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Dissertations / Theses on the topic 'Workgroups'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 January 2023

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1

Sciboz, Daniel. "Self-directed workgroups." Doctoral thesis, Humboldt-Universität zu Berlin, Mathematisch-Naturwissenschaftliche Fakultät II, 2010. http://dx.doi.org/10.18452/16220.

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Die vorliegende Dissertation wurde mit dem Ziel entworfen, ein besseres Verständnis zu erlangen, was die Anforderungen sind, die den künftigen Arbeitsgruppenmitgliedern erlauben, Bedürfnissen von modernen Unternehmen zu genügen. Die Kooperationsbereitschaft von Gruppenmitgliedern scheint ein Schlüsselfaktor zu sein, der ihre Fähigkeit freisetzt, einer beliebigen Aufgabe entgegen zu handeln. Quantitative wie auch qualitative Daten wurden im Rahmen einer explorativen Studie erhoben. Ein Fragebogen (Intercultural Attitude Orientation) wurde mit der Absicht entwickelt, Einstellung von Individuen gegenüber Diversität quer durch Populationen abzufragen. An der explorativen Studie haben 1351 Individuen aus 97 Ländern teilgenommen. Bei einer Faktorenanalyse von 12 Items wurde die entgültige acht Items umfassende Skala gebildet. Eine experimentelle Gruppenstudie wurde entworfen, um Entscheidungsprozesse anzustoßen, die erkennen lassen, ob die Kooperationsbereitschaft der Gruppenmitglieder die Gruppenperformanz erhöht. An der experimetellen Studie haben 249 Individuen teilgenommen, die nach einem Zufallsverfahren in Arbeitsgruppen eingeteilt wurden. Die unabhängigen Variablen waren demografische Gruppenkomposition und Informationsdiversität. Die abhängigen Variablen waren Messungen der Gruppenperformanz. Es wurde festgestellt, dass trotz der demografischen Gruppenkomposition Arbeitsgruppen, die Pakete mit unterschiedlichen Informationen erhielten, besser abgeschnitten haben, als Gruppen, denen Pakete mit ähnlichen Informationen zur Verfügung gestellt wurden. Erfahrung der Gruppenmitglieder mit Diversität, ihre Einstellung gegenüber Diversität, Social Dominance Orientation, Zufriedenheit, Kooperation, Ähnlichkeit in Arbeitsstil und Anzahl der gesprochenen Sprachen wurden getrennt im Hinblick auf die Gruppenergebnisse analysiert. Es wurde herausgefunden, dass diese Messungen in einigen Fällen zueinander in Beziehung standen, was einen Einfluß auf Gruppenprozess hatte.
The current dissertation has been designed with the attempt to seek a better understanding of the requirements for prospective workgroup members to fit demands of today''s organizations. Members'' willingness to cooperate appears to be a key factor unlocking their ability to act upon any given task. Quantitative as well as qualitative data have been gathered in the context of an explorative study. A questionnaire (Intercultural Attitude Orientation) has been constructed with the intent to sense individuals'' attitude toward diversity across populations diverging in age, gender, nationality, and occupational status. The explorative study involved the participation of 1351 individuals from 97 different countries. Out of twelve explorative items, one factor solution was extracted, thus building the final 8-item scale. An experimental group study was designed to elicit decision-making procedures set to entangle whether or not members'' readiness to cooperate enhances group performance in the context of a short and cognitively demanding task. The experimental study involved the participation of 249 individuals randomly assigned into workgroups. The two independent variables were group demographical composition and information diversity. Demographical composition was defined either according to national or gender demographics. The outcome variables were measures of workgroup performance. It was found that despite workgroup demographical composition, groups which received diverse information, performed better than workgroups, which received similar information. Members'' quality and quantity of exposure to diversity, attitude toward diversity, social dominance orientation, satisfaction, cooperation, work-style similarity, and number of spoken languages were separately analyzed with regard to group outcomes. Findings revealed that these measures were in some cases linked to one another, thus affecting group process.
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2

Filimon, Fasola Magdalena. "Gender segregated or gender integrated workgroups?" Thesis, Malmö högskola, Lärarutbildningen (LUT), 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-30999.

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Malmö högskolaLärarutbildningenSkolutveckling och ledarskapVårterminen 2006 Filimon Fasola, Magdalena (2006) Könssegregerat eller könsintegrerat grupparbete? (Gender segregated or gender integrated workgroups?) Malmö: LärarutbildnnigenSyftet med examensarbetet var att undersöka vilken inställning till arbetet i könsintegrerade respektive könssegregerade grupper eleverna har i de klasser jag undervisade i under min vft. Undersökningen gjordes i två klasser, en sjua och en åtta. Arbetet avgränsades av tre frågeställningar:•Vilken inställning har eleverna till arbetet i könsintegrerade respektive könssegregerade grupper?•Har vanan att umgås med det motsatta könet utanför skolan någon betydelse för hur eleverna ser på arbetet i könsintegrerade respektive könssegregerade grupper?•Har gruppsammansättningen någon betydelse för hur eleverna arbetar?Arbetet grundar sig på litteraturstudier och en kvantitativ undersökning som består av en enkät.Min slutsats är att både pojkarna och flickorna i undersökningen föredrar könsintegrerade grupper.Nyckelord: Genus, grupparbete, könsintegration, könssegregationFörfattare: Magdalena Filimon FasolaHandledare: Elna Johansson
AbstractFilimon Fasola, Magdalena (2006) Gender segregated or gender integrated workgroups? The aim with the essay was to investigate what is the attitude that pupils in the classes I was teacher to during my practice have regarding gender integrated respective gender segregated workgroups. The investigation was made in two classes, a seventh and an eight. The study was limited by three questions:•What is the attitude that pupils have regarding gender integrated respective gender segregated workgroups?•Does the habit to spend time with the opposite sex outside the school have any significance for how the pupils perceive gender integrated respective gender segregated workgroups?•Does the group’s assembly have any significance for how pupils work? The work is based on studies of literature and a quantitative investigation which consists of a questionnaire.My conclusion is that both boys and girls who took part in the investigation prefer gender integrated workgroups. Key words: gender, gender integration, gender segregation, workgroups. Author: Magdalena Filimon FasolaSupervisor: Elna Johansson
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3

Lawson, John James. "Factors effecting social interaction in newly formed clerical workgroups." Thesis, University of Brighton, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.302282.

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4

Doyle, Sarah Page. "Dynamic Hierarchy: How and Why Status Change Affects Helping in Workgroups." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1491997255024357.

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5

Hite, Dwight M. "Leader Emergence and Effectiveness in Virtual Workgroups: Dispositional and Social Identity Perspectives." Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc11035/.

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In today's global competitive environment, many organizations utilize virtual workgroups to overcome geographic and organizational boundaries. Research into their dynamics has received the attention of scholars within multiple disciplines, and the potential for an integrative approach to the study of virtual workgroups exists. This dissertation is a first step towards such an approach. The primary aim of this research is to examine antecedent and contextual factors that affect the emergence and effectiveness of leaders in virtual workgroups. To achieve this aim, an integrative model assembled from theory and empirical findings in leadership, management, social identity, and communications research is posited. Hypothesized relationships depicted in the model identify key dispositional and contextual variables linked to leader emergence, member behavior, and leader effectiveness within virtual workgroups. This study employed a nonexperimental research design, in which leader emergence and social identity manifest as naturally occurring phenomena. Data collection occurred via two web-based surveys administered at different points in time. Hypothesized relationships were tested utilizing correlational and hierarchical moderated multiple regression analyses. The findings of this dissertation suggest that traits, such as personality and cognitive ability, are not associated with leader emergence in virtual workgroups. In addition, the results indicate that the exhibition of relationship-oriented leader behaviors enhances group identity. In turn, identification is associated with increases in perceptions of leader effectiveness and decreases in counterproductive behavior exhibited by group members. This dissertation exposes an important limitation to the application of trait leadership theory. It also demonstrates the importance of relationship-oriented behavior and social identity in virtual contexts. Further, it advances an integrative theoretical model for the study of virtual workgroup phenomena. These contributions should assist and inform other researchers, as well as practitioners, interested in leadership and group member behavior in virtual workgroups.
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6

Vos, Menno W. "Identity patterns in diverse workgroups improving social integration outcomes through relational identities /." [S.l. : [Groningen : s.n.] ; University of Groningen] [Host], 2009. http://irs.ub.rug.nl/ppn/.

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7

Hite, Dwight M. Davis Mark Alan. "Leader emergence and effectiveness in virtual workgroups dispositional and social identity perspectives /." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/permalink/meta-dc-11035.

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8

Chamberlain, Lindsey. "The Effects Of Emotion Work On Burnout Components And Burnout's Effects On Workgroups." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1229702053.

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9

Chamberlain, Lindsey J. "The effects of emotion work on burnout components and burnout's effects on workgroups." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1229702053.

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10

Broadwater, James C. "Implementing the modern office environment : some experience with Windows for Workgroups® and Groupware /." Thesis, Monterey, California. Naval Postgraduate School, 1993. http://hdl.handle.net/10945/39916.

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This thesis attempts to transform the typical non-digital office into an efficient and productive digital office. The digital office will function as an environment that will operate as a system, integrating routine office functions with groupware. The design will utilize Windows for Workgroups as the network operating system and integrate groupware as tools to enhance office operations. The lessons learned from this experience will serve as a baseline for future experiments in the integration of commercial off-the-shelf products to a networked office environment.
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11

Fujimoto, Yuka 1976. "Personal, group and organisational diversity attitudes, values and norms make a difference to culturally diverse workgroups." Monash University, Dept. of Management, 2002. http://arrow.monash.edu.au/hdl/1959.1/8011.

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12

Thorgeirsdottir, Thora. ""Now you see them, now you don't" Impact of flexible work arrangements on intra-workgroup relations." Thesis, Cranfield University, 2013. http://dspace.lib.cranfield.ac.uk/handle/1826/12489.

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Interest in flexible work arrangements has proliferated in the last years, fuelled by technological advancements that allow people to work from anywhere at any time. This systematic literature review explores the impact of flexibility in time and place of work on intra-group relations and subsequent effects on group-level outcomes. Findings suggest that flexibility in place of work has positive effects on employee-supervisor relationships but negative effects on co-worker relationships. Although teleworkers remain well connected to their co-workers and overall workgroup communication does not appear to change, informal socialisation processes are affected. Knowledge sharing and creation is subsequently challenged. Furthermore, managers of mixed workgroups face issues of fairness and justice as well as challenges of creating and maintaining group cohesion when some of their employees are not always present. However, little is known of how flexibility in time of work impacts intra-group relations and group outcomes from groups containing flexible workers have not been explored. This paper therefore identifies significant gaps in the literature and presents opportunities for further research.
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13

Paritsis, Irene. "The role of co-opetition in the decision effectiveness of small management workgroups and the groups' subsequent management." Thesis, City University London, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.397857.

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14

Pérez, Vilar Pablo Sebastián, and Susana Celeste Azzollini. "Leadership, teams, and collaborative groups – its relationship with job satisfaction." Pontificia Universidad Católica del Perú, 2013. http://repositorio.pucp.edu.pe/index/handle/123456789/102137.

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Results obtained from a literature review of scientific articles related to job satisfaction published between the years 2000 and 2010, are presented. Findings of research studies analyzed indicate the relationship between leadership, some aspects of the supervision, groups, teams and its influence on job satisfaction. The revised bibliography noted mainly the positive relationship between transformational leadership and the SWA model of supervision on job satisfaction. Also the importance of the influence of certain aspects such as the efficacy group, group cohesion and the need to share values for group work be more satisfying than individual work.
Se presenta los resultados obtenidos de una revisión bibliográfica de artículos científicos relacionados con la satisfacción laboral publicados entre los años 2000 y 2010. En el mismose presentan las conclusiones de distintas investigaciones que señalan la relación entre elliderazgo, algunos aspectos de la supervisión, los grupos y equipos de trabajo, y su influenciasobre la Satisfacción Laboral. La literatura revisada señala principalmente una relación positivaentre el liderazgo transformacional y el modelo de supervisión SWA con la satisfacciónlaboral. También la importancia de la influencia de ciertos aspectos grupales como la eficacia,la cohesión grupal y la necesidad de compartir valores para que el trabajo grupal sea mássatisfactorio que el trabajo individual.
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15

Alves, Maria Gabriela Matias da Silva. "Developing group work skills : a study of multicultural mature students' workgroups in a real-life consultancy project during a MBA's programme." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.627921.

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This research project is about MBA students' behaviour in a MBA project and investigates what goes on when groups are solving problems or making decisions in work-related contexts. In contrast with most mainstream approaches to study groups, which assume the impartiality of both participants and researcher, the study considers' that human beings are active makers of meanings and interpretations, and participants in the construction of narrative versions of group life. Thus, the research clearly puts emphasis on construction rather than pure discovery, on participation rather than observation, on beliefs rather than truths. This thesis questions whether the elusive concept 'workgroup' can be described as the integration of single, widely spanning set of meanings, by exploring how group members both construct and are constructed in particular circumstances. It also investigates misunderstandings in interaction, as meanings which speakers express in words or behaviours may not be those which addressees interpret. To offer a trustworthy answer to the research questions pointed out, the project starts by examining some historically situated theories, models and perspectives that shape our understanding of groups in organisations and how managers should assist the individual or small group when people experience tensions, conflicts and struggles in group constellations. Following an opportunistic sampling, the empirical investigation is carried on with a cohort of MBA students in a Business School of a UK university. In the process of gathering and reporting the empirical material, the main objective is to attain understanding about participants' subjective experiences in one particular groupbased activity: a real-life consultancy project where the researcher was able to follow and observe nineteen groups over a period of six months. A total of 58 open-ended interviews with students constitute the main source of data for the project. The study presents evidence showing different perceptions of 'group work' and the implications that these differences had on group dynamics and members' identities within their group, but more importantly on individual understandings of what was going on in their groups. The findings contribute to reveal gaps in psycho-social theories, specifically with regard to multicultural group-based work structures. Findings also make a practical contribution, providing some insights to tutors and senior executives who wish to enhance the use of group work as a strategy for improving the awareness of one's own behaviour, sensitivity to the behaviour of others and group consciousness.
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Nsenduluka, Evaristo. "Organizational and group antecedents of workgroup innovativeness in a service industry." Thesis, Full-text, 2008. https://vuir.vu.edu.au/1962/.

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This study tests a model of Workgroup Service Innovativeness that proposes that a workgroup’s climate for innovation mediates the relationship between organizational context (using the constructs: Organizational Climate and Task Design) and workgroup context (Group Self-efficacy, Group Citizenship Behaviour, and Market Orientation) on the one hand, and, Workgroup Service Innovativeness on the other. Drawing upon workgroup innovation literature, six hypotheses were derived. Using the hotel industry as an example of a service industry, quantitative data were collected from 303 participants from four hotels in Melbourne, Australia, through a 64-item questionnaire based on established 7-point Likert scales. This was followed by five in-depth interviews with team leaders from the participating hotels to gauge differences on the variables under study between workgroups perceived to be innovative and those perceived to be non-innovative. Exploratory and confirmatory factor analyses and structural equation models were employed to test the slightly modified measures’ psychometric properties and test the hypotheses. Except for Organizational Climate, results confirmed the proposed model. But, based on a better data-fitting model, it emerged that the direct impact of Organizational Climate on Workgroup Service Innovativeness is stronger than the hypothesized indirect impact through Workgroup Climate for Innovation. Also, except for Task Design, it appears that the other variables have both direct and indirect effects on Workgroup Service Innovativeness. The qualitative data was generally supportive of the quantitative findings. Several implications for organizational management are explored, including the need for management to convey to all workgroups in the organization that innovation is valued and support is available for workable customer service improvement ideas. They should motivate workgroups to be innovative by focusing on creativity and innovation as important performance outcomes, rather than only on productivity. Overall, management will promote a climate for innovation, by: •Providing an innovation-supportive organizational climate •Jobs high on skill variety, task identity, significance, self-management and feedback •Cultivating group self-efficacy, market orientation and group citizenship behaviours This eventually should not only promote a climate for innovation, but also promote Workgroup Service Innovativeness itself. Among the several limitations of the present research, a major limitation is that it suffers from the common deficiency of cross-sectional designs: the inability to draw causal inferences. Longitudinal studies of the workgroup antecedents of service innovativeness are called for. Finally, the sample in this study was limited to one kind of service industry, the 4-5 star hotel industry, thus limiting generalizability. Clearly it is important to check if the model can hold in other service industry contexts.
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Tekin, Ibrahim. "A comparison of LightGBM and perceptron for classifying the cause of salary differences between workgroups : Comparative study for classifying the reason for salary difference with different machine learning algorithms." Thesis, Högskolan i Skövde, Institutionen för informationsteknologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20195.

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Machine learning is part of what is called AI. It is defined as the application of an algorithm to improve a result through learning. In Sweden, the law requires large companies and organizations to revise their salaries every year to ensure there is no wage disparity between men and women. This could be used as an assisting tool if machine learning is applied to the analysis process. By training two different models and test them against the same test dataset different metrics can be obtained and analyzed to see how they perform in comparison to each other. The results show a slightly improved performance by the perceptron and that there is room for further development. This study is limited to a smaller dataset for training and testing. But in the future, more relevant features and larger datasets could be added for training the models and lead to a more accurate model.
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18

Boff, Elisa. "Colaboração em ambientes inteligentes de aprendizagem mediada por um agente social probabilístico." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2008. http://hdl.handle.net/10183/15747.

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Este trabalho propõe um modelo probabilístico de conhecimento e raciocínio para um agente, denominado Agente Social, cujo principal objetivo é analisar o perfil dos alunos, usuários de um Sistema Tutor Inteligente chamado AMPLIA, e compor grupos de trabalho. Para formar estes grupos, o Agente Social considera aspectos individuais do aluno e estratégias de formação de grupos. A aprendizagem colaborativa envolve relações sociais cujos processos são complexos e apresentam dificuldade para sua modelagem computacional. A fim de representar alguns elementos deste processo e de seus participantes, devem ser considerados aspectos individuais, tais como estado afetivo, questões psicológicas e cognição. Também devem ser considerados aspectos sociais, tais como a habilidade social, a aceitação e a forma em que as pessoas se relacionam e compõem seus grupos de trabalho ou estudo. Sistemas Tutores Inteligentes, Sistemas Multiagente e Computação Afetiva são áreas de pesquisa que vem sendo investigadas de forma a oferecer alternativas para representar e tratar computacionalmente alguns destes aspectos multidisciplinares que acompanham a aprendizagem individual e colaborativa. O Agente Social está inserido na sociedade de agentes do portal PortEdu que, por sua vez, fornece serviços ao ambiente de aprendizagem AMPLIA O PortEdu é um portal que provê serviços para os ambientes educacionais integrados a ele. Este portal foi modelado em uma abordagem multiagente e cada serviço oferecido é implementado por um agente específico. Os ambientes educacionais que utilizam os serviços do portal também são sociedades de agentes e, em geral, Sistemas Tutores Inteligentes. O ambiente AMPLIA (Ambiente Multiagente Probabilístico Inteligente de Aprendizagem) foi projetado para suportar o treinamento do raciocínio diagnóstico e modelagem de domínios de conhecimento incerto e complexo, como a área médica. Este ambiente usa a abordagem de Redes Bayesianas onde os alunos constróem suas próprias redes para um problema apresentado pelo sistema através de um editor gráfico de Redes Bayesianas. Neste trabalho, o editor do AMPLIA foi adaptado para uma versão colaborativa, que permite a construção das redes por vários alunos remotos conectados ao sistema. É através deste editor que o Agente Social observa e interage com os alunos sugerindo a composição dos grupos. Foram realizados experimentos práticos acompanhados por instrumentos de avaliação, com o objetivo de analisar a composição de grupos sugerida pelo Agente Social e relacioná-la com os grupos formados espontaneamente pelos alunos no ambiente de sala de aula. O resultado do trabalho individual e dos grupos também foi analisado e discutido nesta pesquisa.
This research proposes a probabilistic knowledge and reasoning model for an agent, named Social Agent, whose main goal is to analyze students' profiles and to organize them in workgroups. These students are users of an Intelligent Tutoring System named AMPLIA. In order to suggest those groups, the Social Agent considers individual aspects of the students and also strategies for group formation. Collaborative learning involves social relationships with complex processes which are difficult to model computationally. In order to represent these relationships, we should consider several aspects of the student, such as affective state, psychological issues, and cognition. We should also consider social aspects such as social ability, social acceptance and how people relate to each other, and how they compose their workgroups. Intelligent Tutoring Systems, Multiagent Systems and Affective Computing are research areas which our research group have been investigating, in order to represent and to deal computationally with multidisciplinary issues involving individual and collaborative learning. The Social Agent is part of an agent society of the PortEdu Portal, which provides services to AMPLIA. PortEdu is an educational portal which provides facilities to educational environments integrated to it. This portal has been modeled using a multiagent approach and each of its services is represented by a specific agent. The educational environments that make use of the portal's services are also agent societies and, in general, Intelligent Tutoring Systems. AMPLIA (Probabilistic Multiagent Learning Environment) has been designed in order to support diagnostic reasoning and the modeling of diagnostic hypotheses in domains with complex and uncertain knowledge, such as the medical domain. This environment uses a Bayesian Networks approach in which students build their own networks for a clinical case through a Bayesian Network graphical editor. Here, the AMPLIA editor has been adapted and extended to a collaborative version, which enables the network construction for remote students connected to the system. Through this editor, the Social Agent observes and interacts with students, suggesting the composition of workgroups. Practical experiments using assessment tools have been carried out, in order to analyze the workgroups suggested by the Social Agent and to compare them with groups naturally composed by students in the classroom. The results of the work done by individual students and by workgroups were also analyzed and discussed in this research.
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Pitt, Christine Ann, and n/a. "An exploration of groupware as an enabling technology for the learning organisation." University of Canberra. Information Sciences & Engineering, 2003. http://erl.canberra.edu.au./public/adt-AUC20060427.100120.

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The Australian business environment has been changing at an ever-increasing pace since the mid-1980s. Technological, economic and social changes have altered the working environment. There have been constant technological advances with information technology influencing most categories of work. Organisations in public and private sectors have ongoing expectations of increased productivity, increased quality of processes and swifter responsiveness to clients. Team roles have changed. Team members are multi-skilled and work is designed to emphasise the whole task. The Karpin Industry Task Force described a vision for an Australian business environment that would, by 2014, be one with a flexible, skilled and motivated workforce, world class managers, a customer comes first mentality, and an internationally competitive perspective. These characteristics are congruent with those of learning organisations. The aim of this study is to evaluate the suitability of groupware as the supporting infrastructure for a learning organisation. To do this, the study assesses the use of technology to support personal and team learning in a learning organisation, studies the impact of groupware on learning within workgroups, determines the extent to which communication and learning styles influence its effectiveness, and identifies ways in which groupware can be used to capture the information used to support knowledge management in an organisation. Two case studies are used to undertake this assessment. Three distinct yet related frameworks underpin this study. The first is that of Groupware and the related research frameworks of Computer Supported Cooperative Work (CSCW) and Computer Supported Collaborative Learning (CSCL). The second is the Learning Organisation and its supporting disciplines. The final framework is that of learning and the action-oriented learning processes. Each is examined and the interrelatedness of the frameworks is explored. The journey to produce this written material has been one of twists and turns, blind alleys and blinding revelations, observation and reflection. My choice of techniques has been eclectic, reflecting the breadth of theoretical material covered.
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Sousa, Sérgio Nuno Silva. "A influência das tecnologias de informação nos recursos humanos das organizações." Master's thesis, Instituto Superior de Economia e Gestão, 1998. http://hdl.handle.net/10400.5/21864.

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As Tecnologias de Informação transformaram-se numa necessidade operacional das empresas, num requisito para a competitividade, influenciando profundamente a essência da organização. Da abordagem realizada, ressalta a importância de reconhecer que as Tecnologias de Informação são, para além de sistemas técnicos, sistemas sócio-organizacionais, que exigem uma plena integração com a componente humana das organizações, de forma a maximizar o seu contributo para o sucesso empresarial. Contudo, dificilmente as Tecnologias de Informação poderão trazer elevados benefícios para a organização (a ambos os níveis económico e social), se a aposta nas qualificações, flexibilidade, autonomia e responsabilização necessárias colidirem constantemente com uma estrutura empresarial suportada num modelo burocrático da organização. De forma a analisar as incidências das Tecnologias de Informação sobre a componente humana da organização, foi efectuado um estudo de caso numa empresa industrial, do qual podemos referir como principais considerações: • é muito valorizado o papel das T.L na realização das tarefas, sendo consideradas como imprescindíveis para um bom desempenho, caracterizado por uma maior produtividade, rapidez de execução e qualidade do trabalho; • as T.L são percepcionadas como elemento facilitador do desenvolvimento da flexibilidade, do aumento da autonomia e do enriquecimento das tarefas, sendo compreendida a sua importância nos processos de comunicação e no acesso à informação, embora ferramentas que auxiliem o desenvolvimento dos grupos de trabalho, como o correio electrónico e soluções de "groupware", estejam ainda numa fase de implementação generalizada; • não existem até ao momento situações de Teletrabalho, embora estas sejam encaradas de forma muito positiva pelos trabalhadores. A empresa desenvolve uma forte aposta nas qualificações e na formação profissional contínua na área das Tecnologias de Informação.
The Information Technologies became an operational need to the companies, a condition to be able to compete, which has a great influence in the organization, in its whole. Further to the approach made recently, it stands out the importance of recognizing that beside technical, the Information Technologies are social and organizational systems too, which demands a complete integration with the human side of organizations, as a way to maximize their contribute to the company success. However, the Information Technologies can hardly bring great benefits to the organization (at both social and economical leveis), if the emphasis in qualifications, flexibility, autonomy and required liability, constantly collide with an organizational structure based on a bureaucratic model. In order to analyze the Information Technologies incidences on the human side of the organization, a case study was held up based on an industrial company, from which we can point out some major considerations: • The role of I.T. in the performance of tasks is greatly appreciated. These technologies are now seen as a tool for a good performance, characterized by a large productivity, faster execution and quality of work. • The I.T. are regarded as the facilitative element for the development of flexibility, the growth of autonomy and task enrichment. It is, therefore, understood, its importance in the communication process and information access. Being, nevertheless, tools that contribute for workgroup development, like electronic mail and groupware solutions, they are yet in a generalized implementation phase. • Although accepted in a very positive way by the workers, there aren't, until now, any teleworking situations. The company stands for a strong bet in qualifications and continuously professional training in the sector of Information Technologies.
info:eu-repo/semantics/publishedVersion
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Dunnagan, Monica Lynn. "Work Group Composition Effects on Leadership Styles in Aircraft Manufacturing Organizations." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/40.

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Anderson, Laura Challman. "Information sharing in distance collaboration: A software engineering perspective." Thesis, Queensland University of Technology, 2016. https://eprints.qut.edu.au/92454/1/Laura%20Challman_Anderson_Thesis.pdf.

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Information sharing in distance collaboration: A software engineering perspective, QueenslandFactors in software engineering workgroups such as geographical dispersion and background discipline can be conceptually characterized as "distances", and they are obstructive to team collaboration and information sharing. This thesis focuses on information sharing across multidimensional distances and develops an information sharing distance model, with six core dimensions: geography, time zone, organization, multi-discipline, heterogeneous roles, and varying project tenure. The research suggests that the effectiveness of workgroups may be improved through mindful conducts of information sharing, especially proactive consideration of, and explicit adjustment for, the distances of the recipient when sharing information.
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Von, Worley Warren. "A Taxonomy of workgroup Computing Applications." NSUWorks, 1995. http://nsuworks.nova.edu/gscis_etd/902.

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The goal of workgroup computing is to help individuals and groups efficiently perform a wide range of functions on networked computer systems (Ellis, Gibbs, & Rein, 1991). Early workgroup computing tools were designed for limited functionality and group interaction (Craighill, 1992). Current workgroup computing applications do not allow enough control of group processes and they provide little correlation between various workgroup computing application areas (Rodden and Blair, 1991). An integrated common architecture may produce more effective workgroup computing applications. Integrating common support functions into a common framework will avoid duplication of these functions for each workgroup computing application (Pastor & Jager, 1992). Over 50 research and commercial workgroup computing applications were analyzed to understand and discover their distinctive characteristics and fundamental structure. Using the specified methods, a detailed section of a workgroup computing taxonomy was synthesized for each of 11 workgroup computing functional areas. The detailed taxonomy was the consolidation of all the hierarchical structures. The taxonomy formed the basis for developing an integrated workgroup computing architecture and a set of workgroup computing Application Programming Interface (API) specifications. The results of this study support the hypothesis that the available workgroup computing literature and application documentation would provide sufficient information to develop a comprehensive workgroup computing taxonomy. By comparing workgroup tasks with workgroup computing functional areas, it was possible to derive a common set of workgroup computing management and support tasks that were based on the detailed workgroup computing taxonomy. Common workgroup computing management and support tasks formed the basis for a1! Integrated workgroup computing architecture. Finally, 86 new API specifications were written for common workgroup computing management and support functions. This study can be used by workgroup application developers to determine which common workgroup computing functions should be integrated into future workgroup applications. Implementing the results of this study in future workgroup computing systems will lead to flexible and integrated systems that are easier to use and more transparent to workgroup members. Workgroup computing researchers can use this study to identify workgroup computing functions that should be included in their research areas.
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Wood, David L., and T. Staton. "Healthy Children and Families Workgroup Report." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/5149.

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Ammeter, Anthony Paul Fernand. "Determinants of interpersonal trust in workgroup relationships /." Full text (PDF) from UMI/Dissertation Abstracts International, 2000. http://wwwlib.umi.com/cr/utexas/fullcit?p3004207.

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Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.

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The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
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Schott, Thomas R. "Adopting Workgroup Collaboration Tools in 3D Virtual Worlds." Thesis, Robert Morris University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3629005.

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Collaboration is vital in today's information age, and tools are increasingly used to bring together teams that are geographically dispersed. Second Life, a 3D virtual world, can incorporate most of the visual, hearing and spatial elements of the real world, and can create a feeling of presence or the sense of actually "being there" for users. Common 2D groupware collaboration tools, such as web conferencing and conference calls used for virtual team collaboration in professional contexts, are key enablers for virtual teams. However, businesses and organizations have not adopted virtual worlds for virtual teams and workgroup collaboration. Shen & Eder (2009) conducted a study using their modified Technology Acceptance Model (TAM) applied to the adoption of Second Life for business purposes. For participants, they used college students who were new to Second Life. The purpose of this research is to examine how the seven factors identified in the Shen and Eder's (2009) extended Technology Acceptance Model (TAM) relate to the behavioral intention to use workgroup collaboration tools in the Second Life using a non-student sample of experienced Second Life users that was more demographically representative of the Second Life population. Although this research supported many of Shen and Eder's findings, it found a negative relationship between the construct of perceived enjoyment and behavioral intent. This finding is important because contrary to positive relationship with gaming and entertainment environments, perceived enjoyment is not an antecedent for behavioral intention of 3D virtual worlds when used for productivity activities. The results of this study may provide insight for tool developers and integrators on where to focus efforts that lead to improved adoption of these workgroup collaboration tools.

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Minaee, Simon Guive. "The effect of shared leadership on workgroup creativity." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2014. https://ro.ecu.edu.au/theses/1576.

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Research on leadership typically assumes a single leader who has managerial authority over the group, unit or organisation. Shared leadership is an emerging concept of leadership as a group-level phenomenon. It builds on antecedents such as democratic leadership, semi-autonomous and self-managed work groups, participative decision-making and co-leadership that are typically studied as variations of leadership by a single leader. Shared leadership is seen as more distributed, informal and emergent than these. Recent empirical research shows shared leadership can have beneficial effects on a variety of group process and outcome variables. However, so far its effects on creativity have not been empirically examined. This is surprising, since creativity is an important response to increased competition and rapid change in the business environment. Much creativity research identifies important pre-requisites that are more likely to be found in shared than hierarchical leadership. Improved creativity may be one of the most valuable benefits of shared leadership. This study provides empirical evidence on this relationship from a naturalistic experiment in which student groups were allowed to self-manage over a three-month creative project. In assessing shared leadership, two methodological innovations were introduced. First, previous studies have either used aggregated measures of group performance, or more recently the measures of group ‘degree centrality’ (degree of hierarchy) or ‘density’ (degree of sharing) developed in Social Network Analysis research. However, none of these measures by themselves adequately captures the distinction between hierarchical and shared leadership, although the SNA measures are potentially more precise. Following recommendations of previous authors, this study explored the combined use of centrality and density to better reflect the underlying construct. A second refinement was to use a general construct of leadership based on Bass and Bass’s (2008) extensive literature review, rather than constructs such as transformational leadership that have a narrower theoretical base and tend to assume a hierarchical context. Results from items measuring sharing of Bass and Bass’s five ‘leadership functions’ were compared with a ‘global’ measure of leadership sharing. Creativity was assessed by a panel of judges who rated the groups’ creative outputs (movies), rather than the more common method of rating creativity in the work process. The results provide evidence for the hypothesised link between shared leadership and creativity that, although qualified by aspects of the study design, suggests further research is worthwhile. Implications for future research on both leadership and creativity are explored, along with consequences for the practice of management. The issues of how to best measure shared vs. hierarchical leadership, and how much a construct can reflect both forms of leadership, are of particular relevance to the future development of this field. In summary, this study offers the first evidence directly linking shared leadership to work group creativity, and suggests improvements to current methods for measuring the extent of leadership sharing in a group.
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Urban, Alexander T. "Diversity Acceptance as a Moderator of Workgroup Diversity and Innovation." Xavier University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531.

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Floyd, Nancy A. "Determinants of Participation in the Ad Hoc Computer-Supported Workgroup." VCU Scholars Compass, 1998. http://scholarscompass.vcu.edu/etd/4553.

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The increase of end-user computing, including the use of computer-mediated communication systems (CMCS), is one of the most significant changes to occur in business information systems in recent years. Researchers suggest that changes in technology lead to changes in the way individuals think about work and how they perform it. An important question is how the use of CMCS is changing work and work relationships. This study considers a portion of this question; it asks "What makes individuals willing to participate in a computer-supported workgroup (CSWG)." This study considered the relationship between three variables (sex, anonymity, and token status) and participation rates in the CSWG. It asked four research questions: (1) is there a significant difference in total participation among males/females, token/nontoken individuals, and gender-revealed/non-gender-revealed individuals? (2) In task-oriented participation among these same groups? (3) In socio-emotional participation among these same groups? (4) In the conversational mix among these same groups? Students from five undergraduate business classes participated in an on-line conference using FocusPoint conferencing software. Participants were divided randomly into 36 groups of four members each; each workgroup contained volunteers from several classes. The experimental design was a 2 x 2 factorial; factor one was gender-revealed/non-gender-revealed status and factor two was whether token status within each CSWG was token male or token female. Every group received the same planning task—a 10-year class reunion exercise. All communications were captured and categorized using Siegel's taxonomy for identifying conversational patterns (Siegel, 1986). The results were analyzed using analysis of variance on the main effects and their interactions. Findings supported the hypotheses that there is a significant difference in both total and task-oriented participation between men and women, with women showing a greater number of remarks in both categories. Results also indicated that there is a significant difference in socio-emotional participation and in conversational mix between based on token status and gender-revealed status with gender revealed non-tokens and non-gender-revealed tokens showing a greater number of socio-emotional remarks. Differences in total and task orientation participation were most dependent on the demographic variable "sex" while differences in socio-emotional responses and mix were most dependent on the situation, i.e. token status and gender-revealed status. Addition stepwise regression analyses, which looked at the role of the ancillary variables (education, experience, computer ownership, locus of control, psychological gender, and attitudes toward computers) were able to improve the model. Further research is needed into the effects of these variables. Research at a more detailed level of participation is also needed.
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Bae, Sung-Heui Fried Bruce. "Nursing unit turnover, workgroup processes, and unit-level patient outcomes." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2008. http://dc.lib.unc.edu/u?/etd,1545.

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Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2008.
Title from electronic title page (viewed Sep. 16, 2008). "... in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the School of Public Health." Discipline: Public Health; Department/School: Public Health.
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Penhaligon, Nikki Louise. "Rejected! The harmful effects of workgroup mistreatment and the moderating role of organisational norms." Thesis, University of Queensland, 2010. https://espace.library.uq.edu.au/view/UQ:193880.

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This program of research investigated the harmful effects of mistreatment by the workgroup, and the role of perceived rejection as a critical mediator linking mistreatment and outcomes. This research program had three primary purposes. First, the research aimed to examine the important role of workgroup mistreatment as an independent predictor of negative outcomes, over and above the influence of supervisor mistreatment. Second, the research aimed to examine the effect of perceived rejection as an explanatory variable linking workgroup mistreatment and outcomes. Finally, the moderating effect of organizational norms on the relationship between workgroup mistreatment and perceived rejection was examined. The relationships of interest were examined over four studies, using multiple methods of data collection, across part-time and full-time working samples. In Study 1 (Chapter 2), the independent role of workgroup mistreatment and the mediating role of perceived rejection were examined. One hundred and forty two part-time working participants took part in the study. The participants completed a questionnaire on workplace behaviors in their organizations. The results of hierarchical regression analyses revealed a strong harmful effect of workgroup mistreatment, independent of mistreatment by the supervisor. In addition, the results showed that perceived rejection fully mediated the relationship between workgroup mistreatment and depression and organizational based self esteem. The study highlighted that perceived rejection acts as a key underlying psychological mechanism involved in the effect of workgroup mistreatment. This study has been published in the Journal of Occupational Health Psychology. Study 2 and Study 3 were presented as one paper in Chapter 3. The aims of these two studies was to explore the effects of workgroup mistreatment on a wider range of individual and organizational level outcomes, and to provide further evidence of the mediating role of perceived rejection as observed in Study 1. The results from both studies demonstrated that workgroup mistreatment had a significant and independent role in predicting negative individual and organizational level outcomes, providing support for the findings of Study 1. In the first study, 189 participants received scenarios manipulating workgroup mistreatment and supervisor mistreatment. The results of hierarchical regression analyses revealed that workgroup mistreatment harmfully affected participants, over and above that of the supervisor. The results also demonstrated that perceived rejection mediated the positive relationships between workgroup mistreatment and depression and organizational deviance, and also the negative relationships between workgroup mistreatment and organizational based self esteem and organizational citizenship behaviors. The second study included an additional aim, to examine the moderating role of supportive organizational norms. Two hundred and twenty nine participants read scenarios that manipulated workgroup mistreatment, supervisor mistreatment and organizational norms. The results of hierarchical regression analyses revealed the significant harmful effects of workgroup mistreatment, over and above the influence of supervisor mistreatment. The results also revealed the mediating role of perceived rejection. The direct effect of positive organizational norms also emerged, consistent with previous research. In addition, the result revealed that employees who experienced supportive organizational norms were more likely to reconcile with their workgroup members after experiencing mistreatment compared to employees who experienced hostile organizational norms. Finally, an unexpected pattern on the key affective variables of depression and organizational based self esteem emerged, such that mistreatment led to more negative outcomes in the supportive norms condition than in the hostile condition, where employees appeared to be desensitized. This paper is currently under review at the Journal of Applied Social Psychology. In Study 4 (Chapter 4), the overall model of workplace mistreatment was tested on a sample of full-time workers in an applied setting. One hundred and seventy two adults took part in the study. Participants were required to evaluate their workplace regarding mistreatment and organizational norms and to report their own psychological, behavioral and organizational outcomes. The results revealed that workgroup mistreatment was associated with increased depression, stress and avoidance, over and above supervisor mistreatment. In addition, the results revealed that perceived rejection acted as an explanatory variable linking workgroup mistreatment to a number of outcomes. Furthermore, the moderating role of hostile organizational norms emerged on depression, stress, reconciliation and avoidance. This paper is currently under review at the Journal of Occupational Health Psychology. Overall, the four studies provided empirical support for the majority of the hypotheses. The effects were demonstrated for a range of psychological, behavioral, and organizational level outcomes, using multiple methods of data collection, across part-time and full-time workers. At the conclusion of the thesis (Chapter 5), an overall summary is provided of the findings across all four studies, practical and theoretical implications and research directions.
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Jordan, Nicholas A. "The Effects of Workgroup Gender Composition on Unionization and Union Strength." The Ohio State University, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=osu1267033844.

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Byrne, Ellen Keithline. "Mindful creativity| An exploration of a mindfulness intervention on workgroup creativity." Thesis, Fielding Graduate University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10271540.

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Today’s workgroups need to be flexible, creative, and innovative to react swiftly to changing internal and external business environments. This is a real challenge when corporate cultures promote speed and cost-cutting measures. Yet a possible remedy exists to facilitate the cultivation of creativity within groups and that is through the use of mindfulness. This research sought to answer the question: In what way, if any, does mindfulness contribute to creativity within a workgroup? To explore this question, it was necessary to review three distinct areas within literature: creativity, mindfulness, and group process.

A 15-week, multi-methods study was developed based on existing research, most of which has been done within laboratory constructed designs. This study adapted the existing designs and applied them in a real world organizational setting. The research participants included members of an intact workgroup divided into a Treatment Group and Comparison Group. Individual and group creativity was assessed before and after a 5-week series of mindfulness training. The results indicated that the mindfulness training impacted creativity both in the moment and over time in most measures. Practical implications are offered for organizations to develop creative and innovative responses to business challenges.

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Nsenduluka, Evaristo. "Organizational and group antecedents of workgroup innovativeness in a service industry." Full-text, 2008. http://eprints.vu.edu.au/1962/1/nsenduluka.pdf.

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This study tests a model of Workgroup Service Innovativeness that proposes that a workgroup’s climate for innovation mediates the relationship between organizational context (using the constructs: Organizational Climate and Task Design) and workgroup context (Group Self-efficacy, Group Citizenship Behaviour, and Market Orientation) on the one hand, and, Workgroup Service Innovativeness on the other. Drawing upon workgroup innovation literature, six hypotheses were derived. Using the hotel industry as an example of a service industry, quantitative data were collected from 303 participants from four hotels in Melbourne, Australia, through a 64-item questionnaire based on established 7-point Likert scales. This was followed by five in-depth interviews with team leaders from the participating hotels to gauge differences on the variables under study between workgroups perceived to be innovative and those perceived to be non-innovative. Exploratory and confirmatory factor analyses and structural equation models were employed to test the slightly modified measures’ psychometric properties and test the hypotheses. Except for Organizational Climate, results confirmed the proposed model. But, based on a better data-fitting model, it emerged that the direct impact of Organizational Climate on Workgroup Service Innovativeness is stronger than the hypothesized indirect impact through Workgroup Climate for Innovation. Also, except for Task Design, it appears that the other variables have both direct and indirect effects on Workgroup Service Innovativeness. The qualitative data was generally supportive of the quantitative findings. Several implications for organizational management are explored, including the need for management to convey to all workgroups in the organization that innovation is valued and support is available for workable customer service improvement ideas. They should motivate workgroups to be innovative by focusing on creativity and innovation as important performance outcomes, rather than only on productivity. Overall, management will promote a climate for innovation, by: •Providing an innovation-supportive organizational climate •Jobs high on skill variety, task identity, significance, self-management and feedback •Cultivating group self-efficacy, market orientation and group citizenship behaviours This eventually should not only promote a climate for innovation, but also promote Workgroup Service Innovativeness itself. Among the several limitations of the present research, a major limitation is that it suffers from the common deficiency of cross-sectional designs: the inability to draw causal inferences. Longitudinal studies of the workgroup antecedents of service innovativeness are called for. Finally, the sample in this study was limited to one kind of service industry, the 4-5 star hotel industry, thus limiting generalizability. Clearly it is important to check if the model can hold in other service industry contexts.
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Tate, Catharine. "Observed Incivility at Work and Job Outcomes: The Moderating Role of Workgroup Characteristics." TopSCHOLAR®, 2005. http://digitalcommons.wku.edu/theses/483.

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The purpose of this study was to investigate group identification and group cohesion as moderators of the relationship between observed incivility and job outcomes. Participants included 36 men and 54 women from a property management company who completed scales assessing observed incivility in their workgroup, feelings of workgroup cohesion and identification, and job related outcomes (e.g., job satisfaction, burnout, turnover intentions, and affective organizational commitment). Results showed that observing incivility at work was directly related to turnover intentions for employees. Results also showed that employees who perceived their workgroup as highly cohesive reported being less committed to the organization. Additionally, results showed that employees who were low on group identification and perceived their workgroup as cohesive reported the lowest levels of job satisfaction. These results held even after controlling for personally experienced incivility and negative affectivity. The present study is an important expansion to existing incivility research and suggests that incivility is an important organizational issue.
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Nielsen, Johanna. "A multi-agency collaboration in Washington State's tsunami workgroup| Functional inter-group dynamics." Thesis, California State University, Long Beach, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10140478.

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Collaboration between groups is a critical component in community resilience. Yet, memorable disaster mismanagements illustrate the difficulty of collaboration. Historically, it was thought that poor interoperability between communications equipment was to blame, but as technology differences were resolved, collaboration efforts continued to suffer. Recently, experts and practitioners are turning to group culture to explain collaboration failures. However, the literature is disjointed and dispersed with many gaps. The purpose of this research was to better understand the essential culture aspects important to good collaboration. A survey was utilized to examine the culture of a long-standing, successful collaboration: The Washington State and Local Tsunami Workgroup. The Workgroup endeavors to balance both Home Agency and Workgroup identities, utilize a flat hierarchy to its full advantage, and value openness and diversity as a means to reach the goal of mitigation of tsunami damage. Resulting themes centered on identity, commonality, structure, and attitudes.

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Colyer, Corey Joseph Bogdan Robert. "Sentencing the cure Treatment facilitation and crime control management in a drug court workgroup /." Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available full text, 2004. http://wwwlib.umi.com/cr/syr/main.

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Richards, Suzanne. "Assessing the Impact of Demographic Faultlines on Workgroup Performance| A Study of Conflict and Outcomes." Thesis, The George Washington University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3615532.

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This study addressed the frequently discussed issue of a relationship between the demographic diversity of a workgroup and its performance, by empirically testing for a relationship between a complex conceptualization of diversity (demographic faultlines) and workgroup performance bifurcated into processes, specifically relationship and task conflict, and outcomes, in terms of groups member's individual satisfaction with the group, commitment to the group, liking of other group members, and intent to stay. In addition, it hypothesized processes (relationship and task conflict) as mediators of outcomes. An online survey was administered at a single firm, ultimately gathering data from a sample population of 95 workgroups, representing 389 individual members. Using hierarchical regression analysis, the strength of the demographic faultline (Fau) of each group was tested for a relationship with relationship and task conflict and workgroup outcomes. Controlling for group size, the study found Fau positively predictive of relationship and task conflict, and not predictive of workgroup performance outcomes (given the finding of no relationship between Fau and outcomes, relationship and task conflict as mediators of outcomes was not tested), confirming only one of five hypotheses. The possible impact of the sample characteristics on this field study was discussed in conjunction with the theoretical, research, and practical implications of the findings.

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Wilson-Evered, Elisabeth 1956. "The leadership and workgroup requirements that organizations need to ignite and fan the flames of innovation." Monash University, Dept. of Management, 2002. http://arrow.monash.edu.au/hdl/1959.1/7899.

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Tuskey, Sarah Elizabeth. "Identity at Work: Balancing Demographic-related Identity in the Workplace and the Impact on Extra-role Behaviors and Turnover Intentions." Diss., Virginia Tech, 2021. http://hdl.handle.net/10919/104363.

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People simultaneously hold a multitude of social identifications while at work, some of which are work-related and some of which transcend the workplace. To date, the vast majority of studies on social identities focus on these identities in isolation. Two important identities that transcend the work domain are those associated with gender and ethnicity. These attributes have been widely studied in the workplace, however, there is a lack of understanding in how the identities associated with these attributes (demographic-related identities) have implications for identification in the workplace and work-related outcomes. In this paper, I examine the relationship between perceived threats to these demographic-related identities and work-related attitudes and behavior, specifically turnover intentions, and extra-role behaviors. I also explore moderating (degree of demographic-related identity centrality) and mediating (organizational and workgroup identification) mechanisms in this relationship. Data were collected across two studies. The results demonstrate that perceived threats to demographic-related identities have severe ramifications for work-related identification. The supplemental analysis indicated a direct relationship between demographic-related identity centrality and turnover intentions. Furthermore, demographic-related identity centrality moderated the relationship between perceived threats to demographic-related identity by both the organization and the workgroup on work-related outcomes.
Doctor of Philosophy
This research examined the relationship between perceived threats to gender and ethnic identities in the workplace and the impact these threats have on work-related identification and outcomes. Results suggest that perceived threats to these identities have important implications for both extra-role behaviors and turnover intentions, regardless of how important these identities are to the individual.
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Buck, Michael Anthony. "Proactive Personality and Big Five Traits in Supervisors and Workgroup Members: Effects on Safety Climate and Safety Motivation." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/268.

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In 2009 there were 3.28 million non-fatal occupational injuries and illnesses (Bureau of Labor Statistics, 2010). Of these injuries and illnesses, 965,000 resulted in lost days from work. In addition there were 4,340 workplace fatalities. Given the number of occupational injuries, illnesses, and fatalities, and the associated direct and indirect costs, organizations have sought to improve safety at work. Safety climate and safety motivation are two variables hypothesized to affect safety behaviors and safety outcomes. Safety climate refers to the shared perceptions of workgroup members, of the organizations' commitment to safety as evidenced by heir immediate supervisors' pattern of implementing safety policies and procedures (Zohar, 2003). Therefore, the workgroup supervisor plays an major role in the development of safety climate. Social exchange theory and previous studies of leadership styles and safety suggest that supervisors who convey concern for subordinates' well-being increase workers' motivation to reciprocate by increasing their safe behaviors at work. However, no research to date has examined the relationship between supervisors' personality and workers perceptions of safety climate, or the effect of Big Five trait-level variables on workers safety motivation. In this study I hypothesize that supervisors' proactive personality and three Big Five traits will be positively related to workers' safety climate perceptions. In addition, I hypothesize that four Big Five traits in workers will be positively related to workers safety motivation. Finally, I hypothesize that group-level safety climate will be significantly related to individual-level safety motivation after controlling for workers' personality. Participants in this study were maintenance and construction workers from a municipal city bureau, in 28 workgroups, totaling 146 workers and 28 supervisors. Workgroup sizes vary but averaged 6.21 members, including the supervisor. The data were collected in small groups (paper-and-pencil) and electronically (on-line); workers and supervisors answered questionnaire items on personality variables, safety climate, safety motivation, safety behaviors, and safety outcomes. In addition, archival data on safety outcomes were collected. The data were analyzed using a combination of multiple regression, multi-level modeling, and path analysis to test hypotheses and answer research questions. Both proactive personality and Big Five traits in supervisors accounted for incremental variance in aggregated workgroup safety climate over controls. In addition, workgroup safety climate and individual workers' cautiousness were significant predictors of workgroup safety motivation in a hierarchical linear model. At the individual level of the model, only the traits of cautiousness and morality were significant predictors of individual safety motivation. Tests of the Neal and Griffin (2004) model showed that safety motivation partially mediated the relationship between individual safety climate and safety participation behaviors. In addition, safety motivation fully mediated the relationships between morality and both safety compliance and safety participation behaviors. Finally, safety motivation partially mediated the relationship between cautiousness and both safety compliance and safety participation behaviors. The results suggest that supervisor personality can have an effect on the on workgroup safety climate perceptions. In addition, this study provided evidence that Big Five traits are useful predictors of the antecedents of accidents and injuries. Suggestions for training managers and future research are also discussed.
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Brown, Diem. "Vicarious Learning: The Relationship Between Perceived Leader Behavior and Work Group Member Behavior." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3358/.

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The relationship between perceived leader behavior and work group behavior was examined. Archival survey data was used in the analyses. The company that developed the survey randomly selected 595 employees to complete the survey. Results suggest there is a strong and significant relationship between leader and subordinate behavior. Group members who report that their leader demonstrates a particular behavior also report that their work group demonstrates the same or similar behavior, suggesting that subordinates may be modeling the behavior of their leader. Leadership behaviors related to trust, availability, respect, conflict, and support seem to be the best predictors of work group behavior. Furthermore, whether or not group members have received team training appears to have an effect on their perceptions of their leader and work group. The challenge for leaders is to understand modeling principles so that they can facilitate the modeling of functional rather than dysfunctional behaviors.
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44

Johnston-Fisher, Jessica. "Testing a Multi-Level Mediation Model of Workgroup Incivility: The Role of Civility Climate and Group Norms for Civility." TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1332.

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The purpose of this study was to test a multi-level mediation model of incivility. Specifically, it was proposed that predictors of workplace incivility at the individual, group, and organizational level would be related to each other and negative individual outcomes. It was also proposed that the relationship between these predictors and outcomes would be mediated by workplace incivility victimization. Two hundred twenty eight participants completed an online survey through Amazon’s Mechanical Turk. Results indicated that variables at all three levels (i.e., civility climate, group norms for civility, and individual characteristics) were related to one another and predictive of negative individual outcomes. Results also indicated preliminary support for the mediating role of workplace incivility experiences in these relationships and the overall model. Workplace incivility significantly moderated all of the relationships between predictor and criterion variables. Implications and limitations of these findings are discussed, and several directions for future research on workplace incivility are explored.
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45

Brunetta, Fabiana. "Social Dominance Orientation and Emotion Regulation: A Parallel Multiple Mediator Model of Instigated Incivility Moderated By Workgroup Civility Climate." FIU Digital Commons, 2018. https://digitalcommons.fiu.edu/etd/3907.

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While most of the existing research on the topic of workplace incivility has focused upon its consequences on employee and organizational well-being, researchers are recognizing the need for research on predictors, mediators, and moderators of uncivil workplace behavior. The current study contributes to this new wave of workplace incivility research by emphasizing the links among variables not previously explored in incivility research. This nonexperimental correlational study (N = 1027) developed and tested a parallel multiple mediator model of instigated incivility. The model examined the mediation of the emotion regulation strategies – cognitive reappraisal and expressive suppression – on the relation of two types of social dominance orientation – intergroup dominance (SDO-D) and intergroup antiegalitarianism (SDO-E) – on the outcome of instigated incivility, and tested the moderating effects of workgroup civility climate on the paths of the proposed model. An Internet-based self-report survey battery was administered to a sample drawn from Amazon’s Mechanical Turk worker population. Hypotheses were tested though structural equation modeling analytic procedures. Findings suggest that intergroup dominance (SDO-D) increases instigated incivility and the relationship is not moderated by workgroup civility climate norms. In contrast, intergroup antiegalitarianism (SDO-E) decreases instigated incivility. Further, this study found that SDO-D had an indirect effect on instigated incivility through the emotion regulation strategy of expressive suppression. Additional findings suggest that the emotion regulation strategy of cognitive reappraisal has the potential to reduce uncivil workplace behavior. Future research was proposed to test the model examined in this study in different cultural settings, with additional mediators and moderators, and longitudinally. The practical findings suggest that HRD practitioners may find emotion regulation and civility trainings useful to reduce the likelihood of uncivil workplace behavior.
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46

Cho, WoonYoung. "Contingency theory of group communication effectiveness in Korean organizations: influence of fit between organizational structural variables and group relational climate on communication effectiveness." Texas A&M University, 2005. http://hdl.handle.net/1969.1/4437.

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This study developed and tested a contingency model of group communication in Korean workgroups that posited that the communication effectiveness and group performance of workgroups is determined by the “fit” of communication practices with organization structure and group relational climate. A contingency model incorporates three variables: contingency variables, response variables, and performance variables. Based on a review of the literature on Korean organizations and groups, the model incorporated two contingency variables: organizational structure and group relational climate. Organizational structure was indexed by the level of centralization and formalizations in the organization. Group relational climate was indexed by the level of closeness and group conformity among members. The response variables, communication practices of Korean workgroups, was measured in terms of the frequency of formal and informal meetings held by the workgroups. Two types of performance were measured: communication effectiveness and performance level. The contingency model hypothesized that the level of communication effectiveness and group performance of a workgroup that engages in communication practices which fit the requirements of organizational structure and group relational climate will be higher than that of a group whose communication practices do not fit the requirements of organizational structure and group relational climate. It also hypothesized the communication effectiveness group performance would be lower in groups which faced conflicting contingencies than in groups that faced consistent contingencies. A survey of 409 members of 84 workgroups in 37 Korean organizations was conducted. Results of this study supported the predictions of the contingency model. In particular, centralization, formalization, and closeness were significant contingency variables. The hypothesis regarding conflicting contingency was not supported. Implications of the study regarding the contingency theory, group communication and group effectiveness, and the nature of Korean groups and organizations are discussed.
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47

Hochstetler, Spencer. "Judge-Prosecutor Dyad Effects on Racial Disparity." University of Cincinnati / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1592170635135092.

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48

BOMFIM, ALEXANDRE MAIA DO. "UNCOVERING THE WORK AND EDUCATION AREA: A STUDY ABOUT THE PRODUCTION AND THE PRODUCERS OF THE ANPED S WORK AND EDUCATION WORKGROUP." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=9568@1.

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CONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO
Este estudo analisa a área de Trabalho e Educação, de modo a contribuir para a sua avaliação. Mais especificamente, a tese aborda a produção de pesquisa e os produtores do Grupo de Trabalho - Trabalho e Educação, o GTTE da Anped, durante o período 1996-2004, com o duplo objetivo de analisar a produção deste Grupo de Trabalho e de caracterizar quais são e como se dão as relações entre os o agentes responsáveis por essa produção. Para tal, foram analisados 132 trabalhos (incluindo alguns pôsteres), os resumos dos trabalhos encomendados, além das ementas dos mini-cursos disponibilizados nos CD-ROM e nos Cadernos das Reuniões Anuais da Anped. A análise inclui, também, documentos que realizam balanços da produção da área e a Plataforma Lattes do CNPq, consultada para obter informações sobre os seus autores Além disso, foram realizadas entrevistas com parte desses autores e com ex- coordenadores do GTTE. A tese é construída em torno da problematização da tradição analítico-metodológica que caracterizaria o GT e que influencia suas escolhas e preferências. O estudo permite constatar que a identidade do grupo ligada à perspectiva marxista constituiu uma pauta nos anos 80 que não conseguiu ainda ser cumprida. Constata, também, que a década de 90 trouxe novos desafios para o GTTE e que a manutenção da perspectiva teórica hegemônica do grupo o colocou diante da difícil escolha entre mais ortodoxia ou mais heterodoxia. A pesquisa mostra que os maiores desafios do GT estão no diálogo com a Escola Básica, na reflexão sobre as políticas públicas, nos estudos de setores não- industriais, nos estudos históricos, nas análises macro ou panorâmicas e na reflexão sobre experiências alternativas e contra-hegemônicas.
This study analyses the area of Work and Education, in way to contribute to its evaluation. More specifically, the thesis approaches the research production and the producers of the Workgroup - Work and Education, the GTTE of Anped, during the period 1996-2004, with the double objective of analyzing the production of this Workgroup and of characterizing who they are and how the relationships occur between the producing agents of this production. For this, 132 papers (including some posters) were read and filed, and the summaries of the invited papers, besides the contents of the available mini- courses in the CD-ROM and the Paper Summaries of Anped Annual Meetings. Besides that, documents that present the balance of the production of the area were studied and it was used the Lattes Platform of CNPQ in order to gather information about the researchers which participate of this Workgroup. Interviews with ex-coordinators and researchers of the GTTE were also made. This thesis problemizes the analytic-methodological tradition that should characterize the Workgroup and influences its choices and preferences. The study of the production of the GTTE allows to note: that the identity of the group been connected of the Marxist perspective constituted a guideline in the 80´s that still has not been managed to be carried out. It notes also that the decade of 90´s brought new challenges to the GTTE and that the maintenance of the hegemonic theoretical perspective of the group brought it to face a difficult choice between more orthodoxy or more heterodoxy. The inquiry shows that the biggest challenges of the Workgroup are in the dialog with the Basic School, in the reflection on the public politics, in the studies of non-industrial sectors, in the historical studies, in the macro or panoramic analyses and in the reflection on alternative and counter hegemonic experiences.
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Luvison, Dave. "Bridging the Managerial Relevance Gap in Strategic Alliances: An Investigation of the Influence of Supervisors and Workgroup Peers on Collaborative Attitudes, Behaviors and Performance." NSUWorks, 2011. http://nsuworks.nova.edu/hsbe_etd/68.

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There is increasing evidence that relational behaviors play a role in helping firms improve the performance of their strategic alliances, but there is still a preponderance of attention given to firm level elements and a dearth of literature investigating lower levels of analysis. This has helped create a "managerial relevance gap" (Bell, den Ouden, & Ziggers, 2006) between theoretical and operational requirements. This study attempts to fill one portion of that gap by investigating individual and team level factors that shape decisions to promotively collaborate with partners in alliances. The question of interest in this paper was whether supervisors and workgroup peers influence individuals to collaborate in an alliance, and whether those individuals consequently perform collaborative behaviors that improve performance. An analysis of survey responses from 1,242 members of a pharmaceutical sales organization produced three key findings. The first indicates that individuals' attitudes toward collaboration are related to collaborative behaviors, and that these behaviors in turn are positively related to performance. The second outcome of the study shows that attitudes of one's peer group do influence collaborative attitudes while those of one's supervisor do not. Third, there is an insignificant relationship between collaborative attitudes and performance. While evidence of indirect effects mediation was shown, it is therefore not possible to demonstrate either a full or partial mediation effect between collaborative attitudes and performance. These findings, along with the limitations of this study, are discussed. Finally, implications for future research and managerial practice are explored.
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50

Davenport, Daniel Lee. "INFORMATION SYSTEM CONTEXTUAL DATA QUALITY: A CASE STUDY." Lexington, Ky. : [University of Kentucky Libraries], 2006. http://lib.uky.edu/ETD/ukybuad2006d00403/Dissertation.pdf.

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Thesis (Ph. D.)--University of Kentucky, 2006.
Title from document title page (viewed on June 1, 2006). Document formatted into pages; contains vii, 93 p. : ill. Includes abstract and vita. Includes bibliographical references (p. 87-91).
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