Scientometrics 16, no. 1 (March 1, 2021): 47–78. http://dx.doi.org/10.33873/2686-6706.2021.16-1.47-78.

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Introduction. The development and deployment of professional guidelines for research organisation administrators and heads of research at research organisations are motivated by the ever-growing productivity requirements for research and scientific and technical activity. They are also motivated by the quality requirements for the results of research and their practical application, as well as the area of activity and qualification requirements for administrators and heads of research. The purpose of this study is to elaborate on the process of drafting professional guidelines for two job types: research organisation administrator and head of research at a research organisation. Methods. We develop the guidelines for research organisation administrators and heads of research at research organisations by using a systemic approach and relying on comparative and functional analysis. Other methods employed include expert surveys, expert assessments, content analysis of expert comments and a graphical method that clearly illustrates the stages in which the proposals received from experts are processed. The theoretical methods used in this study include abstraction and specification, induction and deduction, analysis and synthesis, classification and generalisation. We also employ the simulation of professional activity while developing models of professional guidelines and drafting the professional guidelines themselves. Results and Discussion. As a result of this study, we present the methods of drafting professional guidelines for two job types: Research Organisation Administrator and Head of Research at a Research Organisation, informed by analysing the literature on the subject. In addition, we study how professional guidelines are used abroad, the development of said guidelines, analyse the critiques and suggestions received from experts and interested parties during a public discussion in the professional community, and further adjust our guidelines. Conclusion. After summarising our analysis, we conclude that the development of administrator and head of research activity at research organisations has excellent potential, as these positions are the ones that shape a given research organisation's contribution to resolving the social and economic issues faced by the national government. Our draft guidelines for administrators and heads of research are aimed at introducing an effective HR policy and competent personnel management within research organisations. The structure and content of the draft guidelines are optimal for bridging the gap between professional education and the actual labour market requirements. They fully reflect all skill, knowledge and competence requirements.
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Clifton, Louise, and Paul Gentle. "The genie in the learning organisation? The experience of using multi-level action learning at the Leadership Foundation." International Journal of Public Leadership 11, no. 2 (May 11, 2015): 66–76. http://dx.doi.org/10.1108/ijpl-01-2015-0004.

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Purpose – The purpose of this paper is to examine the working practices and outcomes of an action research project in a specialist organisation engaged in the field of leadership development. The intention of the project was to enable the company involved to become a stronger learning organisation at a time when it was developing a future strategy. Design/methodology/approach – The paper uses a case study approach to describe and analyse a three-stage process involving the use of a focus group, organisational climate survey and voluntary action learning sets. Interviews with participants are analysed thematically in order to assess the impact of the action research project on the organisation’s culture. Findings – Participation by the majority of the Leadership Foundation’s staff in action learning and related opportunities for feedback within the organisation helped move its culture towards wider participation in strategy development and a whole organisation approach to working. Other organisations wishing to build collaborative working cultures can learn from the implications of the project, particularly those concerning the need to attend to the intended outcomes of action learning and the role of skilled, critical facilitators in action learning processes. Originality/value – The paper is innovative in that it explores practitioner-led action research work in a setting of leadership and organisational development. It will interest leaders and managers who seek to build learning organisations, as well as organisational developers with an interest in enhancing the impact of action learning.
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Dogus, Yurdagul. "A qualitative research on organizational peace in schools." Cypriot Journal of Educational Sciences 14, no. 4 (December 31, 2019): 661–75. http://dx.doi.org/10.18844/cjes.v11i4.4486.

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The concept of organisational peace is a dynamic situation that can develop through open communication, whose main elements are justice, trust and goodwill, and affect the peace and happiness of individuals. Organisational peace consists of two dimensions such as ‘internal organisational peace’ and ‘external organisational peace’. ‘Internal organisational peace’, which is formed by relations and conditions within the organisation itself, is influenced by four factors such as individual, organisational, managerial and job characteristics. The ‘external organisational peace’, which is formed by the organisation's relations with others, stems from the direct–indirect, optional or obligatory interactions of the organisation. External organisational peace is influenced by five factors such as hierarchical relations, close environment, other organisations, society and global relations. This research is the first study that provides a conceptual framework for the concept of organisational peace and examines the concept of organisational peace empirically. The aim of this study is to determine the views of teachers in the ‘internal organisational peace’ dimension in schools. The research was carried out in the phenomenological design of qualitative research methods. The study group consisted of 10 teachers selected by the criterion sampling method. Teachers explain the concept of organisational peace with happiness, common goals, cooperation, justice, comfort, democratic values, harmony, respect and healthy communication. Factors that promote ‘internal organisational peace’ are positive personality, job satisfaction, fair practices, effective organisational communication, competencies of managers and good physical conditions of the job. Factors that prevent ‘internal organisational peace’ are negative personality, violent behaviour, unfair management, closed communication and bad physical conditions of the job. Keywords: Organisational peace, school, Turkey.
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Nagabhaskar, Dr M., and Mr Ch Chandra Sekhar. "Impact of OCTAPACE Model on Banking Employees: a Comparative Study of Private and Public Sector Banks with reference to Andhrapradesh." International Journal of Innovative Research in Engineering & Management 9, no. 4 (2022): 122–25. http://dx.doi.org/10.55524/ijirem.2022.9.4.21.

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Organisational culture is a facet that impacts every organisation’s functioning, different organisation needs different quite culture to be set up. it’s defined in terms of shared meaning, patterns of beliefs, rituals, symbols, and myths that evolve over time, service to scale back human variability and control and shape employee behavior in organisation. this research aims to compare private sector and public sector banks in terms of values of employees. The study attempts to understand the impact of OCTAPACE model on banking employees of private and public sector banks in Andrapradesh.The main implication of this research on organisational culture suggest that there is a scope for further improvement in the sample study organisations which would improve their work life by overcoming the monotony.
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Dissertations / Theses on the topic "Research organisations"

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Crafford, Anne. "Identity in organisations : a methodological study." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97031.

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Thesis (DPhil)--Stellenbosch University, 2015.
ENGLISH ABSTRACT: This study examined organisational identity from a substantive and methodological point of view. With the burgeoning interest in the organisational identity construct, there have been a multitude of perspectives and meanings associated with the term. These perspectives formed the basis of three juxtapositions used to evaluate the nature of knowledge generated by various research designs used to study organisational identity. These designs included survey design, content analysis, case study design, ethnography, narrative analysis and discourse analysis. I concluded that the choice for a particular research design does constrain or make possible the generation of different types of knowledge regarding OI. The effect of design type has long been suspected and argued for, and this study provides further substantiation for this view. The choice of research design is not a neutral one but plays an integral role in the nature of the knowledge generated, and should be taken seriously as part of the research process. Also from a methodological perspective, the aim was to explore whether an Internet-based, open-ended qualitative survey could provide a suitable description of organisational identity, and whether it would be possible to develop identity narratives from these responses. Data was gathered in a South African based multi-national engineering firm, the result of a recent merger of two engineering firms. Based on the responses to the survey, I was able to develop descriptive narratives of each of (what had been termed) the heritage organisations, each narrative comprising a series of inter-related identity statements capturing various facets of organisation identity. Three broad narratives for each heritage organisation dealt with the nature of the organisation and its position in the market, the importance of the profession and clients, and the value of people in the organisation. Given the pervasive nature of technology, and that work in many corporate and professional settings is conducted via the internet, an internet-based qualitative survey allows information regarding organisational identity to be gathered fairly easily. The research undertaken in this study thus adds to the body of knowledge surrounding the use of a web-based qualitative survey in accessing organisational identity, and suggests that this form of data gathering in the organisation can be successful, provided that participants are computer literate and have access to the Internet. The organisations in question were chosen as merger partners due to their similarity, and using the descriptive narratives developed from the survey, I was able to examine the question of distinctiveness in similar organisations, which has not yet been addressed. Despite the similarities, the identity of both organisations was arguably distinct, and this could be traced to two factors. The first was an element of social actor, in this case the size of the organisation, which coupled with other factors influenced organisation identity in very specific ways. Secondly, distinctiveness arose from the construction of meaning around specific elements of the social actor by members of the organisations. Thus, much like personal identity, organisational identity is associated with similarity and difference (Buckingham 2008).
AFRIKAANSE OPSOMMING: g Hierdie studie het ten doel gehad om the konsep van organisasie-identiteit te ondersoek vanuit ‘n substantiewe en metodologiese hoek. Die groeiende belangstelling in die konstruk van organisasieidentiteit, gee aanleiding daartoe dat meervuldige perspektiewe en betekenisse aan die term gegee word. Hierdie verskillende perspektiewe vorm die basis van drie naasmekaarstellings wat gebruik word om die aard van kennis, wat geskep word deur verskillende navorsingsontwerpe in die studie van organisasie-identiteit, behoorlik te bestudeer. Hierdie navorsingsontwerpe sluit in opnamestudies, inhoudsanalise, gevallestudies, etnografiese studies, teksontledings en diskoers analise. Ek het tot die gevolgtrekking gekom dat die keuse van ‘n bepaalde navorsingsontwerp weliswaar beperkend of fasiliterend van aard kan wees in die skep van verskillende kennisbasisse rondom organisasie-identiteit. Die impak van die tipe navorsingsontwerp word lankal reeds vermoed, en hierdie studie lewer verdere ondersteuning vir hierdie standpunt. Die keuse van ‘n navorsingsontwerp is nie neutraal nie maar speel ‘n integrale rol in die aard van die kennis wat geskep word en behoort aandag te geniet in the navorsingsproses. Vanuit ‘n metodologiese perspektief was die doelwit ook om te bepaal of ‘n internet-gebaseerde, oopeinde kwalitatiewe opname, ‘n toepaslike beskrywing en begrip van organisasie-identiteit kan lewer en of dit moontlik sou wees om identiteits-ontledings vanuit hierdie response te genereer. Data opnames is gedoen in ‘n Suid-Afrika-gebaseerde internasionale ingenieurskonsultasiefirma, wat bestaan uit twee saamgesmelte firmas. Die response uit die opname het my toegelaat om beskrywende narratiewe van beide die oorspronklike organisasies te ontwikkel. Elk van hierdie bestaan uit ‘n reeks van interafhanklike stellings oor identiteit wat die verskeie fasette van organisasie-identiteit verwoord. Daar was drie narratiewe vir elkeen van die oorspronklike organisasies en hierdie het gefokus op die aard en markposisionering van die organisasie, die belangrikheid van die professie en kliente en die waarde van mense binne die organisasie. Gegewe die deurtastende aard van tegnologie in veral korporatiewe en professionele omstandighede, sal ‘n internet-gebaseerde kwalitatiewe opname die verkryging van inligting rondom organisasie identiteit vergemaklik. Die navorsing onderneem in hierdie studie dra dus by tot ons begrip van die toepassing van internet-gebaseerde kwalitatiewe opnames in die taksering van organisasie identiteit. Dit dui aan dat hierdie vorm van data-insameling in ‘n organisasie sukesvol kan wees indien die respondente rekenaarvaardig is en toegang tot die internet het. Die organisasies wat in die studie gebruik is, het tot ‘n groot mate saamgesmelt aan die hand van hulle soortgelyke aard en waardes. Deur die beskrywende narratiewe te gebruik wat uit die opname ontwikkel is, kon ek die vraagstuk van onderskeidenheid in soortgelyke organisasies ondersoek, wat tot op daardie stadium nie gedoen was nie. Ongeag die ooreenkomste, is bevind dat die identiteit van beide die organisasies wel merkbaar verskil en dat dit toegeskryf kan word aan twee faktore. Die eerste hiervan is geeien as ‘n sosiale agent, in hierdie geval die grootte van die organisasie, wat tesame met ander faktore die organisasie-identiteit op spesifieke manier beinvloed het. Die tweede faktor onstaan uit die konstruksie van betekenis rondom spesifieke elemente van die sosiale agent deur lede van die organisasies. Dit is dus duidelik dat organisasie-identiteit, soos persoonlike identiteit, geassosieer word met ooreenkomste en verskille (Buckingham 2008)
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Aliba, Beatrice. "Knowledge management in research organisations : a knowledge audit." Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/14703.

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Includes bibliographical references (leaves 120-125).
This dissertation focuses on a knowledge audit that was conducted in a research organisation (PLAAS) at the University of the Western Cape in Cape Town, South Africa. A knowledge and information audit provides a framework that examines the ways in which an organisation handles and leverages its knowledge and information assets. The audit examines ways an organisation creates, generates, disseminates, stores and shares its knowledge and information resources. In the process, the gaps, sinks, and duplications are revealed; providing useful information that can support decision making and knowledge management initiatives to enhance organisational productivity and effectiveness. This relates specifically to developing relevant information and knowledge strategies, to understanding an organisation's knowledge and information needs and aligning these with the right tools that will facilitate efficiency in an organisation's core engagements. This knowledge and information audit was exploratory in nature and sought to understand the current information and knowledge environment of the organisation. It was anticipated that the results would augment and feed into the current reflections of the organisation on how to leverage its knowledge and information assets and improve efficiency and remain competitive in the market place. The audit was carried out at PLAAS, a research unit that produces considerable research output based on the empirical studies that the staff conducts. The organisation, in addition, is actively involved in forums that debate and engage with various players in the land and agrarian sector in South Africa. These engagements are at a level where they influence policy matters related to land and agrarian matters in the new South Africa. This audit sought to examine what information and knowledge supports core engagements of the staff, what information and knowledge they use, where they find it and in the process establish the gaps, and challenges staff face as they carry out their core research duties. The audit adopted a qualitative approach to research, where interviews were the primary source of data collection. An interview guide was developed to facilitate the data collection and twelve (12) interviews were conducted. The themes, recurring items, and unique views that emerged guided the analysis. Recommendations to improve the current knowledge and information environment took the form of a 'Road Map for Knowledge Management' that the organisation can adopt to enhance the current operating system. The knowledge and information audit showed that the organisation is very knowledge-oriented and extensively engaged in knowledge work even though this is not explicitly referred to as 'Knowledge Management'. Many shortcomings were identified with regard to the knowledge and information system that is currently in place and these specifically relate to: the organisational structure, organisational memory, organisational technology infrastructure, infrastructure, knowledge sharing activities, and the organisational culture. The results suggested that the organisation needs to strengthen aspects in these areas in order to remain efficient and support the staff in their daily work activities. The outcomes further suggest that knowledge audit methodologies (as an area of knowledge management) need to develop and be standardized and that more research needs to be conducted in this field of knowledge management.
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Gall, Peter. "Creating new instruments to advance research into virtual organisations." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2008. https://ro.ecu.edu.au/theses/193.

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This study reviews the literature in relation to virtual strategic alignment models and strategies. From this the researcher develops a framework to test two new strategic alignment instruments designed to measure the espoused preparedness of organisations to operate virtually and the readiness of an organisation to collaborate virtually. These instruments are designed to assist organisations in recognising and exploiting their degree of virtuality and can support organisations in developing new organisational forms that fully leverage the value of their ICT assests. Prior research has attempted to address strategic alignment issues either internally, externally or holistically. A new approach was necessary.
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Hendricks, Kelly Cecile. "Expanding the understanding of positive organisational practices in positively deviant organisations: An online desk research review." University of the Western Cape, 2019. http://hdl.handle.net/11394/6941.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
Positive organisational practices are actions performed by employees within the workplace that enhance worker and organisational wellness. In identifying positively deviant organisations, specific positive practices within the organisation were studied as an online desk research. This study is based on a backdrop of a study by Cameron et al. (2011) where the authors theorise about certain positive practices, but do not stipulate actual practices. In understanding what these positive practices look like, the study used the interpretive paradigm. Through qualitative inquiry, thematic analysis was used to expand the understanding of manifest positive practices in organisations. The researcher used two significant ways of gathering the data, both through the internet; looking up "top" and "happiest" companies to work for as well as looking at the International Positive Psychology Association (IPPA) Network online resources and Michigan Ross School of Business online page. All of the data gathered (150 pieces) was from secondary internet / online sources. The results generated 13 themes, of which five stood out as most salient: social interactions at work, inclusivity of all differences, mindfulness, transparent/open communication and creativity/innovation. The study concludes by identifying similarities between Cameron et al. (2011) and the study results, and proposes a link between 11 of the themes. Furthermore, the results suggest that seven of the study’s practices coincide with one particular practice from Cameron et al. (2011): ‘inspiring’ others in the workplace. The significance of the study includes the expanded understanding of positive organisational (manifest) practices that take place in positively deviant organisations. By comparing and contrasting these practices with the Cameron et al. (2011) positive practices, similarities were found. Recommendations for future research are offered.
2020-08-31
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Lehaney, Brian. "Simulation modelling in administration-by-consensus organisations." Thesis, Brunel University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.286696.

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Burnett, S. "Organisational and systems factors impacting on patient safety in acute care organisations : lessons from four multi-site research studies." Thesis, University of Westminster, 2016. https://westminsterresearch.westminster.ac.uk/item/9ywzv/organisational-and-systems-factors-impacting-on-patient-safety-in-acute-care-organisations-lessons-from-four-multi-site-research-studies.

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Background Patient safety is concerned with preventable harm in healthcare, a subject that became a focus for study in the UK in the late 1990s. How to improve patient safety, presented both a practical and a research challenge in the early 2000s, leading to the eleven publications presented in this thesis. Research question The overarching research question was: What are the key organisational and systems factors that impact on patient safety, and how can these best be researched? Methods Research was conducted in over 40 acute care organisations in the UK and Europe between 2006 and 2013. The approaches included surveys, interviews, documentary analysis and non-participant observation. Two studies were longitudinal. Results The findings reveal the nature and extent of poor systems reliability and its effect on patient safety; the factors underpinning cases of patient harm; the cultural issues impacting on safety and quality; and the importance of a common language for quality and safety across an organisation. Across the publications, nine key organisational and systems factors emerged as important for patient safety improvement. These include leadership stability; data infrastructure; measurement capability; standardisation of clinical systems; and creating an open and fair collective culture where poor safety is challenged. Conclusions and contribution to knowledge The research presented in the publications has provided a more complete understanding of the organisation and systems factors underpinning safer healthcare. Lessons are drawn to inform methods for future research, including: how to define success in patient safety improvement studies; how to take into account external influences during longitudinal studies; and how to confirm meaning in multi-language research. Finally, recommendations for future research include assessing the support required to maintain a patient safety focus during periods of major change or austerity; the skills needed by healthcare leaders; and the implications of poor data infrastructure.
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Baguma, Sylvester D. "Knowledge retention in national agricultural research organisations : the case of Uganda." Thesis, Loughborough University, 2016. https://dspace.lboro.ac.uk/2134/23152.

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Organisation knowledge attrition continues to gain attention due to the increasing mobility of organisational employees. Employees leave organisations due to retirement, resignation in search for better employment opportunities, termination of employment contracts, indisposition, unofficially leaving employment, and death. When they leave organisations, they take with them tacit knowledge. Attrition of tacit knowledge leads to loss of intellectual assets and erosion of organisational memory which negatively affect learning and innovation. The knowledge can be subject matter expertise, organisational memory of why certain decisions were made, experience of past research and development projects and the social network in terms of from whom they sought out for answers or collaborated with in executing their tasks. Knowledge attrition is common in many organisations in different sectors. The literature does not show any framework that addresses knowledge attrition right from the time an employee is recruited into an organisation to when he or she leaves it. The purpose of this study was to develop an integrated knowledge retention framework for minimising organisational knowledge attrition. This was achieved by investigating how loss of organisational tacit knowledge can be minimised. The research adopted a single case study design with a concurrent parallel mixed methods research strategy informed by pragmatic philosophical assumptions. It was conducted in Uganda in a large national agricultural research organisation. Data was collected from 36 focus group discussions involving 161 participants, review of organisational documents, 35 interviews, 205 online surveys and a validation workshop by 16 top managers. The main contribution of this research is the novel framework for knowledge retention that comprehensively addresses knowledge attrition from an organisation. The framework comprises two categories of components. The first is the organisational behavioural components comprising knowledge sharing, capturing and documenting knowledge, and knowledge exploitation. This category constitutes the core components of the knowledge retention strategy. The second category is the organisational environmental components. It comprises creating organisational learning environment, having knowledge-oriented governance and leadership, providing necessary capacities and conditions, and providing strategic guidance - planning for knowledge retention. Environmental components have moderating effects on the behavioural components. In addition, it has contributed to the theoretical existing body of knowledge from the framework that was developed. This complements the reviewed literature which uncovered three conceptual categorisations of the knowledge retention strategies based on the timing of capturing knowledge from an individual. The three categories are: Reactive (short-term), Containment (medium-term) and Preventive (long-term) knowledge retention strategies. Although the concept of knowledge retention is not new, this research has contributed to the existing body of literature. Additionally, the study provides a deeper understanding of knowledge retention and opens new research areas. Perhaps this is the first study of its kind in the agricultural sector specifically focussing on agricultural research.
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Jotisakulratana, Maleeya. "Intellectual capital and the performance of researchers in public research organisations." Thesis, Imperial College London, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.538678.

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Mumuni, Eliasu. "Developing a framework for transdisciplinary communication in multifaceted agricultural research organisations." Thesis, University of Nottingham, 2018. http://eprints.nottingham.ac.uk/49066/.

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Agriculture represents a class or expression of complexity which researchers need to look at because of its immense contribution to rural development and poverty reduction. Scientists and researchers per their disciplinary training and specialisations differ in wider perspectives and methodologies. In addition to the compartment functioning processes of organisations, fluid interaction and collaboration of actors are further limited. This study examines how actors in Crops for the Future (CFF) interacted formally and informally as a complex agricultural research organisation to address the transdisciplinary communication challenges it faces. Using ethnographic methods with participant observation, interviews and official document reviews, the study revealed that, the structuring of CFF into themes and programmes was intended to network and work in their areas of disciplines. The study revealed that internal policies of CFF such as the research value chain (RVC), the doctoral support programmes (DTP) and flagship projects aim to improve research collaboration and as a research strategy, tend to support working together effectively. However, it further revealed that, though actors collaborate and network across different knowledge communities, elements of personal interest and power appear to play a significant role in that drive. Raising questions of communication and reporting process, revealed a mixed form of vertical and horizontal hierarchies, supported by a project and functional structures of management in CFF. The informal practices of actors in CFF (social networking, friendship, interactions etc.) tend to strongly support and enhance the formal structures and policies (programmes, themes, reporting and management structure etc.).
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Clark, Tom. "Doing qualitative research with people and organisations : how do researchers understand and negotiate their research relationships?" Thesis, University of Sheffield, 2008. http://etheses.whiterose.ac.uk/934/.

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Using the child and family research arena as a base, and by generating and analysing empirical data according to the grounded theory methodology proposed by Glaser and Strauss (1967), this thesis adopts an empirical approach to the study of the research relationship. More specifically, it explores how researchers (n=13) understand the research process and, in particular, how they negotiate the process of doing research with people and organisations. Four key social actors are identified and discussed. These are: the researchers, the funding agencies, the gate-keepers, and the research groups. Whilst, the issues involved with the post-data collection stages of research are not presented here, the issues associated with the pre-data-collection phases and data-collection phases of research are articulated. Within the pre-data collection phases of research, the process of research generation and how the interests of researchers converge with funding agencies are examined and discussed. Similarly, the roles of gate-keeping groups, who straddle the pre-data collection and data collection phases of research, are also explored and the supporting mechanisms of these relationships highlighted. Finally, the thesis explores the nature of researchers' relationships with research groups by distinguishing between categorical, collective, and formal, research groups. The mechanisms that support and challenge engagement with these groups are identified and the ethical devices that researchers use to negotiate and manage these relationships are also explored.
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Books on the topic "Research organisations"

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Mcniff, Jean. Action Research in Organisations. London: Taylor & Francis Group Plc, 2004.

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Jack, Whitehead, ed. Action research in organisations. London: Routledge, 2000.

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Mathur, Kuldeep. Policy research organisations in South Asia. New Delhi: Centre for the Study of Law and Governance, 2009.

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Society, Market Research. Organisations and individuals providing market research services. London: MRS, 1993.

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Society, Market Research. Organisations and individuals providing market research services. London: MRS, 1994.

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1952-, Stewart Jim, and Beaver Graham, eds. HRD in small organisations: Research and practice. London: Routledge, 2004.

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Society, Market Research. Organisations and individuals providing market research services. London: Market Research Society, 1989.

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Society, Market Research. Organisations and individuals providing market research services. London: MRS, 1995.

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S, Tyson, and European Institute for Advanced Studies in Management., eds. Appraising and exploring organisations. London: Croom Helm, 1988.

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Md, Rowsonazzaman Mir, and Bāṃlādeśa Sāmājika Bijñāna Gabeshaṇā Parishada., eds. Bangladesh directory of social science research organisations, 1986. [Dhaka]: Social Science Research Council, Planning Division, Ministry of Planning, 1988.

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Book chapters on the topic "Research organisations"

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McGregor, Joel Robert, and David Farrugia. "Doing research in organisations." In Complexities of Researching with Young People, 33–45. Abingdon, Oxon ; New York, NY : Routledge, 2020. | Series: Youth, young adulthood and society: Routledge, 2019. http://dx.doi.org/10.4324/9780429424489-3.

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Meyer, Patrick. "Research Design." In Markt- und Unternehmensentwicklung Markets and Organisations, 231–33. Wiesbaden: Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-37500-3_38.

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Meyer, Patrick. "Overall Research Design." In Markt- und Unternehmensentwicklung Markets and Organisations, 13–21. Wiesbaden: Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-37500-3_3.

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Rehm, Georg, Katrin Marheinecke, Rémi Calizzano, and Penny Labropoulou. "Language Technology Companies, Research Organisations and Projects." In European Language Grid, 171–85. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-17258-8_9.

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AbstractThe European Language Grid is meant to develop into the primary platform of the European Language Technology community. In addition to LT tools and services (Chapter 7) and Language Resources (Chapter 8), ELG represents the actual members of this community, i. e., the companies and research organisations that develop language technologies and that are engaged in related activities. The goal of becoming the primary platform for LT in Europe implies that ELG should ideally represent all European companies and all European research organisations with corresponding metadata records in the ELG catalogue, which are interlinked with the respective LT tools and services as well as language resources they offer. This chapter describes the European stakeholders and user groups that are relevant for the ELG initiative, the composition of the community and the locations of the companies and research groups as currently listed in ELG. Furthermore, we describe a number of technical and organisational challenges involved in the preparation of our list of stakeholders, and outline the process of catalogue population.
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Garavan, Thomas N., Fergal O’Brien, James Duggan, Claire Gubbins, Yanqing Lai, Ronan Carbery, Sinead Heneghan, Ronnie Lannon, Maura Sheehan, and Kirsteen Grant. "Suggestions for Research and Practice." In Learning and Development Effectiveness in Organisations, 153–73. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-48900-7_6.

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Meyer, Patrick. "Research Design: Exploratory Interview Study." In Markt- und Unternehmensentwicklung Markets and Organisations, 191–96. Wiesbaden: Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-37500-3_32.

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Liu, Yue, Dejun Zheng, Haichen Zhou, and Shaoxiong Fu. "Value of the Influence of Research Highlights on Academic Papers." In Knowledge Management in Organisations, 49–64. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-07920-7_5.

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Sam, Michael P. "Stakeholders in public administration and policy research." In Stakeholder Analysis and Sport Organisations, 111–26. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003111917-9.

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Gios, Lorenzo. "Discussion of Research Results." In Resilience and Strategy Execution in Public Organisations, 143–267. Wiesbaden: Springer Fachmedien Wiesbaden, 2021. http://dx.doi.org/10.1007/978-3-658-34467-2_4.

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Helbig, Christian, Sandra Hofhues, and Bence Lukács. "Multi-Stakeholder Dialogues as Instrument for Design and Qualitative Research in Educational Organisations." In Digital Transformation of Learning Organizations, 23–40. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-55878-9_2.

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AbstractThe article focuses on the value of group discussions both as a method of organisational development and as a method of empirical social research. These two perspectives are discussed as a “double meaning”, which often occurs simultaneously in different forms. The concept of “multi-stakeholder dialogues” takes up this challenge. Following on from this, dimensions of the design and research of group discussions will be discussed. The contribution relates to the subproject “Multi-stakeholder Dialogues and Qualitative Evaluation” of the joint project “#ko.vernetzt”. The subproject had the task of accompanying, structuring and researching organisational development in a networked educational institution with dialogue formats. A total of nine dialogues were conducted with different groups of participants, six of which were analysed using qualitative methods. The research perspective is based on a concept of organisations from a praxeological perspective and an understanding of organisational culture as collective conjunctive experience. Thus, the object of qualitative research is the reconstruction of typical modus operandi of the processing of requirements. The results show that structural deficits in educational organisations are reproduced and reinforced by digitisation.
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Conference papers on the topic "Research organisations"

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NANAYAKKARA, N. B., Y. G. SANDANAYAKE, and B. J. EKANAYAKE. "AN INVESTIGATION ON CORPORATE SOCIAL RESPONSIBILITY OF CONSTRUCTION ORGANISATIONS IN DISASTER IN SRI LANKA." In 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.22.

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Corporate Social Responsibility (CSR) is a concept, which is broadly determined as ensuring the efficacy of the organisation in integrating social and environmental considerations into organisational operations. In Sri Lankan context, a great enthusiasm can be seen among organisations to engage in CSR initiatives. Having considered the importance and impact, the study aims to investigate the importance of CSR initiatives by construction organisations in disasters in Sri Lanka. Thus, a mixed method research approach was followed as the methodology of this study. Findings are based on semi-structured interviews held with construction industry professionals. Findings of this study revealed that the implementation of CSR initiatives is more important during a disaster situation in the aspects of both affected party and aiding party. Moreover, construction organisations implement CSR during disaster situations by considering it as a mandatory responsibility of an organisation. Further, most of the construction organisations engage in CSR implementation during natural disaster situations. In practice all the construction organisations tend to engage in reactive initiatives. More importantly, it is revealed that both the organisational work force and society are benefitted through CSR implementation in disaster situations.
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SKAČKAUSKIENĖ, Ilona, and Juliana SMIRNOVA. "OPPORTUNITIES FOR THE DEVELOPMENT OF A GREEN ORGANISATION IN THE CONTEXT OF NATIONAL AND INTERNATIONAL STRATEGIC DOCUMENTS AND INICIATIVES." In International Scientific Conference „Contemporary Issues in Business, Management and Economics Engineering". Vilnius Gediminas Technical University, 2021. http://dx.doi.org/10.3846/cibmee.2021.628.

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The article emphasizes the aspects of organisational development in the context of green organisation, de- scribing the importance of changes in an external environment for the development of the organisation. Purpose – the purpose of the article is to analyse the relevance of green organisation development at the national and international levels by examining it through the prism of strategic documents and initiatives. In order to determine the development directions of the green organisation on the basis of strategic documents and initiatives. Research methodology – the methods of critical analysis of scientific literature, strategic documents, initiatives and synthesis as well as abstrahation have been applied. Findings – main findings of the research proved that development of green organisation is relevant in the context of key international and national strategic documents. Also the definition of the development of green organisations is proposed by authors. The analysis of strategic documents and initiatives at the national and international levels has shown that their impact on the development of a green organisation can be both direct and indirect. Research limitations – the limitation of this reseach is that mainly key international and national strategic documents were analyzed. Analysis of other strategic documents can be stated as a direction for future research. Practical implications – the results of the research could be used as a basis for the promotion of the development of green organisations at the national and international level both directly and indirectly. Originality/Value – the originality of this research can be defined by complex approach to analysis related to the impact of actual legal regulation to the development of green organisations.
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Colberg, Tim. "ORGANISATIONAL RESILIENCE: CREATING AMBIDEXTERITY IN STRATEGIC AND OPERATIONAL RESILIENCE." In 12th International Scientific Conference „Business and Management 2022“. Vilnius Gediminas Technical University, 2022. http://dx.doi.org/10.3846/bm.2022.770.

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In the current unstable business environment, resilience in organisations might be an enabler to withstand this uncertainty. This study aims to separate strategic and operational resilience and discuss the simultaneous ap-proachability to enhance the understanding of resilience. Therefore, this conceptual research applies a literature review of leading publications in organisational ambidexterity and organisational resilience. Achieving organisational resil-ience is possible by seeing resilience, not as a standalone function, but by sensing and seizing opportunities and threats and transforming the business model into a resilient state by pursuing an ambidextrous organisation by exploiting op-erational and exploring strategic resilience. Combining organisational resilience and ambidexterity into one framework can help organisations and management prepare for and deal with uncertainty by building resilience on the strategic and operational levels.
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Gaheyr, Asha, Anand Sheombar, and Pascal Ravesteijn. "Comparison of BPM Maturity and Performance of the Dutch Department of Defence With Other Sectors." In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.41.

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This study investigates the Business Process Management (BPM) maturity and process performance of the Dutch Department of Defence (DDoD). Like any other organisation, defence departments use BPM to manage their daily business processes. Despite using BPM, the organisation has never undertaken the initiative to analyse its BPM Maturity level and process performance. This paper presents the first results of such a study and compares this to similar military organisations, non-profit organisations and other organisations in the private sector. The DDoD BPM Maturity index score of 2.66 is similar to that of peer organisations. The study provides some suggestions for research and practical implications for further Business Process Maturity development of the DDoD organisation.
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Kensah, David, and Aard Groen. "Appropriation of value in biomedical research outcome at public research organisations." In 16th Annual High Technology Small Firms Conference, HTSF 2008. University of Twente, 2008. http://dx.doi.org/10.3990/2.268487997.

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Transactions on biomedical research outcomes bring into play strategies that are determined by leveraging resources into quasi-markets and on options based on expectations. To govern such transactions, the choice of appropriate governance structures and the governance of interaction are all too often in remittance of risk and uncertainty. Organisation and communities are prompted by issues concerning intellectual property (IP) to underwrite information, which is inherently fraught with difficulties of discerning ownership and quantifying qualitative business variables. Against that backdrop, we enquire on the mechanisms underpinning value dissipation and value appropriation of biomedical research outcomes to make proposition on the organisational antecedence to innovation. It is a preamble study with the view to developing a meso-level framework to describe mechanisms of value appropriation of upstream biomedical (non-invasive) research at Public Research Organisation. Its underpinning is largely based on the availability appropriability regimes and viability of organizational governance decisions and how the choice of organizational governance form affects both the creation and appropriation of economic value.
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GOWSIGA, M., and H. S. JAYASENA. "DIFFUSION OF PROFESSION IN SRI LANKAN ORGANISATIONS: FACILITIES MANAGEMENT." In 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.4.

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Facilities Management (FM) is the integrated management of the workplace to enhance the performance of the organization. It is obvious that competent FM will arouse effective working performance and the value of the organisation by increased employee productivity. Diffusion of Innovation (DOI) theory helps to explain the adoption process of innovation by modelling its entire life cycle according to the aspects of communications and human information interactions. Thus, this research aims to identify the influencing factors and nature of their effect on FM diffusion in Sri Lankan organisations, FM as a sample for the profession. A qualitative research approach was selected to conduct the research. A comprehensive literature synthesis was carried out at first to determine the existing data and also to develop the questionnaire survey which was designed for top management of FM adopted organisations in Sri Lanka. The questionnaire respondents were selected randomly with the available information. Collected data were analysed using manual content analysis and which was validated using a 95% confidence interval test. Research findings revealed that majority of FM adoption decision was taken in the Sri Lankan organisations by Board of Directors/ Managing Director which is authority type organizational innovation-decision and there is nothing which belongs to collective categories such as the decision of the government or any corporation or councils or board. Moreover, the Rogers generalizations regarding internal characteristics for the innovative organizations are most appropriate with the Sri Lankan FM adopted organizations.
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Lenart-Gansiniec, Regina, and Łukasz Sułkowski. "CROWDSOURCING - A NEW PARADIGM OF ORGANISATIONAL LEARNING OF PUBLIC ORGANISATIONS." In NORDSCI Conference Proceedings. Saima Consult Ltd, 2018. http://dx.doi.org/10.32008/nordsci2018/b1/v1/55.

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Crowdsourcing is one of the new themes that has appeared in the last decade. It is perceived as an innovative method that can be used for problem solving, improving business processes, creating open innovations, building a competitive advantage, and increasing transparency and openness of the organisation. The importance of crowdsourcing for organisational learning is seen as one of the key themes in the latest literature in the field of crowdsourcing. This article is a response to the recommendations in the subject literature, which states that crowdsourcing in public organisations is a new and exciting research area. The aim of the article is to present a new paradigm that combines crowdsourcing levels with the levels of learning. This article presents a cross-sectional study of four Polish municipal offices that use four types of crowdsourcing, according to the division by J. Howe. Semi-structured interviews were conducted with the management personnel of those municipal offices. The research results show that crowdsourcing is a new and rapidly developing organisational learning paradigm.
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Erić Nielsen, Jelena, Jelena Nikolić, Marko Slavković, and Dejana Zlatanović. "How to Make Health Organisations More Agile During the Pandemic? Challenges of Managing Entrepreneurial Behaviour." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.37.

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The COVID-19 pandemic has put health systems around the world under the ultimate pressure, unseen in the modern age. The main purpose of this research is to investigate how to make health organisations more adaptable in the pandemic circumstances, more precisely how the internal organisational climate affects entrepreneurial initiative on a daily basis. Entrepreneurial initiative thrives in an organisation with an organisational culture based on values promoted by entrepreneurial management, highlighting the possibility of individual initiative, through appropriate compensation mechanisms, given the organisational context and time constraints. During the pandemic year 2020, we conducted a pilot study as part of more comprehensive research, in which data were collected from primary care health centers in Serbia. The Corporate Entrepreneurship Climate Instrument (CECI) was used in order to estimate and evaluate the internal environment and overall propensity toward entrepreneurship. The instrument encompasses five relevant determinants that influence employees’ entrepreneurial activities: management support, work discretion, time availability, rewards/reinforcement, and organisational boundaries. The value of the research is reflected in the creation of empirically and theoretically substantiated evidence about the relevance of these factors for creating a favourable internal organization climate, thus allowing a more flexible and creative health service.
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Wognum, P. M. "Designers in Organisations." In ASME 2002 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/detc2002/dtm-34028.

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Design processes in current industrial contexts require integration between different disciplines and functions, not only within an organisation but also across organisational and even national borders. Many barriers to integration can be observed, however, in multi-disciplinary and multifunctional design projects. One of these barriers is the lack of organisational, management, and social knowledge and skills, on the level of team members as well as on the level of project management. To achieve a sufficient level of integration technical knowledge and skills are necessary but not sufficient. Organisational, management, and social skills are necessary too. In our research on organisation and management of business processes we have found that this last category of knowledge needs improvement for the largest part of design team members and managers. As designers are professionals who have been employed because of their knowledge and skills, gained through prior academic or professional education, the question can be asked to what extent organisational, management, and social knowledge is included in this education. One way to answer this question is by studying the knowledge and skills deemed important for performing design tasks. An important source of this knowledge can be found in journal articles in the area of engineering design. The authors of these articles are in most cases also the ones transferring this knowledge to future designers. In this paper, a study of 94 recently published journals articles is described, which reveals, that organisational, management, and social skills are not yet a major focus of attention. In particular the number of empirical studies on the organisational, social, and managerial behaviour of designers in practical contexts is scarce in the engineering research community. These results will be confronted with results from management and social sciences research. We argue that the gap between these two fields of research needs to be bridged to better prepare designers for their task in current industrial contexts.
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Buwert, Peter. "Examining the Professional Codes of Design Organisations." In Design Research Society Conference 2018. Design Research Society, 2018. http://dx.doi.org/10.21606/drs.2018.493.

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Reports on the topic "Research organisations"

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Carpenter, David, Ron Iphofen, John Oates, Andrew Rawnsley, and Birgit Whitman. Research Ethics Support and Review in Research Organisations. UKRIO and ARMA, April 2020. http://dx.doi.org/10.37672/ukrio-2020.01-arma.

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Reinhardt, Anke, and Katrin Milzow. Evaluation in Research and Research Funding Organisations: European Practices. European Science Foundation, 2012. http://dx.doi.org/10.22163/fteval.2012.97.

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Carpenter, David, Ron Iphofen, John Oates, Andrew Rawnsley, and Birgit Whitman. Research Ethics Support and Review in Research Organisations Summary document. UKRIO and ARMA, April 2020. http://dx.doi.org/10.37672/ukrio-2020.02-arma.

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Adamowicz, Elzbieta, Balazs Borsi, Eamon Cahill, Katalin Devai, Amir Filacek, Norbert Gallagher, Julita Jablecka, Janina Jozwiak, Martin Kedro, and Krzysztof Kurzydlowski. The RECORD Manual. Benchmarking Innovative Research Organisations in European Accession Countries. Europäische Kommission, January 2004. http://dx.doi.org/10.22163/fteval.2004.199.

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Hyytinen, Kirsi, Katri Kallio, Olli Kuusisto, and Arho Suominen. Making the invisible visible. Towards strategic measures of research and technology organisations (RTOs). Fteval - Platform for Research and Technology Policy Evaluation, May 2019. http://dx.doi.org/10.22163/fteval.2019.409.

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Musa, Padde, Zita Ekeocha, Stephen Robert Byrn, and Kari L. Clase. Knowledge Sharing in Organisations: Finding a Best-fit Model for a Regulatory Authority in East Africa. Purdue University, November 2021. http://dx.doi.org/10.5703/1288284317432.

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Knowledge is an essential organisational asset that contributes to organisational effectiveness when carefully managed. Knowledge sharing (KS) is a vital component of knowledge management that allows individuals to engage in new knowledge creation. Until it’s shared, knowledge is considered useless since it resides within the human brain. Public organisations specifically, are more involved in providing and developing knowledge and hence can be classified as knowledge-intensive organisations. Scholarly research conducted on KS has proposed a number of models to help understand the KS process between individuals but none of these models is specifically for a public organisation. Moreover, to really reap the benefits that KS brings to an organization, it’s imperative to apply a model that is attributable to the unique characteristics of that organisation. This study reviews literature from electronic databases that discuss models of KS between individuals. Factors that influence KS under each model were isolated and the extent of each of their influence on KS in a public organization context, were critically analysed. The result of this analysis gave rise to factors that were thought to be most critical in understanding KS process in a public sector setting. These factors were then used to develop a KS model by categorizing them into themes including organisational culture, motivation to share and opportunity to share. From these themes, a KS model was developed and proposed for KS in a medicines regulatory authority in East Africa. The project recommends that an empirical study be conducted to validate the applicability of the proposed KS model at a medicines regulatory authority in East Africa.
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Race Equality Public Action Group, NIHR, Sarah Knowles, Sandra Richards, and Adam Kamenetzky. Report of themes from community consultations on a pilot Race Equality Framework for health and care research organisations. National Institute for Health and Care Research (NIHR), April 2022. http://dx.doi.org/10.3310/nihropenres.1115191.1.

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Fernández Guerrero, David. Bridging the Gap between Firms and Universities: Firm Links with Research and Technology Organisations in Different Types of Regions. University of Stavanger, 2020. http://dx.doi.org/10.3990/4.2535-5686.2020.03.

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Race Equality Public Action Group, NIHR, Sarah Knowles, Sandra Richards, and Adam Kamenetzky. Draft themes and selected participant quotes from community consultations on a pilot Race Equality Framework for health and care research organisations. National Institute for Health and Care Research (NIHR), April 2022. http://dx.doi.org/10.3310/nihropenres.1115190.1.

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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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