Tesis sobre el tema "Organizational"
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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.
Bugador, Roderick. "Co-operative organizations : member participation and organizational orientation". Kyoto University, 2008. http://hdl.handle.net/2433/136108.
Texto completoHong, Hae-Jung. "Multiculturals in organizations : Their roles for organizational effectiveness". Thesis, Cergy-Pontoise, Ecole supérieure des sciences économiques et commerciales, 2012. http://www.theses.fr/2012ESEC0005/document.
Texto completoThis dissertation explores multiculturals in global corporations. To date, limited research helps us understand the role of multicultural individuals in facilitating the effective functioning of global teams. To investigate this under-examined phenomenon, this dissertation presents the first empirical study of the roles of multiculturals in organizations by facilitating 10-month ethnographic field work in two MNCs: a leading cosmetic MNC and an auditing and consulting MNC. This dissertation comprises three papers. The first paper develops the theoretical model of bicultural competence and its impact on multicultural team effectiveness. I define bicultural competence, determine its antecedents, and identify two roles that bi/multiculturals might play in promoting multicultural team effectiveness: boundary spanner and conflict mediator. The second paper examines multiculturals’ cultural brokerage role for team work processes in global new product development teams: how multiculturals influence teams’ knowledge processes and handle cross-cultural conflicts (not only collocated but also virtual between corporate headquarters and local subsidiaries). Multiculturals play a critical role that influence knowledge processes and cross-cultural conflict management within global teams where cultural and national heterogeneity seems more complicated than organizational researchers have recognized to date. The third paper investigates boundary conditions and how they impact multiculturals to enact their roles. I compare and contrast multiculturals in two MNCs in different industries. In particular, I identify boundary conditions that have impact on multiculturals in three levels of analysis: organizational; team; individual. Furthermore, I propose what factors challenge or enable multiculturals and accordingly, how multiculturals overcome challenges and use given opportunities in order to perform effectively or yield such challenges in organizations
Stubbs, 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 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.
Ralston, Ekaterina S. "Structure of organizational trust in military-type and civilian organizations Validation of the Organizational Trust Questionnaire /". [Ames, Iowa : Iowa State University], 2006.
Buscar 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 completoMurphy, Lee P. "Influencing Successful Organizational Change Through Improving Individual and Organizational Dimensions of Health". Thesis, Benedictine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3583435.
Texto completoIn both academic and management literature it has been often stated that 70% of change efforts are not successful (Kotter, 1995; Smith, 2002). And while this failure rate may not be empirically tested, it points to a reality that most change efforts are not only difficult, but they are often unsuccessful (Hughes, 2011). When an organization undergoes a major organizational change process, the expected impacts include increased employee stress and overall productivity dips in the midst of the change (Dahl, 2011; Elrod II & Tippett, 2002). Measuring the impacts of change on employees and on organizational effectiveness during the change can add value and help increase the chances for change initiative success by allowing necessary adjustments and identifying and leveraging additional business improvement predictors along the way.
In this dissertation, I answer the question “What is the impact of going through a major organizational change on business outcomes and employee and organizational health?” My results suggest that an organization can transform the expected negative effects of a major change effort to positive effects by focusing on three things: 1) Improving employee mental health; 2) Increasing positive practices, including leadership’s impact on the organization; and 3) Improving employee involvement, communication, and teamwork. Finally, the results also show that improved employee mental health and improved positive practices are significantly related to improved business outcomes. Organizational change outcomes can be successfully informed by linking business outcomes with change impact measures.
Griffith, Cameron. "Organizational Identity Dynamics| The Emergence of Micro-level Factors in Organizational Identity Processes for an Acquired Organization". Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3732580.
Texto completoThis single case study examined the construct of organizational identity, defined as that which is central (i.e., fundamental to the organization), enduring (i.e., persisting over time), and distinctive (i.e., uniquely descriptive) about an organization’s character (Albert & Whetten, 1985). Specifically, the study addressed the research question: What are the organizational identity processes occurring in an acquired organization? While past research has addressed the construction of organizational identity, little research has examined this phenomenon after an organizational acquisition. The organizational identity dynamics model by Hatch and Schultz (2002) provided the theoretical underpinnings for this research and was utilized to establish the conceptual framework for this study.
This qualitative research study explored how organizational identity was constructed for members of an acquired organization as they initially learned of the acquisition and as they assimilated into their new organizational environment. Data were collected through semistructured interviews, document and archival review, and artifact review. This methodology maintained research integrity by establishing reliability and trustworthiness, with data triangulation used to validate study results and findings. The setting for this research was a private, family-owned transportation organization that had recently acquired a competing company.
This research study yielded three primary findings. First, individual-level variables such as personal anxiety or career status were significant factors in the organizational identity processes. Second, sensemaking was critical in the identity process for members of AcquiredCo. Findings indicated that sensemaking was enacted through several key factors, including organizational image, sensegiving by the acquiring organization, comparison processes, social learning, artifacts, and critical incidents. Last, the preacquisition environment of the acquired organization had a significant role in the identity-related processes.
This research study contributes to both theory and practice, expanding theoretical knowledge of identity construction for members of an acquired organization. Additionally, the research findings provide significant benefits to organizations that seek to more effectively assimilate members of an acquired organization into the acquiring organization, ultimately with a greater understanding of “who we are” (Gioia, 1998) as an organization.
Tsolmon, Urelmaa. "The Organizational Analysis of Non-Governmental Development Organizations (NGDOs)". Diss., CLICK HERE for online access, 2004. http://contentdm.lib.byu.edu/ETD/image/etd521.pdf.
Texto completoMustard, Kimberley Ann. "Organizations and communication technologies, a study of organizational adaptation". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq55165.pdf.
Texto completoDelich, Joshua T. "Organizational Behavior: Perceptions Analysis of Micro and Macro Organizational Behavior in an Organizational Setting". Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc822756/.
Texto completoFonseca, 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 completoArikan, Elif. "The Relationship Between Organizational Citizenship Behavior, Organizational Culture And Organizational Commitment". Thesis, METU, 2011. http://etd.lib.metu.edu.tr/upload/12613784/index.pdf.
Texto completowhich is the main purpose of this study. Moreover, this study searched the mediating effect of organizational commitment on the relationship between organizational culture and organizational commitment, organizational commitment as being one of the most prominent and potential mediators of the relationship between job characteristics and organizational citizenship behavior. A sample of 125 academicians from Middle East Technical University (METU), Ankara, was selected and conducted a survey. In accordance with the hypotheses, the results indicated, organizational culture with its several dimensions predicted organizational citizenship behavior and its dimension of civic virtue and sportsmanship. Organizational commitment predicted organizational citizenship behavior, whereas, only affective commitment dimension of organizational commitment predicted organizational citizenship behavior and the dimensions of OCB
altruism, civic virtue, conscientiousness, sportsmanship but not courtesy. The effect of organizational culture on organizational commitment was partially supported. It is supported that organizational culture and only its dimension of mission predicted organizational commitment, and its dimensions of affective and normative commitment. Finally, for the mediating role of organizational commitment, only affective commitment has a mediating role between organizational culture and organizational citizenship behavior.
Sundarasaradula, Doy. "A thermodynamical perspective on organisations their structure and evolution /". Access electronically, 2006. http://ro.uow.edu.au/theses/101.
Texto completoOZGULER, MUSTAFA. "COMPARING AND ASSESSING THE PREPAREDNESS OF POLICE ORGANIZATIONS IN COUNTER-TERRORISM (NETHERLANDS AND UNITED KINGDOM)". Kent State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=kent1219738755.
Texto completoJumara, John J. Sturgeon James I. "A case study of the influence of organization theory on organizational change". Diss., UMK access, 2005.
Buscar texto completo"A dissertation in economics and social science." Advisor: James I. Sturgeon. Typescript. Vita. Title from "catalog record" of the print edition Description based on contents viewed March 12, 2007. Includes bibliographical references (leaves 137-149). Online version of the print edition.
Snabe, Birgitte. "The usage of system dynamics in organizational interventions a participative modeling approach supporting change management efforts /". Wiesbaden : Deutscher Universitäte-Verlag, 2007. http://www.springerlink.com/content/v4x321/.
Texto completoSoldner, James L. "Relationships among leader-member exchange, organizational citizenship behavior, organizational commitment, gender, and dyadic duration in a rehabilitation organization /". Available to subscribers only, 2009. http://proquest.umi.com/pqdweb?did=1879101251&sid=21&Fmt=2&clientId=1509&RQT=309&VName=PQD.
Texto completo"Rehabilitation Institute." Keywords: Leader-member exchange theory, Leadership, Organizational citizenship behavior, Organizational committment, Person-environment fit, Rehabilitation. Includes bibliographical references (p. 100-113). Also available online.
Soldner, James Louis. "Relationships Among Leader-Member Exchange, Organizational Citizenship Behavior, Organizational Commitment, Gender, And Dyadic Duration In A Rehabilitation Organization". OpenSIUC, 2009. https://opensiuc.lib.siu.edu/dissertations/7.
Texto completoSHARFMAN, MARK PHILLIP. "ENVIRONMENTAL PRESSURE, ORGANIZATIONAL BUFFERS AND ORGANIZATIONAL PERFORMANCE: A STRUCTURAL EQUATIONS MODEL (SLACK)". Diss., The University of Arizona, 1985. http://hdl.handle.net/10150/188130.
Texto completoSchroeder, 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 completoChang, 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.
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.
Clement, Juliette. "Organizational design of ambidextrous organizations". Master's thesis, 2018. http://hdl.handle.net/10362/120108.
Texto completoJohnson, Craig L. "Inside organizations: exploring organizational experiences". 2017. http://hdl.handle.net/10454/14133.
Texto completoTseng, Ya-wei y 曾雅偉. "THE INFLUENCE OF ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL COMMITMENT ON ORGANIZATIONAOL CITIZENSHIP BEHAVIOR". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/17045058610118440481.
Texto completo大同大學
事業經營研究所
89
Although the study of organizational justice has been intensified markedly in the past few years, little work has been focused on the relationship between justice perceptions and extrarole behaviors. Therefore, this study tried to examine the relationships between justice perceptions and organization citizenship behavior. A theoretical basis for the relationship between fairness and citizenship was drawn from equity theory and other theories of social exchange. This study developed empirically a social exchange model of organizational citizenship behavior, with organizational commitment considered to be a mediator between organizational fairness in the supervisor’s decision making and employee citizenship. Structural equation analysis with Amos 3.6 found support for the hypotheses suggested, including support for a relationship between perceptions of procedural justice and organizational citizenship behaviors. The analysis further showed that procedural justice and organizational commitment could have positive effects on organizational citizenship behaviors. However, perceptions of distributive justice were observed to fail to influence citizenship. The major findings of this study are summarized as follows: 1. Perceptions of organizational justice will positively influence the factors of OCB. 2. Procedural justice in a supervisor’s decision making will be more likely than distri- butive justice to predict a subordinate’s OCB. 3. The factors of organizational justice employees perceive will have positive effects on the factors of organizational commitment. 4. The factors of organizational commitment will have positive influences on the fac- tors of OCB. The implication for managerial practice of this study is that supervisors can directly influence employees'' citizenship behavior. If managers want to increase citizenship behavior in their organizations, they should work to increase the fairness in their interactions with their employees. A corollary of this implies that perceptions of fairness based on interactional justice may be the easiest perceptions of fairness to manage. Distribution of outcomes may be constrained by forces outside the managers’ control. Similarly, the presence or absence of fair procedures may be a function of an organizational policy and not managers’ intentions. By comparison, the fairness of the interactions between managers and employees is often a matter of the former’s being sensitive to the interests of the latter and of convincing the former that to be fair is of self-interest. The limitations and suggestions for future research are summarized as follows: First, a major conceptual limitation is that this study’s model tests only a few organizational variables. Future studies should add more variables to enhance the explanatory power. Second, this study examines the effects of individual organizational variables and does not investigate the interactions among the predictors. For example, distributive justice could interact with procedural justice, or altruism could interact with sportsmanship. Future studies should explore the interaction effects of these variables. Third, for the convenience of sampling, this study uses data from only one company. Perhaps the relationship found here would be different from that observed in other companies in other industries. Future study should try to enhance the generalizability of the findings, replicating this study with more companies form different industries.
Yu-Ling, Chang y 張育領. "THE IMPACT OF ORGANIZATIONAL CULTURE, EMPLOYEE INVOLVEMENT, ORGANIZATIONAL SUPPORT TOWARD ORGANIZATIONAL COMPETITIVENESS FOR NON-PROFIT SPORT ORGANIZATION". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/26648794020445874400.
Texto completo國立臺灣體育學院
休閒運動管理研究所
98
The purpose of this research was to explore the impact of organizational culture, employee involvement, organizational support toward organization competitiveness for non-profit sport organization as well as to investigate differences among employee demographics on studied variables. The subjects of study were employees from non-profit sport organizations in Taiwan to whom the organizational culture, organizational support, employee involvement and organizational competitiveness scales were administrated to collect data. Of the 415 distribed questionnaires, 102 were valid response. The gathered data were then analyzed by Independent Samples t test, One-way analyzes of variance, and Path analyzes embedded in SPSS for windows. The results of this study shows: 1. There were significant differences on organizational culture cognitions between gender groups. 2. There were significant differences on organizational culture cognitions between different age groups . 3. There were significant differences on employee involvement between different job position groups. 4. Organizational culture has direct and positive impact on organizational competitiveness. 5. Perceived organizational support has indirect but positive impact on organizational competitiveness. 6. Employee involvement has direct and positive impact on organizational competitiveness. 7. Organizational culture has direct and positive impact on organizational support. 8. Organizational culture has direct and positive impact on employee involvement. 9. Organizational support has direct and positive impact on employee involvement.
季家屏. "Examination about the Organizational Commitment and Organizational Performance Perception in Media Organizations". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/22ngp5.
Texto completo銘傳大學
傳播管理研究所碩士在職專班
92
Examination about the Organizational Commitment and Organizational Performance Perception in Media Organizations Abstract Broadcasting stations play important roles in the development of mass media. Recently, the number of broadcasting stations has expanded considerably. The competitions among the broadcasting stations are increasing. The important issues for government’s broadcasting stations are how to response the challenges of multichannel in broadcasting media and the new communication technologies. The purpose of this study is to explore the organizational commitment attitudes, organizational performance perceptions, and the relationship between organizational commitment and organizational performance perceptions of the employees in government’s broadcasting stations. This study conducted a survey for the employees of Voice of Han Broadcasting Network, Police Radio Station, and National Education Radio. Three hundred and seventy employees’ questionnaires were returned for a response rate of 86.9﹪. SPSS for windows were used for this study. The results of this study suggested that first, significant difference were found between the organizational commitment attitudes and organizational performance perceptions of the employees in government’s broadcasting stations. The identification for organizational value, continue in organization, job attitudes, service quality, organizational profession and organizational image of the employees in local stations and low education were higher levels than the employees in main stations and high education. The commitment attitudes and organizational performance perceptions of young employees were lower levels than old employees. Second, significant correlations were found between the organizational commitment attitudes and organizational performance perceptions. This study also suggested that the organizational commitment were positively and significantly correlated with organizational performance perceptions. The value commitment attitude can influence on the service quality, work ability, and the degree of organizational image perceptions. The effort commitment attitude can influence on the degree of organizational image perceptions. The continue commitment attitude can influence on the degree of organizational professional perceptions. Keywords: organizational commitment, organizational performance, government’s broadcasting station
Yu, Chen-Kung y 余成功. "The Study of Knowledge Management, Organizational Climate and Organizational Performance:A Government Organizations". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/x9f6z5.
Texto completo開南大學
商學院碩士在職專班
101
Organizational performance is the most concerned subject of a business. In the field of knowledge management, a successful enterprise is required of emphasizing on organizational climate and organizational performance. Knowledge management functions as organizational climate and organizational performance to adapt itself to the competitive environment as good as to satisfy the need of business and the employees. Attached is a sample of questionnaire of the study. The questionnaire was taken as sampling survey by the NIA staff from Taipei, Hsinchu and Nantou detention centers. In this study, statistical techniques were employed to analyze and to understand the result of the questionnaire. According to the result, we found the relation among knowledge management, organizational climate and organizational performance below: Knowledge management is relative to organizational climate obviously. And both of knowledge management and organizational climate influence each other. Meanwhile, knowledge management is relative to organizational performance clearly. And both of knowledge management and organizational performance influence each other. Furthermore, organizational climate is relative to organizational performance obviously. And both of organizational climate and organizational performance influence each other.
Lin, Tsai Jung y 林采蓉. "A Study of Organizational Climate and Organizational Effectiveness on National Sports Organizations". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/46473460202799995383.
Texto completo臺北巿立體育學院
運動科學研究所
93
Abstract The objectives of this study are to examine: 1) the current situation of the organizational climate and organizational effectiveness of national sports organizations, 2) the cognitive differences of national sports organization members with different background variables, 3) the cognitive differences of national sports organization members of different categories, 4) the relationship between the organizational climate and organizational effectiveness of national sports organizations. The subjects of this study are 283 full-time and part-time employees of the organizations which are registered by the Ministry of the Interior in accordance with Civil Associations Act and are also official members of international sports organizations approved by Chinese Taipei Olympic Committee or the non-profit bodies and national sports organizations under the regulating authority of National Council on Physical Fitness and Sports approved by the central government. The tools used in this study include the Scale of Organizational Climate of National Sports Organizations and the Scale of Organizational Effectiveness of National Sports Organizations. A total of 283 questionnaires were distributed and 189 valid ones (66.78%) were collected. The following are the conclusions based on the analysis of the survey results. I. The current situation of the organizational climate of national sports organizations is generally good. The cognition of the organizational climate of male members of national sports organizations is better than female members. The cognition of the organizational climate of supervisory members of national sports organizations is better than non-supervisory members. The cognition and perception of the organizational climate of Asian Olympic Sports Organizations and Non-Asian Olympic Sports Organizations is better than comprehensive organizations. The cognition and perception of the organizational climate of objective organizations and ball organizations is better than other categories of organizations. No significant differences in the cognition and perception of the organizational climate are found among the national sports organization members of different ages and educational backgrounds. II. The current situation of the organizational effectiveness of national sports organizations is generally good. The cognition of the organizational effectiveness of male members of national sports organizations is better than female members. The cognition of the organizational effectiveness of supervisory members of national sports organizations is better than non-supervisory members. The cognition and perception of the organizational effectiveness of Asian Olympic Sports Organizations and Non-Asian Olympic Sports Organizations is better than comprehensive organizations. The cognition and perception of the organizational effectiveness of objective organizations is better than other categories of organizations. No significant differences in the cognition of the organizational climate are found among the national sports organization members of different ages and educational backgrounds. III. The organizational climate is positively correlated with the organizational effectiveness of national sports organizations. Based on the above findings, this study proposes some suggestions on the organizational management of national sports organizations and competent authorities at the central-government level as well as for future studies.
Ho, Chun-Ming y 何俊明. "The Relationships Among Person-Organization Fit, Perceived Organizational Support, and Organizational Citizenship Behavior". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/yhceyu.
Texto completo景文科技大學
旅遊管理系觀光與餐旅管理碩士班
102
The hotel industry in Taiwan faces a competitive environment recently. To promote the competition, hotels must take actions to encourage their employees performing organizational citizenship behaviors. Organizational citizenship behaviors have proved to increase the effectiveness of the organizations. Therefore, the purpose of this study is to identify the relationships among person-organization fit (POF), perceived organizational support (POS), and organizational citizenship behaviors (OCBs) of the hotel employees in Taiwan. A convenience sample of respondents was chosen that comprised all of the front-line employees of these 16 target hotels. 400 structured questionnaires were distributed by using the face-to-face survey. 294 effective questionnaires were collected. Data was analyzed via SPSS and AMOS package software. The descriptive statistics, reliability and validity analysis, confirmatory factor analysis, correlation analysis, linear regression, and hierarchical regression were conducted. The results showed that POF had a significant positive impact on OCBs, POF had a significant positive impact on POS, and POS had a significant positive impact on OCBs. However, POS didn’t mediate the relationship between POF and OCBs. These findings have managerial implications and provide useful reference data for future research.
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.
Hung, Chien-Ting y 洪健庭. "Organizational Identification and Organizational Citizenship Behavior:The Case Study of Three Nonprofit Organizations in Taiwan". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/73480696901824352043.
Texto completo國立臺灣大學
政治學研究所
95
Nonprofit organizations (NPO) increasingly show its social force in the 1980s in Taiwan, becoming the main part of society with the government and enterprises. The studies of organizational citizenship behavior (OCB) focus more on the public and business sector in the past, less paying attention to NPOs. This article argues that promoting the identity of paid staff and volunteers to NPOs will help the performance of OCB. In order to discuss the connection between organizational identification (OI) and altruistic behavior, this study analyses six elements including the key contact, cognition co-ordination, emotion conjunction, important events, role-play and positive feedback. Meanwhile, we will also divide seven dimenions like helping behavior, loyalty, compliance, individual initiative, civic virtue, self development and sportsmanship to observe OCB in NPOs. Furthermore, this study concern about what the members in NPOs think of the government, enterprises and their own organizations. After interviewing three NPOs(the Society of Wilderness, Taiwan Foundation for Rare Disorders and Genesis Social Welfare Foundation), we find out that five of all elements have examples to prove the connection between OI and OCB, but not containing the “important events” element. On the other hand, the dimension of “civic virtue” in OCB cannot be supported. Overall, the members in NPOs think their basic differences from the government and enterprise is the mission to pursue public interest in Taiwan’s society. In sum, three suggestions and the limitation of this case study are going to be presented in the concluding chapter.
Lu, Shin-yu y 盧心雨. "A Study of Organizational Culture and Organizational Effectiveness for Government Physical Education Administrative Organizations". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/76877197170222075961.
Texto completo國立臺灣師範大學
體育研究所
89
The purposes of this study were to clarify the reality and the consistency of organizational culture and organizational effectiveness for government physical education administrative organizations in Taiwan. It was also to compare the differences those officers’ demographic variables on their organizational culture and organizational effectiveness. In addition, it tried to probe the relationship between organizational culture and organizational effectiveness of government physical education administrative organizations. The research subjects were 303 officers from National Council on Physical Fitness and Sports, Physical Education Department of Education Ministry, 4th Division of Central Section Office of Education Ministry, the 7th or 5th Division of Municipal Education Bureau, Physical Education Health Care Division of different counties and city governments, public stadium. The questionnaire ‘‘Organizational Culture Measuring Scale’’ and ‘‘Organizational Effectiveness Measuring Scale’’ were used as research survey instrument. According to the data from the questionnaires, mean values, standardized scores, One-way MANOVA, Canonical Correlation and Multiple Stepwise Regression were used for data analysis. The result showed that: 1.The organizational culture and organizational effectiveness in government physical education administrative organizations were very congruent. 2.Significant differences in organizational culture and organizational effectiveness were found for government officers. As a whole, those who were male, elder, longer accumulated years of serving in the present organization, longer years of acting as public servant had higher consciousness for organizational culture and better organizational effectiveness. 3.It existed a higher correlation and a canonical correlation between organizational culture and organizational effectiveness in government physical education administrative organizations. And all aspects of organizational culture could influence all aspects of organizational effectiveness. 4.The organizational effectiveness (direction, goal clarity;productivity, accomplishment external support, growth; innovation, adaptation; commitment, morale; participation, openness; documentation, information stability, control;and the whole organizational effectiveness) of government physical education administrative organizations could be predicted effectively by their organizational culture (rational culture, development culture, consensual culture, and hierarchical culture). Especially both consensual culture and development culture had powerful predictability.
Harvey, Carlton F. "Dimensions of organizational renewal in religious organizations". Thesis, 2003. http://spectrum.library.concordia.ca/2044/1/NQ78627.pdf.
Texto completoPO-HSIEN, LIN y 林柏賢. "A Study on the Relationships between Organizational Cultural and Organizational Effectiveness for Police Organization". Thesis, 2006. http://ndltd.ncl.edu.tw/handle/64468923189878965036.
Texto completo國立高雄師範大學
成人教育研究所在職專班
94
The main purpose of this study is to understand the relationships between organizational cultural and organizational effectiveness for the police organization. The research goal is to analyze the different backgrounds variables police organization members. This research take the Ping-Tung County Police Bureau Headquarters and 7 subordinate police precincts as the research scope, and selects 2025 members for the research objects. According to the correlation literature to develop “ Police Organization Cultural Questionnaire and Police Organizational Effectiveness Questionnaire”, takes the questionnaire as the research tools. This research sends out 600 questionnaire recycle 545, effective questionnaire 518, returns-ratio 86.33%. The data were statistically analyzed with SPSS10.0, windows version, which include item analysis factor analysis reliability descriptive analysis t-test, and multiple stepwise, regression analysis. The main findings are listed as follows: 1. The recognition of the police organization members for the organizational culture would be satisfied up to middle plus level. The expection of organizational effectiveness would be satisfied up to middle plus level. 2. The sense of the organizational members to Hierarchical Cultural is the highest one. Especially, the unit respects the supervisor’s policy, then to push and fulfill the policy . The unit is a formal and constructional organization. All of the members follow the regulations. This two items get the recognition. 3. Organizational members disagree the situation of the management in regards to the situation. There is no special privilege. 4. The recognition of the organizational culture of the Commercial High School members is higher than the members of University. 5. Organizational members to the internal process model. The unit’s files and data are all reserved entirely and “ The unit’s duties can normally operate every day”. The recognition of these two items get the best recognition. 6. The members can attend the main policy which is concerned with the members career. The unit can provide the members with self-ability promotion and study path. This item did not get the members recognition. 7. The members who served for 11 years to 20 years are better than 21 years. The members who served for over 21 years are better than under 10 years. 8. No matter from the “entirely level” or “Interior Process Model monitoring”. The complicate police precinct is better than the simple police precinct. The simple police precinct is better than the suburban police precinct. The suburban police precinct is better than Police Headquarters. 9. The Relationship between Organizational Culture and Effectiveness. It represents the relationship between organizational culture and effectiveness. The relationship between each level all reaches the standards. In other words, organizational effectiveness will result the differences since the different organizational culture. The organizational culture and entirely organizational effectiveness all got the well effectiveness. According to the research I have some suggestions as followings: 1. Continuing to enhance the police precinct the whole year training. Especially in the following members. (1) The middle level members graduated from University. (2) The basic members served under 10 years. 2. Encourage the members to cultivate an optimistic health moral. 3. Establishing the common warm human being working environment. 4. Setting up the common sense of service first and efficiency primary. 5. Giving the members to participate the space of decision. 6. To wide the path of studying to promote the members quality.
Wang, Kuo-Wei y 王國維. "The Study of Role Conflict, Organizational Design and Organizational Culture in a Matrix Organization". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/6h9a3p.
Texto completo國立中山大學
高階經營碩士班
102
The period from 1980s to 1990s has witnessed the increasingly use of the form of matrix organization. Many enterprises start to use the matrix organization, to perform operations or project through the matrix organization designed that allow the enterprises have the competitive power. But if not effectively use the benefits of the matrix organization, enterprises may fail due to a matrix organization, which led to lower business performance and competitiveness decline. In the matrix organization operation, the common problem is the role of conflict affected its business operations or project execution. The matrix organization must make good use of organizational design span, and consider the organizational culture of adaptability. This study goal in the discussion the role conflict, organizational design and organizational culture. In IBM ''s case, in-depth interviews with qualitative analysis, thus obtains the following conclusion: 1. In matrix organization, the appropriate organizational design can weaken the impact of role conflict. 2. In matrix organization, organizational culture can weaken the impact of role conflict. 3. To operate matrix organization success, organizational design span is the key factor. 4. To operate matrix organization success, adaptability to its organizational culture is the key factor.
江達隆. "The Influence of Job Satisfaction, Organizational Commitment and Person-Organization Fit on Organizational Misbehavior". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/54648589770858805419.
Texto completo大葉大學
國際企業管理學系碩士班
92
According to the past literature, the researches on the field of organizational behavior mostly focus on positive side about the organizational members’ attitudes, seldom to touch the issue on negative attitudes or even the organizational misbehavior in workplace. In this way, in this study we mainly confer the influences of the organizational misbehavior through the perspectives of job satisfaction, organizational commitment and person-organization fit. Data were collected via the questionnaire survey by convenience sampling method, and 856 valid samples were selected. The main results of this study were presented as followings: 1. After factor analysis, this study extracts three categories of organizational misbehavior, which are inactive behavior, crooked behavior about obtain benefit, and harmful behavior. 2. It is discovered from the analysis results through the structural equation model that job satisfaction、organizational commitment and person-organization fit are significant negative related to the organizational misbehavior.