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1
Garnett, Jonathan, Selva Abraham e Param Abraham. "Using work-based and work-applied learning to enhance the intellectual capital of organisations". Journal of Work-Applied Management 8, n. 1 (1 marzo 2016): 56–64. http://dx.doi.org/10.1108/jwam-08-2016-0013.
Testo completoAbstract (sommario):
Purpose The purpose of this paper is to show how work-based and work-applied learning (WAL) can enhance the intellectual capital of organisations. Design/methodology/approach The paper draws organisational learning- and work-based learning literature and case study illustrations. Findings To achieve major strategic change in organisations requires working at senior level within the organisation to develop the capability of the organisation to learn and apply that learning strategically. WAL is explicitly geared to bring about change and enhance the learning capability within the organisation. Research limitations/implications There is a need for further longitudinal studies of organisations that have used the work-based and WAL approaches. Practical implications The conclusions reached have implications for higher education and non-award bearing executive education. Social implications The alignment of individual learning with organisational objectives positions learning as a co-operative part of working life rather than just individual preparation for employment. Originality/value The paper positions work-based learning and WAL as appropriate responses to the learning needs of organisations as well as individuals.
2
Luxmi e Sneha. "Perceived Organisational Support’s relationship with Psychological Empowerment: A Review of Literature". Gyan Management Journal 17, n. 1 (9 febbraio 2023): 28–34. http://dx.doi.org/10.48165/gmj.2022.17.1.4.
Testo completoAbstract (sommario):
Current research examined the role of psychological empowerment of employees with the perceived organisational supports of employees. There are a very few researches were conducted to explore the relationship between the two variables perceived organisational support and psychological empowerment. Here the current research is based on review of previous researches to explore the kind of relationship exist between perceived organisational support and psychological empowerment. The results of the study reveals that an organisation’s strength is depend upon the attitude of their employees toward them. If the organisation’s employees feel that their organisation doesn’t worth their effort, so they start loosing interest in the Organisations work. Various researchers have supported the fact that the employees who are more committed to the organisation are high in performance, reduce absenteeism and try to stay in their current organisation for longer duration.
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Farndale, Elaine, Susanne E. Beijer, Marc J.P.M. Van Veldhoven, Clare Kelliher e Veronica Hope-Hailey. "Work and organisation engagement: aligning research and practice". Journal of Organizational Effectiveness: People and Performance 1, n. 2 (27 maggio 2014): 157–76. http://dx.doi.org/10.1108/joepp-03-2014-0015.
Testo completoAbstract (sommario):
Purpose – To date, work engagement has been the domain of academics whilst organisation engagement has been the focus of practice. The purpose of this paper is to address the growing divide by exploring the construct clarity and discriminant validity of work and organisation engagement simultaneously, providing insight into how these constructs relate empirically, as well as investigating the nomological network of each. Design/methodology/approach – Empirical data were collected through online surveys from 298 employees in two multinational companies. Respondents were primarily managerial and professional employees. The survey included measures of work and organisation engagement, as well as work outcomes and organisation performance. Findings – The findings indicate that work and organisation engagement are distinct constructs, and have differential relationships with important employee outcomes (commitment, organisational citizenship behaviour, initiative, active learning, job satisfaction), and organisational performance. Practical implications – The findings provide opportunities for practitioners to explore the potentially unique ways in which different types of engagement may add value to jobs and organisations. Originality/value – The study takes important steps in bridging the academic/practitioner divide: the paper clearly demonstrates how the two concepts of work and organisation engagement relate to and complement each other as useful constructs for research and practice.
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Anttila, Timo, Tomi Sakari Oinas e Armi Mustosmäki. "Towards formalisation: The organisation of work in the public and private sectors in Nordic countries". Acta Sociologica 62, n. 3 (26 marzo 2018): 315–33. http://dx.doi.org/10.1177/0001699318761782.
Testo completoAbstract (sommario):
According to European comparative studies, organisational change and restructuration have been especially prevalent in Nordic countries. In particular, public-sector organisations have been under turbulence due to pressures for cost reduction and increased efficiency. Yet, not much is known about how these changes have affected the organisation of everyday work. Based on the three waves of European Working Conditions surveys (2000, 2005, 2010), this paper analyses the change in the organisation of work in Nordic countries. The aim is to look into types of work organisation in public- and private-sector organisations in Sweden, Finland, and Denmark. The questions asked are how the type of work organisation differs between sectors and to what extent are there changes in the prevalence of work organisation types. According to the results, the trend is a move away from the use of forms of work organisation characterised by high levels of learning and autonomy to more constrained or formalised forms. However, differences were also found between countries and sectors. The formalisation of work (i.e. features characteristic especially of the lean model of work organisation) is more common in the public sector and in Finland and Denmark compared to Sweden.
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Nagabhaskar, Dr M., e Mr Ch Chandra Sekhar. "Impact of OCTAPACE Model on Banking Employees: a Comparative Study of Private and Public Sector Banks with reference to Andhrapradesh". International Journal of Innovative Research in Engineering & Management 9, n. 4 (2022): 122–25. http://dx.doi.org/10.55524/ijirem.2022.9.4.21.
Testo completoAbstract (sommario):
Organisational culture is a facet that impacts every organisation’s functioning, different organisation needs different quite culture to be set up. it’s defined in terms of shared meaning, patterns of beliefs, rituals, symbols, and myths that evolve over time, service to scale back human variability and control and shape employee behavior in organisation. this research aims to compare private sector and public sector banks in terms of values of employees. The study attempts to understand the impact of OCTAPACE model on banking employees of private and public sector banks in Andrapradesh.The main implication of this research on organisational culture suggest that there is a scope for further improvement in the sample study organisations which would improve their work life by overcoming the monotony.
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Mutebi, Henry, Joseph Mpeera Ntayi, Moses Muhwezi e John C. Kigozi Munene. "Self-organisation, adaptability, organisational networks and inter-organisational coordination: empirical evidence from humanitarian organisations in Uganda". Journal of Humanitarian Logistics and Supply Chain Management 10, n. 4 (21 agosto 2020): 447–83. http://dx.doi.org/10.1108/jhlscm-10-2019-0074.
Testo completoAbstract (sommario):
PurposeTo coordinate humanitarian organisations with different mandates that flock the scenes of disasters to save lives and respond to varied needs arising from the increased number of victims is not easy. Therefore, the level at which organisations self-organise, network and adapt to the dynamic operational environment may be related to inter-organisational coordination. The authors studied self-organisation, organisational networks and adaptability as important and often overlooked organisational factors hypothesised to be related to inter-organisational coordination in the context of humanitarian organisations.Design/methodology/approachThe study’s sample consisted of 101 humanitarian organisations with 315 respondents. To decrease the problem of common method variance, the authors split the samples within each humanitarian organisation into two subsamples: one subsample was used for the measurement of self-organisation, organisational network and adaptability, while the other was for the measurement of inter-organisational coordination.FindingsThe partial least square structural equation modelling (PLS-SEM) analysis using SmartPLS 3.2.8 indicated that self-organisation is related to inter-organisational coordination. Organisational network and adaptability were found to be mediators for the relationship between self-organisation and inter-organisational coordination and all combined accounted for 57.8% variance in inter-organisational coordination.Research limitations/implicationsThe study was cross sectional, hence imposing a limitation on changes in perceptions over time. Perhaps, a longitudinal study in future is desirable. Data were collected only from humanitarian organisations that had delivered relief to refugees in the stated camps by 2018. Above all, this study considered self-organisation, adaptability and organisational networks in the explanation of inter-organisational coordination, although there are other factors that could still be explored.Practical implicationsA potential implication is that humanitarian organisations which need to coordinate with others in emergency situations may need to examine their ability to self-organise, network and adapt.Social implicationsSocial transformation is a function of active social entities that cannot work in isolation. Hence, for each to be able to make a contribution to meaningful social change, there is need to develop organisational networks with sister organisations so as to secure rare resources that facilitate change efforts coupled with the ability to reorganise themselves and adapt to changing environmental circumstances.Originality/valueThe paper examines (1) the extent to which self-organisation, adaptability and organisational networks influence inter-organisational coordination; (2) the mediating role of both adaptability and organisational networks between self-organisation and inter-organisational coordination in the context of humanitarian organisations against the backdrop of complex adaptive system (CAS) theory.
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Farkas, Johanna, János Sallai e Ernő Krauzer. "The Organisational Culture of the Police Force". Internal Security 12, n. 1 (22 luglio 2020): 77–84. http://dx.doi.org/10.5604/01.3001.0014.3189.
Testo completoAbstract (sommario):
The concept of ’organisational culture’ can be described based on numerous approaches nowadays. This underlines the fact that it is a significant issue within work and organisational psychology. However, the growing scope of organisational culture and subculture types shows not only its significance, but also the appearance of its explanations in a wide spectrum. The extensive research of organisational culture is related to the trend that there is a growing interest of organisational development and human resource professionals in a deeper understanding of human behaviour in organisational settings, and the factors influencing it. Organisational culture includes communication with clients (in the case of police, citizens) and the relating approach system. The organisational culture cannot be considered basically “good” or “bad”. There are external and internal metrics and requirements that reflect the state of a given organisation: they indicate the quality and quantity of value creation, the organisation’s acceptance in its environment as well as its necessity in the society. The organisational culture is optimal if it serves the organisation’s tasks, objectives, the fulfillment of its duties, an the maintenance of its expedience, as well as if it is supportive, creative and facilitating. In an optimal organisational culture, the interests are enforced between the groups and people in the organisation in a peaceful way, their work is effective and successful, all conditions are ensured, the staff is satisfied, and the organisation’s output is accepted, recognised and required in its external environment. These organisations are acknowledged by the citizens and operate in accordance with their environments.
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Clifton, Louise, e Paul Gentle. "The genie in the learning organisation? The experience of using multi-level action learning at the Leadership Foundation". International Journal of Public Leadership 11, n. 2 (11 maggio 2015): 66–76. http://dx.doi.org/10.1108/ijpl-01-2015-0004.
Testo completoAbstract (sommario):
Purpose – The purpose of this paper is to examine the working practices and outcomes of an action research project in a specialist organisation engaged in the field of leadership development. The intention of the project was to enable the company involved to become a stronger learning organisation at a time when it was developing a future strategy. Design/methodology/approach – The paper uses a case study approach to describe and analyse a three-stage process involving the use of a focus group, organisational climate survey and voluntary action learning sets. Interviews with participants are analysed thematically in order to assess the impact of the action research project on the organisation’s culture. Findings – Participation by the majority of the Leadership Foundation’s staff in action learning and related opportunities for feedback within the organisation helped move its culture towards wider participation in strategy development and a whole organisation approach to working. Other organisations wishing to build collaborative working cultures can learn from the implications of the project, particularly those concerning the need to attend to the intended outcomes of action learning and the role of skilled, critical facilitators in action learning processes. Originality/value – The paper is innovative in that it explores practitioner-led action research work in a setting of leadership and organisational development. It will interest leaders and managers who seek to build learning organisations, as well as organisational developers with an interest in enhancing the impact of action learning.
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Eniola, Sule Olatunji, Amuni Sarat Iyabo, Ashiru Titi Adeshina e Ariyo Oladayo Olajide. "Organisational Politics – Causes and Effects on Organisation and Employees". International Journal of Business, Economics and Management 2, n. 9 (17 ottobre 2015): 204–8. http://dx.doi.org/10.18488/journal.62/2015.2.4/68.4.204.208.
Testo completoAbstract (sommario):
This work was just to look at the causes and the effects of politics within organisation. It started with the reasons for groups within organisations, causes and possible effects of organisational politics on the organisation and the employees. Finally, the work made it clear that employees need to relate which may give room for politicking but moderation and utmost supervision should be the guarding principle.
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Susomrith, Pattanee, e Albert Amankwaa. "Relationship between job embeddedness and innovative work behaviour". Management Decision 58, n. 5 (13 agosto 2019): 864–78. http://dx.doi.org/10.1108/md-11-2018-1232.
Testo completoAbstract (sommario):
Purpose The purpose of this paper is to enable management decisions to develop innovation within an organisation by examining the relationship between job embeddedness (JE) and innovative work behaviour (IWB) while also considering the moderating effect of life satisfaction upon this relationship. Design/methodology/approach Data were collected from 213 employees of small- and medium-sized organisations in Thailand. Confirmatory factor analysis was conducted to assess the reliability of the measures and validity of the constructs. Multiple regression and PROCESS Macro techniques were used to test the direct and moderation effects. Findings The two components of JE, organisational and community embeddedness, were found to positively predict IWB. Additionally, life satisfaction was found to moderate the relationship between organisational embeddedness and IWB, but not the relationship between community embeddedness and IWB. At low levels of life satisfaction, the JE and IWB relationship was non-existent. Practical implications Organisations can potentially foster employee innovation by adopting strategies that seek to strengthen employee embeddedness in the organisation and in their community. Originality/value Studies on the effect of JE on IWB, particularly in small and medium enterprises and the influence of life satisfaction is sparse. This study redresses this imbalance in the knowledge base.
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WEBB, JANE. "KEEPING ALIVE INTER-ORGANISATIONAL INNOVATION THROUGH IDENTITY WORK AND PLAY". International Journal of Innovation Management 21, n. 05 (giugno 2017): 1740009. http://dx.doi.org/10.1142/s1363919617400096.
Testo completoAbstract (sommario):
This paper discusses how people draw on the strategic interests and motivations of their home organisations in negotiating the activities inter-organisational collaboration for innovation will include. Through presenting ethnographic snapshots of a case involving fifteen partner organisations, the paper explores how members of a coordinating group make sense of the possibilities and constraints for joint work. As they discuss new activities, they engage in identity work and identity play, simultaneously identifying with their home organisations and the meta-organisation. This finding challenges previous research assuming the importance of a coherent and stable collective identity for collaborative work. Instead the author suggests that innovation practitioners leave space for multiple objectives to emerge over time within joint activities in order to keep alive inter-organisational innovation. The author calls for more research into how the interplay of organisational identities enables and constrains the practices of organising for inter-organisational innovation.
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Levin, Arnold Craig. "Changing the role of workplace design within the business organisation: A model for linking workplace design solutions to business strategies". Journal of Facilities Management 3, n. 4 (1 dicembre 2005): 299–311. http://dx.doi.org/10.1108/14725960510630489.
Testo completoAbstract (sommario):
With the continuous changing nature of work and increasing demands on business organisations to remain competitive and to continually innovate, while controlling ever increasing real estate costs, the role of the workplace remains the battle ground between an organisation's cost savings strategy, its efforts to retain the status quo, serve as a facilitator of change and stand as a visual statement of the brand. While organisations continue to build facilities that range from newer adaptations of their previous model to what some may deem radical departures with the goal of creating new ways of working, the selection of what course of planning direction to take is still often left to a methodology that is removed from the long‐term strategic objectives of the organisation. Even organisations wishing to use the workplace as an enabler of transformation rely on the imagery of more open and collaborative work areas as the basis for change. Rarely is a connection made to the business strategy and business model of the organisation. Recognising that no matter what the organisational model, work processes are becoming more and more collaborative in nature, businesses appear to be confusing the design of collaborative workspaces with connections to a business strategy. This has created a vacuum in the perception of the role of the workplace within the business organisation and on the way in which workplace‐planning concepts are developed by design consultants. This paper attempts to identify the underlying issues that differentiate workplace design from workplace design strategies and to present a new way of developing these strategies that will change the perceived role of the workplace within the organisation.
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Parkes, Louise P., e Peter H. Langford. "Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations". Journal of Management & Organization 14, n. 3 (luglio 2008): 267–84. http://dx.doi.org/10.1017/s1833367200003278.
Testo completoAbstract (sommario):
AbstractIn an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to employee engagement and intention to stay with an organisation. We discuss implications for how organisations position work–life balance strategies, particularly in relation to social responsibility and wellness, rather than the solution to employee commitment and retention.
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Parkes, Louise P., e Peter H. Langford. "Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations". Journal of Management & Organization 14, n. 3 (luglio 2008): 267–84. http://dx.doi.org/10.5172/jmo.837.14.3.267.
Testo completoAbstract (sommario):
AbstractIn an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to employee engagement and intention to stay with an organisation. We discuss implications for how organisations position work–life balance strategies, particularly in relation to social responsibility and wellness, rather than the solution to employee commitment and retention.
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Ng, Catherine, e Aspa Sarris. "Distinguishing Between the Effect of Perceived Organisational Support and Person–Organisation Fit on Work Outcomes". Australian and New Zealand Journal of Organisational Psychology 2 (1 agosto 2009): 1–9. http://dx.doi.org/10.1375/ajop.2.1.1.
Testo completoAbstract (sommario):
AbstractWhile previous research has contributed to our understanding of the effect of person-organisation fit on a range of job outcomes (e.g., Chatman, 1989; Kristof-Brown & Jansen, 2007; Schneider, 1987), the relationship between person–organisation fit, perceived organisational support and job outcomes, such as job satisfaction and organisation commitment has not been fully explored. Further research examining the relationship between these variables is needed, particularly in organisational settings that experience high turnover such as hospitals. This study examined the relationship between person–organisation fit, perceived organisational support, job satisfaction and organisational commitment among employees in an Australian hospital setting. Person–organisation fit was assessed in terms of the fit, or congruence, between perceived organisational values and ideal organisational values. The study also examined the extent to which perceived organisational support moderated the relationship between person–organisation fit and job satisfaction and organisational commitment. Results showed that person–organisation fit and perceived organisational support were significant predictors of job satisfaction and organisational commitment. However, perceived organisational support was not a moderator in the relationship between person–organisation fit and job satisfaction and organisational commitment. Results also showed that perceived organisational support may be a stronger predictor of job satisfaction and organisational commitment than person–organisation fit, highlighting the importance of providing nursing and support staff with adequate support to carry out their work in hospital settings. The implications of the study are discussed and future research opportunities are highlighted.
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Yusliza, Mohd Yusoff, Juhari Noor Faezah, Nora’aini Ali, Noor Maizura Mohamad Noor, T. Ramayah, M. Imran Tanveer e Olawole Fawehinmi. "Effects of supportive work environment on employee retention: the mediating role of person–organisation fit". Industrial and Commercial Training 53, n. 3 (30 ottobre 2020): 201–16. http://dx.doi.org/10.1108/ict-12-2019-0111.
Testo completoAbstract (sommario):
Purpose This study aims to examine the relationships for the following: supportive work environment, person–organisation fit and employee retention among academic staff in one of the Malaysian public universities. Design/methodology/approach This study used a conceptual framework to assess the direct impacts of supportive work environment (i.e. perceived climate, supervisory relationship, peer group interaction, perceived organisational support), person–organisation fit and employee retention. A self-administered questionnaire was distributed to 225 respondents. Findings The findings present the mediating influence of person–organisation fit on the relationships between supportive work environment and employee retention. The results reveal a direct and positive relationship between supportive work environment and academic staff retention. These results imply that individuals’ perceived towards an organisation can influence their decision to stay at the university. Research limitations/implications This study had filled in the knowledge gap about the role of supportive work environment with person–organisation fit and the relationship for employee retention in Malaysia. Previous research emphasised on organisations’ role in employee retention and engagement in the manufacturing and service industry. Originality/value The findings of this study reveal how a supportive work environment can impact employee retention among academic staff. Specifically, the person–organisation fit describes the relationship between supportive work environment and employee retention.
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Wäistö, Pia, Juhani Ukko e Tero Rantala. "Workspace in supporting strategy implementation – a study of 25 knowledge-intensive organisations". Facilities 42, n. 15/16 (25 marzo 2024): 53–69. http://dx.doi.org/10.1108/f-07-2023-0060.
Testo completoAbstract (sommario):
Purpose Organisational strategy becomes reality by connecting organisation’s resources and capabilities in daily operations, and physical workspace is one of the environments in which this takes place. This study aims to explore to what extent factors required for successful strategy implementation are considered when designing, using and managing workspaces of knowledge-intensive organisations. Design/methodology/approach For the study, managers in 25 large and medium-sized knowledge-intensive organisations were interviewed. The semi-structured interviews focused on organisation’s strategy, strategy implementation practices and workspace design and management. To form a comprehensive framework of strategy implementation success factors for the study, the factors of 11 frameworks were analysed, grouped and renamed. Findings Current workspace design, usage and management mainly support human-related strategy implementation factors. However, both organisation- and human-related factors are needed for the strategy implementation to be successful. Therefore, the organisations studied may have unused potential in their workspaces to ensure strategy-aligned operations and behaviour. Practical implications Due to the potential imbalance between organisation- and human-related strategy implementation factors, a more holistic, organisational-level approach to workspace design, usage and management is recommended to ensure the success of strategy implementation. Originality/value Workspaces have extensively been studied from individual strategy implementation factors’ as well as employees’ perspectives. Prior to this work, there are only few studies exploring workspace in the holistic, strategy implementation context.
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Foster, Scott, e Anna Foster. "The impact of workplace spirituality on work-based learners". Journal of Work-Applied Management 11, n. 1 (22 maggio 2019): 63–75. http://dx.doi.org/10.1108/jwam-06-2019-0015.
Testo completoAbstract (sommario):
Purpose The purpose of this paper is to contribute to the emerging spirituality debate with the aim of generating and sustaining tolerance for spirituality in the workplace, with a specific focus upon the impact this can have upon work-based learners. “Spirituality” is gaining impetus worldwide as a growing number of organisations are proactively accommodating their multi-ethnic and multi-faith workforce by adapting their policies to meet employees’ spiritual needs. As yet in the UK, the majority of organisations fail to recognise neither the basic spiritual well-being of their employees nor the impact this can have upon work-based learning processes. Design/methodology/approach This study adopts a quantitative approach with questionnaires distributed to a multi-national retail UK-based organisation with an ethnically diverse national workforce. The study was tested by collecting data from managers and employees of this large, multi-million pound retail chain organisation in the UK, consisting of 55 stores and 1,249 employees, in order to gather employees’ perceptions on spirituality within their place of work regarding policies, communication and perceived source of conflict. Findings The results revealed that the majority of employees deemed spirituality was not something they felt comfortable discussing or appropriate to practice within the workplace and there were no clear policies and procedures in place to support either management or employees. Research limitations/implications This paper highlights areas for further research in the broad professional areas of spirituality in relation to organisational approaches to work-based learning. The research is from one organisation and utilising one method – qualitative research would add depth to the knowledge. Practical implications This paper highlights areas for further research in the broad professional areas of spirituality in relation to organisational approaches to work-based learning. Originality/value Employee spiritual well-being is under-researched and overlooked by organisations. Changing the current spiritual intransigence is long overdue as employees’ spiritual fulfilment leads to high-trust relationships in the workplace and can further support those engaged in work-based learning.
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Mackenzie, Kelly, Elizabeth Such, Paul Norman e Elizabeth Goyder. "Using Co-Production to Develop “Sit Less at Work” Interventions in a Range of Organisations". International Journal of Environmental Research and Public Health 18, n. 15 (22 luglio 2021): 7751. http://dx.doi.org/10.3390/ijerph18157751.
Testo completoAbstract (sommario):
Prolonged periods of sitting are associated with negative health outcomes, so the increase in sedentary jobs is a public health concern. Evaluation of interventions to reduce workplace sitting have suggested that participatory approaches may be more effective. This paper describes the use of co-production in four diverse organisations. Workshops with staff in each organisation were conducted to develop an organisation-specific strategy. The first workshop involved creative activities to encourage participants to develop innovative suggestions. The second workshop then developed a feasible and acceptable action plan. An ecological approach was used to consider behaviour change determinants at a range of different levels including intrapersonal, interpersonal, organisational, and environmental-level factors. 41 staff volunteered for workshops (seven in a small business, 16 in a charity, 15 in a local authority, and three in a large corporation). Of those, 27 were able to attend the first workshops and 16 were able to attend the second. Whilst there were some similarities across organisations, the smaller organisations developed a more tailored and innovative strategy than large organisations where there were more barriers to change and a more diverse workforce. Co-production resulted in bespoke interventions, tailored for different organisational contexts, maximising their potential feasibility and acceptability.
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Dwivedula, Ravikiran, Christophe Bredillet e Ralf Müller. "Work motivation as a determinant of organisational and professional commitment in temporary organisations: theoretical lenses and propositions". Journal of Project, Program & Portfolio Management 4, n. 1 (20 ottobre 2013): 11. http://dx.doi.org/10.5130/pppm.v4i1.2610.
Testo completoAbstract (sommario):
The purpose of this paper is to present a theoretical framework to investigate the relationship between work motivation, organisational commitment and professional commitment in temporary organisations. Through a review of theory, we contend that work motivation has two major patterns — internal motivation (which includes intrinsic, need-based and self-deterministic theories), and external motivation (which includes cognitive or process-based theories of motivation) through which it has been investigated. We also hold the nature of employee commitment to be of three types — affective, continuance and normative. This commitment may be towards either the organisation or the profession. A literature review revealed that the characteristics of the temporary organisation — specifically tenure and task — regulate the relationship between work motivation, organisational commitment and professional commitment. Testable propositions are presented
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Iyamu, Tiko, e Leshoto Mphahlele. "The impact of organisational structure on enterprise architecture deployment". Journal of Systems and Information Technology 16, n. 1 (4 marzo 2014): 2–19. http://dx.doi.org/10.1108/jsit-04-2013-0010.
Testo completoAbstract (sommario):
Purpose – In many organisations, the alignment between information technology (IT) and business is viewed as an important catalyst for the organisation's effectiveness and efficiency towards achieving a competitive advantage. Yet, a shared understanding between business and IT (the EA included) remains an issue in many organisations. The organisational structure affects the alignment between business and IT units. Conversely, a lack of alignment of both components (IT and business units) impedes organisations' capacity to increase and improve their productivity. Many studies have been conducted in the area of IT, EA and the organisational structure. There is, however, little evidence of work conducted in exploring the interface between organisational structure and EA prior to this study. The paper aims to discuss these issues. Design/methodology/approach – A case-study research approach was employed to investigate the impact of organisational structure in the deployment of EA in organisations. Qualitative data were collected through semi-structure technique. The analysis was carried out, using structuration theory. Findings – The magnified data revealed some of unforeseen factors impeding the success of the EA deployment in the organisation. Originality/value – The work is original, and it has not been submitted or published anywhere else.
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A. D., Pearce, e Pons D. J. "Defining Lean Change—Framing Lean Implementation in Organizational Development". International Journal of Business and Management 12, n. 4 (26 marzo 2017): 10. http://dx.doi.org/10.5539/ijbm.v12n4p10.
Testo completoAbstract (sommario):
Problem – When lean is adopted in traditional organisations it requires a widespread organisational change and many businesses fail to sustain lean practices. Purpose – The purpose of this work was to define lean implementation based on the organisational development (OD) body of knowledge. Approach – The literature in lean and organisational change was reviewed and amalgamated to develop a novel conceptual framework. Findings – Lean implementation begins with a planned changed that is episodic. However, the ultimate goal is to develop a learning organisation where change is continuous and emergent from all levels. Respect for people, everyone in the organisations contribution, is considered key to successful implementation of lean. Implications– Practitioners should not focus on isolated improvements, but foster change from within for a permeable transformation to become a lean learning organisation. Originality - This paper provides new insights into lean implementation and its transformative effect on the organisation. A novel conceptual model is presented that frames lean transformation within the organisational development literature.
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Kets de Vries, Manfred F. R., e Caroline Rook. "The "authentizotic" organisation: creating best places to work". Organisational and Social Dynamics 22, n. 2 (19 dicembre 2022): 220–25. http://dx.doi.org/10.33212/osd.v22n2.2022.220.
Testo completoAbstract (sommario):
Worldwide, only twenty per cent of the workforce is engaged (Harter, 2021). In the current political, social, and economic context that has developed over the last decades and has been described as the volatile, uncertain, complex, and ambiguous (VUCA) world, leaders would be wise to create healthy places to work—places that contribute to, and reinforce adaptive functioning. The best places to work can be described as "authentizotic"—derived from the Greek words authenteekos and zoteekos. An organisation that is authentic inspires employees through the integrity of its vision, mission, values, culture, and structure. Zoteekos, meaning "vital to life", when applied to an organisational context implies that people are invigorated by their workplace and find in it a sense of balance and completeness. We describe twelve patterns that differentiate authentizotic organisations from more run-of-themill places of work. Whilst sceptics may find the idea utopian, it argues that now more than ever leaders would do well to imbue their organisations with authentizotic qualities and concludes with a checklist to help the reader identify authentizotic characteristics in their own workplace.
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Đorić, Igor, Mihajlo Ranisavljević e Marko Milojević. "Controlling and internal auditing at the Ministry of Defence". Scientific Technical Review 72, n. 2 (2022): 66–70. http://dx.doi.org/10.5937/str2202066d.
Testo completoAbstract (sommario):
This paper discusses the theoretical foundations and definitions of controlling and internal auditing as tools that help the organisation's management in managing business compliance and business continuity, with the purpose of meeting the organisation's objectives, by assessing the effectiveness of risk management inside the organisation, as well as of control and management. Considering the contemporary trends in organisational management, where the management is faced with frequent crises that require rapid and comprehensive action and response to risks, where internal auditing information is focused on the past, there is a need to implement controlling in organisations to provide help to the management for the future. The aim of this paper is to highlight the need to introduce controlling at the Ministry of Defence in order to improve the work of this organisation and to provide strong support in preventing the existing problems and to develop innovative systems of solutions that go beyond mere financial reporting.
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Shaw, Aileen, Bernadine Brady e Patrick Dolan. "From care packages to Zoom cookery classes: youth work during the COVID-19 “lockdown”". Journal of Children's Services 17, n. 1 (10 marzo 2022): 59–72. http://dx.doi.org/10.1108/jcs-06-2021-0027.
Testo completoAbstract (sommario):
Purpose This paper aims to explore the experience of one large Irish youth work organisation, Foróige, to measures introduced during the initial phase of COVID-19 in 2020. In the face of the unprecedented crisis including the closure of schools and curtailment of many youth services, this paper examines how the organisation responded and adapted its service offering. Design/methodology/approach Qualitative semi-structured interviews were conducted with 12 senior managers and youth officers in Foróige to explore their perspectives on the organisation’s response. Participants were purposively sampled from across the operational management functions and also from regional levels and youth workers engaging in work “on the ground”. Findings Shifting from a face-to -face, relationship-based to a distanced mode of engagement with young people, colleagues and volunteers required significant adaptation of Foróige’s service model. Innovation took place both in the delivery platform and fundamentally, in its service orientation. The accelerated move to online youth work brought about by the pandemic enabled the organisation to embrace and learn from the challenges and opportunities posed by digital technology. Responding to the immediate and tangible needs of young people in receipt of services, staff found themselves working with families at the more basic levels of intervention. Originality/value This paper provides new insights into the nature of non-profit service innovation during a time of unprecedented crisis management. It highlights characteristics of organisational agility that can assist organisations in managing crises, while also pointing the way towards a more flexible operating model for youth work service delivery.
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Haeruddin, M. Ikhwan Maulana. "The Influence of Organisational Culture on the Institutional Strengthening through a Resource-Based View". Asian Journal of Economics, Business and Accounting 24, n. 7 (18 giugno 2024): 129–34. http://dx.doi.org/10.9734/ajeba/2024/v24i71397.
Testo completoAbstract (sommario):
This study aims to conduct research that principally emphasises the influence of organisational culture on institutional strengthening through the application of a resource-based view. There are a great number of organisational behaviour experts who confirm that the fit level of the person and organisation is based on several factors, such as the work environment. Literature explains that organisational culture is associated with shared values, practices, and behaviours that contribute to the organisation’s psychological and social environment. organisational culture also fosters the development and improvement of adaptability and flexibility among organisation members in order to respond more efficiently and effectively to changing situations, which is critical for institutional strengthening. The organisation is helped to ensure that any individual who is attached to the organisation is aware of the objective and/or goal, policy management, as well as the expectations of the organisation, and eventually, effective and efficient communication is perceived as one of the critical factors for institutional strengthening.
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Viitala, Riitta, e Jenni Kantola. "Temporary agency workers shake a work community: a social capital perspective". Employee Relations 38, n. 2 (8 febbraio 2016): 147–62. http://dx.doi.org/10.1108/er-01-2015-0012.
Testo completoAbstract (sommario):
Purpose – The purpose of this paper is to investigate the kinds of effects that using a temporary agency workforce may cause on an organisational level, especially on relations between employees. In this study the authors explore the organisation as a community, leaning on the theory of social capital. Design/methodology/approach – The data were gathered via semi-structured interviews with 18 temporary agency workers and five employees in permanent positions. Discourse analysis with some degree of pragmatism was employed in comprehending the speech of the interviewees. Findings – The position of agency workers may be problematic from the perspective of social capital formulation in a work organisation. The short duration of contracts and different conditions of employment shake relations in a work group. Agency workers may also be outside the information flows. Additionally the norms and rules may be different for temporary and permanent employees and thus cause confusion. Research limitations/implications – The findings will hopefully provoke researchers to investigate the effects of using a temporary agency workforce in different organisational contexts. In addition, the study indicates that the theory of social capital is fruitful for investigating the topic on the organisational level. Practical implications – The use of agency workforce should be considered comprehensively in organisations. Its effects on work organisations may be conflicting. If temporary agency workers are needed as interim help, HRM practices should be developed in order to minimise the potential problems in terms of social capital. Originality/value – The study adopted an organisational perspective on the agency workforce, which is still rare in studies on the topic.
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Schulze, Jonas Hermann, e Felix Pinkow. "Leadership for Organisational Adaptability: How Enabling Leaders Create Adaptive Space". Administrative Sciences 10, n. 3 (28 giugno 2020): 37. http://dx.doi.org/10.3390/admsci10030037.
Testo completoAbstract (sommario):
Organisational adaptability is the ability of an organisation to recognise the need to change and seize opportunities in dynamic environments. In an increasingly complex world, leadership must pay attention to dynamic, distributed, and contextual aspects in order to position their organisations for adaptability. The theory of dynamic capabilities constitutes a central concept for the requirements that enable organisational adaptability. Recent research suggested a model of “leadership for organisational adaptability” embedded in the theory of dynamic capabilities and ambidextrous leadership. This model ascribes leaders the task of creating “adaptive spaces”, which are ways to engage in tension that arises when new ideas collide with an organisation’s operational system, in order to generate and scale innovation. This work employs a qualitative research design by conducting expert interviews with participants from the management consulting industry as an exemplary object of research, and it identifies ways by which leaders can create such adaptive spaces. Findings indicate that leaders predominantly achieve this by providing employees with head space and opportunities to connect with others and promote diversity within their organisations. However, they could engage more actively in activities that pressure the organisation to change, leverage network structures to scale innovation, and in developing employees. It further emerged that organisations have not fully internalised the notion of distributed leadership, which is deemed crucial for coping with complexity.
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Matos, Christine de. "Work, Organisation, Struggle". Labour History, n. 81 (2001): 199. http://dx.doi.org/10.2307/27516812.
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Daniels, Barrie. "Work Group Organisation". Work Study 39, n. 6 (giugno 1990): 16–19. http://dx.doi.org/10.1108/eum0000000002626.
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Karimi, Leila, Sandra G. Leggat, Cindy Cheng, Lisa Donohue, Timothy Bartram e Jodi Oakman. "Are organisational factors affecting the emotional withdrawal of community nurses?" Australian Health Review 41, n. 4 (2017): 359. http://dx.doi.org/10.1071/ah16027.
Testo completoAbstract (sommario):
Objective The aim of the present study was to investigate the effects of work organisation on the emotional labour withdrawal behaviour of Australian community nurses. Methods Using a paper-based survey, a sample of 312 Australian community nurses reported on their emotional dissonance, withdrawal behaviours (i.e. job neglect, job dissatisfaction, stress-related presenteeism) and work organisation. A model to determine the partial mediation effect of work organisation was developed based on a literature review. The fit of the proposed model was assessed via structural equation modelling using Analysis of Moment Structures (AMOS; IMB). Results Community nurses with higher levels of emotional dissonance were less likely to be satisfied with their job and work organisation and had a higher tendency to exhibit withdrawal behaviours. Work organisational factors mediated this relationship. Conclusion Emotional dissonance can be a potential stressor for community nurses that can trigger withdrawal behaviours. Improving work organisational factors may help reduce emotional conflict and its effect on withdrawal behaviours. What is known about the topic? Although emotional labour has been broadly investigated in the literature, very few studies have addressed the effect of the quality of work organisation on nurses’ withdrawal behaviours in a nursing setting. What does this paper add? This paper provides evidence that work organisation affects levels of emotional dissonance and has an effect on job neglect through stress-related presenteeism. What are the implications for practitioners? In order to minimise stress-related presenteeism and job neglect, healthcare organisations need to establish a positive working environment, designed to improve the quality of relationships with management, provide appropriate rewards, recognition and effective workload management and support high-quality relationships with colleagues.
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Bisogni, Felice, Francesca Dolcetti e Stefano Pirrotta. "Emotional textual analysis as a semiotic action–research method to work with emotions within organisations". Twentieth Anniversary Special Issue 21, n. 1 (30 giugno 2021): 152–70. http://dx.doi.org/10.33212/osd.v21n1.2021.152.
Testo completoAbstract (sommario):
This article aims to contribute to the special issue for the twentieth anniversary of the Organisational and Social Dynamics journal presenting a semiotic action–research method called emotional textual analysis (ETA). ETA, developed in Italy by the Studio of Psychosociology and the Chair of Clinical Psychology at Sapienza University of Rome, is an explorative abductive method that consents to analyse how the organisation symbolically interacts with its context. In ETA methodology the interdependence between the organisational system and the client system is considered as the product of socially shared emotional cultures. This article describes the theoretical and methodological foundation of the ETA method and presents the results of a recent action–research project carried out by the authors within a National Health System organisation. In the conclusion, the added value of using ETA to work with organisations facing contextual changes in the current historical period is discussed.
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Silvestre, Maria João, Sónia P. Gonçalves e Maria João Velez. "Slow Work: The Mainstream Concept". Social Sciences 13, n. 3 (21 marzo 2024): 178. http://dx.doi.org/10.3390/socsci13030178.
Testo completoAbstract (sommario):
The global acceleration of the pace of life has led to an increase in working hours, time pressure, and intensification of work tasks in organisations, with consequences for the physical and psychological health of workers. This acceleration and its consequences make it especially relevant to consider the principles of the slow movement and how they can be applied to the work context, focusing on the importance of slowing down the current pace of work and its implications for the sustainability of people and organisations. The key purpose of this study is to define the concept of slow work and understand its relationship with individual and organisational factors in order to extract the structuring dimensions, enabling its empirical study and practical application. Using grounded theory methodology, we conducted 12 semi-structured interviews with leaders of organisations from different sectors. Data analysis was performed using the MAXQDA programme. It was concluded that slow work is a way of working that respects the balance between individual rhythms and the objectives of the organisation, in favour of the sustainability of both parties, and that advocates qualitative goals, thinking time, individual recovery, purpose, and the humanisation of work. The main contribution is the conceptualisation of a construct that may be used in future studies, as well as in the development of organisational policies promoting the slow work culture.
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Vogl, Gillian. "Work as Community: Narratives of Solidarity and Teamwork in the Contemporary Workplace, who Owns Them?" Sociological Research Online 14, n. 4 (settembre 2009): 27–36. http://dx.doi.org/10.5153/sro.1933.
Testo completoAbstract (sommario):
The workplace provides a very important context for the development of community. Structural changes that have occurred in the workplace in the last 25 years have impacted on how community has been constructed and experienced in the workplace. These structural changes have often been accompanied by particular types of organisational cultures and forms of work organisation. One such form of work organisation has been teamwork. Some have argued that management induced forms of employee collectivism, such as teamwork have undermined more genuine employee generated forms of community and solidarity. Through in-depth interviews with employees in a number of organisations from two research projects, this article explores employee's experiences of community and highlights the different ways in which teamwork is interpreted and experienced by workers.
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GÖKSEL, Asuman. "Erasmus+ Vasıtasıyla Öğrenen Örgütü Teşvik Etmek: Türkiye’de Gençlik Kuruluşları". Gençlik Araştırmaları Dergisi 10, n. 27 (31 agosto 2022): 15–38. http://dx.doi.org/10.52528/genclikarastirmalari.982763.
Testo completoAbstract (sommario):
Turkey’s full participation in the European Union’s Education and Youth Programmes (i.e., Erasmus+Programme) since 2004 has been one of the ongoing components of Turkey–EU relations. As indicated bythe Director of the National Agency of Turkey in 2021, the programme has supported 700,000 participantsfrom Turkey in 36,000 projects over the course of 17 years. Youth organisations taking part in the learningmobility opportunities of the youth component of the Erasmus+ programme are just one of the programme’smany beneficiaries.In an effort to perform a theoretical analysis of the effects of Erasmus+ on youth organisations in Turkey,this article suggests that owing to their contextual characteristics, youth organisations have the potential totransform into learning organisation stimulated by their involvement in Erasmus+ youth projects. To answerhow Erasmus+ may act as a trigger for this, qualitative data were collected from fifteen youth organisationsfrom Turkey active in the programme and analysed around four components of the integrated model onlearning organisation developed by Örtenblad (2004) (i.e., organisational learning, learning at work, learningclimate and learning structure). The findings suggest that three major factors, namely organisationalconsciousness on learning, participatory mechanisms in the organisation and team-based working structures,are mutually reinforcing characteristics able to help youth organisations transform into learning organisationthrough participation in Erasmus+/YiA training and support activities.
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Salminen, Hanna, Mika Vanhala e Pia Heilmann. "Work-related attitudes as antecedents of perceived individual-, unit- and organisation-level performance". International Journal of Organizational Analysis 25, n. 4 (4 settembre 2017): 577–95. http://dx.doi.org/10.1108/ijoa-05-2016-1028.
Testo completoAbstract (sommario):
Purpose The purpose of this paper is to the debate on employees’ subjective performance evaluations by examining how organisational commitment and job satisfaction are related to perceived performance at the individual, unit and organisation levels. Design/methodology/approach Quantitative survey data were collected from two large corporations in Finland: one operating in the field of information and communications technology and the other in the forestry industry. The partial least squares (PLS) method was used for the data analyses. Findings Both job satisfaction and organisational commitment had a positive effect on employees’ perceived individual-, unit- and organisation-level performance. These effects were the strongest at the organisation level. Originality/value To date, limited attention has been paid to perceived individual-, unit- and organisation-level performance as a consequence of organisational commitment and job satisfaction.
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Mohd Pauzi, Muhammad Faris, e NORIZAN BABA RAHIM. "EVALUATION OF PERFORMANCE APPRAISAL PRACTICES AND ORGANISATIONAL JUSTICE TOWARDS WORK-RELATED OUTCOMES: A CASE STUDY OF A MALAYSIAN GOVERNMENT AGENCY IN THE NORTHERN REGION". International Journal of Management Studies 30, n. 2 (31 luglio 2023): 301–36. http://dx.doi.org/10.32890/ijms2023.30.2.5.
Testo completoAbstract (sommario):
Performance appraisal practices and work-related outcomes have become a serious matter of concern to many organisations. Theseissues would jeopardise the employees’ well-being if there is no fairness in treatment in the organisation. As a result, this researchaims to evaluate the effect of performance assessment practices on work-related outcomes, with organisational justice serving as amediator. This research examined a randomly selected sample of 127 administrative employees from a Malaysian government institution located in the northern region. It examined the relationships between performance assessment practices and organisational justice, work performance, work deviant behaviour and the mediating consequences of organisational justice on these linkages. The research model was tested based on the Social Cognitive Theory. Results from the Partial Least Squares Structural Equation Modelling (PLS-SEM) indicated that performance assessment practices positively impacted organisational fairness and work performance. The results suggest that organisational fairness mediates the correlation between the work-related deviant behaviour and the impact of performance assessment practices on work performance. Looking at the study’s findings, enforcing HR practices would gain positive favour among its employees, who are vital assets in executing the organisation’s agenda. As a result, the transformation programme will be more aligned, allowing it to continue providing talent to the economy by improving its performance through its employees.
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Sulistiasih, S., e Widodo Widodo. "How do learning organisation and reward system affect lecturers’ innovative work behaviour?" Cypriot Journal of Educational Sciences 17, n. 9 (30 settembre 2022): 3490–502. http://dx.doi.org/10.18844/cjes.v17i9.8088.
Testo completoAbstract (sommario):
Innovative work behaviour (IWB) is essential for the survival of individuals and organisations. Therefore, this research examines IWB based on learning organisation, reward systems, and job involvement perspectives. It also proves job involvement’s role in mediating learning organisation and reward systems on IWB. A quantitative approach was adopted with a causal design, and questionnaires were administered to 230 lecturers of private universities in Indonesia to collect data. The result of path analysis showed that learning organisation, reward system, and job involvement significantly affects IWB. Job involvement also mediates the relationship between the learning organisation and rewards system with IWB. Therefore, a new model that learning organisation and reward system affects IWB mediated by job involvement is confirmed. IWB can be improved through learning organisation and reward system with the support of job involvement.
Keywords: learning organisation, reward system, job involvement, innovative work behaviour, lecturer.
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Mrisho, David Haruna, e Paul Martin Gwaltu. "Cross-Level effects of High-Performance Work Systems on the Innovative Work Behaviours of Employees: The Role of Future Time Perspectives". East African Journal of Business and Economics 6, n. 1 (7 febbraio 2023): 34–46. http://dx.doi.org/10.37284/eajbe.6.1.1076.
Testo completoAbstract (sommario):
This study assesses the mediating role of future time perspective in the relationship between high-performance work systems and innovative work behaviours of employees in Tanzania’s banking sector. Drawing from AMO theory, social exchange theory, and socio-emotional selectivity theory, we hypothesise that, first, the utilisation of high-performance work systems in an organisation is positively associated with future time perspective; second, the utilisation of high-performance work systems in an organisation is positively associated with the innovative work behaviours of employees in the organisation, and third, future time perspective mediates the relationship between high-performance work systems and innovative work behaviours of employees in a workplace. The findings of this cross-level study constitute 152 respondents from the company level (business unit level) and 220 respondents from the employee level. The results provide empirical evidence that high-performance work systems have a significant and positive effect on future time perspective, high-performance work systems have a positive and significant effect on innovative work behaviour and, importantly, future time perspective has a partial mediation in the relationship between high-performance work system and innovative work behaviour. The practical implications of the study are that managers need to effectively implement HPWS practices to encourage employees to be innovative as mediated by their perception of future prospects. Through this adoption and utilisation of HPWS, organisations can enhance innovative work behaviours amongst employees and therefore organisational performance.
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Na-Nan, Khahan, Peerapong Pukkeeree, Ekkasit Sanamthong, Natthaya Wongsuwan e Auemporn Dhienhirun. "Development and validation of counterproductive work behaviour instrument". International Journal of Organizational Analysis 28, n. 3 (12 dicembre 2019): 745–63. http://dx.doi.org/10.1108/ijoa-04-2019-1748.
Testo completoAbstract (sommario):
Purpose Counterproductive work behaviour (CWB) is a type of behaviour of an individual that works against an organisation or employer, and he/she is usually discretionary (i.e. individuals make conscious choices as to whether they want to commit aberrant work behaviour). To deal with CWB in different contexts, organisations need to both understand and continually measure their employees in terms of behaviour and work. This study aims to develop an instrument to measure CWB for small and medium-sized enterprises in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for CWB. First, 27 questions were developed as a questionnaire based on concepts and theories of CWB and then verified using exploratory factor analysis with three CWB dimensions, namely “poor behaviour”, “misuse of organisational resources” and “inappropriate communication”. The questionnaire surveyed a total of 386 individuals working in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were examined following the three CWB dimensions. Findings Three dimensions were developed to measure CWB, including aspects of poor behaviour, misuse of organisational resources and inappropriate communication. Practical implications The CWB questionnaire has practical use for assessing employee behaviour and can assist organisations and practitioners to better understand the CWB of employees. This know-how will help practitioners to assess employee behaviour and can be used to manage or develop this into good behaviour as valued members of the organisation. Originality/value The validity of the CWB questionnaire questions will facilitate the future research on the boundaries with CWB assessments spanning different SMEs contexts. Empirical study results validated that CWB measurement offered new perspectives to explore vital employee behavioural deviation that are necessary for the inspection employee behavioural deviation. This instrumental support will also help researchers to effectively understand CWB and explore its potential in future studies.
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Vinodini, K. J. "Quality of Work-Life Balance among Working Professionals". Shanlax International Journal of Management 9, n. 2 (1 ottobre 2021): 65–72. http://dx.doi.org/10.34293/management.v9i2.4305.
Testo completoAbstract (sommario):
The study concentrates on the working professional’s real quality work life at an organisation. So, the research aims in identifying and examining the influences on the provision of Work-Life Balance in an organisation. A balanced life is one where people spread energy, effort, emotional, intellectual, imagination, spiritual in crucial areas. The neglect of one or the other may threaten the vitality of the whole research. If the quality of work-life is stable, productivity will increase, so it is necessary to understand the perspectives of Work-Life Balance concerning the employees and total work environment. The study follows a descriptive research design, and the sample size is determined using the formula. The pilot study helped to make necessary changes in the questionnaie. The data collection includes both primary and secondary sources. The statistical tools such as percentage analysis, ANOVA, Chi-square, Interval estimation and correlation is performed. The findings and suggestions are being valuable sources for the betterment of organisational development. It concludes that, although the working professionals seek work/life balance, this concern for career draws them into a situation where they can work increasingly for long hours and seek perfect balance in work pressure than before. As several previous studies have shown, both qualities of work-life and work-life balance are multidimensional constructs. And the provision of work-life balance varies between organisations. In contrast, some organisations provide a comprehensive range of work-life balance, while others do not
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Ng, Pak Tee. "The learning organisation and the innovative organisation". Human Systems Management 23, n. 2 (3 giugno 2004): 93–100. http://dx.doi.org/10.3233/hsm-2004-23204.
Testo completoAbstract (sommario):
Nowadays, many organisations launch initiatives with lofty aims to develop themselves into “learning organisations” and “innovative organisations”. This article reviews the literature on the concepts of “learning organisation” and “innovative organisation” and argues that the innovative organisation can be developed from the foundation of the learning organisation. The five disciplines of learning organisation are fundamental to effective innovation. The spirit of innovation is an exercise in personal mastery. Thinking out of the box is an exercise in challenging mental models. To develop a truly innovative organisation, people should share the same vision for innovation. They should work closely and find synergy in teams because a team is more powerful than the sum of the individuals. Systems thinking allows the organisation to innovate in the areas where the highest payoff can be reaped and develop the platform to sustain innovation.
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Hardner, Kimberly L., e Molly R. Wolf. "Using feminist theory as a research method in the examination of trauma-informed care in a non-profit organisation". Voluntary Sector Review 13, n. 1 (1 marzo 2022): 37–52. http://dx.doi.org/10.1332/204080521x16322251639152.
Testo completoAbstract (sommario):
The purpose of this qualitative study was to gather information about the experiences of staff at a non-profit agency in the United States as the organisation transitioned towards the implementation of trauma-informed care (TIC). In non-profit organisations, TIC (that is, safety, trustworthiness, choice, collaboration and empowerment) enhances the wellbeing of employees and clients by acknowledging the impact of trauma and reducing the risk of retraumatisation. Feminist theory was utilised to inform this study to empower participants to voice their experiences and to analyse the organisation’s commitment to the principles of TIC. Four focus groups were conducted (N = 17 participants in total) and all participants reported that the organisational culture was moving in a positive direction. Even in the early stages of the implementation of TIC, management reported feeling empowered and supported by the organisation; however, many participants noted that significant work will need to continue to enhance the emotional safety and empowerment of direct-line workers.
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Khalid, Noor Khairin Nawwarah, Aini Maznina A. Manaf e Rizalawati Ismail. "Managing Organizational Change: The role of Middle Managers’ Stories and Emotional Reflexivity". Sains Humanika 16, n. 1 (31 dicembre 2023): 43–56. http://dx.doi.org/10.11113/sh.v16n1.2078.
Testo completoAbstract (sommario):
Previous studies have increasingly emphasised on the important roles of middle managers’ emotions in ensuring successful organisational change implementation. However, earlier research rarely focuses on middle managers’ emotional reflexivity during organisational change. The lack of awareness in practicing emotional reflexivity during change can affect middle managers’ work life quality where they can experience emotional vulnerability, workplace isolation and high sense of inadequacies. Using Communicative constitution of organisations the Montreal School (CCO TMS) as the theoretical underpinning, this research was conducted to study the emotional reflexivity of middle managers in a Malaysian organisation during organisational change. A qualitative methodology using semi-structured in-depth interviews was being carried to study about the targeted phenomenon and thirty middle managers from different departments in a Malaysian manufacturing aerospace component organisation has participated in this study. The analysis of the data generated seven emotional organisational change stories which were anxious, fear, anger, grief, hope, happy and gratitude. Those stories also generated the respondents’ emotional reflexivity dimensions which were self-consciousness, self-control and motivation. This research highlights the importance of listening to middle managers’ stories because it exposes the reasons for their acceptance and resistance towards change initiatives. It also highlights the importance for middle managers to instil emotional reflexivity skills in their work life as it helps them to understand and adapt to their organisation’s change programmes effectively. Lastly, this research also contributes to the enrichment of literature in the areas of CCO TMS theory, emotional reflexivity, organisational stories, as well as organisational change.
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Silvestri, Marisa. "Visions of the Future: The Role of Senior Policewomen as Agents of Change". International Journal of Police Science & Management 1, n. 2 (maggio 1998): 148–61. http://dx.doi.org/10.1177/146135579900100205.
Testo completoAbstract (sommario):
Despite the plethora of research in policing, the majority of studies have focused almost exclusively on the lowest levels of the organisation and have paid little attention to gender issues. Very little is known about those involved in management and leadership in policing, even less is known about the ways in which management and leadership in the police organisation are gendered. As women move forwards and upwards in organisations, the tension between organisations and leadership as mediated by gender has become an increasingly topical area of study. This paper aims to explore and draw together some of the concerns with leadership and gender which are being raised during debates about new directions, functions and structures within organisations, and applies them to the police organisation. It proposes that empirical work be carried out to ascertain the role that senior policewomen play in organisational change, that is, to bring into focus the extent to which women in leadership positions in policing are and can become agents of change.
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Mouro, Carla, Vera Lomba e Ana Patrícia Duarte. "Pro-Environmental Behaviours at Work: The Interactive Role of Norms and Attitudinal Ambivalence". Sustainability 13, n. 21 (29 ottobre 2021): 12003. http://dx.doi.org/10.3390/su132112003.
Testo completoAbstract (sommario):
The environmental costs arising from unsustainable production patterns have increased to the point that organisations are now expected to adopt more responsible practices. Pro-environmental behaviours (PEBs) in the workplace can significantly contribute to bettering companies’ environmental performance and sustainability transition. This research investigated the interactive role of norms and attitudes in predicting voluntary energy conservation behaviours, based on a correlational study of 189 Portuguese workers. The study examined whether perceived norm conflicts involving co-workers, closer colleagues and leaders’ behaviours promote or hinder workers’ own PEBs and whether attitudinal ambivalence towards their organisation’s pro-environmental initiatives is a moderator of this relationship. Controlling for the effect of the pro-environmental organisational climate, the ages of employees and organisation size, the results confirm that felt ambivalence moderates the relationship between norm conflict and reported energy conservation behaviours. The findings indicate that ambivalent workers are less likely to engage in PEBs if they perceive norm conflict, that is, if other staff members are not equally motivated to adopt those behaviours. Conversely, norm conflict had an energising effect on non-ambivalent workers. The results thus indicate that organisations could benefit from promoting their environmental policies more explicitly, encouraging their employees to discuss these initiatives and making voluntary PEBs more visible in the workplace.
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Fasae, Felicia Bosede Kehinde. "Ethical Standards and Effective Communication for Fostering Sustainable Organizational Development". Advances in Multidisciplinary and scientific Research Journal Publication 11, n. 4 (10 dicembre 2023): 75–86. http://dx.doi.org/10.22624/aims/humanities/v11n4p6.
Testo completoAbstract (sommario):
In an era where organisations are increasingly held accountable for their actions and their impact on society and the environment, ethical standards and effective communication behaviour have emerged as vital components of sustainable organisational development. This study examined the important place that morality and effective communication use occupy within organisations and their long-term sustainability. The paper explores quality character and organisational development; sustainable organisational development; indispensability of quality character in organisational development; effective communication and sustainable organisational development; language use, morality and successful sustainable organisational development; leadership, communication, ethical behaviour and sustainable organisational development; and, power of communication in and organisations in the new age. It was concluded that the key to successful sustainable organisation is the ability of organisations to invest in sound ethical/moral standards and employment of effective communication channels. It was recommended, among others, that management of organisations should make policies that condemn negative character in the work environment and apply sanctions where necessary, and seminars and workshops could be organized regularly for employees in the area of communication and ethical behaviour. Keywords: Ethical standards, Communication, Moral, Language, Organisation, Sustainable Development Journal Reference Format: Fasae, F.B.K. (2023): Ethical Standards and Effective Communication for Fostering Sustainable Organizational Development. Humanities, Management, Arts, Education & the Social Sciences Journal. Vol. 11. No. 4, Pp 75-86. www.isteams.net/humanitiesjournal. dx.doi.org/10.22624/AIMS/HUMANITIES/V11N4P6.
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Brinck, Karla Louise, Tobias Moll e Wiebke Siebert. "Altruistic Work Values’ Relevance for Organisational Commitment in Germany". management revue 34, n. 3 (2023): 277–304. http://dx.doi.org/10.5771/0935-9915-2023-3-277.
Testo completoAbstract (sommario):
Work values characterise employees’ goals in organisations across situations and influence employees’ work behaviour. Due to demographic change and the shortage of skilled workers in many industrialised countries, the importance of organisational commitment increases. Building on previous research on the value-commitment relation, we develop hypotheses on relationships of intrinsic, extrinsic and especially altruistic work values (which to date have seen little research) with affective, normative and continuance commitment. Based on an analysis of employee data from Germany (N=1,978), we find positive effects of the presence of altruistic work values on all types of commitment. Employees with strong altruistic work values are particularly loyal and organisation-oriented. We argue that the pure consideration of intrinsic and extrinsic work values largely and unjustifiably excludes the social orientation of employees at work, thereby squandering organisational development potential. Taking into account employees’ work values and particularly offering opportunities to live altruistic work values can be seen as a potential for increasing employees’ organisational commitment.
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Svensson, Sven, David M. Hallman, SvendErik Mathiassen, Marina Heiden, Arne Fagerström, Jean Claude Mutiganda e Gunnar Bergström. "Flexible Work: Opportunity and Challenge (FLOC) for individual, social and economic sustainability. Protocol for a prospective cohort study of non-standard employment and flexible work arrangements in Sweden". BMJ Open 12, n. 7 (luglio 2022): e057409. http://dx.doi.org/10.1136/bmjopen-2021-057409.
Testo completoAbstract (sommario):
IntroductionFlexibility in working life, including non-standard employment (NSE) and flexible work arrangements (FWAs), offers the organisation a better ability to adapt to changing conditions while also posing considerable challenges for organisations as well as workers. The aim of the Flexible Work: Opportunity and Challenge (FLOC) study is to investigate associations between NSE and FWA on the one hand, and individual, social and economic sustainability on the other.Methods and analysisThis prospective open cohort study targets approximately 8000 workers 18–65 years old in 8–10 public and private organisations in Sweden. We will use a comprehensive battery of measurement methods addressing financial performance, physical and psychosocial exposures, and physical and mental health, both at the organisational and the individual level. Methods include valid survey questionnaires and register data, and, in subpopulations, technical measurements, interviews and diaries. Main exposures are type of employment and type of work arrangement. Main outcomes are indicators of social and economic sustainability and, at the individual level, health and well-being. Data, collected over 54 months at approximately 18-month intervals, will be analysed using multivariate methods considering main effects as well as potential effect modifiers. The analyses will take into account that respondents are nested in organisations, divisions and/or have specific managers.Ethics and disseminationFLOC is approved by the Swedish Ethical Review Authority (decision numbers 2019–06220, 2020–06094 and 2021–02725). Data will be published in peer-reviewed journals and presented at international conferences, and researchers will assist the organisations in improving policies and routines for employment and organisation of work.
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SAKA, Rahman Olawale,, Aishat ADELEKE e Ayomide Shukura, OLUBODUN. "Strategic Importance of Compensation Strategy on Employee Performance: Evidence from Lekki Free Zone Area of Lagos State". LASU Journal of Employment Relations & Human Resource Management 4, n. 2 (20 dicembre 2023): 145–60. http://dx.doi.org/10.36108/ljerhrm/3202.04.0201.
Testo completoAbstract (sommario):
The study examines the strategic importance of compensation on employee performance in an organisation (a study of Lekki Free Trade Zone, Lagos), whose aim is to examine the impact of compensation on employee performance. The study concludes that adopting a better compensation strategy is essential to all organisations. However, because most businesses are unaware of the significance of compensation strategy, but managers often put pressure on workers to work hard despite receiving inadequate pay from the organisation. The study has shown that compensation and other benefits are strategic tools to organisations to influence their employees in order to remain competitive. If adequately developed, the compensation adds value to an organisation and increase workers efficiency in operation, quality service, customer satisfaction, and even achieving organisational goals. Organisations should ensure that their pay plan aligns with their strategic goals. They should also stay current on industry norms, perform frequent market evaluations to know if the company’s compensation packages are competitive and better in order to draw and keep good employees in organisation. Furthermore, they should implement other compensation benefits other than pay to influence employees towards better performance.