Dissertations / Theses on the topic 'Work and Organisational Practices'
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Nicolini, Davide. "Theorising work and organisational practices : the case of telemedicine." Thesis, Lancaster University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.440395.
Full textNelson, Silvia Azevedo, and N/A. "Making Fun: Work and Organisational Practices in Australian Aquatic Theme Parks." Griffith University. Department of Management, 2007. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070823.153208.
Full textNelson, Silvia Azevedo. "Making Fun: Work and Organisational Practices in Australian Aquatic Theme Parks." Thesis, Griffith University, 2007. http://hdl.handle.net/10072/365292.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Department of Management
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Li, Hsien-Ta. "Learning in social work practice." Thesis, University of Edinburgh, 2013. http://hdl.handle.net/1842/7939.
Full textDoody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.
Full textSader, Rashida. "The effects of family-friendly human resource practices on work-family conflict and organisational commitment amongst working parents." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5829.
Full textThis study examined the effects of family-friendly human resource practices(FFHRP) on work-family conflict and organisational commitment, amongstworking parents. A total of 146 participants employed in a multinationalcompany in South Africa responded to an online survey (response rate =65%). A process of factor analysis determined the underlying dimensions ofconstructs, from which summary scales were devised. The results wereanalysed using correlation analysis and hierarchical multiple regressionanalysis. The findings suggest that the use of specific FFHRP reduced workfamilyconflict amongst working parents and that supportive workenvironments can translate into benefits such as reduced work-family conflictand increased affective commitment. In this study, control over the workenvironment had a moderating effect on the relationship between work interference in family and organisations commitment.
Alansari, Khatoon Yousif. "The impact of leadership and organisational career management practices on individual work related attitudes." Thesis, University of East Anglia, 2015. https://ueaeprints.uea.ac.uk/56829/.
Full textDoody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.
Full textIngram, Richard David. "Emotions and social work practice." Thesis, University of Dundee, 2013. https://discovery.dundee.ac.uk/en/studentTheses/5d51faba-aa6a-491e-8760-6fad435f250e.
Full textAndrews, Nadine. "Psychosocial factors affecting enactment of pro-environmental values by individuals in their work to influence organisational practices." Thesis, Lancaster University, 2017. http://eprints.lancs.ac.uk/85640/.
Full textFibla, Gasparin Mª Teresa. "The effects of human capital on the productivity of smes in Catalonia." Doctoral thesis, Universitat Rovira i Virgili, 2012. http://hdl.handle.net/10803/97216.
Full textThe debate over the relevance of firm productivity to economic growth has been reviewed as a consequence of the current economic crisis. In this context, the analysis of elements that contribute to improve firm productivity becomes more important, especially in regions with low productivity levels, such as Catalonia. The purpose of this thesis is to analyse the effects of human capital on firm productivity in the context of Catalan SMEs, taking into account the existent synergies between human capital and other production factors such as, technological capital or the new work organisational practices. Additionally, this thesis also includes an analysis of how SMEs adjust their human capital levels in order to give a better answer to the new competitive context.
Cochliou, Despina. "Towards a practitioner-centric paradigm of MIS development and organisational knowledge creation in social care organisations." Thesis, University of Sussex, 2012. http://sro.sussex.ac.uk/id/eprint/42979/.
Full textSollander, Kristina. "Organisational ambidexterity in practice : a study of managerial work in manufacturing SMEs." Licentiate thesis, Tekniska Högskolan, Högskolan i Jönköping, JTH, Logistik och verksamhetsledning, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-47360.
Full textWarm, D. D. "The influence of different organisational settings on youth work practice in Northern Ireland." Thesis, University of Manchester, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.233066.
Full textCurrant, Natasha Emma. "Work Relationships and Organisational Commitment of Nurses: An Analysis of Policy-Practice Differences." Thesis, Griffith University, 2011. http://hdl.handle.net/10072/366309.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Lundin, Zarah, and Shahin Sarwar. "Institutional pressures from the Covid-19 pandemic and changes in organisational working practices : Challenges and arguments of managers." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-452915.
Full textRiggs, Sally A. "Managing to practice : managing to change?; an exploration of general medical practitioners' orientations to work." Thesis, Nottingham Trent University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309818.
Full textMcIntosh, Richard Ian. "The impact of innovative design on fast tool change methodologies." Thesis, University of Bath, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242853.
Full textTrimble, Robert. "The third mission : academic and institutional management perspectives and the implications for academic work and organisational practice." Thesis, Lancaster University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418427.
Full textSwecker, Paul R. "Validation of organizational practice statements in the Indonesian work environment: towards a quantitative assessment of organisational culture." Thesis, Swecker, Paul R. (1998) Validation of organizational practice statements in the Indonesian work environment: towards a quantitative assessment of organisational culture. Professional Doctorate thesis, Murdoch University, 1998. https://researchrepository.murdoch.edu.au/id/eprint/50601/.
Full textHofmeyr, Anke. "The nature of Employee Assistance Programme training practices within work organisations in the Western Cape." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/53410.
Full textMini Dissertation (MSW)--University of Pretoria, 2015.
Social Work and Criminology
MSW
Unrestricted
Poulter, Sydney James Haylock 1941. "Issues of reflective practice and organisational learning in the protective investigation of child sexual abuse." Monash University, Dept. of Social Work and Human Services, 2001. http://arrow.monash.edu.au/hdl/1959.1/8736.
Full textOdoardi, Gianluca. "The relationship of perceived human resources management practices and innovative work behavior." Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0040/document.
Full textIn the globalized economies the innovation is widely recognized as one of the key processes that can allow the development of organizations. This thesis focuses the attention on the Innovative Work Behavior (IWB) and its links with the perception of Human Resources Management (HRM). More specifically, the research models explore two HRM practices corresponding to individual and team learning and the participation to decision-making (PDM). The choice to emphasize only two practices is in line with scholars’ efforts dedicated to contingent perspective. Therefore, the experimentation of multiple mediating variables has allowed the better understanding of the relationship among the examined processes. This thesis is also oriented to understand the mentioned psychosocial factors in a quite unexplored organizational contexts corresponding to the small and medium enterprises. The first research explores the relationship among the perception of individual and team learning HRM practices, IWB and the mediating role of norms and supportive climate for innovation. The second study assumes that the perception of decision-making practice, conjointly with participative leadership, is related to IWB; moreover also the indirect relationship is tested through the mediating role of psychological climate for innovation and co-workers’ support. These findings help scholars to direct new endeavors in HRM research. Moreover they support managers to optimize resources invested in innovation through the promotion of learning and PDM
Pereira, Vijay. "A longitudinal case-study examination of HRM practices in high-performing work organisations in the Indian HRO/BPO industry." Thesis, University of Portsmouth, 2013. https://researchportal.port.ac.uk/portal/en/theses/a-longitudinal-casestudy-examination-of-hrm-practices-in-highperforming-work-organisations-in-the-indian-hrobpo-industry(e0e67389-0547-42c0-8385-0d99544f1556).html.
Full textAllport, Brenda T. "Study of the influence of training and work environment factors on learning and developing supervision practice within a human service organisation." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/116770/1/Brenda_Allport_Thesis.pdf.
Full textKennedy, Jamie L. "Learning In Professional Orchestras." Thesis, Griffith University, 2020. http://hdl.handle.net/10072/397593.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School Educ & Professional St
Arts, Education and Law
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Bernard, Nathalie. "Bien-être au travail et performance de l'entreprise : une analyse par les paradoxes." Thesis, Université Grenoble Alpes (ComUE), 2019. http://www.theses.fr/2019GREAG002/document.
Full textAt a time when companies, faced with many upheavals, are more than ever in search of performance, and when employees, denouncing working conditions and managerial practices, have never been so demanding of well-being at work, reconciling employee well-being and company performance is a topical issue and a strategic challenge for companies.The literature review and the results of an exploratory qualitative analysis conducted using semi-directive interviews with 55 employees of the RESSIF group (Réseau des Services Sociaux Interentreprises de France) lead us to consider "well-being at work" and "company performance" in terms of paradoxical meta-perspective and to propose ways to resolve this organizational paradox.To do this, we conducted two quantitative studies. The first study is based on 5300 observations from the working conditions survey of the French Ministry of Labor. The second is based on the answers of 270 companies to an online questionnaire on human resources management practices.Finally, our empirical results conclude that the factors that make it possible to reconcile well-being at work and company performance are, among working conditions, the fight against work intensity and unsustainability and, among human resources practices, the development of employee participation in company decisions, training, promotions and career perspectives and, to a lesser extent, performance evaluation.To conclude this work, theoretical, methodological and managerial contributions are presented, as well as future research paths
Svensson, Julia, and Wiksell Linn Danielsson. "The effect of social relationships on employee retention in a remote working context : A qualitative case study on which Talent Management practices an organisation use to retain talented employees in a remote context." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53463.
Full textTalent Management är ett välanvänt begrepp för att identifiera, attrahera, utveckla och behålla den mest värdefulla resursen i en organisation: talangfulla medarbetare. Begreppet TM blev uppmärksammat när organisationerna upptäckte ett ökat krav och teknologiska förändringar på marknaden. På grund av att generationen “babyboomers” har börjat gå i pension har organisationer börjat uppleva en brist på talang, vilket har skapat ”The War for Talent” (Chambers et al., 1998). Dock skapar de etiska aspekterna ett krav på ett inkluderande synsätt på TM som inkluderar alla anställda och inte bara fokuserar på ett fåtal utvalda. Begreppet Responsible Talent Management (RTM) anser att talang kan erhållas och utvecklas inom organisationen. Anställda som upplever jobbnöjdhet och engagemang är mer benägna att stanna kvar i organisationen (Deery, 2008), medan balans mellan arbetsliv och privatliv, anställdas välmående, ledarskap och lärande har blivit viktiga faktorer för att öka jobbnöjdhet och engagemang samt att behålla de anställda (Radda et al., 2015: Deery, 2008). Framförallt med tanke på de nya utmaningarna gällande arbetsmiljön och de sociala relationerna i den nya kontexten av distansarbete. Forskare uttrycker ett behov av vidare forskning gällande RTM och det inkluderande synsättet. Syftet med uppsatsen är att förstå hur en organisation arbetar med aktiviteter inom TM för att behålla talangfulla medarbetare i en kontext av distansarbete. Baserat på forskningsproblemet och syftet har en kvalitativ fallstudie utförts. Åtta anställda tillhörande HR-avdelningen har intervjuats genom semistrukturerade intervjuer. I analysen av empirin identifierades ett stort behov av genuina sociala relationer. Oavsett vilka aktiviteter inom TM som organisationen använder för att behålla talanger, så uppfattas organisationens stöd i termer av olika verktyg och möjligheter för att skapa och vårda sociala relationer, vara en stark drivkraft för att behålla talangfull kompetens i en kontext av distansarbete.
Smets, Michael. "Doing deals in a global law firm : the reciprocity of institutions and work." Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:48185e10-6537-4305-8af3-8ccb27a07ebb.
Full textVisser, Anntha. "Investigating the relationship between intrinsic and extrinsic reward, job satisfaction, organisational commitment and turnover intention / Anntha Visser." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9243.
Full textThesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.
Cajander, Åsa. "Usability – Who Cares? : The Introduction of User-Centred Systems Design in Organisations." Doctoral thesis, Uppsala universitet, Avdelningen för människa-datorinteraktion, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-122387.
Full textMota, Maria Fernanda Vicente. "Gestão de Recursos Humanos: as práticas de trabalho de elevado desempenho no setor segurador." Master's thesis, Instituto Politécnico de Setúbal. escola Superior de Ciências Empresariais, 2014. http://hdl.handle.net/10400.26/8505.
Full textO presente estudo tem como objetivo geral analisar as práticas de gestão de recursos humanos como fatores de influência no desempenho de uma empresa do setor segurador, do ramo não vida, especializada em seguros de saúde. Como objetivos específicos pretende-se caracterizar as práticas de gestão de recursos humanos da empresa, identificar se as práticas de trabalho de elevado desempenho (PTED) estão presentes no seu contexto organizacional, identificar quais as PTED que contribuem para o elevado desempenho, analisar se existe uma diferenciação de práticas de gestão de recursos humanos, dentro da mesma empresa, para grupos funcionais distintos e identificar se a gestão dos recursos humanos está articulada com a estratégia da empresa. Do ponto de vista metodológico foi utilizada a metodologia do estudo de caso. As técnicas de recolha de informação sustentaram-se no inquérito por questionário aplicado aos trabalhadores da empresa, na realização de entrevistas aos responsáveis de Recursos Humanos e na análise documental. Os resultados obtidos indiciam que o setor de atividade em que a empresa está integrada promove a adoção de práticas de trabalho de elevado desempenho, nomeadamente no que refere ao acesso à informação, às oportunidades de participação, avaliação de desempenho e ao desenvolvimento de competências dos trabalhadores. Adicionalmente, verificou-se que os trabalhadores que exercem funções de coordenação assumem um papel importante na implementação da estratégia e na consecução dos objetivos da empresa. Este estudo contribuiu para evidenciar as práticas de gestão de recursos humanos de elevado desempenho utilizadas no setor segurador, bem como sustentar que as mesmas práticas, desde que articuladas com a estratégia da organização, podem estar associadas ao desempenho organizacional.
Abstract: The general aim of this study is to analyse human resources management practices as factors influencing the performance of a company in the insurance sector, in the non-life branch, specialising in health insurance. The specific aims are to characterise the human resources management practices of the company, to identify if high performance work practices (HPWPs) are present in the organisational context, to identify which HPWPs contribute to high performance, to analyse if there are different human resources management practices in the same company for different functional groups and to identify if human resources management is linked to the company strategy. The methodology used was the case study methodology. The information gathering techniques were based on administering a questionnaire to company employees, holding interviews with Human Resources managers and document analysis. The results obtained indicate that the business setor the company operates in encourages the adoption of high performance work practices, in particular with regard to access to information, opportunities for participation, performance assessment and the development of employee skills. In addition, it was found that the employees with duties of coordination play an important role in the implementation of the strategy and in achieving the company’s objectives. This study contributed to showing the high performance human resources management practices used in the insurance sector, as well as to proving that these practices can be associated with organisational performance, provided that they are linked to the organisation strategy.
Gilligan, Philip A. "Faith-based practice." MacMillan Publishers Limited, 2009. http://hdl.handle.net/10454/2711.
Full textFaith-based social work is characterized by the recognition and acknowledgement of faith and faith-based values as significant sources of motivation and guidance. These may enhance professional values, but may also draw practitioners into direct conflict with secular values within the mainstream. This chapter explores the religious or faith-based origins of social work, the nature of faith-based practice, contemporary faith-based issues, and the global spread of social policies aimed at increasing the involvement of faith-based organizations in service delivery. It also seeks to highlight some of the dilemmas involved.
Onuwa, William. "Quality management practices and organisational performance." Thesis, University of Surrey, 2008. http://epubs.surrey.ac.uk/832/.
Full textCarmel, Simon Harry Michael. "High technology medicine in practice : the organisation of work in intensive care." Thesis, London School of Hygiene and Tropical Medicine (University of London), 2003. http://researchonline.lshtm.ac.uk/682319/.
Full textLundmark, Erik. "Organisational Adoption of Innovations : Management Practices and IT." Licentiate thesis, Linköping University, Linköping University, Department of Management and Engineering, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-11537.
Full textThis thesis describes effects of use and reasons for using three different organisational innovations: ISO 9000, Information and Communication Technologies (ICT) and an administrative tool (the YAF-module) in the Swedish Sports Confederation’s system Swedish Sports Online. This is done through three separate studies. The first study is directed at Swedish Small and Medium Sized Enterprises (SME) and the two following studies are directed at Swedish sport associations. The thesis contains three separate essays presenting the studies and an introductory part where the studies are compared.
In the introductory part of the thesis the interaction patterns between organisation and innovation are compared and discussed. I discuss the level of effort put into the decision and implementation processes, and how this is related to the satisfaction with the innovations. The patterns that emerged are quite different in the three studies. Understanding these different interaction patterns between organisation and innovation is a step away from a beneficial/ detrimental dichotomy of innovations.
The decision and implementation processes differ between the three studies regarding what parts of the organisations were involved. In the first study we saw top down decision and implementation processes, whereas in the second study we saw bottom or middle up processes. In the third study the decision and implementation was much narrower in scope, often involving only one person. I also describe how all perspectives (efficient choice, forced selection, fad and fashion perspective) suggested by Abrahamson (1991), bear some grain of truth for the adoption of ISO 9000 by SMEs and adoption of ICT by sport associations, whereas imitation (the fad and fashion perspectives) is less important in the adoption of the YAF-module. Furthermore, I discuss the parallels between human and organisational decisionmaking.
Summary of the first essay – The aim of the first study is to investigate the effects of quality management in accordance with the ISO 9000 as viewed by both quality managers and other managers. We also consider the way companies carried out the recertification process to ISO 9001:2000 and what consequences different approaches brought. The study is based on Swedish SMEs with an ISO 9000:1994 who had recertified according to the ISO 9001:2000 standard. The strongest, most obvious and most valued effects of the ISO 9000 standard are clearer and more apparent working procedures and responsibilities. The most apparent problem is bureaucracy, which according to some managers can lead to reduced flexibility. The effects of the certification vary depending on how the certification project is conducted and how consultants are used.
Summary of the second essay – This essay presents a descriptive study of the use of information and communication technology (ICT) and the change in communication patterns in Swedish sport associations over the period 1994 to 2003. The change is discussed in light of Internet and broadband diffusion. Results show that new channels for communication have been adopted, primarily Web sites and e-mail, but few established channels have been dropped. While there are associations that save time and money and increase the spirit of community using ICT, many organisations experience the increased number of communication channels as a burden since maintaining them takes extra resources but the benefits are not always easy to detect or measure. Certain characteristics common among non profit organisations (NPOs) as well as Internet and broadband access have influenced the development of ICT use.
Summary of the third essay – This essay presents a new model for analysing adoption of discretionary, public information systems (PIS) with digital use patterns (such as use or non-use, as opposed to frequency of use, or degree of engaged or compliant use). The model is based on Rogers’ innovation diffusion theory (IDT) and Nilsson’s user centred access model (UCAM). The model is an alternative to the general technology acceptance model (TAM). The AKAM-Model identifies six prerequisites for use and four management approaches and describes how these are related. To illustrate its applicability, the AKAM-Model is used to analyse the adoption of a specific module, the YAF-module, in the Swedish Sports Confederation’s (SSC) system Swedish Sports Online. We present empirical results that indicate the frequency and importance of the barriers and driving forces as experienced by the YAF-module users and the potential YAF-module users.
Denna avhandling beskriver effekterna av, och skälen för, användning av tre organisatoriska innovationer: ISO 9000, informations- och kommunikationsteknologi (ICT) och en administrativ modul (LOK-stödsmodulen) i Riksidrottsförbundets system Svenskidrott Online. Avhandlingen presenterar tre olika studier samt en kappa där studierna diskuteras och jämförs. Den första riktar sig mot svenska små och medelstora företag, och de två följande studierna riktar sig mot svenska
idrottsföreningar.
I den inledande delen av avhandlingen diskuterar jag interaktionsmönstren mellan organisation och innovation och jämför mellan de olika studierna. Jag diskuterar hur mycket kraft som läggs på besluts- och implementeringsprocessen, och hur detta är relaterat till nöjdheten med innovationen. Mönstren som framträder är olika mellan de tre studierna. Att förstå dessa interaktionsmönster är ett steg bort från dikotomin förbättring/försämring rörande innovationer.
Besluts- och implementeringsprocesserna skiljer sig också mellan studierna avseende vilka delar av organisationen som är inblandade. Den första studien handlar om ”topdown” processer medan den andra studien handlar om ”bottom-up” eller ”mitten-upp”- processer. I den tredje studien var besluts- och implementeringsprocesserna betydligt mindre omfattande, ofta var endast en person inblandad. Jag beskriver också hur alla, av Abrahamson (1991) föreslagna perspektiven (efficient choice, forced selection, fad and fashion-perspektiven) har ett korn av sanning för adoption av ISO 9000 och för adoption av ICT medan imitation (fad and fashion-perspektiven) är mindre viktigt för adoption av LOK-stödsmodulen. Utöver detta diskuterar jag också tänkbara paralleller mellan individuellt och organisatoriskt beslutsfattande.
Sammanfattning av den första studien – Syftet med studien är att undersöka effekterna av kvalitetsledning i enlighet med ISO 9000, som de upplevs av både kvalitetschefer och andra chefer. Vi beaktar också hur företagen genomför omcertifieringsprocessen till ISO 9001:2000 och vilka konsekvenser olika genomföranden fick. Studien fokuserar på svenska små och medelstora företag med ett ISO 9000:1994 certifikat som senare omcertifierat sig enligt ISO 9001:2000. De starkaste, tydligaste och högst värderade effekterna av ISO 9000 är tydligheten i arbetssätt och ansvarsfördelning. Det största problemet är byråkrati som kan leda till minskad flexibilitet. Effekterna av certifiering varierar beroende på hur certifieringsprojektet genomfördes och hur konsulter används.
Sammanfattning av den andra studien – Denna studie är deskriptiv och fokuserar på hur ICT används och hur kommunikationsmönstren förändrats i svenska idrottsföreningar under perioden 1994 till 2003. Förändringen diskuteras i ljuset av utbredningen av Internet och bredbandsuppkoppling. Resultaten visar att idrottsföreningarna har börjat använda nya kommunikationskanaler, främst hemsida och epost, men ofta inte slutat använda traditionella kanaler. Det finns föreningar som har sparat både tid och pengar samt ökat gemenskapen genom att använda ICT. Många föreningar upplever dock de nya kanalerna som en börda, i de fall de inte slutat använda några traditionella kanaler. Vissa faktorer utmärkande för ideella organisationer och vissa faktorer utmärkande för Internet- och bredbandstillgång har påverkat ICT-användningen.
Sammanfattning av den tredje studien – I denna studie utvecklas en ny modell (AKAM-modellen) för att analysera adoption av valfria, publika informationssystem (PIS) med digitala användningsmönster (d.v.s. användning eller ingen användning till skillnad från grad av användning). Modellen baseras på Rogers innovations- och diffusionsteori (IDT) och Nilssons användarcentrerade tillgångsmodell (UCAM). Modellen är ett alternativ till teknologiacceptansmodellen (TAM). AKAM-modellen baseras på sex förutsättningar för användning och fyra sätt att hantera PIS samt beskriver hur dessa är relaterade till varandra. För att illustrera tillämpbarheten av AKAM-modellen, använder vi den för att analysera adoptionen av LOK-stödsmodulen i Riksidrottsförbundets system Svenskidrott Online. Vi presenterar empiriska resultat som ger en indikation om hur vanliga och hur viktiga olika barriärer och drivkrafter är, för användare och potentiella användare av LOK-stödsmodulen.
Report code: LIU-TEK-LIC-2008:10.
Nuottila, J. (Jouko). "Flexibility in agile projects:contracting practices and organisational arrangements." Doctoral thesis, Oulun yliopisto, 2019. http://urn.fi/urn:isbn:9789526224190.
Full textTiivistelmä Ketterien kehitysmenetelmien käyttö ohjelmistoprojekteissa on yleistynyt nopeasti. Suurin osa alkavista ohjelmistoprojekteista käyttää jo ketteriä menetelmiä ja niiden soveltaminen on muuttanut radikaalisti kehitysprojektien sisäistä dynamiikkaa. Tämän vuoksi on syntynyt tarve tarkastella tarkemmin ketterien projektien johtamista. Kirjallisuudessa on harvoin tarkasteltu ketterien projektien alkuvaiheita, sopimuskäytäntöjä ja organisoitumista. Kirjallisuudessa ei myöskään vielä käsitellä ketterien projektien projektinhallinnan käytänteitä. Tämä väitöskirjatutkimus tarkastelee joustavuutta, joka ilmenee ketterissä ohjelmistoprojekteissa. Työn päätavoite on tarkastella joustavuuden luonnetta ketterissä ohjelmistoprojekteissa ja tutkia mitä haasteita ketterien menetelmien käyttö aiheuttaa projektin sopimusprosesseissa ja projektinhallinnassa. Väitöskirjatutkimus on toteutettu monimetelmätutkimuksena. Tutkimustulokset kohdistetaan tuoreeseen tieteelliseen projektitutkimuksen keskusteluun ketteristä projektinhallintamenetelmistä. Toisekseen, väitöskirja osallistuu ennakoivaa sopimista käsittelevään oikeustieteellisen tutkimusalan keskusteluun. Tutkimustulokset osoittavat, että ketteriä menetelmiä voidaan käyttää lisäämään joustavuutta ja tehokkuutta ohjelmistoprojekteissa, mutta joustavuus tulee olla suunniteltua, jotta siitä voidaan hyötyä. Joustavuuden käytön suunnittelu alkaa jo projektin neuvotteluvaiheessa ja kirjaukset joustavuuden hyödyntämisestä on optimaalisesti kirjattu jo projektisopimukseen. Tämän vuoksi on tärkeää, että sopimuksen muotoiluun osallistuvat juristit ovat hyvin perillä liiketoiminta-alasta ja ovat tietoisia, että sopimus tulee sisältämään joustavuusnäkökohtia tarkoituksellisesti. Perinteinen projektinhallinta kaipaa myös muutoksia ketterien projektien johtamiseen. Tutkimus osoittaa seitsemän pääkategoriaa haasteita, joita yritykset kohtaavat siirtyessään käyttämään ketteriä menetelmiä. Tutkimus osoittaa myös, että ketterissä projekteissa päätöksenteko on joustavuuden lisäämiseksi hajautettu itseohjautuville tiimeille. Kun päätöksentekovaltaa siirretään lähemmäs varsinaista kehitystyötä, voidaan joustavuuden avulla hallita epävarmuutta kompleksissa ympäristössä
Ross, Kedisaletse Doreen. "Organisational climate, organisational practices and service delivery in a local government / Kedisaletse Doreen Ross." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4299.
Full textThesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.
Vollenhoven, Tarquin. "Domestic Work as Decent Work: An Empirical Test of the Predictors of Decent Work To Extend the Psychology of Working Theory." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33074.
Full textBenjamin, Joi. "Professional work and actual work : the case of industrial psychologists in South Africa." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5850.
Full textSambo, Mogamat Fadeel. "The influence of organisational control practices on knowledge production." University of the Western Cape, 2016. http://hdl.handle.net/11394/5632.
Full textThis study explores the relationship between knowledge creation and organisational and managerial control. I explore how organisational control impacts, influences, shapes, fashions and lay the foundation for the creation of the various types of knowledge within a research organisation. In particular, the aim of the study is to explore the influence that organisational control systems have on knowledge workers' capacity to generate new research knowledge. The literature on knowledge management reveals that there has been a lot of focus on knowledge creation. However, from my review of the literature there have not been sufficient research studies that explore organisational control mechanisms in facilitating or inhibiting the creation of knowledge. In addressing the research problem, this study intends to explore this gap. From an organisational control aspect, I draw on the Foucauldian toolbox using disciplinary power, pastoral power, and technologies of the self. Thereafter I develop a conceptual model in which I integrate knowledge creation and organisational control mechanisms. The research approach that I employed is a qualitative approach. In particular, I adopted a case study research design. Data was primarily collected using interviews and observation. Data analysis was conducted using a thematic approach. The research site was a national research company with their head office in Cape Town. All individuals within the organisation, including the managing director were comprehensively interviewed. From the data analysis, using the conceptual model I formulated, I made the claim that mechanisms of organisational and managerial control aided and facilitated certain modes of knowledge creation. Furthermore, the findings highlighted that employees acknowledged that organisational and managerial practices aided them in producing knowledge. The data analysis further confirmed the explanatory power of my conceptual model. The original model was structured on the premise that a particular organisational mechanism was dominate for each of the various stages in the knowledge creation process. The data provided evidence that all organisational control mechanism overlapped for each of the knowledge creation processes and therefore the model was re-worked. However, due to certain limitations, more research in this field is required to be able to explore further the nature of the relationship between knowledge creation and organisational control practices.
Parker, Shanaaz. "Satisfaction with work-life balance, job control and work engagement among call centre operators." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/5831.
Full textIncludes bibliographical references.
This study aims to assess satisfaction with work life balance in call centre operators and the impact that this has on work engagement of these individuals. It looks at and measures the perceptions relating to control over actual work hours, job complexity and satisfaction with work-life balance.
com, an99war@hotmail, and Mohd Anuar Arshad. "Organisational Learning: An Exploration of Learning Strategy Practices in Malaysia." Murdoch University, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20081104.104824.
Full textGhiami-Mirhosaini, Roozbeh. "Information privacy, an exploratory survey of concerns about organisational practices." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0016/MQ48484.pdf.
Full textArshad, Mohd Anuar. "Organisational learning : an exploration of learning strategy practices in Malaysia /." Access via Murdoch University Digital Theses Project, 2007. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20081104.104824.
Full textArshad, Mohd Anuar. "Organisational learning: an exploration of learning strategy practices in Malaysia." Thesis, Arshad, Mohd Anuar (2008) Organisational learning: an exploration of learning strategy practices in Malaysia. PhD thesis, Murdoch University, 2008. https://researchrepository.murdoch.edu.au/id/eprint/435/.
Full textArshad, Mohd Anuar. "Organisational learning: an exploration of learning strategy practices in Malaysia." Arshad, Mohd Anuar (2008) Organisational learning: an exploration of learning strategy practices in Malaysia. PhD thesis, Murdoch University, 2008. http://researchrepository.murdoch.edu.au/435/.
Full textCurtis, Lucill J. "Digital organisational storytellers : online marketing as identity work." Thesis, University of Essex, 2017. http://repository.essex.ac.uk/20037/.
Full textAkter, Kohinur. "Impacts of work-life programs on organisational outcomes." Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/134080/1/Kohinur_Akter_Thesis.pdf.
Full textDe, Pao Milena. "What s justice got to do with it? : the relationship between injustice at work and counterproductive work behaviour." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5855.
Full textThis research study investigated the relationship between injustice at work and cunterproductive work behaviour (CWB). Participants consisted of 152 blue-collar workers from a national retail group consisting of six chain stores. The research was conducted in the Western Cape in two of these chain stores and comprised of an exploratory survey with Likert-type scales.