Literatura académica sobre el tema "Organizational"
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Artículos de revistas sobre el tema "Organizational"
Sadeghi, Ghasem, Masoud Ahmadi y Maryam Taghvaee Yazdi. "The relationship between organizational citizenship behavior and market orientation in organizations (case study: Agricultural Jihad Organization of Mazandaran Province)". Problems and Perspectives in Management 14, n.º 3 (15 de septiembre de 2016): 372–79. http://dx.doi.org/10.21511/ppm.14(3-si).2016.10.
Texto completoSahin, Sevilay. "Mediator role of organizational justice in the relationship between learning organization and organizational commitment". International Journal of Academic Research 5, n.º 6 (10 de diciembre de 2013): 57–67. http://dx.doi.org/10.7813/2075-4124.2013/5-6/b.11.
Texto completoStokvik, Hanne, Daniel Adriaenssen y Jon-Arild Johannessen. "Tacit knowledge, organizational learning and innovation in organizations". Problems and Perspectives in Management 14, n.º 3 (6 de septiembre de 2016): 246–55. http://dx.doi.org/10.21511/ppm.14(3-1).2016.11.
Texto completoFORGON, Tomáš. "INCREASING ORGANIZATIONAL CULTURE AND ETHICS IN HEALTHCARE ORGANIZATIONS". Scientific Papers of Silesian University of Technology. Organization and Management Series 2018, n.º 122 (2018): 43–49. http://dx.doi.org/10.29119/1641-3466.2018.122.5.
Texto completoSadeghi, Ghasem, Masoud Ahmadi y Maryam Taghvaee Yazdi. "The relationship between organizational citizenship behavior and organizational performance (case study: Agricultural Jihad Organization of Mazandaran Province)". Problems and Perspectives in Management 14, n.º 3 (15 de septiembre de 2016): 317–24. http://dx.doi.org/10.21511/ppm.14(3-si).2016.03.
Texto completoYusof, Muhammad SuhaimiMohd y Abd Rahim Romle. "Exploring the Elements of Organizational Inertia and Impactson Organization". International Journal of Psychosocial Rehabilitation 24, n.º 03 (18 de febrero de 2020): 1536–42. http://dx.doi.org/10.37200/ijpr/v24i3/pr200903.
Texto completoBadruddozza Mia, Mohammad y Magnus Ramage. "ICT-mediated organizational change in microfinance organizations: a case study". Problems and Perspectives in Management 16, n.º 3 (6 de julio de 2018): 40–47. http://dx.doi.org/10.21511/ppm.16(3).2018.04.
Texto completoCho, Jayoung y Sejeong Cheong. "The Effect of Organizational Characteristics on Inter-organizational Linkages – On the Basis of Elderly Employment Project Executing Organizations". International Journal of Social Science and Humanity 6, n.º 1 (enero de 2016): 38–41. http://dx.doi.org/10.7763/ijssh.2016.v6.614.
Texto completoYusof, Muhammad Suhaimi Mohd y Abd Rahim Romle. "Exploring the Elements of Organizational Inertia and Impacts on Organization". International Journal of Psychosocial Rehabilitation 24, n.º 02 (13 de febrero de 2020): 4243–51. http://dx.doi.org/10.37200/ijpr/v24i2/pr200747.
Texto completoIsroilov, Bahodir Ibragimovich y Ilhom Sayitkulovich Ochilov. "Improvement Of Organizational And Economic Mechanisms Of Organization Of Vine Clusters". American Journal of Social Science and Education Innovations 03, n.º 08 (31 de agosto de 2021): 27–33. http://dx.doi.org/10.37547/tajssei/volume03issue08-07.
Texto completoTesis sobre el tema "Organizational"
Hall, Christopher Aaron 1964. "Organizational Support Systems for Team-Based Organizations: Employee Collaboration through Organizational Structures". Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc279218/.
Texto completoWarren, Taryn R. "Person-organization fit and organizational outcomes". Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29186.
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.
Chouseinoglou, Oumout. "Organizational Learning Assessment In Software Development Organizations". Phd thesis, METU, 2012. http://etd.lib.metu.edu.tr/upload/12614960/index.pdf.
Texto completoKrishnan, Neel. "Organizational images : towards a model of organizations". Thesis, Massachusetts Institute of Technology, 2011. http://hdl.handle.net/1721.1/74464.
Texto completoCataloged from PDF version of thesis.
Includes bibliographical references (p. 93-94).
This study develops a general theoretical framework for the analysis of organizational behavior by focusing on the notion that organizations develop unique information-processing frameworks, which it labels "organizational images" or "images of operations," that strongly determine their behavior. The model is then used to draw inferences about the forms of counterinsurgency strategies practiced by the US military in the second war in Iraq and the war in Afghanistan. The paper argues that militaries tend to view the tasks they undertake in terms of the coercive application of force, and that this tendency tends to determine the forms of counterinsurgency strategies they chose, leading them to eschew strategies that rely on bargaining with enemy forces. The purported dominance of this coercive "image of operations" is then investigated in military field reports from the war in Afghanistan.
by Krishnan, Neel.
S.M.
Georgiadis, Elliot Erin. "ORGANIZATIONAL CULTURE THEORY AND FRATERNAL ORGANIZATIONS: APPLYING MEASURES OF ORGANIZATIONAL CULTURE THEORY TO THE SORORITY CONTEXT". University of Akron / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=akron1566227238796242.
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 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.
Mirzataghi, Chaharmahali Sara y Siadat Seyed Amir. "Achieving Organizational Ambidexterity : Understanding and explaining ambidextrous organizations". Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-61262.
Texto completoNava, Lucrezia. "Organizations in nature: how nature shapes organizational practices". Doctoral thesis, Universitat Ramon Llull, 2021. http://hdl.handle.net/10803/671911.
Texto completoLos problemas de sostenibilidad ambiental, como el cambio climático, suelen ser de escala mundial pero necesariamente locales y materiales en sus manifestaciones. Sin embargo, la literatura sobre sostenibilidad y gestión ha prestado poca atención a cómo el entorno natural afecta a las organizaciones y sus operaciones. Un punto de vista emergente en la literatura sobre sostenibilidad retrata a las organizaciones como incorporadas a la naturaleza y permite una mirada más profunda a las interrelaciones locales entre las organizaciones y el entorno natural que las rodea. Esta tesis doctoral adopta esta perspectiva para comprender mejor cómo las organizaciones y sus miembros entienden e interpretan el entorno natural en el que están inmersas, y cómo estas interpretaciones dan forma a las prácticas organizativas. Para ello, se aplican metodologías de investigación cualitativas y cuantitativas para examinar hasta qué punto y cómo la experiencia directa de los fenómenos naturales, como los efectos del cambio climático o las catástrofes naturales, afecta a las respuestas y resultados de las organizaciones. Un primer estudio de métodos mixtos sobre productores de cacao en Brasil explora cómo los responsables de la toma de decisiones en contextos vulnerables experimentan las consecuencias del cambio climático y cómo sus diferentes interpretaciones dan forma a las respuestas adaptativas organizativas. Este estudio se centra en las respuestas organizativas inmediatas a los fenómenos naturales adversos. Un segundo estudio investiga empíricamente los efectos a largo plazo de la experiencia de los fenómenos naturales en los resultados organizativos. Basándose en el análisis de datos cuantitativos sobre empresas japonesas en el contexto del Gran Terremoto del Este de Japón, este estudio propone el concepto de crecimiento postraumático organizativo para captar el cambio emergente en los valores organizativos y la capacidad de respuesta a las necesidades sociales tras el desastre natural. Estos estudios se centran en las interrelaciones locales entre las organizaciones y el entorno natural en el que están inmersas. Si bien este enfoque contribuye a la creciente literatura sobre las organizaciones y el entorno natural, también implica el riesgo de perderse en la infinidad de especificidades e interpretaciones que caracterizan a cada contexto y que deben integrarse con la escala global de las cuestiones de sostenibilidad. Conciliar la escala local y la global, necesarias para abordar estos retos de sostenibilidad, no es nada trivial. Por ello, un tercer estudio pretende hacer una contribución teórica a las tensiones que surgen entre la aplicación local de prácticas sostenibles y la necesidad de coordinación global en el contexto de las normas voluntarias de sostenibilidad. En conjunto, los tres estudios de esta tesis doctoral pretenden contribuir en la interrelación local entre las organizaciones y el sistema natural en el que están inmersas, para entender cómo las interpretaciones organizativas de los fenómenos naturales locales afectan a las organizaciones y cómo pueden abordarse eficazmente las tensiones entre los niveles local y global. Los principales argumentos se basan tanto en la teoría como en las pruebas empíricas, con lo que se ofrece un enfoque metodológico global apto para realizar aportaciones sustanciales al estudio de las organizaciones y la natura.
Environmental sustainability issues, such as climate change, are often global in scale but necessarily local and material in their manifestations. Yet the sustainability and the management literature has paid little attention to how the natural environment affects organizations and their operations. A burgeoning view in the sustainability literature portrays organizations as embedded in nature and allows for a deeper look at the local interrelations between organizations and the surrounding natural environment. This Ph.D. thesis adopts this perspective to provide a better understanding of how organizations and their members understand and interpret the natural environment in which they are embedded, and how these interpretations shape organizational practices. To that purpose, qualitative and quantitative research methodologies are applied to examine to what extent and how the direct experience of natural phenomena, such as climate change effects or natural disasters, affects organizational responses and outcomes. A first mixed-methods study of cocoa producers in Brazil explores how decision makers in vulnerable contexts experience the consequences of climate change and how their different interpretations shape organizational adaptive responses. This study focuses on the immediate organizational responses to adverse natural phenomena. A second study empirically investigates the long-term effects of experiencing natural phenomena on the organizational outcomes. Based on analyzing quantitative data on Japanese companies in the context of the Great East Japan Earthquake, this study proposes the concept of organizational post-traumatic growth to capture the emerging change in organizational values and responsiveness to social needs following the natural disaster. These studies hone in on local interrelations between organizations and the natural environment in which they are embedded. While this approach contributes to the burgeoning literature on organizations and the natural environment, it also implies a risk to get lost in the myriad of specificities and interpretations that characterize each context and that need to be integrated with the global scale of sustainability issues. Reconciling the local and global scale that are both required to address these sustainability challenges is far from trivial. Therefore, a third study aims to make a theoretical contribution to the tensions emerging between the local implementation of sustainable practices and the need for global coordination in the context of voluntary sustainability standards. Together, the three studies of this Ph.D. thesis aim to delve into the local interrelation between organizations and the natural system in which they are embedded, to understand how organizational interpretations of local natural phenomena affect organizations and how tensions between local and the global levels can be effectively addressed. The main arguments are grounded in both theory and empirical evidence, thereby providing a comprehensive methodological approach apt to make substantial contributions to the study of organizations and the natural environment.
Libros sobre el tema "Organizational"
Binghay, Virgel C. Organizational ethnography: Socialization in organizations. Antipolo City, Rizal, Philippines: VCB Research and Publications, 2005.
Buscar texto completoLapygin, YUriy. Organization theory and organizational behavior. ru: INFRA-M Academic Publishing LLC., 2017. http://dx.doi.org/10.12737/23755.
Texto completoG, Zucker Lynne, ed. Permanently failing organizations. Newbury Park, Calif: Sage Publications, 1989.
Buscar texto completoMoorhead, Gregory. Organizational behavior: Managing people and organizations. 3a ed. Boston: Houghton Mifflin, 1992.
Buscar texto completoNadler, David A. Organizational architecture: Designs for changing organizations. San Francisco: Jossey-Bass, 1992.
Buscar texto completoGregory, Moorhead, ed. Organizational behavior: Managing people and organizations. Mason, OH: South-Western/Cengage Learning, 2012.
Buscar texto completoMoorhead, Gregory. Organizational behavior: Managing people and organizations. 3a ed. Boston: Houghton Mifflin, 1992.
Buscar texto completoMoorhead, Gregory. Organizational behavior: Managing people and organizations. 5a ed. Boston: Houghton Mifflin, 1998.
Buscar texto completoMoorhead, Gregory. Organizational behavior: Managing people and organizations. 4a ed. Boston: Houghton Mifflin, 1995.
Buscar texto completoNadler, David. Organizational architecture: Designs for changing organizations. San Francisco: Jossey-Bass, 1992.
Buscar texto completoCapítulos de libros sobre el tema "Organizational"
Shtub, Avraham y Reuven Karni. "Organizations and Organizational Structures". En ERP, 19–30. Boston, MA: Springer US, 2009. http://dx.doi.org/10.1007/978-0-387-74526-8_2.
Texto completoJablonski, Stefan, Ilia Petrov, Christian Meiler y Udo Mayer. "Organizations and Organizational Structures". En Guide to Web Application and Platform Architectures, 191–202. Berlin, Heidelberg: Springer Berlin Heidelberg, 2004. http://dx.doi.org/10.1007/978-3-662-07631-6_11.
Texto completoAndrews, Dee H., Herbert H. Bell y Robert N. Shearer. "The Learning Organization and Organizational Simulation". En Organizational Simulation, 55–78. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2005. http://dx.doi.org/10.1002/0471739448.ch4.
Texto completoSaintilan, Paul y David Schreiber. "Organizational culture in creative organizations". En Managing Organizations in the Creative Economy, 388–408. 2a ed. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003262923-13.
Texto completoHeyl, John D. y Fiona J. H. Hunter. "Understanding Organizations and Organizational Change". En The Senior International Officer as Change Agent, 9–15. 2a ed. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781003448082-4.
Texto completoMorgan, Glenn. "Conclusion: Organizational Futures, Organizational Dilemmas". En Organizations in Society, 235–53. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-20779-4_8.
Texto completoLangas, Kostas. "Organizational Fields and Organizational Processes". En Organizational Structuralism, 15–40. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-16049-3_2.
Texto completoBieńkowska, Agnieszka, Katarzyna Tworek y Anna Zabłocka-Kluczka. "Organizational Solutions Shaping Organizational Reliability". En Organizational Reliability, 181–247. 1 Edition. | New York : Routledge, 2020. | Series: Routledge studies in management, organizations and society: Routledge, 2020. http://dx.doi.org/10.4324/9781003047995-4.
Texto completoBisel, Ryan S. "Organizational Learning and Organizational Communication". En Organizational Moral Learning, 153–70. New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315652252-10.
Texto completoKaplan, Leslie S. y William A. Owings. "Leading Organizational Change/Organizational Learning". En Organizational Behavior for School Leadership, 139–71. New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315669502-5.
Texto completoActas de conferencias sobre el tema "Organizational"
Aurelia, Inezia y Soebowo Musa. "The Roles of Organizational Culture, Participative Leadership, Employee Satisfaction & Work Motivation Towards Organizational Capabilities". En 27th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2022. http://dx.doi.org/10.46541/978-86-7233-406-7_233.
Texto completoPloscaru, Andra Nicoleta, Claudia Cristina Rotea, Marian Cazacu y Daniela Victoria Popescu. "Exploring the Direct Influence of the Organizational Change Process on Organizational Performance". En 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/036.
Texto completoBocean Vărzaru, Anca Antoaneta, Claudiu George Bocean, Mădălina Giorgiana Mangra y Michael Marian Nicolescu. "Accounting the Moderation Effects on the Relationship between Social Responsibility and Business Ethics". En 3rd International Conference Global Ethics -Key of Sustainability (GEKoS). Lumen Publishing House, 2023. http://dx.doi.org/10.18662/lumproc/gekos2022/05.
Texto completoZakaitė, Ernesta y Rita Jakutienė. "Analysis of the communication of the non-governmental organization "Unikalus gyvenimas" on the social network Facebook". En Applied Scientific Research. Šiaulių valstybinė kolegija / Higher Education Institution, Lithuania, 2023. http://dx.doi.org/10.56131/tmt.2023.2.2.164.
Texto completoCHIȘ-MANOLACHE, Diana. "MENTORING - AN ORGANIZATIONAL NEED NOWADAYS". En SCIENTIFIC RESEARCH AND EDUCATION IN THE AIR FORCE. Publishing House of "Henri Coanda" Air Force Academy, 2022. http://dx.doi.org/10.19062/2247-3173.2022.23.18.
Texto completoSchlesinger, Dave. "Organizational Culture". En 2017 Joint Rail Conference. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/jrc2017-2247.
Texto completoAntipov, D. V., G. V. Akhmetzhanova, O. I. Antipova, A. U. Gazizulina y R. Sharov. "Organizational models of teal organizations". En 2017 6th International Conference on Reliability, Infocom Technologies and Optimization (Trends and Future Directions) (ICRITO). IEEE, 2017. http://dx.doi.org/10.1109/icrito.2017.8342428.
Texto completoMazin, Aleksandr, Aleksandr Egorshin, Irina Guskova y Anna Troitskaya. "Attractiveness of the organization for highly qualified employees: indicator and key organizational factors". En Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.asvb5574.
Texto completoAndreis, Federico de y Federico Leopardi. "MEMBERS AND CULTURE, AN INTERWOVEN DICHOTOMY IN ORGANIZATIONS". En 5th International Scientific Conference – EMAN 2021 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021. http://dx.doi.org/10.31410/eman.2021.325.
Texto completoStanca, Ionela Petruta y Tudor Tarbujaru. "Modern Management: The Biggest Challenge of an Era Full of Changes". En 8th International Scientific Conference ERAZ - Knowledge Based Sustainable Development. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2022. http://dx.doi.org/10.31410/eraz.2022.133.
Texto completoInformes sobre el tema "Organizational"
Vernalis, Marina. Organizational TeleCardiology. Fort Belvoir, VA: Defense Technical Information Center, mayo de 2000. http://dx.doi.org/10.21236/ada396568.
Texto completoCannaday, John E. y III. Application of the Organizational Culture Concept to Assess USAF Organizations. Fort Belvoir, VA: Defense Technical Information Center, marzo de 1997. http://dx.doi.org/10.21236/ada397942.
Texto completoHenderson, Rebecca y Sarah Kaplan. Inertia and Incentives: Bridging Organizational Economics and Organizational Theory. Cambridge, MA: National Bureau of Economic Research, diciembre de 2005. http://dx.doi.org/10.3386/w11849.
Texto completoCarley, Kathleen M., Natalie Y. Kamneva y Jeff Reminga. Organizational Morphing Technology. Fort Belvoir, VA: Defense Technical Information Center, diciembre de 2004. http://dx.doi.org/10.21236/ada456105.
Texto completoParadis, Gina C., James Yockey y Tracey LeBeau. Energy Organizational Planning. Office of Scientific and Technical Information (OSTI), abril de 2009. http://dx.doi.org/10.2172/951271.
Texto completoKozlowski, Steve W., Georgia T. Chao, Eleanor M. Smith, Jennifer A. Heglund y Pat M. Walz. Organizational Downsizing: Individual and Organizational Implications and Recommendations for Action. Fort Belvoir, VA: Defense Technical Information Center, junio de 1991. http://dx.doi.org/10.21236/ada237243.
Texto completoSanta, Ricardo. The Impact of organizational justice on operational effectiveness: the mediating role of organizational trust and organizational citizenship. Plos One, enero de 2024. http://dx.doi.org/10.57130/fk2/wma15o.
Texto completoCaliendo, Lorenzo, Ferdinando Monte y Esteban Rossi-Hansberg. Exporting and Organizational Change. Cambridge, MA: National Bureau of Economic Research, julio de 2017. http://dx.doi.org/10.3386/w23630.
Texto completode la Rosa Galey, Diana Marie. Organizational Resilience; Business Continuity. Office of Scientific and Technical Information (OSTI), noviembre de 2019. http://dx.doi.org/10.2172/1574170.
Texto completoBassetto, Marco, Zhen Huo y José-Víctor Ríos-Rull. Organizational Equilibrium with Capital. Cambridge, MA: National Bureau of Economic Research, diciembre de 2018. http://dx.doi.org/10.3386/w25376.
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