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Artykuły w czasopismach na temat "Organisational psychology"
Farkas, Johanna, János Sallai i Ernő Krauzer. "The Organisational Culture of the Police Force". Internal Security 12, nr 1 (22.07.2020): 77–84. http://dx.doi.org/10.5604/01.3001.0014.3189.
Pełny tekst źródłaBracher, David, i Peter Hingley. "Ethical maturity and organisational health: Some implications for educational psychology services". Educational and Child Psychology 19, nr 1 (2002): 81–96. http://dx.doi.org/10.53841/bpsecp.2002.19.1.81.
Pełny tekst źródłaBell, Sandra. "Organisational resilience: a matter of organisational life and death". Continuity & Resilience Review 1, nr 1 (29.08.2019): 5–16. http://dx.doi.org/10.1108/crr-01-2019-0002.
Pełny tekst źródłaFennimore, Anne K. "Munchausen syndrome by proxy: perpetual organisational illness and therapy". International Journal of Organizational Analysis 25, nr 1 (13.03.2017): 62–79. http://dx.doi.org/10.1108/ijoa-01-2016-0964.
Pełny tekst źródłaBisogni, Felice, Francesca Dolcetti i Stefano Pirrotta. "Emotional textual analysis as a semiotic action–research method to work with emotions within organisations". Twentieth Anniversary Special Issue 21, nr 1 (30.06.2021): 152–70. http://dx.doi.org/10.33212/osd.v21n1.2021.152.
Pełny tekst źródłaSimonsen, Anne Hege, i Jon Petter Evensen. "Crisis, What Crisis?" Nordicom Review 38, s2 (28.11.2017): 87–102. http://dx.doi.org/10.1515/nor-2017-0416.
Pełny tekst źródłaJi, Yunho, i Hyun Joong Yoon. "The Effect of Servant Leadership on Self-Efficacy and Innovative Behaviour: Verification of the Moderated Mediating Effect of Vocational Calling". Administrative Sciences 11, nr 2 (8.04.2021): 39. http://dx.doi.org/10.3390/admsci11020039.
Pełny tekst źródłaOwen, Frank. "Refugia: islands of social awareness in disrupted earth systems". Organisational and Social Dynamics 23, nr 1 (14.07.2023): 110–30. http://dx.doi.org/10.33212/osd.v23n1.2023.110.
Pełny tekst źródłaLai, Yi-Ling, i Stephen Palmer. "Psychology in executive coaching: an integrated literature review". Journal of Work-Applied Management 11, nr 2 (2.09.2019): 143–64. http://dx.doi.org/10.1108/jwam-06-2019-0017.
Pełny tekst źródłaMaddocks, Jo. "Creating an emotionally intelligent organisation". Coaching Psychologist 5, nr 1 (czerwiec 2009): 27–32. http://dx.doi.org/10.53841/bpstcp.2009.5.1.27.
Pełny tekst źródłaRozprawy doktorskie na temat "Organisational psychology"
Van, Niekerk Roelf. "Economic responsiveness in organisational psychology curricula". Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003952.
Pełny tekst źródłaKyriakidou, Olympia. "Organisational identity and change : the dynamics of organisational transformation". Thesis, University of Surrey, 2001. http://epubs.surrey.ac.uk/723/.
Pełny tekst źródłaSchlechter, Anton Francois. "The relationship between organisational culture and organisational performance: a study conducted within a large South African retail organisation". Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/52008.
Pełny tekst źródłaENGLISH ABSTRACT: The underlying problem that prompted this study was to determine whether a relationship existed between organisational culture and organisational performance within a South African organisation. The research problem, furthermore, not only focused on establishing a relationship between aspects of organisational culture and performance, but also on whether variations in the perception of organisational culture are related to organisational performance, i.e. whether the degree to which the organisational culture is widespread or shared among members of the organisation, is related to organisational performance. To answer this question, six hypotheses were formulated with the intention of subjecting them to statistical analysis. The Competence Process of Jay Hall (1996) was used to provide a theoretical framework in terms of which the relationship between the constituent dimensions of organisational culture and organisational performance may be explained. Based on the competence theory it is hypothesised that the dimensions of organisational culture or competence - collaboration, commitment, creativity and the supporting conditions thereof, are directly proportional to the potential for performance. The 40-item Organisational Competence Index (OCI), which forms part of the Organisation Culture Analysis (OCA), is designed to assess the conditions for competence within an organisation. The sampling process finally produced a sample of 988 respondents that completed the organisational culture questionnaires (OCls). The organisation was divided into 60 areas or business units that were stratified throughout the organisation. A stratified sampling technique was therefore used, and the above mentioned geographical subdivisions were used as strata. Because of the all-pervasive nature of accounting as the language of business, financially based indicators are universally adopted to measure organisational performance. Taking the various arguments and proposed measures into consideration, it was decided to use the following three objective performance criteria: 1) financial profits; 2) stock losses; and 3) labour turnover - (indicative of the voluntary survival rate). Commercial organisations ultimately have one important "bottom line", to create wealth for all associated with the organisation and therefore to be financially successful. Thus, the indicators of organisational performance that were used are all directly relevant and based on the so-called financial "bottom line" of the organisation. To determine the relationship between the average organisational culture scores and the performance indicators, the product moment correlation coefficients were computed between each area's average organisational culture dimension scores and the three indicators of performance. Commuting the coefficient of variation arrived at the variation in average culture dimension scores per area. To establish the relationship between the variation in average culture dimension scores and the performance indicators, the correlation coefficients were computed between the coefficient of variation and the performance measures. All of these relationships were found to be significant, at least at the 0.05 level. The findings and conclusions arrived at, may be summarised as follows: The first conclusion that can be drawn is that the business units in which the members experience collaboration and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover, compared to those business units where members experience the collaboration dimension to a lesser degree. The second conclusion that can be drawn is that the business units in which the members experience commitment and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the commitment dimension to a lesser degree. The third conclusion that can be drawn is that the business units in which the members experience creativity and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the creativity dimension to a lesser degree. The fourth conclusion that can be drawn is that the business units in which the members experience the dimensions of competence and the supporting conditions thereof to a lesser degree of variance are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the culture dimensions to a greater degree of variance. In more practical terms, it would seem that the dimensions of competence might well explain why some business units (possibly organisations) are more successful than others.
AFRIKAANSE OPSOMMING: Die onderliggende vraag wat tot hierdie studie gelei het, was om te bepaal of daar 'n verband bestaan tussen die organisatoriese kultuur en die organisasie prestasie van 'n Suid Afrikaanse maatskappy. Die navorsingsprobleem het verder nie net gefokus op die vestiging van 'n verband tussen aspekte van organisasie kultuur en prestasie nie, maar ook probeer om te bepaal of die variansie in die persepsie van organisasie kultuur ook verwant is aan prestasie. Om hierdie vrae te beantwoord is ses hipoteses geformuleer met die intensie om hulle statisties te toets. Die Bevoegdheidsproses van Hall (1996) is gebruik as die teoretiese raamwerk wat die verband tussen die samestellende dele van organisasie kultuur en organisasie prestasie verduidelik. Hierdie teorie veronderstel dat die dimensies van organisasie bevoegdheid - samewerking, toevertrouing, kreatiwiteit en die onderskeie ondersteunende kondisies van elk, direk proporsioneel is aan die potensiaal vir prestasie. Die 40-item Organisasie Bevoegdheidsindeks (OCI), wat deel vorm van die Organisasie Kultuur Analise (OCA), is ontwerp om die kondisies VIr bevoegdheid in die organisasie te meet. Die steekproef het bestaan uit 988 respondente wat die organisasie kultuur vraelyste (OCI) voltooi het. Die organisasie is verdeel in 60 areas of besigheidseenhede wat regdeur die organisasie gestratifiseer is. 'n Gestratifiseerde steekproef trekkingstegniek is dus gebruik. Finansieel gebaseerde indikatore word universeel gebruik om orgamsasie prestasie te meet. In die keuse van prestasie indikatore, is verskeie argumente en voorgestelde indikatore in ag geneem, en is daar besluit om die volgende objektiewe kriteria te gebruik: 1) finansiële winste, 2) voorraad verlieste en 3) arbeidsomset. Kommersiële organisasies het uiteindelik een hoof doel, om rykdom te skep vir sy aandeelhouers en dus om finansieel suksesvol te wees. Die indikatore van prestasie is dus so gekies dat hulle relevant is en op hierdie doelwit gebaseer is. Om die verband te bepaal tussen die organisasie kultuur-tellings en die prestasie indikatore, is die produk moment korrelasie koëffisiënt bereken tussen die gemiddelde organisatoriese kultuur-tellings vir elke area en die area se tellings op die drie prestasie indikatore. Die variansie in die gemiddelde kultuurmeting per area was bereken deur middel van die koëffisiënt van variansie. Die korrelasie koëffisiënt is bereken tussen hierdie meting, en die prestasiemeting vir elke area. Al hierdie verhoudings was ten minste op die 0.05 vlak betekenisvol. Die bevindinge en gevolgtrekkings van hierdie studie sluit die volgende in: Die eerste gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers die samewerkingsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraadverliese gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die samewerkingsdimesie tot 'n mindere mate ervaar het. Die tweede gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers toevertrouing, en die ondersteunende kondisies daarvan tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraad verlieste gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die toevertrouingsdimensie tot 'n mindere mate ervaar het. Die derde gevolgtrekking wat gemaak is, is dat die besigheidseenhede waar die werknemers die kreatiwiteitsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, het meer wins gemaak, laer vooraad verlieste gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede wat die kreatiwiteitsdimensie tot 'n mindere mate ervaar het. Die vierde gevolgtrekking wat gemaak is, was dat die besigheidseenhede waarby 'n kleiner mate van variansie in die kultuurmetings gevind is, het daardie besigheidseenhede meer profyt gemaak, laer vooraadverliese gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede waar daar 'n groter mate van variansie in die kultuurrnetings was. In meer praktiese terme wil dit voorkom of die dimensies van bevoegdheid tot 'n mate kan verduidelik hoekom sekere besigheidseenhede (moontlik organisasies) meer suksesvol is as ander.
Xenikou, Athena. "Attributional theory, organisational culture and motivation". Thesis, University College London (University of London), 1995. http://discovery.ucl.ac.uk/1317967/.
Pełny tekst źródłaMaharaj, Ishara. "The influence of meaning on organisational citizenship behaviour, organisational commitment, and job satisfaction in South African accountants". Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5838.
Pełny tekst źródłaSpicer, David Philip. "Mental models, cognitive style, and organisational learning : the development of shared understanding in organisations". Thesis, University of Plymouth, 2000. http://hdl.handle.net/10026.1/363.
Pełny tekst źródłaVollenhoven, Tarquin. "Domestic Work as Decent Work: An Empirical Test of the Predictors of Decent Work To Extend the Psychology of Working Theory". Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33074.
Pełny tekst źródłaVan, der Merwe Izak Petrus. "Organisational climate: variance across functional units". Master's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/18481.
Pełny tekst źródłaStokes, Lorraine. "'Who am I … in this organisation?': The Development of Organisation-based Identities and the Consequences for Individuals and Organisations". Thesis, Griffith University, 2015. http://hdl.handle.net/10072/368141.
Pełny tekst źródłaThesis (PhD Doctorate)
Doctor of Philosophy in Organisational Psychology (PhD OrgPsych)
School of Applied Psychology
Griffith Health
Full Text
Kahn, Susan Rachel. "The role of anger in managerial effectiveness". Master's thesis, University of Cape Town, 1986. http://hdl.handle.net/11427/14397.
Pełny tekst źródłaThe aim of this study was to investigate the role of anger on managerial effectiveness. To this end, a sample of male managers in a South African financial organisation completed questionnaires on the experience of anger, the expression of anger, and Type A behaviour. Managerial effectiveness was assessed in terms of the behavioural dimensions of the organisation's assessment centre and performance appraisal, as well as a managerial achievement quotient. A factor analysis computed separately for the 11 assessment centre dimensions and the 11 performance appraisal criteria revealed three orthogonal factors in both analyses. Product moment correlation coefficients were calculated between all the variables, including the new factor scores. The performance appraisal factor labled "Emphasising Quality in Solution and Production" was significantly correlated with trait anger, and the performance appraisal factor labled "Maintaining Supportive Interpersonal Relationships" was significantly correlated with state anger , trait anger, anger expression , and Type A behaviour . The assessment centre factors labled "Making and Communication Decisions" and "Interpersonal Planning" correlated significantly with anger expression and trait anger, respectively. Finally, the managerial achievement quotient correlated positively and significantly with Type A behaviour. The conceptual and methodological issues confronted in the present research may provide new insight for future investigations regarding stress and organisational psychology.
Książki na temat "Organisational psychology"
1945-, Glendon A. Ian, Thompson Briony M i Myors Brett, red. Advances in organisational psychology. Bowen Hills, Qld: Australian Academic Press, 2007.
Znajdź pełny tekst źródłaBusiness psychology and organisational behaviour. Hove, England: Lawrence Erlbaum, 1994.
Znajdź pełny tekst źródłaOnwuchekwa, Christian Ike. Organisational behavior. Enugu, Nigeria: Zik, 2002.
Znajdź pełny tekst źródłaP, O'Driscoll Michael, Taylor Paul J i Kalliath Thomas, red. Organisational psychology in Australia and New Zealand. Oxford: Oxford University Press, 2003.
Znajdź pełny tekst źródłaWork and organisational psychology: An introduction with attitude. London: Psychology Press, 2002.
Znajdź pełny tekst źródłaKechroud, Ammar. Dictionary of industrial/organisational psychology & management: English-Arabic. Benghazi, Libya: University of Garyounis, 1994.
Znajdź pełny tekst źródłaNew directions in organisational psychology and behavioural medicine. Farnham: Ashgate, 2010.
Znajdź pełny tekst źródłaBusiness psychology and organisational behaviour: A student's handbook. Wyd. 4. New York NY: Psychology Press, 2006.
Znajdź pełny tekst źródłaCorporate psychopaths: Organisational destroyers. Houndmills, Basingstoke: Palgrave Macmillan, 2011.
Znajdź pełny tekst źródłaHarri-Augstein, E. Sheila. Learning conversations: The self-organised learning way to personal and organisational growth. London: Routledge, 1991.
Znajdź pełny tekst źródłaCzęści książek na temat "Organisational psychology"
McDonald, Matthew, i David Bubna-Litic. "Critical Organisational Psychology". W The Palgrave Handbook of Critical Social Psychology, 597–619. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-51018-1_29.
Pełny tekst źródłaCanter, David. "Destructive Organisational Psychology". W The Social Psychology of Crime, 321–34. London: Routledge, 2021. http://dx.doi.org/10.4324/9781315237022-10.
Pełny tekst źródłaBiggs, Amanda. "Organisational interventions". W Advanced Research Methods for Applied Psychology, 170–83. Abingdon, Oxon; New York, NY: Routledge, [2018]: Routledge, 2018. http://dx.doi.org/10.4324/9781315517971-17.
Pełny tekst źródłaKnowles, Susanne. "Coaching for Organisational Learning". W Positive Psychology Coaching, 279–87. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-88995-1_19.
Pełny tekst źródłaLaura, Dean, i Fran Cousans. "Work Design, Organisational Change and Development". W Work Psychology, 83–108. London: Routledge, 2023. http://dx.doi.org/10.4324/9781315169880-5.
Pełny tekst źródłaKnowles, Susanne. "Coaching in an Organisational Setting". W Positive Psychology Coaching, 201–19. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-88995-1_15.
Pełny tekst źródłaCalvard, Thomas. "Diversity as Organisational Strategy". W The Psychology of Ethnicity in Organisations, 179–97. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-33014-7_10.
Pełny tekst źródłaSchabracq, Marc J. "Organisational Culture, Stress and Change". W The Handbook of Work and Health Psychology, 37–62. Chichester, UK: John Wiley & Sons, Ltd, 2004. http://dx.doi.org/10.1002/0470013400.ch3.
Pełny tekst źródłaHenriksen, Kristoffer, Louise K. Storm i Carsten H. Larsen. "Organisational culture and influence on developing athletes". W Sport Psychology for Young Athletes, 216–27. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2017. http://dx.doi.org/10.4324/9781315545202-20.
Pełny tekst źródłaWagstaff, Christopher R. D., i Richard C. Thelwell. "Understanding the Effects of Organisational Change in Professional Soccer". W The Psychology of Soccer, 205–19. New York, NY: Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9781003005568-17.
Pełny tekst źródłaStreszczenia konferencji na temat "Organisational psychology"
Balanescu, Ramona cristina. "A STUDY ON THE SATISFACTION AT THE WORKPLACE". W eLSE 2019. Carol I National Defence University Publishing House, 2019. http://dx.doi.org/10.12753/2066-026x-19-161.
Pełny tekst źródłaKratochvilova, Jana. "ORGANISATIONAL CONDITIONS OF INCLUSION IN PRIMARY EDUCATION". W SGEM 2014 Scientific SubConference on PSYCHOLOGY AND PSYCHIATRY, SOCIOLOGY AND HEALTHCARE, EDUCATION. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgemsocial2014/b13/s3.084.
Pełny tekst źródłaAbror i Raphael K. Akamavi. "Psychological safety and organisational performance in Indonesian companies: Preliminary findings". W 2015 Asian Congress of Applied Psychology (ACAP 2015). WORLD SCIENTIFIC, 2015. http://dx.doi.org/10.1142/9789814723398_0002.
Pełny tekst źródłaLitvinova, Raisa N. "Organisational and educational conditions for developing entrepreneurial competencies at a university". W The Herzen University Conference on Psychology in Education. Herzen State Pedagogical University of Russia, 2021. http://dx.doi.org/10.33910/herzenpsyconf-2021-4-44.
Pełny tekst źródłaKovshikova, Olga F., i Anna D. Abashina. "Organisational and psychological aspects of individual support of special children on additional education programmes". W The Herzen University Conference on Psychology in Education. Herzen State Pedagogical University of Russia, 2021. http://dx.doi.org/10.33910/herzenpsyconf-2021-4-35.
Pełny tekst źródłaGurieva, Svetlana D., i Olga E. Gundelakh. "Gender differences in the perception of gender barriers in an organisation". W The Herzen University Conference on Psychology in Education. Herzen State Pedagogical University of Russia, 2021. http://dx.doi.org/10.33910/herzenpsyconf-2021-4-24.
Pełny tekst źródłaGurieva, Svetlana D., i Ulyana A. Udavikhina. "Overcoming the gender gap during the economic crisis: Strategies for women working in an organisation". W The Herzen University Conference on Psychology in Education. Herzen State Pedagogical University of Russia, 2021. http://dx.doi.org/10.33910/herzenpsyconf-2021-4-25.
Pełny tekst źródłaEne, Theodora. "THE EFFORTS OF ROMANIAN NONGOVERNMENTAL ORGANISATIONS OF TURNING ONLINE SURFERS INTO CAUSE SUPPORTERS". W SGEM 2014 Scientific SubConference on PSYCHOLOGY AND PSYCHIATRY, SOCIOLOGY AND HEALTHCARE, EDUCATION. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgemsocial2014/b12/s2.121.
Pełny tekst źródłaAl-Shamari, M., R. Puttha, R. Thalava, J. Diegnan, C. Brown i C. Neail. "G162(P) Validity of world health organisation-wellbeing index as a psychology screening tool in children with diabetes". W Royal College of Paediatrics and Child Health, Abstracts of the Annual Conference, 24–26 May 2017, ICC, Birmingham. BMJ Publishing Group Ltd and Royal College of Paediatrics and Child Health, 2017. http://dx.doi.org/10.1136/archdischild-2017-313087.161.
Pełny tekst źródłaWyatt, Zoe. "“I Am Not What Happened to Me, I Am What I Choose to Become” Walking the Journey with Cambodian Wounded Healers". W 7th International Conference on Spirituality and Psychology. Tomorrow People Organization, 2022. http://dx.doi.org/10.52987/icsp.2022.005.
Pełny tekst źródłaRaporty organizacyjne na temat "Organisational psychology"
Harrison, Reema, Maha Pervaz-Iqbal, Laurel Mimmo, Steve Mears i Elizabeth Manias. Measuring clinician experience of providing care. The Sax Institute, sierpień 2019. http://dx.doi.org/10.57022/avvb8536.
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