Rozprawy doktorskie: „Work and Organisational Practices”

1

Nicolini, Davide. "Theorising work and organisational practices : the case of telemedicine". Thesis, Lancaster University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.440395.

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Nelson, Silvia Azevedo, i N/A. "Making Fun: Work and Organisational Practices in Australian Aquatic Theme Parks". Griffith University. Department of Management, 2007. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070823.153208.

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The Australian aquatic theme park segment is a vibrant and significant part of the Australian tourism industry because as a tourism generator it is a direct contributor to the economy and to employment growth. Research in this area can provide a deeper understanding of the complexities of the industry and its future effectiveness. Tourism organisations, such as aquatic theme parks, need to rely on the commitment and performance of a well-trained, multi-skilled workforce in order to achieve a competitive position, especially in terms of providing high quality customer service. This suggests that tourism organisations need to adopt effective organisational practices that enhance the motivation of employees and improve organisational effectiveness by providing the level of quality customer service required to become and remains competitive. Although the tourism industry in general and the theme park segment in particular make an important contribution to the Australia economy, minimal research has been undertaken to determine the factors that contribute to the effectiveness of organisational practices that influence work-related outcomes (commitment, job satisfaction and employee performance). As a related issue, no research has been undertaken to examine the perception of professionalism of employees undertaking marine science activities within Australian aquatic theme parks. Accordingly, one of the objectives of the present research was to examine the impact of organisational practices (training and communication) on affective commitment, job satisfaction and employee performance within the Australian aquatic theme park segment. The second objective was to examine whether the impact of such organisational practices on these work-related outcomes varies between employees designated to undertake marine science related activities and other theme park employees (salespersons, food and beverage and administrative). The final objective of this research was to examine whether employees designated to undertake marine science related activities perceive themselves as professionals. The Meaning of Working Theoretical Framework (based on the Meaning of Working (MOW) model developed by Westwood and Lok, 2003) is used in this research as a conceptual framework to enable a better understanding of the meanings and significance that aquatic theme park employees attach to their work roles. Understanding the basic meanings that individuals attach to their work roles provides relevant insights into the nature of employee commitment, job satisfaction and employee performance, given the apparent impact of perceived work significance on employee attitudes and behaviours. Application of the Meaning of Working Theoretical Framework therefore broadened the conceptual framework of the present research to include and clarify the central constructs of commitment, job satisfaction and employee performance in Australian aquatic theme park workplaces. The present study was undertaken with employees from three Australian aquatic theme park companies, including 'marine science employees' and 'other theme park employees', with a particular emphasis on the former group of employees. The nature of the current study suggested the value of using both quantitative and qualitative methods (mixed methods methodology) and so, the adoption of the pragmatist paradigm was appropriate in framing and answering the thesis research questions. Quantitative and qualitative methods in this study were conceptualized, designed and implemented sequentially. Quantitative methods (e.g. survey) were conducted first in order to develop a level of generalisation that not only added knowledge to the theory but also enabled a prediction in understanding levels of commitment, job satisfaction and employee performance. Qualitative methods (indepth interviews and focus group discussions) then provided in-depth information and insights into the link between organisational practices (e.g. training and communication) and work-related outcomes and perceptions of professionalism for marine science employees. The findings of this study have broadened the scope of the MOW model developed by Westwood and Lok (2003) in a number of significant and original ways. In particular, consideration of the relationship between employees and customers and analysis of the values maintained by the organisational culture and their influence on the particular subcultures within the organisations studied proved to be essential in understanding the work meanings patterns in this study. The present study further developed the MOW model by clearly demonstrating the critical role played by training and communication in influencing patterns of work meanings. In addition, this study also expanded the Westwood and Loks (2003) MOW model by including issues related to professionalism. The findings of the present study highlighted the pivotal role played by a key HRM practice (on-the-job training), which is more relevant in influencing work-related outcomes than the impact of communication processes, as demonstrated in the study data and analysis. Contrary to expectations, the findings suggested that communication processes play an indirect role in influencing organisational effectiveness, in terms of providing high quality service because of an identified gap in beliefs and behaviours regarding customer service. Both training and communication processes appeared to be relatively ineffective in reducing this ambiguity regarding customer service for both group of employees within the aquatic theme parks studied. This should lead to a re-thinking of both training and communication practices to enhance the focus on, and delivery of quality customer service. A number of suggestions are canvassed. Another major finding of this thesis indicates that marine science employees not only perceive themselves as professionals but their status (job/occupation) within the tourism community supports a perception of emerging professionalism. The results revealed in the present study have the potential to impact positively on the tourism industry in general and on the aquatic theme park segment in particular. However, it is clear from the present research that the vibrancy of the tourism industry and the aquatic theme park segment can only be enhanced with more attention to communication and training, with an emphasis on improving employee self-efficacy, especially in the area of customer service.

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Nelson, Silvia Azevedo. "Making Fun: Work and Organisational Practices in Australian Aquatic Theme Parks". Thesis, Griffith University, 2007. http://hdl.handle.net/10072/365292.

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The Australian aquatic theme park segment is a vibrant and significant part of the Australian tourism industry because as a tourism generator it is a direct contributor to the economy and to employment growth. Research in this area can provide a deeper understanding of the complexities of the industry and its future effectiveness. Tourism organisations, such as aquatic theme parks, need to rely on the commitment and performance of a well-trained, multi-skilled workforce in order to achieve a competitive position, especially in terms of providing high quality customer service. This suggests that tourism organisations need to adopt effective organisational practices that enhance the motivation of employees and improve organisational effectiveness by providing the level of quality customer service required to become and remains competitive. Although the tourism industry in general and the theme park segment in particular make an important contribution to the Australia economy, minimal research has been undertaken to determine the factors that contribute to the effectiveness of organisational practices that influence work-related outcomes (commitment, job satisfaction and employee performance). As a related issue, no research has been undertaken to examine the perception of professionalism of employees undertaking marine science activities within Australian aquatic theme parks. Accordingly, one of the objectives of the present research was to examine the impact of organisational practices (training and communication) on affective commitment, job satisfaction and employee performance within the Australian aquatic theme park segment. The second objective was to examine whether the impact of such organisational practices on these work-related outcomes varies between employees designated to undertake marine science related activities and other theme park employees (salespersons, food and beverage and administrative). The final objective of this research was to examine whether employees designated to undertake marine science related activities perceive themselves as professionals. The Meaning of Working Theoretical Framework (based on the Meaning of Working (MOW) model developed by Westwood and Lok, 2003) is used in this research as a conceptual framework to enable a better understanding of the meanings and significance that aquatic theme park employees attach to their work roles. Understanding the basic meanings that individuals attach to their work roles provides relevant insights into the nature of employee commitment, job satisfaction and employee performance, given the apparent impact of perceived work significance on employee attitudes and behaviours. Application of the Meaning of Working Theoretical Framework therefore broadened the conceptual framework of the present research to include and clarify the central constructs of commitment, job satisfaction and employee performance in Australian aquatic theme park workplaces. The present study was undertaken with employees from three Australian aquatic theme park companies, including 'marine science employees' and 'other theme park employees', with a particular emphasis on the former group of employees. The nature of the current study suggested the value of using both quantitative and qualitative methods (mixed methods methodology) and so, the adoption of the pragmatist paradigm was appropriate in framing and answering the thesis’ research questions. Quantitative and qualitative methods in this study were conceptualized, designed and implemented sequentially. Quantitative methods (e.g. survey) were conducted first in order to develop a level of generalisation that not only added knowledge to the theory but also enabled a prediction in understanding levels of commitment, job satisfaction and employee performance. Qualitative methods (indepth interviews and focus group discussions) then provided in-depth information and insights into the link between organisational practices (e.g. training and communication) and work-related outcomes and perceptions of professionalism for marine science employees. The findings of this study have broadened the scope of the MOW model developed by Westwood and Lok (2003) in a number of significant and original ways. In particular, consideration of the relationship between employees and customers and analysis of the values maintained by the organisational culture and their influence on the particular subcultures within the organisations studied proved to be essential in understanding the work meanings patterns in this study. The present study further developed the MOW model by clearly demonstrating the critical role played by training and communication in influencing patterns of work meanings. In addition, this study also expanded the Westwood and Lok’s (2003) MOW model by including issues related to professionalism. The findings of the present study highlighted the pivotal role played by a key HRM practice (on-the-job training), which is more relevant in influencing work-related outcomes than the impact of communication processes, as demonstrated in the study data and analysis. Contrary to expectations, the findings suggested that communication processes play an indirect role in influencing organisational effectiveness, in terms of providing high quality service because of an identified ‘gap’ in beliefs and behaviours regarding customer service. Both training and communication processes appeared to be relatively ineffective in reducing this ambiguity regarding customer service for both group of employees within the aquatic theme parks studied. This should lead to a re-thinking of both training and communication practices to enhance the focus on, and delivery of quality customer service. A number of suggestions are canvassed. Another major finding of this thesis indicates that marine science employees not only perceive themselves as professionals but their status (job/occupation) within the tourism community supports a perception of emerging professionalism. The results revealed in the present study have the potential to impact positively on the tourism industry in general and on the aquatic theme park segment in particular. However, it is clear from the present research that the vibrancy of the tourism industry and the aquatic theme park segment can only be enhanced with more attention to communication and training, with an emphasis on improving employee self-efficacy, especially in the area of customer service.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Department of Management
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Li, Hsien-Ta. "Learning in social work practice". Thesis, University of Edinburgh, 2013. http://hdl.handle.net/1842/7939.

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The research question underpinning this study is ‘How is learning organised within the context of social work practice in the third sector?’ The research objective is to establish conceptual frameworks that theorise the organisation of learning in this context. Drawing upon literatures from Organisational Behaviour, Management, Social Work, Sociology and Psychology (e.g., Ballew and Mink 1996; Foucault 1995; Mayer and Salovey 1997; Ouchi 1979; Weihrich 1982) and undertaking an ethnographic inquiry in the Old-Five-Old Foundation in Taiwan, which collects documents as secondary data and gathers primary data through participant observations and interviews, this study establishes interdisciplinary frameworks to answer this research question. It argues that practitioners’ learning is organised by five kinds of structuring forces. At the macro level, practitioners’ direction of learning is organised by service purchasers’ demanding (an inter-organisational level structuring force) and the service provider’s planning (an organisational level structuring force). The evaluation of practitioners’ learning is organised by the service provider’s monitoring (an organisational level structuring force). At the micro level, practitioners’ methods of learning are organised by practitioners’ puzzle solving and instructors’ instructing (individual level structuring forces). By looking at the macro and micro structuring forces (cross level analysis) that organise practitioners’ learning, including their direction and methods of learning and the evaluation of their learning (process analysis), this study systematically analyses the organising of learning through both a cross-level analysis and a process analysis, deepening an understanding of the organising of learning and thus making an original contribution to previous studies of learning in the organisational setting (e.g., Argyris and ch n 1978; Nonaka and Takeuchi 1995; Senge 1990; Wenger 1998, 2000).

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Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations". Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.

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Sader, Rashida. "The effects of family-friendly human resource practices on work-family conflict and organisational commitment amongst working parents". Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5829.

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Includes bibliographical references (leaves 65-68).
This study examined the effects of family-friendly human resource practices(FFHRP) on work-family conflict and organisational commitment, amongstworking parents. A total of 146 participants employed in a multinationalcompany in South Africa responded to an online survey (response rate =65%). A process of factor analysis determined the underlying dimensions ofconstructs, from which summary scales were devised. The results wereanalysed using correlation analysis and hierarchical multiple regressionanalysis. The findings suggest that the use of specific FFHRP reduced workfamilyconflict amongst working parents and that supportive workenvironments can translate into benefits such as reduced work-family conflictand increased affective commitment. In this study, control over the workenvironment had a moderating effect on the relationship between work interference in family and organisations commitment.

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Alansari, Khatoon Yousif. "The impact of leadership and organisational career management practices on individual work related attitudes". Thesis, University of East Anglia, 2015. https://ueaeprints.uea.ac.uk/56829/.

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The overall aim of this study is twofold; first to investigate the extent to which, in an Arab context, leadership and organisational career management practices predict individual career-related perceptions, attitudes and behaviours, and second to examine the extent to which the employees’ perceptions about organisational justice and politics mediate the relationship between the quality of the leader-member exchange (LMX) and work outcomes, and the relationship between the corporate succession planning and career development (SPCD) and work outcomes. Drawing on several theoretical perspectives, such as the social exchange, organisational justice and organisational politics, this dissertation has developed an integrated perception-based approach to examine the possibility that employees' perceptions are associated with certain attitudes and behaviours. Within this framework, LMX and SPCD were treated as independent variables; they were assessed as predictors of employees’ perceptions about justice and politics, and work outcomes. LMX represents the organisational leadership model, and the corporate SPCD represents the organisational career management practices. The study also tested four work outcomes that included career success (CS), job satisfaction (JS), organisational commitment (OC) and turnover intentions (TOI), in addition to two variables related to the employees’ perceptions about organisational justice and organisational politics. iv A prediction was made that in a relationship-oriented Arab society like Bahrain, the quality of the dyadic relationship between the leader and followers strongly impacts the employees’ perceptions, attitudes and behaviours. The results supported this prediction; both LMX and SPCD had positive correlations with OC, JS and CS, while they had negative relationships with TOI. Apart from that, both LMX and SPCD had positive relationships with organisational justice and negative relationships with organisational politics. Another prediction was made regarding the mediation effects of organisational justice and politics on the relationship between LMX and SPCD, and work outcomes. The results revealed that both procedural justice (PJ) and distributive justice (DJ) had full mediation effects on the relationships between LMX and CS, and LMX and TOI. PJ had full mediation effects on the relationships between LMX and OC, and LMX and JS. DJ had partial mediation effects on the relationships between LMX and OC, and LMX and JS. Furthermore, the results revealed that both forms of organisational politics i.e. general political behaviour (GPB) and get along to get ahead (GATGA) had full mediation effects on the relationship between LMX and TOI. GPB had no mediation effects on the relationships between LMX and OC, LMX and JS, and LMX and CS. However, it had partial mediation effects on the relationships between LMX and OC, and LMX and JS. GATGA had a full mediation effect on the relationship between LMX and CS. v Regarding the mediation effects of organisational justice on the relationship between SPCD and work outcomes, the results revealed that both PJ and DJ had partial mediation effects on the relationships between SPCD and OC, SPCD and JS, and SPCD and CS. PJ had a partial mediation effect on the relationship between SPCD and TOI. However DJ had no mediation effect on the relationship between SPCD and TOI. Another set of mediation tests was conducted to assess the effect of the two forms of organisational politics on the relationship between SPCD and work outcomes. GPB had no mediation effect on the relationship between SPCD and the four work outcomes. GATGA had partial mediation effects on the relationships between SPCD and OC, SPCD and JS, and SPCD and CS. GATGA had a full mediation effect between SPCD and TOI. A total number of three hundred and thirty three (333) complete questionnaires were received and analysed using SPSS v. 18 in order to assess the study’s hypothesized model. The results have been discussed with specific relevance to the Arab Middle Eastern context. The theoretical and managerial implications are suggested, alongside the directions for future research.

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Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations". Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.

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Ingram, Richard David. "Emotions and social work practice". Thesis, University of Dundee, 2013. https://discovery.dundee.ac.uk/en/studentTheses/5d51faba-aa6a-491e-8760-6fad435f250e.

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This thesis examines the role that emotions have within social work practice. The key tenets of the literature relating to emotions are considered and a conceptual framework is proposed which will provide a conceptual and definitional underpinning to the thesis. Emotions and emotional intelligence are located within wider social work literature, and links are established with reflective practice, relationships with service users, social work skills, policy, legislation and supervision. Social workers across a Scottish local authority were asked to respond to a survey questionnaire and a selected cohort from this sample participated in semi-structured interviews based on the emerging themes from the survey. The data reported a complex picture of the role of emotions with a key challenge being the place of emotions within constructs of ‘being professional’. There was strong evidence that the relationship based aspects of practice were felt to be important and that emotions often were a key element and a useful tool, but this was counterbalanced by a strong view that the emotional content of practice should be removed from the written articulation of practice and in some cases from supervision. The value of informal support from colleagues was highlighted in terms of ‘safety’ and accessibility. The discussion of the results examines the impact of competing contextual factors such as professional narratives and organisational culture on how social workers experience and report the emotional content of their practice, and an ‘emotional gap’ is identified whereby social workers adopt a dramaturgical response to how they present aspects of their practice. The conceptual framework is considered in relation to the findings, and it is concluded that emotions are an inescapable aspect of the individual and collective experience of social work, in spite of the aforementioned contextual issues. Conclusions and implications for practice are drawn, and a model is developed which identifies the cultural and organisational shift required to reduce the perceived disjuncture between emotions and social work as a profession.

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Andrews, Nadine. "Psychosocial factors affecting enactment of pro-environmental values by individuals in their work to influence organisational practices". Thesis, Lancaster University, 2017. http://eprints.lancs.ac.uk/85640/.

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While studies indicate there is a strong link between pro-environmental values and behaviour, they also show that such values are not necessarily enacted consistently across all areas of our lives. There are many psychosocial factors that can affect congruent enactment. Improving our understanding of what these factors are and how they influence cognition and behaviour is critical for subverting our inadequate response to ecological crisis, yet it is an area that remains under explored. In this thesis I investigate factors affecting enactment of pro-environmental values by individuals in organisational contexts. Integrating Interpretative Phenomenological Analysis with frame and metaphor analysis in an innovative transdisciplinary and cross-level methodology, my study enquires into the lived, embodied and situated experience of six sustainability managers and leaders in the UK and Canada in their work to influence pro-environmental practices in their organisations. Using semi- structured interviews as the primary data source, over 70 highly nuanced and in-depth findings are generated, enriching our understanding of psychological threat coping strategies from a systemic perspective: • Sources of threats and tensions that arise for sustainability managers in their work to influence organisational practices (e.g. thwarted autonomy, competency or relatedness needs, incongruence in values) • Types of coping strategies used to negotiate these tensions (including identity work, emotion regulation, seeking support from external partners, constructing a motivational story, nature connection) • Ecologically adaptive and maladaptive outcomes of these responses for the individual and the organisation (including indirect impacts on vitality and effectiveness) • Factors affecting the efficacy of adaptive coping strategies (e.g. type of motivation, type of self-awareness, cognitive frames about nature) • Contextual factors (organisational, cultural worldview) • How these factors interact with each other, creating feedback loops The conceptual models I have constructed make these largely unconscious psychosocial processes visible; and may be of practical use to individuals in facilitating deeper awareness of the dynamics in their situation and helping to identify where interventions can be made to improve their efficacy and resilience in influencing pro-environmental change in their organisations.

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Fibla, Gasparin Mª Teresa. "The effects of human capital on the productivity of smes in Catalonia". Doctoral thesis, Universitat Rovira i Virgili, 2012. http://hdl.handle.net/10803/97216.

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La actual crisis económica ha reabierto el debate sobre la importancia de la productividad empresarial en el crecimiento económico de una región. Es en este contexto que el análisis de los factores que contribuyen en la mejora de la productividad empresarial se ha convertido en un elemento esencial, especialmente en las regiones con bajos niveles de productividad, como por ejemple Cataluña. El objetivo de esta tesis es analizar los efectos del capital humano en la productividad empresarial en el contexto de las pequeñas y medianas empresas Catalanas, considerando la posible existencia de sinergias entre el capital humano y otros factores productivos como pueden ser el capital tecnológico o las nuevas prácticas organizativas del trabajo. Adicionalmente, esta tesis también incluye un análisis sobre como las pequeñas y medianas empresas ajustan sus niveles de capital human con la finalidad de dar una mejor respuesta al nuevo contexto competitivo con el que se enfrentan.
The debate over the relevance of firm productivity to economic growth has been reviewed as a consequence of the current economic crisis. In this context, the analysis of elements that contribute to improve firm productivity becomes more important, especially in regions with low productivity levels, such as Catalonia. The purpose of this thesis is to analyse the effects of human capital on firm productivity in the context of Catalan SMEs, taking into account the existent synergies between human capital and other production factors such as, technological capital or the new work organisational practices. Additionally, this thesis also includes an analysis of how SMEs adjust their human capital levels in order to give a better answer to the new competitive context.

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Cochliou, Despina. "Towards a practitioner-centric paradigm of MIS development and organisational knowledge creation in social care organisations". Thesis, University of Sussex, 2012. http://sro.sussex.ac.uk/id/eprint/42979/.

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This study explores the Management Information Systems' (MIS) implementation and utilisation in social care organisations. The aim of this thesis is to study the level of social work practitioners' involvement in MIS selection and implementation and to determine the links between the utilisation of MIS in social care organisations and the creation of organisational knowledge. Thus, the thesis endeavours to increase understanding of the importance of MIS implementation for personnel and organisations, to capture its meaning and any implications this may have for organisational knowledge and social work practice. To further this aim, a two case-study design was developed and carried out in two social care organisations in England. Semi-structured interviews and direct observation were used as data collection tools. Interviews with open-ended questions were carried out with practitioners, team managers, senior managers and staff responsible for Information Technology applications and programmes. Data analysis was carried out utilising two key methods, within-case and cross-case analysis. The purpose of the analysis was to illustrate the participants' experiences within five main themes: Practitioners' and Team Managers' Feelings about the new MIS' Implementation, Participation, Management Information System, Social Work Practice, and Organisation and Organisational Knowledge. The research findings highlighted that social care organisations need radical shifts in organisational philosophy in order to achieve functioning MIS, and more importantly, to become ‘learning organizations' that capture and disseminate social work practice knowledge and skills. For example, practitioners' participation in MIS implementation was recognised as a key factor, which determined both MIS implementation and organisational knowledge creation in a social care organisation. The qualitative data gathered also revealed that there were constraints in engaging practitioners with organisational procedures and in make them feel valued. The thesis, based on the research findings, concludes with the proposal of two models for MIS implementation and organisational knowledge creation.

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Sollander, Kristina. "Organisational ambidexterity in practice : a study of managerial work in manufacturing SMEs". Licentiate thesis, Tekniska Högskolan, Högskolan i Jönköping, JTH, Logistik och verksamhetsledning, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-47360.

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Warm, D. D. "The influence of different organisational settings on youth work practice in Northern Ireland". Thesis, University of Manchester, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.233066.

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Currant, Natasha Emma. "Work Relationships and Organisational Commitment of Nurses: An Analysis of Policy-Practice Differences". Thesis, Griffith University, 2011. http://hdl.handle.net/10072/366309.

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For several decades, one of the major issues facing Australia’s health sector has been a shortage of nurses; a trend also evidenced across many other Organisation for Economic Co-operation and Development (OECD) countries. Without a suitably sized nursing workforce, a society’s ability to care for the population is diminished, and will continue so unless this trend is reversed. One of the factors contributing to this shortage is the poor retention of currently employed nurses, which results from, in part, a high proportion of nurses lacking commitment to their organisations. For public sector hospitals, the largest employer of nurses in Australia, this lack of organisational commitment is a continuing concern that impacts upon the ability of health organisations to provide care to patients. This thesis examines the factors that impact upon nurses’ commitment to their organisations. A theoretical framework, Social Capital Theory (SCT), was used as a lens through which to view the behaviour of nurses. The reason for this choice of theory is that SCT is used to examine the relationships in the workplace by exploring their quality, structure, and the context in which they operate. This research uses the SCT framework to interpret how relationships impact upon nurse outcomes, including their level of role ambiguity, the extent to which they perceive that they are empowered in their work, and most importantly, their organisational commitment. Of particular interest to this study is the difference between these organisational practices and the organisation’s espoused policies, to identify gaps and areas for improvement. The research used a sequential mixed methods approach. Four methods of data collection were used comprising surveys, focus groups, interviews, and document analyses, so as to examine the relevant issues from a variety of viewpoints and triangulate data. Respondents comprised nurses working in two public sector hospitals located in Australia. The data includes 167 surveys, 12 focus groups and 17 interviews. Analysis of the quantitative data involved using regression analysis and path analysis, while the qualitative data were analysed using manifest and latent content analysis.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Lundin, Zarah, i Shahin Sarwar. "Institutional pressures from the Covid-19 pandemic and changes in organisational working practices : Challenges and arguments of managers". Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-452915.

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The Covid-19 pandemic has created sudden changes in society and in the organisational landscape where working from home practices have been applied on a large scale to reduce the spread of the virus. The restrictions from governments and changing working environments have affected people's lifestyles. Furthermore, certain countries have also initiated formal lockdowns which has not been the case in Sweden where recommendations have been given to work from home. This research aims to find out how managers are adopting to and dealing with changing organisational practices that are impacted by different institutional pressures such as values, regulations and change. This study focuses on managers to find out how they have adjusted to working from home practices and managed challenges from it but also to understand their arguments and considerations about future work constellations. By this material we aspire to provide managers with information in terms of organising working practices when society is going back to normal which highlights risks and opportunities with working from home and future hybrid working arrangements.

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Riggs, Sally A. "Managing to practice : managing to change?; an exploration of general medical practitioners' orientations to work". Thesis, Nottingham Trent University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309818.

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McIntosh, Richard Ian. "The impact of innovative design on fast tool change methodologies". Thesis, University of Bath, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242853.

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Trimble, Robert. "The third mission : academic and institutional management perspectives and the implications for academic work and organisational practice". Thesis, Lancaster University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418427.

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20

Swecker, Paul R. "Validation of organizational practice statements in the Indonesian work environment: towards a quantitative assessment of organisational culture". Thesis, Swecker, Paul R. (1998) Validation of organizational practice statements in the Indonesian work environment: towards a quantitative assessment of organisational culture. Professional Doctorate thesis, Murdoch University, 1998. https://researchrepository.murdoch.edu.au/id/eprint/50601/.

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Organizational culture has been reported as being one of the top 5 topics of greatest interest in managerial circles. Over the past three decades the importance of culture has been linked to performance, effectiveness, leadership, change and strategy. Now, with a global market place and operational setting the transfer of corporate culture from the head office in a Western, developed country to a regional office in an Eastern, developing country is an issue worthy of managerial concern. While there exists a multitude of methods and tools for assessing the organizational culture of companies in the West, these instruments may not be valid in a country such as Indonesia. This study was designed to establish validity for a set of organizational practice statements which could be used to profile the organizational culture of Indonesian companies. The study was carried out in two phases. The first phase involved establishing content validity for a set of items. The literature of every major work on organizational culture was reviewed and a set of statements describing organizational practices was compiled. Next, a panel of 6 Indonesian judges consisting of academics, practitioners and owners reviewed the statements to determine the appropriateness for identifying aspects of organizational culture as defined by Schein (1994). The result of this phase was a set of 87 organizational practice statements. The second phase was concerned with construct validation through the testing of hypothesis relating to factors known to influence culture. Previous research has found that industry, organizational subcultures and leadership all influence the culture of organizations. If the instrument is to be considered valid, it must be able to detect the variance caused by these factors. Thirty nine companies were sampled representing 3 industries as classified by Thompson’s typology. Owners, managers and employees from every department of each company rated the statements. Factor analysis revealed 17 independent dimensions consistent with previous research of culture and the specific nuances of Indonesian culture. An analysis of variance revealed that the instrument was able to detect differences in culture scores across industry, departmental and administrative subcultures. Additionally, the instrument was able to identify the relationship known to exist between leader and follower at both the departmental and organizational level. The thesis concludes with implications for managerial practices and suggestions for future research. Because this is one of the first academic research projects of its kind to be conducted in Indonesia, it provides a foundation for further exploration in other areas of organizational behaviour.

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Hofmeyr, Anke. "The nature of Employee Assistance Programme training practices within work organisations in the Western Cape". Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/53410.

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Training in general is receiving more attention in the new evolving work environment and companies invest a lot of time, money and effort into training activities. The aim of this research study was to explore the nature of Employee Assistance Programme (EAP) training practices within companies in the Western Cape. In order to obtain the goal of the study the following objectives were formulated: ? To explore the content of EAP related training currently being presented at companies in the Western Cape. ? To explore if the current EAP related training is meeting the goals as set out by the Standards Committee of EAPA-SA. ? To explore the most beneficial EAP related training presented at companies in the Western Cape. ? To explore the current challenges that companies in the Western Cape experience regarding EAP related training of employees. ? To make recommendations regarding EAP related training practices in order to improve training practices and to proactively address training challenges. Against this background the study was guided by the following research question: ? What is the nature of EAP related training practices in companies in the Western Cape? A qualitative research approach was adopted for the purpose of this study. It was applicable because the goal was to seek a better understanding of a complex situation and to explore and to use observations to build theory from the ground up. By gathering meaningful information such as the perceptions, experiences and opinions of key role players in relation to the phenomenon of EAP related training practices in companies, the researcher explored and described the current practices and challenges. The researcher utilised an applied research approach, since it sought to understand and alleviate a demanding problem in practice (EAP related training) and provided policymakers with well-grounded guides for remedial action. As the study was grounded in the collective case study design, the researcher chose a number of cases (companies) to make comparisons between cases (companies) and concepts to extend and validate theories. The researcher purposely selected information-rich participants who provided the information needed. By using non-probability, purposive sampling the researcher purposively selected a subset of four companies in the Western Cape and studied them to make estimations and predictions about the larger population. Within the four selected companies, 13 (two to four in each of the four organisations) participants were purposively selected from which the researcher collected information. Semi-structured interviewing was used as the most appropriate method of data collection for this study. An interview schedule with some predetermined questions was utilised to guide the interviews and the questions were formulated to be open-ended to generate more in-depth responses. The interviews were conducted by the researcher herself. The study was also concluded with some useful and relevant recommendations from the employees responses on what programmes are currently being presented, the most beneficial programmes and how to ensure more effective EAP related training practices. One of the crucial recommendations drawn from the findings of this research study was that to ensure effective training, an assessment of the current state of affairs within companies, should always be completed. Training will be workable if it is grounded on a formal assessment of what is in place and what is needed to meet the specific company s business strategies and objectives. Another recommendation is that formal EAP related supervisory training should be compulsory on an on-going basis. Supervisors should be well-informed and even trained in the skills that the employees are due to be trained in. If managers are well-informed about the benefit of training and the impact thereof it might increase their insight, leading to their buy-in, and it might in addition address the attendance issue.
Mini Dissertation (MSW)--University of Pretoria, 2015.
Social Work and Criminology
MSW
Unrestricted

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Poulter, Sydney James Haylock 1941. "Issues of reflective practice and organisational learning in the protective investigation of child sexual abuse". Monash University, Dept. of Social Work and Human Services, 2001. http://arrow.monash.edu.au/hdl/1959.1/8736.

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Odoardi, Gianluca. "The relationship of perceived human resources management practices and innovative work behavior". Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0040/document.

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Dans l'économie mondiale actuelle l'innovation est largement reconnue comme l'un des processus clés qui peuvent permettre le développement d'organisations. Cette thèse concentre l'attention sur le comportement innovateur des employés (IWB) et ses liens avec la perception de la gestion des ressources humaines (HRM). Plus précisément, les modèles de recherche explorent deux pratiques de HRM correspondant à l'apprentissage individuel et collectif et la participation à la prise de décision (PDM). Le choix de mettre l'accent sur deux pratiques est en lien avec les efforts des chercheurs dédiés à la perspective contingente. Par conséquent, l'expérimentation de plusieurs variables médiatrices a permis une meilleure compréhension de la relation entre les processus examinés. Cette thèse est également orientée à comprendre les facteurs psychosociaux mentionnés dans un contexte organisationnel assez inexplorés correspondant aux petites et moyennes entreprises. La première recherche explore la relation entre la perception des pratiques de HRM de l'apprentissage individuel et collectif, l'IWB et le rôle médiateur des normes et le climat propice à l'innovation. La seconde étude suppose que la perception de la pratique décisionnelle, conjointement avec le leadership participatif, est liée à l'IWB ; la relation indirecte est testée à travers le rôle de médiateur du climat psychologique pour l'innovation et le soutien de ses collègues. Ces résultats aident les chercheurs à diriger de nouveaux efforts dans la recherche sur le HRM. En plus, ils soutiennent l'optimisation des ressources investies dans l'innovation à travers la promotion de l'apprentissage et la PDM
In the globalized economies the innovation is widely recognized as one of the key processes that can allow the development of organizations. This thesis focuses the attention on the Innovative Work Behavior (IWB) and its links with the perception of Human Resources Management (HRM). More specifically, the research models explore two HRM practices corresponding to individual and team learning and the participation to decision-making (PDM). The choice to emphasize only two practices is in line with scholars’ efforts dedicated to contingent perspective. Therefore, the experimentation of multiple mediating variables has allowed the better understanding of the relationship among the examined processes. This thesis is also oriented to understand the mentioned psychosocial factors in a quite unexplored organizational contexts corresponding to the small and medium enterprises. The first research explores the relationship among the perception of individual and team learning HRM practices, IWB and the mediating role of norms and supportive climate for innovation. The second study assumes that the perception of decision-making practice, conjointly with participative leadership, is related to IWB; moreover also the indirect relationship is tested through the mediating role of psychological climate for innovation and co-workers’ support. These findings help scholars to direct new endeavors in HRM research. Moreover they support managers to optimize resources invested in innovation through the promotion of learning and PDM

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Pereira, Vijay. "A longitudinal case-study examination of HRM practices in high-performing work organisations in the Indian HRO/BPO industry". Thesis, University of Portsmouth, 2013. https://researchportal.port.ac.uk/portal/en/theses/a-longitudinal-casestudy-examination-of-hrm-practices-in-highperforming-work-organisations-in-the-indian-hrobpo-industry(e0e67389-0547-42c0-8385-0d99544f1556).html.

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This research is concerned with the Human Resource contribution to High Performance Work Systems in High Performing Human Resource Offshoring and Business Process Offshoring organisations in India. Indian Business Process Offshoring organisations offer knowledge intensive services dependent on human resources for delivery. Technology underpins the delivery of services and processes; however, the employees of Human Resource Offshoring Business Process Offshoring are central to organisational resources and represent a cornerstone for value creation. The management of Human Resources is therefore central to overall performance and success. There is a lack of research on High Performance Work Systems strategies adopted and adapted by successful Indian firms in this sector. This study bridges this gap through an empirical longitudinal study. Methodologically, longitudinal qualitative reflexive case study examinations have been rare in management and organisation research. Previous studies have concentrated on being ‘snap-shot’ whereas this study’s longitudinal nature enabled a more holistic and contextualised view of the Human Resources processes. Fieldwork was conducted in three phases, (ten visits) over five years. Data gathering methods included interviews and focus groups. A longitudinal reflexive research methodology using inductive and deductive approaches was utilised via an innovative and robust combination of ‘template’ ‘processual’ and ‘systematic’ analysis. Findings suggest a complex, global, networked and dynamic business context, wherein Human Resource Management is understood and enacted in different forms, characterised by 'shape-shifting', a dynamic 'entanglement' of problem solving and strategic adoptive and adaptive approaches to attrition and performance. Phase 1 of the research witnessed attrition anxiety drive both a focus on employer branding and perceived sophisticated Human Resources. In Phase 2, an 'attritioncentric' approach that integrated both employer branding and other Human Resources practices took hold and in Phase 3 a distinctive blend/bundles of attrition-centric Human Resources and employer branding emerged. Influences were seen to include the complexities of life cycle, leadership ambitions, economic and market fluctuations, cultural, social, socio-cultural, national, sub-national and institutional contexts. Theoretically, this phenomenon suggested a unique Human Resource Management-performance link in the Indian Business Process Offshoring industry and was grounded and premised on the ‘evolutionary resource-based view’, as an alternative to the traditional human capital versus resource-based view. This idiosyncratic theoretical form is supported by six identified dimensions including tacit knowledge, the knowledge based view, resource dependency, core competencies and core- related specificity, casual ambiguity, and social complexity, thus contributing to academic knowledge.

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Allport, Brenda T. "Study of the influence of training and work environment factors on learning and developing supervision practice within a human service organisation". Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/116770/1/Brenda_Allport_Thesis.pdf.

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Human service organisations commit considerable resources to supervision practice each year. Yet there remains little understanding of how supervisors learn and develop and there are unanswered questions regarding supervision implementation. Using an action research methodology (Plan, Look, Think, Act) this study explored how supervisors learn and develop supervision practice and identified work environment factors and actions that may influence practice implementation within a specific context. This study’s findings upholds a blended approach to supervisor’s pedagogy and identified specific strategies and implications to enable for supervision practice to be learned, developed and implemented within a specific and future-orientated organisational context.

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Kennedy, Jamie L. "Learning In Professional Orchestras". Thesis, Griffith University, 2020. http://hdl.handle.net/10072/397593.

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This dissertation presents, discusses, and advances findings and contributions from an investigation into how professional orchestral musicians learn as they engage in their work together. Understanding the processes, demands, and consequences of orchestral work is important for informing the practices of professional and aspiring orchestral musicians, orchestral organisations, and educational institutions. Musicians’ well-being and the longevity of their working lives are of particular concern for this community. Learning and development are identified as important factors in understanding individuals’ vocational practices and how they work together. It follows that the conceptual framework of this investigation focuses on microgenetic learning and ontogenetic development to elaborate how intersubjectivity arises as musicians engage together in and learn through orchestral practices. Intersubjectivity refers here to the shared understandings of self and activity that arise from interaction with others, changing and developing with continued participation. From a sociocultural perspective, learning refers to microgenetic changes in individuals’ understanding and practice, while development lies within ontogenetic changes in their knowledge and abilities. As individuals engage together in activities, their learning and developmental processes contribute to a gradually emerging intersubjectivity, that is, shared understandings of what they know, can do, and value. To address the concerns raised regarding musicians’ ongoing practices, this investigation aims to describe and explain what intersubjectivity and engagement look like in orchestral performance. It also aims to comprehend how learning and development occur within this engagement. To investigate learning and development in orchestral performance, an ethnographic inquiry was conducted to generate an account of how a small sample population of orchestral musicians engaged with and experienced their working environment. The study involved observations and interactions with 6 members of an Australian professional symphony orchestra over a 12-month period. The participants’ selection targeted a range of ages, gender, instrument type, and level of seniority in the orchestra. Within the findings, five processes of engagement were identified through which intersubjectivity was constituted. These comprise (a) awareness, (b) communication, (c) evaluation of performance, (d) acting like a professional orchestral musician, and (e) the formation of playing intentions. These processes are advanced to contribute to a metaprocess of rehearsal, that is, the personal and interpersonal process of progressively reconstituting musical performance towards a shared ideal. New descriptions and evidence of how the musicians in this study engaged in orchestral performance are contributed, including descriptions and explanations of how trust and humour facilitated communication about performance. Through these processes of engagement, the participants’ daily interactions in orchestral performance became sites of microgenetic learning processes in three distinct ways. First, the temporal conditions of rehearsals and performances imposed a nonlinear but directional pattern on how performance knowledge changed. Second, spatial awareness was a highly important organising factor in the musicians’ knowledge of performance within the orchestra. It is proposed here that the sensory ethnography term “emplacement” might be useful for describing the connections between musicians’ activity, perceptions, and environments. Third, these temporal and spatial aspects of the musicians’ knowledge combined as they co-created a performance environment together, within which they progressively advanced their performance practices. Patterns and possibilities in the musicians’ ontogenetic development were identified through how they presented and construed their personal histories relating to performance. They selected past instances of microgenetic learning to illuminate and explain their current abilities, attitudes, and approaches to orchestral performance. The musicians were also capable of presenting positive or negative narratives of their development, frequently corresponding with their level of satisfaction with current environments or appraisals of performance. Positive developmental narratives used experiences of injury, difficulties in gaining membership in the orchestra, and the stresses associated with surveillance and critique to explain a growing ability to cope with challenges and to perform effectively with colleagues. Conversely, negative developmental narratives explained these experiences as being injurious to their ability to meet challenges or to perform at their best. It is advanced that how musicians engage with positive and negative developmental narratives may impact on their perception of their ability to sustain their working practices into the future.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School Educ & Professional St
Arts, Education and Law
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Bernard, Nathalie. "Bien-être au travail et performance de l'entreprise : une analyse par les paradoxes". Thesis, Université Grenoble Alpes (ComUE), 2019. http://www.theses.fr/2019GREAG002/document.

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À l’heure où les entreprises, confrontées à de nombreux bouleversements, sont plus que jamais en recherche de performance, et à l’heure où les salariés, dénonçant les conditions de travail et les pratiques managériales, n’ont jamais été aussi demandeurs de bien-être au travail, réconcilier le bien-être des salariés et la performance de l’entreprise est un sujet d’actualité et un enjeu stratégique pour les entreprises.La revue de la littérature et les résultats d’une analyse qualitative exploratoire menée à l’aide d’entretiens semi-directifs auprès de 55 salariés du groupe RESSIF (Réseau des Services Sociaux Interentreprises de France) nous amènent à envisager le « bien-être au travail » et la « performance de l’entreprise » en termes de méta-perspective paradoxale et à proposer des voies de résolution de ce paradoxe organisationnel.Pour ce faire, nous avons mené deux études quantitatives. La première étude est basée sur 5300 observations issues de l’enquête « conditions de travail » du Ministère français du travail. La deuxième est basée sur les réponses de 270 entreprises à un questionnaire en ligne portant sur les pratiques de gestion des ressources humaines.Finalement, nos résultats empiriques concluent que les facteurs permettant de concilier le bien-être au travail et la performance de l’entreprise sont, parmi les conditions de travail, la lutte contre l’intensité et l’insoutenabilité du travail et, parmi les pratiques de ressources humaines, le développement de la participation des salariés aux décisions de l’entreprise, la formation, les promotions et perspectives de carrière et, dans une moindre mesure, l’évaluation de la performance.Pour conclure ce travail, sont présentées les contributions théoriques, méthodologiques et managériales, ainsi que les voies futures de recherche
At a time when companies, faced with many upheavals, are more than ever in search of performance, and when employees, denouncing working conditions and managerial practices, have never been so demanding of well-being at work, reconciling employee well-being and company performance is a topical issue and a strategic challenge for companies.The literature review and the results of an exploratory qualitative analysis conducted using semi-directive interviews with 55 employees of the RESSIF group (Réseau des Services Sociaux Interentreprises de France) lead us to consider "well-being at work" and "company performance" in terms of paradoxical meta-perspective and to propose ways to resolve this organizational paradox.To do this, we conducted two quantitative studies. The first study is based on 5300 observations from the working conditions survey of the French Ministry of Labor. The second is based on the answers of 270 companies to an online questionnaire on human resources management practices.Finally, our empirical results conclude that the factors that make it possible to reconcile well-being at work and company performance are, among working conditions, the fight against work intensity and unsustainability and, among human resources practices, the development of employee participation in company decisions, training, promotions and career perspectives and, to a lesser extent, performance evaluation.To conclude this work, theoretical, methodological and managerial contributions are presented, as well as future research paths

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Svensson, Julia, i Wiksell Linn Danielsson. "The effect of social relationships on employee retention in a remote working context : A qualitative case study on which Talent Management practices an organisation use to retain talented employees in a remote context". Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53463.

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Talent Management (TM) is a well-used practice to identify, attract, develop, and retain the most valuable resource in an organisation: talented employees. The concept TM emerged when organisations started to detect increased demands and technological changes in the business market. Additionally, due to the retirement of baby boomers, organisations have started to experience a shortage of talents creating “The War for Talent” (Chambers et al., 1998). However, ethical aspects create a demand for an inclusive approach of TM which includes all employees, as opposed to only focusing on a selected few. Responsible Talent Management (RTM) considers talent to be obtained and developed within the organisation. Employees who experience job satisfaction and commitment are more likely to stay in the organisation (Deery, 2008), whereas work-life balance, employee well-being, leadership, and learning have become important factorsfor increasing job satisfaction and commitment as well as employee retention (Radda et al., 2015: Deery, 2008). Especially due to new challenges associated with the working environment and social relationships in this new remote working context. Researchers express the need for further research regarding RTM as well as the inclusive approach. This thesis, therefore, aims to understand how an organisation work with TM practices to retain talented employees in a remote working context. Based on the scientific issue and the purpose, a qualitative case study was conducted. Eight employees within the HR department were interviewed using semi-structured interviews. The analysis of the empirical data identified a great need for genuine social relationships. Regardless of which TM retainment practices used, supporting employees with tools and opportunities to build and nurture social relationships may be an instrumental driver to retain talented employees in a remote working context.
Talent Management är ett välanvänt begrepp för att identifiera, attrahera, utveckla och behålla den mest värdefulla resursen i en organisation: talangfulla medarbetare. Begreppet TM blev uppmärksammat när organisationerna upptäckte ett ökat krav och teknologiska förändringar på marknaden. På grund av att generationen “babyboomers” har börjat gå i pension har organisationer börjat uppleva en brist på talang, vilket har skapat ”The War for Talent” (Chambers et al., 1998). Dock skapar de etiska aspekterna ett krav på ett inkluderande synsätt på TM som inkluderar alla anställda och inte bara fokuserar på ett fåtal utvalda. Begreppet Responsible Talent Management (RTM) anser att talang kan erhållas och utvecklas inom organisationen. Anställda som upplever jobbnöjdhet och engagemang är mer benägna att stanna kvar i organisationen (Deery, 2008), medan balans mellan arbetsliv och privatliv, anställdas välmående, ledarskap och lärande har blivit viktiga faktorer för att öka jobbnöjdhet och engagemang samt att behålla de anställda (Radda et al., 2015: Deery, 2008). Framförallt med tanke på de nya utmaningarna gällande arbetsmiljön och de sociala relationerna i den nya kontexten av distansarbete. Forskare uttrycker ett behov av vidare forskning gällande RTM och det inkluderande synsättet. Syftet med uppsatsen är att förstå hur en organisation arbetar med aktiviteter inom TM för att behålla talangfulla medarbetare i en kontext av distansarbete. Baserat på forskningsproblemet och syftet har en kvalitativ fallstudie utförts. Åtta anställda tillhörande HR-avdelningen har intervjuats genom semistrukturerade intervjuer. I analysen av empirin identifierades ett stort behov av genuina sociala relationer. Oavsett vilka aktiviteter inom TM som organisationen använder för att behålla talanger, så uppfattas organisationens stöd i termer av olika verktyg och möjligheter för att skapa och vårda sociala relationer, vara en stark drivkraft för att behålla talangfull kompetens i en kontext av distansarbete.

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Smets, Michael. "Doing deals in a global law firm : the reciprocity of institutions and work". Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:48185e10-6537-4305-8af3-8ccb27a07ebb.

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Since the early 1990s, institutional approaches to organizations have increasingly focused on explaining the role of agency in processes of institutional creation and transformation. The paradox of embedded agency, the question of how actors can become motivated and enabled to transform supposedly taken-for-granted practices, structures and norms has become the fundamental puzzle of contemporary institutional theory. Recent attempts to resolve this puzzle under the label of “institutional work” focus on practices aimed at creating, maintaining, and disrupting institutions, but portray them as planned, discrete episodes that unfold in isolation from everyday organizational or social life. Thereby, the label highlights institutionalists’ current neglect of work in its literal meaning as actors’ everyday occupational tasks and activities. The detachment of institutional work from practical work constitutes a significant blind spot in institutionalists’ understanding of agency and calls for research that examines the reciprocity of institutions and work. Drawing on illuminating constructs from theories of practice, this study extends existing field-level approaches to the paradox of embedded agency. It argues for a practice-based institutionalism that focuses on individual actors and the role of their collective micro-level praxis in constituting macro-level institutions. It re-connects institutional arguments to every-day activity rather than organizational or managerial action, unpacks the micro-practices and micro–politics by which actors negotiate institutional contradictions and demonstrates the reciprocity of institutions and work. The research addresses the detachment of institutional and practical work through a single-case study of a global law firm’s banking group. It explores what banking lawyers do when they ‘do deals’ and how their practical work may attain institutional relevance. Positioned at the intersec-tion of local laws, international financial markets, commercial and professional logics, banking lawyers operate across multiple institutional frameworks. Observations and accounts of their work provide particularly rich insights into the dynamics of institutional persistence and change, because they illustrate empirically how contradictory institutionalized concepts, practices and logics are experienced, negotiated, and constituted at work.

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Visser, Anntha. "Investigating the relationship between intrinsic and extrinsic reward, job satisfaction, organisational commitment and turnover intention / Anntha Visser". Thesis, North-West University, 2012. http://hdl.handle.net/10394/9243.

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Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively. The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables. A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention. Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention. Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made.
Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

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Cajander, Åsa. "Usability – Who Cares? : The Introduction of User-Centred Systems Design in Organisations". Doctoral thesis, Uppsala universitet, Avdelningen för människa-datorinteraktion, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-122387.

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This thesis analyses the difficulties encountered in the promotion of usability, especially in relation to occupation health issues, when developing IT systems in a public authority. It examines what happens when User-Centred Systems Design (UCSD) approaches are introduced to organisations with in-house systems development for their employees. It studies how stakeholder values affect the outcomes in terms of usability, occupational health, and institutional acceptance. Moreover, new methods are examined and evaluated as potential tools for assisting the adoption of UCSD. These methods are for example Field studies for system developers, Usability coaching for stakeholders and Management views of usability. A stated aim is to influence systems development in practice. Hence an action research paradigm has been employed, carrying out research and change in real life settings, gathering and analysing data using qualitative techniques. This thesis is based on a constructivist perspective, where theories in the areas of learning and organisational change have been used in order to better understand the research questions. The research demonstrates that most people are enthusiastic to, and interested in, UCSD with a focus on the computerised work environment. Many of the stakeholder groups, such as managers, users, project managers and system developers, changed their construct of identity as well as practice when UCSD was introduced. However, this research shows that there are several values that affect systems development and hinder usability work. These include for example value of rationality and objectivity, and differing values and perspectives underpinning descriptions and discourse on work and systems development. Values such as automation, efficiency, and customer satisfaction shape the development of new technology, and ultimately the tasks, work practices integrated in IT systems. Moreover, the results demonstrate that even though many consider usability as important, few take active responsibility for it, as the title of this thesis suggests.

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Mota, Maria Fernanda Vicente. "Gestão de Recursos Humanos: as práticas de trabalho de elevado desempenho no setor segurador". Master's thesis, Instituto Politécnico de Setúbal. escola Superior de Ciências Empresariais, 2014. http://hdl.handle.net/10400.26/8505.

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Dissertação apresentada para o cumprimento dos requisitos necessários à obtenção do grau de Mestre em Gestão Estratégica de Recursos Humanos
O presente estudo tem como objetivo geral analisar as práticas de gestão de recursos humanos como fatores de influência no desempenho de uma empresa do setor segurador, do ramo não vida, especializada em seguros de saúde. Como objetivos específicos pretende-se caracterizar as práticas de gestão de recursos humanos da empresa, identificar se as práticas de trabalho de elevado desempenho (PTED) estão presentes no seu contexto organizacional, identificar quais as PTED que contribuem para o elevado desempenho, analisar se existe uma diferenciação de práticas de gestão de recursos humanos, dentro da mesma empresa, para grupos funcionais distintos e identificar se a gestão dos recursos humanos está articulada com a estratégia da empresa. Do ponto de vista metodológico foi utilizada a metodologia do estudo de caso. As técnicas de recolha de informação sustentaram-se no inquérito por questionário aplicado aos trabalhadores da empresa, na realização de entrevistas aos responsáveis de Recursos Humanos e na análise documental. Os resultados obtidos indiciam que o setor de atividade em que a empresa está integrada promove a adoção de práticas de trabalho de elevado desempenho, nomeadamente no que refere ao acesso à informação, às oportunidades de participação, avaliação de desempenho e ao desenvolvimento de competências dos trabalhadores. Adicionalmente, verificou-se que os trabalhadores que exercem funções de coordenação assumem um papel importante na implementação da estratégia e na consecução dos objetivos da empresa. Este estudo contribuiu para evidenciar as práticas de gestão de recursos humanos de elevado desempenho utilizadas no setor segurador, bem como sustentar que as mesmas práticas, desde que articuladas com a estratégia da organização, podem estar associadas ao desempenho organizacional.
Abstract: The general aim of this study is to analyse human resources management practices as factors influencing the performance of a company in the insurance sector, in the non-life branch, specialising in health insurance. The specific aims are to characterise the human resources management practices of the company, to identify if high performance work practices (HPWPs) are present in the organisational context, to identify which HPWPs contribute to high performance, to analyse if there are different human resources management practices in the same company for different functional groups and to identify if human resources management is linked to the company strategy. The methodology used was the case study methodology. The information gathering techniques were based on administering a questionnaire to company employees, holding interviews with Human Resources managers and document analysis. The results obtained indicate that the business setor the company operates in encourages the adoption of high performance work practices, in particular with regard to access to information, opportunities for participation, performance assessment and the development of employee skills. In addition, it was found that the employees with duties of coordination play an important role in the implementation of the strategy and in achieving the company’s objectives. This study contributed to showing the high performance human resources management practices used in the insurance sector, as well as to proving that these practices can be associated with organisational performance, provided that they are linked to the organisation strategy.

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Gilligan, Philip A. "Faith-based practice". MacMillan Publishers Limited, 2009. http://hdl.handle.net/10454/2711.

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Yes
Faith-based social work is characterized by the recognition and acknowledgement of faith and faith-based values as significant sources of motivation and guidance. These may enhance professional values, but may also draw practitioners into direct conflict with secular values within the mainstream. This chapter explores the religious or faith-based origins of social work, the nature of faith-based practice, contemporary faith-based issues, and the global spread of social policies aimed at increasing the involvement of faith-based organizations in service delivery. It also seeks to highlight some of the dilemmas involved.

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Onuwa, William. "Quality management practices and organisational performance". Thesis, University of Surrey, 2008. http://epubs.surrey.ac.uk/832/.

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The purpose of this research study is to examine the relationship between Quality management (QM) practices deployed as part of a broader management approach and organisational performance in a financial services industry. Quality management as an organisational performance improvement tool or approach has been in practice since the late 1980's following the decline in the American manufacturing industry and competitive position compared to the Japanese. Quality management practices have increasingly become an approach used by firms for gaining competitive advantage in an environment where there is a process of constant change in the national and international competitive environment, due in part to globalisation and increased interdependence of world economy. These changes and interdependence have brought an increased demand on organisational competitiveness and performance with the customer gaining a central place in organisational focus.

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Carmel, Simon Harry Michael. "High technology medicine in practice : the organisation of work in intensive care". Thesis, London School of Hygiene and Tropical Medicine (University of London), 2003. http://researchonline.lshtm.ac.uk/682319/.

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The aim of this thesis is to develop a grounded understanding of the practice of high technology clinical work and how it is organised. It combines systematic empirical analysis of the clinical locale of intensive care with scholarly work in medical sociology and the related fields of health services research, medicine, nursing and social studies of science and technology. The empirical data were obtained through fieldwork on three intensive care units (ICUs). The methods comprised periods of detailed observation, informal conversational interviews in the field and tape-recorded semi-structured interviews. The substantive contribution of the thesis is an analysis of contemporary and traditional themes in medical sociology: medical uncertainty; clinical knowledge in practice; inter- occupational relationships; the material and social character of medical and nursing work; and the organisational 'reality' of one clinical site within the modem hospital. In particular, the thesis demonstrates the utility of 'craft' as a metaphor for understanding medical work in ICU; provides a critical empirical review and reformulation of nursing theory as it has been applied to ICU; and proposes a new conception of the relationship between medicine and nursing in the grounded situation of clinical work. Two subsidiary contributions are also made: one methodological and one theoretical. In terms of methodology, I provide concrete examples of how ethnographic analysis can explain findings which have been derived from other health services research methods and thereby inform the future direction of such research. In terms of theory, I illuminate current debates at the interface of medical sociology and social studies of science and technology about the appropriateness of a post-structural style of analysis. In conclusion, I specify in what ways our understanding of health care work is - and is not - enhanced by the adoption of Actor-Network Theory.

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Lundmark, Erik. "Organisational Adoption of Innovations : Management Practices and IT". Licentiate thesis, Linköping University, Linköping University, Department of Management and Engineering, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-11537.

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This thesis describes effects of use and reasons for using three different organisational innovations: ISO 9000, Information and Communication Technologies (ICT) and an administrative tool (the YAF-module) in the Swedish Sports Confederation’s system Swedish Sports Online. This is done through three separate studies. The first study is directed at Swedish Small and Medium Sized Enterprises (SME) and the two following studies are directed at Swedish sport associations. The thesis contains three separate essays presenting the studies and an introductory part where the studies are compared.

In the introductory part of the thesis the interaction patterns between organisation and innovation are compared and discussed. I discuss the level of effort put into the decision and implementation processes, and how this is related to the satisfaction with the innovations. The patterns that emerged are quite different in the three studies. Understanding these different interaction patterns between organisation and innovation is a step away from a beneficial/ detrimental dichotomy of innovations.

The decision and implementation processes differ between the three studies regarding what parts of the organisations were involved. In the first study we saw top down decision and implementation processes, whereas in the second study we saw bottom or middle up processes. In the third study the decision and implementation was much narrower in scope, often involving only one person. I also describe how all perspectives (efficient choice, forced selection, fad and fashion perspective) suggested by Abrahamson (1991), bear some grain of truth for the adoption of ISO 9000 by SMEs and adoption of ICT by sport associations, whereas imitation (the fad and fashion perspectives) is less important in the adoption of the YAF-module. Furthermore, I discuss the parallels between human and organisational decisionmaking.

Summary of the first essay – The aim of the first study is to investigate the effects of quality management in accordance with the ISO 9000 as viewed by both quality managers and other managers. We also consider the way companies carried out the recertification process to ISO 9001:2000 and what consequences different approaches brought. The study is based on Swedish SMEs with an ISO 9000:1994 who had recertified according to the ISO 9001:2000 standard. The strongest, most obvious and most valued effects of the ISO 9000 standard are clearer and more apparent working procedures and responsibilities. The most apparent problem is bureaucracy, which according to some managers can lead to reduced flexibility. The effects of the certification vary depending on how the certification project is conducted and how consultants are used.

Summary of the second essay – This essay presents a descriptive study of the use of information and communication technology (ICT) and the change in communication patterns in Swedish sport associations over the period 1994 to 2003. The change is discussed in light of Internet and broadband diffusion. Results show that new channels for communication have been adopted, primarily Web sites and e-mail, but few established channels have been dropped. While there are associations that save time and money and increase the spirit of community using ICT, many organisations experience the increased number of communication channels as a burden since maintaining them takes extra resources but the benefits are not always easy to detect or measure. Certain characteristics common among non profit organisations (NPOs) as well as Internet and broadband access have influenced the development of ICT use.

Summary of the third essay – This essay presents a new model for analysing adoption of discretionary, public information systems (PIS) with digital use patterns (such as use or non-use, as opposed to frequency of use, or degree of engaged or compliant use). The model is based on Rogers’ innovation diffusion theory (IDT) and Nilsson’s user centred access model (UCAM). The model is an alternative to the general technology acceptance model (TAM). The AKAM-Model identifies six prerequisites for use and four management approaches and describes how these are related. To illustrate its applicability, the AKAM-Model is used to analyse the adoption of a specific module, the YAF-module, in the Swedish Sports Confederation’s (SSC) system Swedish Sports Online. We present empirical results that indicate the frequency and importance of the barriers and driving forces as experienced by the YAF-module users and the potential YAF-module users.

Denna avhandling beskriver effekterna av, och skälen för, användning av tre organisatoriska innovationer: ISO 9000, informations- och kommunikationsteknologi (ICT) och en administrativ modul (LOK-stödsmodulen) i Riksidrottsförbundets system Svenskidrott Online. Avhandlingen presenterar tre olika studier samt en kappa där studierna diskuteras och jämförs. Den första riktar sig mot svenska små och medelstora företag, och de två följande studierna riktar sig mot svenska

idrottsföreningar.

I den inledande delen av avhandlingen diskuterar jag interaktionsmönstren mellan organisation och innovation och jämför mellan de olika studierna. Jag diskuterar hur mycket kraft som läggs på besluts- och implementeringsprocessen, och hur detta är relaterat till nöjdheten med innovationen. Mönstren som framträder är olika mellan de tre studierna. Att förstå dessa interaktionsmönster är ett steg bort från dikotomin förbättring/försämring rörande innovationer.

Besluts- och implementeringsprocesserna skiljer sig också mellan studierna avseende vilka delar av organisationen som är inblandade. Den första studien handlar om ”topdown” processer medan den andra studien handlar om ”bottom-up” eller ”mitten-upp”- processer. I den tredje studien var besluts- och implementeringsprocesserna betydligt mindre omfattande, ofta var endast en person inblandad. Jag beskriver också hur alla, av Abrahamson (1991) föreslagna perspektiven (efficient choice, forced selection, fad and fashion-perspektiven) har ett korn av sanning för adoption av ISO 9000 och för adoption av ICT medan imitation (fad and fashion-perspektiven) är mindre viktigt för adoption av LOK-stödsmodulen. Utöver detta diskuterar jag också tänkbara paralleller mellan individuellt och organisatoriskt beslutsfattande.

Sammanfattning av den första studien – Syftet med studien är att undersöka effekterna av kvalitetsledning i enlighet med ISO 9000, som de upplevs av både kvalitetschefer och andra chefer. Vi beaktar också hur företagen genomför omcertifieringsprocessen till ISO 9001:2000 och vilka konsekvenser olika genomföranden fick. Studien fokuserar på svenska små och medelstora företag med ett ISO 9000:1994 certifikat som senare omcertifierat sig enligt ISO 9001:2000. De starkaste, tydligaste och högst värderade effekterna av ISO 9000 är tydligheten i arbetssätt och ansvarsfördelning. Det största problemet är byråkrati som kan leda till minskad flexibilitet. Effekterna av certifiering varierar beroende på hur certifieringsprojektet genomfördes och hur konsulter används.

Sammanfattning av den andra studien – Denna studie är deskriptiv och fokuserar på hur ICT används och hur kommunikationsmönstren förändrats i svenska idrottsföreningar under perioden 1994 till 2003. Förändringen diskuteras i ljuset av utbredningen av Internet och bredbandsuppkoppling. Resultaten visar att idrottsföreningarna har börjat använda nya kommunikationskanaler, främst hemsida och epost, men ofta inte slutat använda traditionella kanaler. Det finns föreningar som har sparat både tid och pengar samt ökat gemenskapen genom att använda ICT. Många föreningar upplever dock de nya kanalerna som en börda, i de fall de inte slutat använda några traditionella kanaler. Vissa faktorer utmärkande för ideella organisationer och vissa faktorer utmärkande för Internet- och bredbandstillgång har påverkat ICT-användningen.

Sammanfattning av den tredje studien – I denna studie utvecklas en ny modell (AKAM-modellen) för att analysera adoption av valfria, publika informationssystem (PIS) med digitala användningsmönster (d.v.s. användning eller ingen användning till skillnad från grad av användning). Modellen baseras på Rogers innovations- och diffusionsteori (IDT) och Nilssons användarcentrerade tillgångsmodell (UCAM). Modellen är ett alternativ till teknologiacceptansmodellen (TAM). AKAM-modellen baseras på sex förutsättningar för användning och fyra sätt att hantera PIS samt beskriver hur dessa är relaterade till varandra. För att illustrera tillämpbarheten av AKAM-modellen, använder vi den för att analysera adoptionen av LOK-stödsmodulen i Riksidrottsförbundets system Svenskidrott Online. Vi presenterar empiriska resultat som ger en indikation om hur vanliga och hur viktiga olika barriärer och drivkrafter är, för användare och potentiella användare av LOK-stödsmodulen.

Report code: LIU-TEK-LIC-2008:10.

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Nuottila, J. (Jouko). "Flexibility in agile projects:contracting practices and organisational arrangements". Doctoral thesis, Oulun yliopisto, 2019. http://urn.fi/urn:isbn:9789526224190.

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Abstract The adoption of agile methods in software projects has been fast. The majority of new software projects utilises agile methods, and they have radically changed the internal dynamics of software development projects. This has created a need for adjustments in the management of software projects. The current literature rarely discusses the early phases of agile projects: contracting and organising agile projects. The literature also lacks investigations on the project management practices of agile projects. This dissertation focuses on flexibility as it occurs in agile software projects. The main objective of this research is to explore the nature of flexibility in agile software projects and study the challenges of project contracting and management in leveraging agile development methods. The research was conducted as a mixed methods research. The research findings contribute to the emerging literature on agile project management. Secondarily, the results contribute to proactive contracting literature. The results indicate that agile methods can be used to increase flexibility and efficiency in software projects, but flexibility needs to be planned by projects parties. This planning activity already starts in the negotiation phase, and it is optimally summarised in the project contract. Thus, it is also important that lawyers contributing to project contracts are aware and informed of the business contexts. The traditional project management approach needs adjustments in adopting agile practices. This research reports several categories of challenges faced in adopting agile practices and increasing flexibility in projects. The results also indicate that projects delegate part of the decision-making authority to implementation teams in order to increase flexibility. By taking some of the decisions closer to project implementation, flexibility can be used to manage uncertainties caused by a complex environment
Tiivistelmä Ketterien kehitysmenetelmien käyttö ohjelmistoprojekteissa on yleistynyt nopeasti. Suurin osa alkavista ohjelmistoprojekteista käyttää jo ketteriä menetelmiä ja niiden soveltaminen on muuttanut radikaalisti kehitysprojektien sisäistä dynamiikkaa. Tämän vuoksi on syntynyt tarve tarkastella tarkemmin ketterien projektien johtamista. Kirjallisuudessa on harvoin tarkasteltu ketterien projektien alkuvaiheita, sopimuskäytäntöjä ja organisoitumista. Kirjallisuudessa ei myöskään vielä käsitellä ketterien projektien projektinhallinnan käytänteitä. Tämä väitöskirjatutkimus tarkastelee joustavuutta, joka ilmenee ketterissä ohjelmistoprojekteissa. Työn päätavoite on tarkastella joustavuuden luonnetta ketterissä ohjelmistoprojekteissa ja tutkia mitä haasteita ketterien menetelmien käyttö aiheuttaa projektin sopimusprosesseissa ja projektinhallinnassa. Väitöskirjatutkimus on toteutettu monimetelmätutkimuksena. Tutkimustulokset kohdistetaan tuoreeseen tieteelliseen projektitutkimuksen keskusteluun ketteristä projektinhallintamenetelmistä. Toisekseen, väitöskirja osallistuu ennakoivaa sopimista käsittelevään oikeustieteellisen tutkimusalan keskusteluun. Tutkimustulokset osoittavat, että ketteriä menetelmiä voidaan käyttää lisäämään joustavuutta ja tehokkuutta ohjelmistoprojekteissa, mutta joustavuus tulee olla suunniteltua, jotta siitä voidaan hyötyä. Joustavuuden käytön suunnittelu alkaa jo projektin neuvotteluvaiheessa ja kirjaukset joustavuuden hyödyntämisestä on optimaalisesti kirjattu jo projektisopimukseen. Tämän vuoksi on tärkeää, että sopimuksen muotoiluun osallistuvat juristit ovat hyvin perillä liiketoiminta-alasta ja ovat tietoisia, että sopimus tulee sisältämään joustavuusnäkökohtia tarkoituksellisesti. Perinteinen projektinhallinta kaipaa myös muutoksia ketterien projektien johtamiseen. Tutkimus osoittaa seitsemän pääkategoriaa haasteita, joita yritykset kohtaavat siirtyessään käyttämään ketteriä menetelmiä. Tutkimus osoittaa myös, että ketterissä projekteissa päätöksenteko on joustavuuden lisäämiseksi hajautettu itseohjautuville tiimeille. Kun päätöksentekovaltaa siirretään lähemmäs varsinaista kehitystyötä, voidaan joustavuuden avulla hallita epävarmuutta kompleksissa ympäristössä

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Ross, Kedisaletse Doreen. "Organisational climate, organisational practices and service delivery in a local government / Kedisaletse Doreen Ross". Thesis, North-West University, 2009. http://hdl.handle.net/10394/4299.

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The success of any organisation depends on its ability to adapt to an ever-changing environment. In order to be able to adapt, an organisation needs visionary leadership, a management team that is passionate, professional and entrepreneurial, and employees that are engaged. With the right strategies, organisational practices and management the hidden value of an organisation can be unlocked. The traditional hierarchies in the organisation can be broken down in order to empower management teams to be more entrepreneurial. The right organisational climate should also be created to unleash potential. As part of the business planning process and the drive to reconnect with citizens, to respond to the need to do things differently, to build new relations and to improve service, the municipality should continuously evaluate the human resource management practices in place, to determine whether they are sufficient and effective to enable it to achieve its objectives. Knowledge of organisational climate variables also enables management towards the accomplishment of organisational goals. Local government is key to the realisation of a promise of a better life for all. It is therefore critical for its employees to always perform at their optimal, and adhere to all the principles of the Batho Pele when delivering service to the public. All the principles of this policy are intertwined and collectively guide all three spheres of government efforts in transforming and accelerating service delivery. Managers at all levels must support staff in service responsibility so that staff members feel valued, motivated, informed and challenged to put forth their best efforts on behalf of the people they serve. The objectives of this study were to determine the reliability and validity of the OCQ, the HRPQ, and the SSPPQ instruments, as well as to assess the relationship between human resource practices and organisational climate in the municipality. In Article 1 and Article 3 employees from the municipality were targeted, and in Article 2 citizens from the municipality were targeted separately. The study popUlation from the municipality included employees from managerial and non-managerial categories, and the study population from the citizens included the public which the municipality serve. A cross-sectional survey design was used to obtain the research objectives. Three standardised questionnaires were used in the empirical study, namely the Organisational Climate Questionnaire, the Standardof Service as Perceived by the Public Questionnaire and the Human Resource . Practices Questionnaire. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, MANOV AS and regression analyses were used to analyse the data. In Article 1 the results indicated a four-factor structure for the OCQ. Statistically and practically significant differences were found between organisational climate dimensions and some of the biographical characteristics, namely age, service years and job leveL Employees with more years of service experience higher levels of organisational climate, than emlpoyees with fewer years of service. A significant difference in communication was found between job levelland job level 3. Employees in higher positions do not communicate well with employees at lower levels. In terms of Article 2 the study extracted a two-factor structure, namely Consultation and Efficiency. The scales showed acceptable internal consistencies. Most of the Batho Pele principles received negative responses from the public. The results showed that customers who feel they are not sufficiently consulted on services also feel that the services they received were not effective. Knowledge of the service environment was perceived as poor, and consultation on services was perceived as a challenge. The public also perceived responsiveness as poor.In Article 3 the scales showed acceptable internal consistencies and also confIrnled a relationship between human resource management practices and organisational climate Responsiveness! cooperation and human resource development contributed most to people care. Supervision, human resource development, responsiveness/cooperation, employee support andrecognition contributed to structure. Openness, feedback and responsiveness/cooperation contributed most to efficiency. Recognition, responsiveness/cooperation, superviSIOn and openness contributed most to communication. Based on the results, recommendations were made for urgent actions to be implemented by the municipality, as well as for future research
Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

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Vollenhoven, 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.

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The Psychology of Working Theory (PWT) focuses specifically on the work-based experiences of low-income workers. It is thus a suitable theoretical framework to predict and explain the work experiences of individuals performing domestic work, one of the largest work sectors in South Africa. The purpose of this study was to determine whether the theoretically derived predictors of decent work, in the PWT, could be empirically supported. Domestic workers, in Cape Town and Johannesburg, participated in a self-report survey (N = 139), which consisted of several measures. These participants were accessed through a variety of convenience and snowball sampling techniques. As expected, exploratory factor analysis revealed that the scales used to measure marginalisation, economic constraints, work volition and proactive personality were one-dimensional, and the decent work scale was fivedimensional (complementary values, access to health care, adequate compensation, free time and rest, and safe work conditions). Unexpectedly, the social support scale showed two dimensions (i.e. support from the community or friends and support from a special person or family). The findings supported the proposition that greater economic constraints were related to less decent work experiences, but marginalisation experiences were not related to the degree to which work was seen as decent, nor to work volition (mediator variable). The non-significant relationship between marginalisation, work volition and decent work changed when considering proactiveness as a moderator, however, this was only at low levels of proactiveness. None of the dimensions of social support served as moderators, though social support from the community or friends predicted work volition, and social support from a special person or family predicted the degree to which domestic workers experienced their work as decent. While there were mixed results, the findings of this study suggest that the PWT's antecedents and moderators may work differently in the domestic work sector. Future research should investigate this in the domestic work sector and other low-income samples.

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Benjamin, Joi. "Professional work and actual work : the case of industrial psychologists in South Africa". Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5850.

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Sambo, Mogamat Fadeel. "The influence of organisational control practices on knowledge production". University of the Western Cape, 2016. http://hdl.handle.net/11394/5632.

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Magister Commercii - MCom
This study explores the relationship between knowledge creation and organisational and managerial control. I explore how organisational control impacts, influences, shapes, fashions and lay the foundation for the creation of the various types of knowledge within a research organisation. In particular, the aim of the study is to explore the influence that organisational control systems have on knowledge workers' capacity to generate new research knowledge. The literature on knowledge management reveals that there has been a lot of focus on knowledge creation. However, from my review of the literature there have not been sufficient research studies that explore organisational control mechanisms in facilitating or inhibiting the creation of knowledge. In addressing the research problem, this study intends to explore this gap. From an organisational control aspect, I draw on the Foucauldian toolbox using disciplinary power, pastoral power, and technologies of the self. Thereafter I develop a conceptual model in which I integrate knowledge creation and organisational control mechanisms. The research approach that I employed is a qualitative approach. In particular, I adopted a case study research design. Data was primarily collected using interviews and observation. Data analysis was conducted using a thematic approach. The research site was a national research company with their head office in Cape Town. All individuals within the organisation, including the managing director were comprehensively interviewed. From the data analysis, using the conceptual model I formulated, I made the claim that mechanisms of organisational and managerial control aided and facilitated certain modes of knowledge creation. Furthermore, the findings highlighted that employees acknowledged that organisational and managerial practices aided them in producing knowledge. The data analysis further confirmed the explanatory power of my conceptual model. The original model was structured on the premise that a particular organisational mechanism was dominate for each of the various stages in the knowledge creation process. The data provided evidence that all organisational control mechanism overlapped for each of the knowledge creation processes and therefore the model was re-worked. However, due to certain limitations, more research in this field is required to be able to explore further the nature of the relationship between knowledge creation and organisational control practices.

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Parker, Shanaaz. "Satisfaction with work-life balance, job control and work engagement among call centre operators". Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/5831.

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Includes abstract.
Includes bibliographical references.
This study aims to assess satisfaction with work life balance in call centre operators and the impact that this has on work engagement of these individuals. It looks at and measures the perceptions relating to control over actual work hours, job complexity and satisfaction with work-life balance.

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com, an99war@hotmail, i Mohd Anuar Arshad. "Organisational Learning: An Exploration of Learning Strategy Practices in Malaysia". Murdoch University, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20081104.104824.

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This study explores the Malaysian understanding and definition of the concept and terminology of organisational learning (OL) as well as the learning strategies and practices Malaysian organisations use to implement learning. As part of Malaysia's Vision 2020, the government has made a substantial and public commitment to promoting organisational learning to assist industry move to a first world economy status. A number of authors have defined organisational learning as a process of knowledge acquisition that involves continuous change to create, acquire, and transfer knowledge (Garvin 1993; Miller 1996; Williams 2001). The objective is to explore if this conceptualisation has been accepted and implemented within Malaysia and if not, where opportunities exist to improve both the understanding and practice of Organisational Learning. The study explores the understanding of OL and the learning strategies practiced by Malaysian organisations. In-depth interviews were conducted among human resources managers, executives, professors and lecturers from the manufacturing, health, government and academic sectors in Malaysia. The information gathered was analysed using Nudist (v6) software to interrogate and explore similarities and differences in responses within and across the sectors. Trends emerging from the data were drawn together to present a picture of what happens in practice and to identify opportunities to improve and better manage the implementation of organisational learning and knowledge management strategies. The results suggest Malaysian industry representatives were, in general, able to define OL as a concept, however there was variable evidence that it is being implemented effectively in organisations. The manufacturing respondents had a higher level of understanding of OL than other industries. In practice, learning strategies also vary; health organisations emphasize seminars and conferences, the manufacturing sector emphasizes experiential learning, government departments focus more on attachment and exposure, whereas academic respondents were more reliant on self-learning. Overall, the most popular learning strategy is structured training and development programs, which suggests more needs to be done to inculcate learning strategies within the various industries. Those industries with stronger implementation patterns favoured a specialist department to provide a hub for handling knowledge and skills acquisition, for both internal and external learning sources. In contrast, the understanding of knowledge management was much lower, and indeed, the term was unfamiliar to some respondents. These findings may be limited due to the small size of the sample and the findings being from a management perspective. Nonetheless, given the government's strong commitment to organisational learning and the current lack of empirical industry studies within Malaysia, this study serves as a benchmark. It does identify that the uptake of OL is still relatively limited and more needs to be achieved to promote a greater understanding of OL if it is to be successfully implemented in Malaysia.

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44

Ghiami-Mirhosaini, Roozbeh. "Information privacy, an exploratory survey of concerns about organisational practices". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0016/MQ48484.pdf.

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Arshad, Mohd Anuar. "Organisational learning : an exploration of learning strategy practices in Malaysia /". Access via Murdoch University Digital Theses Project, 2007. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20081104.104824.

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Arshad, Mohd Anuar. "Organisational learning: an exploration of learning strategy practices in Malaysia". Thesis, Arshad, Mohd Anuar (2008) Organisational learning: an exploration of learning strategy practices in Malaysia. PhD thesis, Murdoch University, 2008. https://researchrepository.murdoch.edu.au/id/eprint/435/.

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This study explores the Malaysian understanding and definition of the concept and terminology of organisational learning (OL) as well as the learning strategies and practices Malaysian organisations use to implement learning. As part of Malaysia's Vision 2020, the government has made a substantial and public commitment to promoting organisational learning to assist industry move to a first world economy status. A number of authors have defined organisational learning as a process of knowledge acquisition that involves continuous change to create, acquire, and transfer knowledge (Garvin 1993; Miller 1996; Williams 2001). The objective is to explore if this conceptualisation has been accepted and implemented within Malaysia and if not, where opportunities exist to improve both the understanding and practice of Organisational Learning. The study explores the understanding of OL and the learning strategies practiced by Malaysian organisations. In-depth interviews were conducted among human resources managers, executives, professors and lecturers from the manufacturing, health, government and academic sectors in Malaysia. The information gathered was analysed using Nudist (v6) software to interrogate and explore similarities and differences in responses within and across the sectors. Trends emerging from the data were drawn together to present a picture of what happens in practice and to identify opportunities to improve and better manage the implementation of organisational learning and knowledge management strategies. The results suggest Malaysian industry representatives were, in general, able to define OL as a concept, however there was variable evidence that it is being implemented effectively in organisations. The manufacturing respondents had a higher level of understanding of OL than other industries. In practice, learning strategies also vary; health organisations emphasize seminars and conferences, the manufacturing sector emphasizes experiential learning, government departments focus more on attachment and exposure, whereas academic respondents were more reliant on self-learning. Overall, the most popular learning strategy is structured training and development programs, which suggests more needs to be done to inculcate learning strategies within the various industries. Those industries with stronger implementation patterns favoured a specialist department to provide a hub for handling knowledge and skills acquisition, for both internal and external learning sources. In contrast, the understanding of knowledge management was much lower, and indeed, the term was unfamiliar to some respondents. These findings may be limited due to the small size of the sample and the findings being from a management perspective. Nonetheless, given the government's strong commitment to organisational learning and the current lack of empirical industry studies within Malaysia, this study serves as a benchmark. It does identify that the uptake of OL is still relatively limited and more needs to be achieved to promote a greater understanding of OL if it is to be successfully implemented in Malaysia.

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47

Arshad, Mohd Anuar. "Organisational learning: an exploration of learning strategy practices in Malaysia". Arshad, Mohd Anuar (2008) Organisational learning: an exploration of learning strategy practices in Malaysia. PhD thesis, Murdoch University, 2008. http://researchrepository.murdoch.edu.au/435/.

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This study explores the Malaysian understanding and definition of the concept and terminology of organisational learning (OL) as well as the learning strategies and practices Malaysian organisations use to implement learning. As part of Malaysia's Vision 2020, the government has made a substantial and public commitment to promoting organisational learning to assist industry move to a first world economy status. A number of authors have defined organisational learning as a process of knowledge acquisition that involves continuous change to create, acquire, and transfer knowledge (Garvin 1993; Miller 1996; Williams 2001). The objective is to explore if this conceptualisation has been accepted and implemented within Malaysia and if not, where opportunities exist to improve both the understanding and practice of Organisational Learning. The study explores the understanding of OL and the learning strategies practiced by Malaysian organisations. In-depth interviews were conducted among human resources managers, executives, professors and lecturers from the manufacturing, health, government and academic sectors in Malaysia. The information gathered was analysed using Nudist (v6) software to interrogate and explore similarities and differences in responses within and across the sectors. Trends emerging from the data were drawn together to present a picture of what happens in practice and to identify opportunities to improve and better manage the implementation of organisational learning and knowledge management strategies. The results suggest Malaysian industry representatives were, in general, able to define OL as a concept, however there was variable evidence that it is being implemented effectively in organisations. The manufacturing respondents had a higher level of understanding of OL than other industries. In practice, learning strategies also vary; health organisations emphasize seminars and conferences, the manufacturing sector emphasizes experiential learning, government departments focus more on attachment and exposure, whereas academic respondents were more reliant on self-learning. Overall, the most popular learning strategy is structured training and development programs, which suggests more needs to be done to inculcate learning strategies within the various industries. Those industries with stronger implementation patterns favoured a specialist department to provide a hub for handling knowledge and skills acquisition, for both internal and external learning sources. In contrast, the understanding of knowledge management was much lower, and indeed, the term was unfamiliar to some respondents. These findings may be limited due to the small size of the sample and the findings being from a management perspective. Nonetheless, given the government's strong commitment to organisational learning and the current lack of empirical industry studies within Malaysia, this study serves as a benchmark. It does identify that the uptake of OL is still relatively limited and more needs to be achieved to promote a greater understanding of OL if it is to be successfully implemented in Malaysia.

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Curtis, Lucill J. "Digital organisational storytellers : online marketing as identity work". Thesis, University of Essex, 2017. http://repository.essex.ac.uk/20037/.

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The thesis examines the effects of online marketing practices on the identity construction of individual marketers, referred to as the Digital Organisational Storyteller (DOS), across five business-to-business (B2B) organisations. I focus on illuminating their marketing processes and self-understanding when undertaking online marketing work, a practice I describe as bringing the organisation into being online. My research questions examine what the online marketing work processes the DOS undertake tell us about identity at work. They also enquire as to how they construct and understand their online identity work negotiations through these marketing activities, while considering how the DOS makes sense and gives sense to an intended audience. To investigate identity construction, I review studies on identity and identity work from organisation studies, management and social sciences’ literature. I also review marketing work, branding and co-creation literature from marketing scholarship. As the means to understand their lived experience, I study the work the DOS does, as a process of sensemaking and sensegiving through storytelling. Taking an interpretive, qualitative approach, I engage with storytelling through the methodology by asking the DOS to tell stories during the interviews. The first contribution of the thesis includes the introduction of four different character ‘types’ that summarise the way the DOS approaches sensemaking and sensegiving processes. The second contribution extends an understanding of online marketing work in contemporary B2B organisations. Accordingly, it can be categorised as a range of preparatory offline and online activities that culminate in textual and pictorial representations of the organisation, in a process described as ‘bringing the online organisation into being.’ These contributions are useful in informing our understanding of the types of identity constructions and practices that are emerging from online marketing work processes.

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Akter, Kohinur. "Impacts of work-life programs on organisational outcomes". Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/134080/1/Kohinur_Akter_Thesis.pdf.

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This study investigates the impact of work-life programs (WLPs) on organisational outcomes namely perceived organisational performance, corporate social responsibility performance and financial performance. It also explores the moderating effects of contextual factors: human resource systems, organisation size and industry type. Through the lenses of stakeholder theory, strategic human resource management theory and contingency theory and using quantitative research methods, this study unleashes contextual factors that impact the outcomes of WLPs. The findings provide significant insights into the impact of WLPs and such understanding is imperative for policymakers and practitioners.

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De, Pao Milena. "What s justice got to do with it? : the relationship between injustice at work and counterproductive work behaviour". Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5855.

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Includes bibliographical references (leaves 42-50).
This research study investigated the relationship between injustice at work and cunterproductive work behaviour (CWB). Participants consisted of 152 blue-collar workers from a national retail group consisting of six chain stores. The research was conducted in the Western Cape in two of these chain stores and comprised of an exploratory survey with Likert-type scales.

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