Tesis sobre el tema "Organization"
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Warren, Taryn R. "Person-organization fit and organizational outcomes". Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29186.
Texto completoStrain-Bell, Sheila L. "Organizational conflict : in a performing arts organization". Thesis, Massachusetts Institute of Technology, 1985. http://hdl.handle.net/1721.1/77674.
Texto completoMICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH.
Bibliography: leaves 161-165.
by Sheila L. Strain-Bell.
M.C.P.
Harris, Cheryl Lynne. "Collaboration for Organization Success: Linking Organization Support of Collaboration and Organization Effectiveness". Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4962/.
Texto completoBorchert, R. Alistair. "Organizational fitness of a proposed network centric organization". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1998. http://handle.dtic.mil/100.2/ADA358976.
Texto completo"December 1998." Thesis advisor(s): Carl R. Jones, John H. Gibson. Includes bibliographical references (p. 129-131). Also available online.
Fonseca, Rivera Cherisse. "Public Perceptions of Organizational Culture and Organization-Public Relationships". Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3105.
Texto completoSA, VANESSA BURJACK MARANHAO GOMES DE. "ORGANIZATION FIT AND SOCIALIZATION ORGANIZATIONAL: A CASE S STUDY". PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2012. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=21541@1.
Texto completoWith this study, we try to analyze if the employees learned about the organizational values. A case s study was conducted in a Brazilian mixed economy Company, where the recruiting process occurs by a public contest. The new employees have to go through a period of initiation, known as Ambientação, from which values, behaviors and rules are transmitted by the Company. Afterwards, they have a training course to get acquaintance with basic and technical issues. Then, they start working on a specific area where, for the first time, they really have contact with the Company s culture. During this study, there have been 16 in-depth interviews with the newcomers who have already worked for 6 years in the Company and attended the same training course when they joined the organization. These interviews were the instrument to measure if the socialization tactics were sufficient to achieve the expectations of the newly employees and the Company needs and also the individual values and organizational values. The results that were achieved suggest: a) based on the employees expectations, they figured that they could fit the company s employees profile; b) according to the Company s explicit values informed during Ambientação and the Training Course the employees accept these values. In this case, the socialization process was important to the cultural alignment; c) concerning the inexplicit values, there is some disagreement between individual and organizational values. The Company although defends technical practices, transparency, mobility and meritocracy really uses different organizational practices.
Larsson, Tatiana. "Communication in Organizational Change : Case of a public organization". Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96613.
Texto completoYoung, Lester, Thomas Lee II Harris y Thomas E. Reynolds. "Organizational strategic planning and execution: should governmental organizations rely on strategic planning for the success of the organization". Monterey, California. Naval Postgraduate School, 2007. http://hdl.handle.net/10945/10230.
Texto completoStrategic planning in both Government and private organizations is a standard practice for improving the organization's overall performance. However, there are several studies that indicate the effectiveness of the strategic planning and execution process in private industry is questionable in many cases and for various reasons. At times, the utilization of this tool yields positive results in many companies and organizations. On the other hand, the strategic plan is not utilized and becomes a costly paperweight on a table in the executive suite. Nonetheless, Government agencies have embraced the private sector's ideology of employing the strategic plan and have plowed headlong into the use of this methodology. The goal is to provide the organization with a tool that could help change or improve the direction of the organization. This project examines the implementation of strategic planning in several Government organizations that lacked the requisite direction and vision necessary to improve their performance. Accordingly, this research uncovers difficulties that some Government (Federal) agencies experienced before the implementation of strategic planning. We made note of the strong leadership and visioning that was key in guiding some of the organizations through the development of the strategic planning process. Overall, this project focuses on factors that led to new directions for Government organizations that were in dire need of this tool. It also focuses on the relationship between these factors and the degree of publicness of the agencies, and points out and describes techniques used by Federal agencies to overcome those difficulties and improve their performance.
King, Ivis Renee. "Organization Sustainability Strategies among Small Nonprofit Organizations in Metropolitan Atlanta". DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2017. http://digitalcommons.auctr.edu/cauetds/87.
Texto completoKarakurum, Muge. "The Effects Of Person-organization Fit On Employee Job Satisfaction, Performance And Organizational Commitment In A Turkish Public Organization". Master's thesis, METU, 2005. http://etd.lib.metu.edu.tr/upload/12606110/index.pdf.
Texto completoMontenegro, Adauto de Vasconcelos. "Study about organizational commitment, leadership styles and organizational culture at a cearense organization". Universidade Federal do CearÃ, 2016. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=18510.
Texto completoThe organizational commitment can be conceived as a meaningful liaison between individual and organization, assuming the existence of psychological bonds and significant exchange relationships between both individual and organization. Rego (2003) proposes a study model regarding the organizational commitment and presents six psychological ties between individual and organization, namely: affective commitment, common future, normative commitment, enormous sacrifices, lack of alternatives and psychological absence. Feitosa (2008) adds a tie to the model proposed by Rego (2003): performance expectations or commitment absence. In the study here presented, it was investigated the relation among these psychological bonds and the leadership styles. It was also took in consideration to this analyses the organizational culture. The specific goals of the current research were: to investigate which psychological bonds are significantly related to the leadership styles (transformational leadership, transactional leadership and leadership absence) and in which degree the organizational culture moderate this relationship, as well as to develop a theoretical-methodological model which allows to investigate the interplay among the addressed constructs. The study consists on a cross-sectional survey applied in a large size organization located in the Brazilian city of Fortaleza. The data else collected: a sociodemographic questionnaire; a organizational commitment scale; a leadership scale and organizational culture scale. The study had 205 respondents. The results were statistically analyzed with the support of the Statistical Package for Social Sciences (SPSS) software, using the following statistical technics: linear correlation, linear regression and moderation analysis. Regarding the results, the following positive and significative correlations were attested: transformational leadership and affective commitment bonds, common future and normative commitment, transactional leadership and the bond of normative commitment; leadership absence and the bonds of alternative lack and psychological absence. Besides, it was observed that the clan type organizational culture was a moderating variable that mitigates the effects of the following relations: transformational leadership and affective commitment, transformational leadership and common future. In addition to the aforementioned results, a theoretical-methodological model was developed with all the elements surveyed. It was also concluded that can be taken in consideration to the elaboration of leadership development programs and human resources management policies aiming their efficacy.
O comprometimento organizacional pode ser compreendido como um vÃnculo significativo entre indivÃduo e organizaÃÃo, pressupondo um elo psicolÃgico e relaÃÃes de trocas entre ambos. Rego (2003) propÃe um modelo de estudo do comprometimento organizacional e apresenta seis laÃos psicolÃgicos entre indivÃduo e organizaÃÃo, a saber: comprometimento afetivo, futuro comum, comprometimento normativo, sacrifÃcios avultados, escassez de alternativas e ausÃncia psicolÃgica. Feitosa (2008) acrescenta um laÃo ao modelo proposto por Rego (2003): expectativas pelo desempenho ou ausÃncia de compromisso. No atual estudo, à investigada a relaÃÃo entre esses laÃos psicolÃgicos e estilos de lideranÃa, considerando tambÃm a funÃÃo da cultura organizacional nessa relaÃÃo. Os objetivos especÃficos da atual pesquisa podem ser descritos como: investigar quais desses laÃos psicolÃgicos se relacionam de maneira significativa aos estilos de lideranÃa (lideranÃa transformacional, lideranÃa transacional e ausÃncia de lideranÃa) e em que grau a cultura organizacional modera essa relaÃÃo, bem como desenvolver um modelo teÃrico-metodolÃgico que possibilite a investigaÃÃo da relaÃÃo entre os construtos abordados. O estudo se constituiu como survey, de corte transversal, aplicado em uma organizaÃÃo de grande porte, localizada em Fortaleza/CE. O instrumento de coleta de dados à composto de: questionÃrio sociodemogrÃfico; escala sobre comprometimento organizacional; escala sobre lideranÃa e escala sobre cultura organizacional. AlcanÃou-se uma amostra de 205 trabalhadores da referida organizaÃÃo. Os resultados foram analisados com base em procedimentos estatÃsticos exploratÃrios e explicativos, utilizando o Statistical Package for Social Sciences (SPSS), com as seguintes tÃcnicas estatÃsticas: correlaÃÃo linear, regressÃo linear e anÃlise de moderaÃÃo. No que concerne aos resultados obtidos, foram atestadas as seguintes correlaÃÃes positivas e significativas: lideranÃa transformacional com os laÃos de comprometimento afetivo, futuro comum e comprometimento normativo; lideranÃa transacional com o laÃo de comprometimento normativo; ausÃncia de lideranÃa com os laÃos de escassez de alternativas e ausÃncia psicolÃgica. Ademais, observou-se que a cultura organizacional tipo clà atuou como variÃvel moderadora reduzindo os efeitos nas relaÃÃes seguintes: lideranÃa transformacional e comprometimento afetivo e entre lideranÃa transformacional e futuro comum. AlÃm dos resultados apontados, foi desenvolvido um modelo teÃrico-metodolÃgico com todos os elementos pesquisados. Observou-se que tais resultados podem ser considerados para a elaboraÃÃo de programas de desenvolvimento de lideranÃa e polÃticas de gestÃo e de recursos humanos da organizaÃÃo visando sua eficÃcia.
Schroeder, S. Tyler. "An organizational assessment of Department A of University XYZ". Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005schroeders.pdf.
Texto completoChenot, David. "Organizational culture and retention in public child welfare services organization". online version, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=case1169849653.
Texto completoSmith, Grant Ritchie. "Organizational change and the post-bureaucratic organization : a critical case". Thesis, University of Portsmouth, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.500348.
Texto completoCole, Tami. "Impact of an organization identity intervention on employees' organizational commitment". Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133149.
Texto completoThis project examined the impacts of an organization identity intervention on workers’ commitment during large-scale transformational change at a financial services company. A 21-member information technology team was recruited for the study. Commitment was measured using a quantitative instrument and the events and data collected during the identity intervention were described. Participants generally enjoyed the intervention, although team members grew increasingly negative over the course of the event due to past experiences with similar interventions. Commitment was consistent across both groups and remained unchanged across the study period. The study organization is advised to assure that its leaders support and are prepared to respond to the results of any interventions conducted and take measures to nurture participants’ existing affective commitment. Continued research is needed to evaluate the impacts of the identity intervention on commitment. Such studies are advised to utilize a larger sample and to measure organizational commitment using mixed methods.
Skogmalm, Martin. "Project Based Organizations: Strengths & Weaknesses". Thesis, Linnaeus University, Linnaeus School of Business and Economics, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-6408.
Texto completoBackground: Today companies operate in a market that increasingly is becoming global, and where technological development is advancing ever faster. Global competition, shorter product life cycles and constant reorganization of business puts increasing demands on companies and projects that are under their control. As a result of this trend more and more organizations in different industries are working on a project basis.
Objective: To identify and address the strengths and weaknesses of project based organizations.
Boundaries: Three business units within different companies will be analyzed in order to deduct a conclusion to the research question.
Method: A qualitative method has been used. The empirical material was analyzed based on theory.
Results: A project based organization promotes higher flexibility in comparison to a functional organization. The organizational structure of a project based organization provides employees with interesting tasks and the possibility to work in and learn from cross functional teams. Although this has a negative impact on ones work life balance. A key weakness is the organizational integration, which includes: knowledge management, implementation of strategies and focus beyond projects, resource coordination and human resource management.
Proposal for further research: An in-depth study on how project based organizations promote innovation.
Warida, Mokhtar Gamil. "Legalization in International Organizations : The Case of the World Trade Organization". Thesis, Queen Mary, University of London, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.531462.
Texto completoStubbs, Lee. "Is the open organisations profile a valid and reliable measure of openness in organisations?" ePublications@bond, 2007. http://epublications.bond.edu.au/theses/15.
Texto completoAstakhova, Marina. "Exploring Complementary Person-Organization Fit". Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1332791556.
Texto completoKalamata, Glykeria. "Organizational Culture, Justice, Equality and Change in Youth Organizations : The success story of the non-governmental organization 'System and G'". Thesis, Linköpings universitet, Tema Genus, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-149004.
Texto completoGraham, Jezreel Jason. "The cyberface of global governance WTO discourse and the management of globalization /". Pullman, Wash. : Washington State University, 2008. http://www.dissertations.wsu.edu/Dissertations/Fall2008/j_graham_091808.pdf.
Texto completoTitle from PDF title page (viewed on Dec. 31, 2008). "The Edward R. Murrow College of Communication." Includes bibliographical references (p. 157-164).
Timokhina, Y. y L. M. Chuchilina. "Virtual organization". Thesis, Вид-во СумДУ, 2009. http://essuir.sumdu.edu.ua/handle/123456789/16769.
Texto completoДядечко, Алла Миколаївна, Алла Николаевна Дядечко, Alla Mykolaivna Diadechko y M. Chernyakova. "Self-organization". Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/17138.
Texto completoBroughton, Vanda, Joacim Hansson, Birger Hjørland y María J. López-Huertas. "Knowledge Organization". Royal School of Library and Information Science, Copenhagen, 2005. http://hdl.handle.net/10150/105851.
Texto completoNewland, Sarah J. "Organizational Citizenship Behavior- Individual or Organizational Citizenship Behavior- Organization: Does the Underlying Motive Matter?" TopSCHOLAR®, 2012. http://digitalcommons.wku.edu/theses/1159.
Texto completoCAPART, Célia. "How do employees of multinational textile industry organizations implement the sustainability of an organization in line with the sustainable vision of the organization itself. : How do employees of multinational textile industry organizations implement the sustainability of an organization in line with the sustainable vision of the organization itself?" Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-97867.
Texto completoLowrance, Tracy Lynn. "Exploring the Four Modes of Organizational Forgetting in an Organization Post Acquisition". Thesis, The George Washington University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10260398.
Texto completoThe purpose of this study was to explore organizational forgetting processes in an organization after acquisition. The different causes of forgetting, the organizational considerations that prevent knowledge from being stored, and why some new knowledge is integrated while some is not still remain uncharted. Understanding the phenomenon of forgetting in the context of acquisitions is also important, since acquisitions continue to be a popular growth strategy despite their high rate of failure. Specifically, between 2004 and 2015, the value of acquisitions globally grew from $1.9 trillion to almost $5 trillion, yet 50% to 80% of all acquisitions fail and performance after acquisition is varied at best.
A qualitative single site case study was conducted of an acquired organization’s human resources (HR) department in the pharmaceutical industry. One or two semistructured interviews were conducted with seven HR department staff, including the vice president of HR, HR managers involved in or overseeing HR routines, and other HR administrative staff. In addition, archival sources relating to a change in a routine or process were reviewed. Data were entered into Atlas.ti and coded. The focus was on organizational routines as a type of organizational knowledge. The variation, selection, and retention of new practices and patterns of actions within routines occurring on a daily basis within organizations allow for a wide range of outcomes and the impact of the process of organizational forgetting.
Four primary findings emerged from this study: social and personal power influenced organizational forgetting; employees from the acquired organization were required to unlearn aspects of their pre-acquisition performance management and evaluation routines; the frequency of routines impacted organizational forgetting; and enterprise-wide technology changes, such as implementation of a new software program, were key in unlearning.
Theoretical contributions to the organizational forgetting literature included clarification and greater articulation of the four modes of forgetting and the relationship between the modes. Conclusions and implications for practice are discussed, including ideas on how to manage the organizational forgetting processes to potentially increase the success of an acquisition.
Berube, D. Steven. "Assessing differences in data and information makeup at two different organizational levels using two managerial jobs". Thesis, This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-03032009-040410/.
Texto completoInzunza, Rolando Eduardo. "Board transition in a student government organization, developing effective organizational change". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ40336.pdf.
Texto completoFoster, Allison. "A Communication Plan for Organizational Effectiveness in a Youth Development Organization". Scholarly Commons, 2018. https://scholarlycommons.pacific.edu/uop_etds/3116.
Texto completoCharron, Avery. "Effects of Organization Personality and Type of Industry on Organizational Attraction". Xavier University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=xavier155170269211922.
Texto completoParlamis, Jennifer D., R. Dibble, K. Lo, Lorianne D. Mitchell y L. Henderson. "Teaching Students Organizational Behavior and Organization Development Using Service-Learning Pedagogy". Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/8320.
Texto completoMaguire, Gregory M. "Concept of a dynamic organizational schema for a network-centric organization". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Jun%5FMaguire.pdf.
Texto completoThesis advisor(s): Carl R. Jones, William G. Kemple. Includes bibliographical references (p. 95-97). Also available online.
Smith, Amber Rose. "Communication Strategies Used During Organizational Change in a Health Care Organization". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4561.
Texto completoButcher, David. "Learning organization principles and processes : UK construction organization experiences". Thesis, University of South Wales, 2011. https://pure.southwales.ac.uk/en/studentthesis/learning-organization-principles-and-processes(64b42efb-54ca-4c93-bf1e-fd92121e7bd4).html.
Texto completoKhan, Mahin. "Organizational Democracy and Women's Empowerment: An Examination of Four Advocacy Organizations in Bangladesh". Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/47600.
Texto completoPh. D.
Tilcsik, Andras. "Remembrance of Things Past: Individual Imprinting in Organizations". Thesis, Harvard University, 2012. http://dissertations.umi.com/gsas.harvard:10503.
Texto completoPadilla, Carla Raineri. "An archival study of leadership requirements of combined emergency management/fire departments". Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3712785.
Texto completoA nation-wide study of the leadership requirements for combined emergency management and fire departments from medium-sized municipalities was conducted. It has been widely recognized by the emergency management community and the federal government that emergency management should be professionalized. The first step in professionalization is standardization. The study disclosed that there was an extremely high variability in the training, education and experience requirements for each of the leadership ranks. Not only was there high variability in the requirements for holding each of the ranks, the ranks themselves varied greatly from department to department. The single rank present in all departments was that of chief, and even for that rank, 30% were appointees with no concrete position requirements. Furthermore, the actual requirements for each of the leadership ranks was compared to recommendations from three professional organizations, the International Association of Emergency Managers, the International Association of Fire Chiefs and the National Fire Protection Association. Not only did the actual requirements for each rank vary greatly from the recommendations from each organization, the recommendations between the organizations varied greatly. It is quite clear that even the professional organizations have not come to a consensus of opinion or agreement on requirements, nor are they even close to doing so. Two departmental models were also examined, and once again there was a high variability of requirements for each leadership rank. Although standardization is the first step in professionalization, there has been little movement in that direction. Emergency management has a long way to go if it is to be professionalized, and the safety of the public and nation stand in the balance.
Pannabecker, Bradford W. "Natural Leaders| How Interacting with Nature Impacts Leadership Practices". Thesis, Saint Mary's College of California, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13807233.
Texto completoWithin today's technologically enmeshed world, people are spending more and more time in front of screens (both large and small). This comes at a cost; time spent outdoors is becoming scarce. How does engaging with nature impact our practice of leadership? A Collaborative Inquiry carried out by four individuals with personal leadership practices explored this question. We found that our leadership practices were improved through spending time in nature. A significant impact we identified was that our experiences in nature had an ego-reductive influence, turning our focus outwards and improving our ability to navigate complex situations with greater fluidity. We recommend that leaders looking to alter their perspective adopt a practice of intentional reflective time in nature.
Golden, Thomas P. "The Influence of Macro- and Meso-Structuring Mechanisms on Micro-Institutional Actions to Reproduce or Transform Labor Force Participation Approaches of Community Rehabilitation Programs". Thesis, The George Washington University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10037649.
Texto completoChange and stability are critical to the sustained competitive advantage of organizations. Emerging research shows the relationship that exists between human agency and institutions, but also the inter-relationship to the dynamic of change and stability. This study examines the concepts of stability and change in regard to organizational change and institutional theory, and the influence of macro- and meso-structuring mechanisms in processes of institutional reproduction and change. Specific reference is made to institutional orientations toward stability and change as primary dimensions in the analysis of micro-level explanations that contribute to understanding adoption of new organizational practices.
This participative mixed-methods study was conducted in 12 community rehabilitation programs within New York State. It showed how both agency and institutional orientations toward stability and change are influenced through structuring mechanisms, and can be identified and discerned through patterns. The depiction of these orientations were identified by conceptual mapping and pattern matching, a research method emerging in both the change and institutional theory research. The new understandings gained regarding these agency and institutional orientations will contribute to new insights as to how micro-level actions occur and contribute to macro-institutional orientations toward stability and change. This study also supports the conclusion that macro- and meso-structuring mechanisms can become strange attractors which limit organizational potential for change, and that gaining an understanding of these attractor cages can assist organizations in mapping alternative futures.
Najrani, Majed. "The effect of change capability, learning capability and shared leadership on organizational agility". Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10141724.
Texto completoOrganizational agility represents a new field of organizational study that is not well examined. In the past organizations had an unmatched competitive advantage due to low competition and higher barriers to entry into their markets. As a result, many organizations dominated their industries. However, in the era of globalization, individuals with an internet connection and the right skills can start new organizations that can compete on a global level. Consequently, organizations now are facing more competition that they experienced in the past. Another reason for increase competition is new technology. Technology is improving increasingly faster than any time in history. Therefore, organizations that are not agile could not survive in the current environment.
Agile entities realize that they have to become flexible and nimble to withstand competition. Accordingly, the researcher in this study proposes an organizational agility model and this proposed model is the focus of the study. The proposed model significant arises from the fact that currently there are limited numbers of models that help organizations in becoming agile entities. The characteristics in this study were based on Worley and Lawler (2010) “Agility and Organization Design: A Diagnostic Framework”. The study conducted a survey utilizing an instrument developed by Dr. Worley and Dr. Lawler that contains 15 agility characteristics. The survey uses all 15 characteristics to determine if the organization is agile. In addition, the study utilizes three of the 15 agility characteristics to determent if a relationship occurs between the study variables.
This quantitative study examined the relationship between change capability, learning capability, shared leadership and organizational agility. Moreover, understanding these relationships could assist scholars and practitioners in producing change programs that emphasize certain behaviors that make an organization agile. The study surveyed 116 participants and found that focusing on change capability, learning capability and shared leadership could contribute in creating agile organizations. Consequently, after evaluating the study results, a new agility model emerged. This model shows that organizations can achieve agility by developing change capability, learning capability, shared leadership, shared purpose and flexible resources. Ultimately, achieving agility could help organizations compete and endure now and the future.
Chang, Chi-Huang y 張啟煌. "The relationship between organizatioal culture,organizational boundary,organizational capability,employee satisfaction and organization performance". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/02908372912173552985.
Texto completo國立成功大學
企業管理學系碩博士班
91
This study discusses the effects of the organizational boundary, organizational capability and organizational culture on employee satisfaction and then the influence of employee satisfaction on organization performance. In addition, this study will explore if the organizational boundary, organizational capability and organizational culture would directly influence the performance of organization. This study adopted three methods including an interview, questionnaires and secondary data to make the triangulation and comparison by SPSS. The interveiew was based on the results of quantitative questionnaires in order to cover the insufficient of single research method. The results of this study indicated that: 1. The organizational boundary and organizational capability are positively and significantly related to the employee satisfaction. 2. The organizational boundary and organizational capability are positively and significantly related to the organization performance. 3. The organizational culture is not significant related to the employee satisfaction. 4. The organizational culture is not significant related to the organization performance. 5. The employee satisfaction is positively and siginificantly related to organization performace. 6. The characteristices of employees inclue the educational background, seniority and department are siginificantly different on employee satisfaction. Based on the results of this study, the organizational boundary and capability could influence the employee satisfaction and organization performance. Therefore, organization should improve its structure and communication method. It could be worked by four dimensions include vertical, horizontal, external and regional boundary. In addition, organization should increase their capability. It also could work from speed, elasticity, coordination and innovation. The relationship between employee satisfactioin and organization is siginificant. Thus, if company want to improve the performance of organization, company should try to promote the belief of learning and increase employee satisfaction. By this way, the learning capability of organization could increase and then the company could become a real organization.
PING, HSU CHIN y 徐志坪. "Research on organization environment change and organization change strategy in government organizations". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/6se8n6.
Texto completo佛光大學
公共事務學系
96
“Organization” has been playing an important role in human society development. Many researchers define “organization” as “ coordinative and cooperative action of human beings to exceed human physical strength and wisdom to achieve a common goal”. This definition clearly indicates organization's overview and operation, but could not answer questions for some organization, such as alumni association and family association, which are composed of relatives or fellows. They do not have well structured system and they are not established to exceed physical strength and wisdom. Not all of their activities work out in coordinative and cooperative ways and common goal is a distant achievement to them. Therefore, “organization” should be discussed and described with wide vision, not from one aspect or with narrow definition. In terms of “public”, organization is divided into “public organization” and “non-public organization”. “Public organization” can be simply described as government administration organization, which is established to achieve particular public mission. “Veterans Affairs Commission” (VAC) is a special affiliated organization of Executive Yuan, which is assigned with responsibilities covering not only veteran general service, medical care, employment assistance but also construction projects, forest conservation and non-official diplomatic assistance. Therefore, the research of VAC organization change and development is particularly important. Based on “resource dependence” theory, this paper will study VAC organization's historical change and development, look into the problems organization environment facing, search key change strategy with development, and discuss the relationship between organization change and organization environment.
Lin, I.-Chen y 林懿貞. "The Effects of Organizational Culture and Person-Organization Fit on Learning Organization". Thesis, 2002. http://ndltd.ncl.edu.tw/handle/06682095050807813202.
Texto completo國立中央大學
人力資源管理研究所
90
ABSTRACT Developing learning organizations has become an imperative task for many managers, since an organization learning capability may be one of the major sources of sustainable competitive advantage of the firm. Thus, this study explores the relationship between three dimensions of a learning organization and the organizational culture. In addition, it also discusses the person- organization fit between individual expectation and practical organizational culture on the three of indicators of learning organizations. Organizational culture is operationalized as several dimensions, which include customer orientation, the basis of truth, rationality, nature of time, innovation and risk taking, participate in management and oriented to work or coworkers. The three indicators for a learning organization, which are developed by Watkins & Marsick , are individual learning, group learning and organizational learning. The structured equation model, LISREL, and hierarchical regression models are employed in this study to examine the proposed hypotheses. Our results show that five out of six culture factors, except for oriented to work, have strong effects on supporting a learning organization. The empirical results also demonstrate that the higher person - organizational culture fit, the more the organization is a learning organization.
Chen, Yi y 陳顗. "An exploration of Taiwan health care organizations perceived learning organization on perceived organizational innovation and organizational performance". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/23821894613729345267.
Texto completo義守大學
醫務管理學系碩士班
99
Facing changing medical strategies and highly competitive environment, medical institutions can operate continuously only by improving the operation efficiency, enhancing the quality of medical service, and building its competitive advantages; besides those, building its sound organization structure, creating good organizational learning environment, managing human capital, and eventually, achieving high performance through continuous innovation are also the key for medical institutions to survive in this vibrant environment. This research attempts to verify the relationship and influence of perceived learning organization on perceived organizational innovation and organizational performance. I am targeting for about 500 hospitals which had registered to the Department of Health and still operate in 2010 as this research objects. The surveyed objects are the human resource managers. 502 questionnaires are distributed, and 204 copies retrieved. After classification, 204 questionnaires are effective with the retrieval rate of 40.63%. All of effective questionnaires are further analyzed with SPSS17.0. The findings of questionnaires show that cognitive learning organization and cognitive organizational innovation contribute positively to organizational performance, and the learning organization affects innovation. Another finding of this research is that size of the health care industry turbulence moderate these relations.
Lu, Meng-Chou y 呂孟洲. "Medical Organization's Impellent in Learning Organization". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/32313452848767227782.
Texto completo國立雲林科技大學
工業工程與管理研究所碩士班
91
Abstract The existing national research on Learning Organization is based on the conceptual research. Most of the content is to focus on case study and to develop the character of learning organization; the focus on “how medical organization builds research on learning organization” is less. Therefore, this investigation concentrates on the actual force of learning organization research of the hospital. The point is to understand the process of actual force on the learning organization of medical organization. The purpose of this research is to: 1.Understand the condition of local medical organization’s learning organization. 2.Combine developments and discoveries from archives and discoveries; further more, to provide conclusion and advise as a reference for medical organization’s impellent in learning organization in the future. 3.Analysis concrete strategy of medical organization’s impellent in learning organization. 4.Discuss the local induct pattern of medical organization’s impellent in learning organization. According to the research purpose described above, this research is to observe and research intensively in case-study hospitals. Moreover, to discuss the induct research of medical organization learning organization structure by collecting archives related to learning organization. This research is quality based. Individual information was collected by observations and interviews. Analyses of collected information were completed by quantitative research method. Medical organization based learning organization is expected in the soon future. The result of this research discovers, two individual hospitals adopt different lead-in mode; A hospital adopts to the lead-in mode of “advance project”, mean while, B hospital adopts to the lead-in mode of “education training project” and produces a better end result. Aiming at the business enterprise construction on learning-style organization, the key of the organization influences both sides of the organization and the process of the promotions. All these facts prove that A hospital has a better outcome in constructing the lear5ning organization compares to B hospital. This research went through the analysis of these two individual hospitals and has proposed an advisement; it is expected to be a consultation for further research in the future. Keyword: learning-style organization, lead-in mode.
Su, Wen-Chieh y 蘇文杰. "The Research of Relationship among Organizational Reputation,Organization Identification and Organizational Commitment:A Study of Volunteers in Nonprofit-Organization". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/20166865562611332941.
Texto completo中原大學
企業管理研究所
91
The objective of this study is to converse the relationships among organizational reputation, organizational identification and organizational commitment of volunteers in nonprofit organization. Through reviewing related references, we came up with four hypotheses: The relationship between organizational reputation and organizational identification. �郼he relationship between organizational identification and organizational commitment. �郼he relationship between organizational reputation and organizational commitment. �郼he interaction between organizational reputation and volunteer’s individual characteristics on organizational identification. In the course of the statistical analysis from the survey’s empirical facts, we concluded few major consequences as follow: 1.Throughout the analysis, we revised organization reputation into four aspects, which are public obligation, professional service, managerial innovation and attracting ability. 2.There are significant correlations between organizational reputation and organizational identification. When organizational reputation increased, organizational identification followed. 3.There are significant correlations between organizational identification and organizational commitment. When organizational identification increased, organizational commitment followed. 4.There are significant correlations between organizational reputation and organizational commitment. When organizational reputation increased, organizational commitment followed. 5.There are partially significant correlations between the interaction of organizational reputation and volunteer’s individual characteristics on organizational identification, including one’s age, education, and previous experience in nonprofit organization. 6.There are partially significant correlations between the interaction of organizational reputation and volunteer’s individual characteristics on organizational identification, including one’s education, matrimony and previous experience in nonprofit organization.
許淑咏. "The Effect of Organizational Structure on Organization Communication and Organization learning of Medical institutions". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/ajfd33.
Texto completo長榮大學
醫務管理學系碩士班
107
Taiwan implemented the National Health Insurance in 1994. Due to the development of information industry, medical knowledge, self-awareness growth, and the market of medical care institutions is very competitive recently. In the environment, how to through effective arrangements and cooperation, the strategy to adjusting organizational structure to enhance enterprise competitiveness are important. Hope to realize the impact of the effect of organizational structure on organization communication and organization learning of Medical institutions. Based on the result, we can improve organization communication and organization learning and enhancement on employee innovative behavior. In this research our research subjects are employees in Taiwan, who is older than 20 years old with the capacity for civil acts and have worked for at least half a year at primary physical clinics by researcher in person to collect data. Moreover, in order to avoid disturbing the organization and depressing the interference of environment, study participants were asked to complete a questionnaire outside of work hours. We used survey research with snowball sampling to select different levels of hospitals in the region. The sampled included four areas included northern、middle、southern、eastern part in Taiwan. All of them 381 questionnaires were distributed, 362 (95%) completed and returned. The available returned questionnaires were applied by SPSS 21 and AMOS 21 statistical analysis software to analyze factor analysis and reliability analysis to make sure the quality of questionnaires, and used regression analysis to prove the hypothesis. There are threer important findings in this research: (1) Organizational structure positively affects organizational learning, and Organizational structure formalization positively affects organizational communication. (2) Organizational communication and learning has a positive effect on innovation. (3) Organizational structure formalization by organizational learning and communication has mediation effect for performance as well.
LIN, CHIN-CHUEH y 林金雀. "Investigating Planned Organizational Change in Public Research Organization". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/bnfcv3.
Texto completo銘傳大學
管理學院高階經理碩士學程
106
The key to innovative process on the national level is usually characterized by research organization, which plays a crucial role determinant of technology development and industry policy. The most developed countries organized the corresponding actors consisting of enterprises, universities, and government research institutes for achieving a complex missing. Braving the developmental variants, the planed organizational changes are the needed survivability for becoming mature. In this study, the combination of Kotter 8-step process of leading change on Industrial Technology Research Institute (ITRI) has been investigated. The management meaning of inner- and outer- factors, challenge analysis, corresponding solving strategy, specific practice for promoting organizational change, and finding the successful key point of ITRI changing model are issued. The wild-used in-depth interview of qualitative research was conducted to collect and analyze how ITRI represents the task problems and how seek information to solve them. The results showed that the change process on ITRI are identical to Kotter 8-step process of leading change. The first four steps are used to loosening traditional hierarchical ways of operating, the 5th to 7th steps are introducing new practices, and the last one is deeply transforming into corporate culture.
Lee, Pei-lun y 李佩倫. "A Study of the Organization politics consciousnessto organization fair influence:Works with and Organizational Cynicism as Mediator". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/67683903723677113088.
Texto completo國立中山大學
人力資源管理研究所
100
This research purpose organizes the fair influence to organizing of the political consciousness in order to probe into, and then deepening test can organize political consciousness because working anxiety and intermediary result to organize cynicism influence the justice of organizing. So, this research is with Ferris et al. (2002) Revise models as basis in political consciousness of organizations put forward. Probe into it after the member realizes the existence which organizes politics, the phenomenon that they will produce '' work anxious ''. After using structural equation modeling(SEM) to analyze the research data in 2008, provided by Political Perception Research Team, which is led by Prof. Chin-Ming Ho, the new findings include: 1. organize the fair influence for organizing of the political consciousness, construct the surface and appear and shoulder in the '' general political consciousness '' apparently relevantly; On '' keep silent, wait for advantage quietly '' construct surface appear apparent to shoulder relevantly; Appear and shoulder in '' the policy and practice disparity '' apparently relevantly. 2. organize the political consciousness to be anxious and apparent to influence to the work. 3 .organize the political consciousness for organizing the cynicism to be apparent to influence. 4. it is anxious to work and is defeated by fairly influence in organizing. 5. organize the cynicism to defeat by fairly influence in organizing. 6. it is anxious with organizing the cynicism in order to organize the political consciousness and intermediary which the organization promise to change one to work.