Дисертації: "Employees in organizations"

1

McManus, Sylvia. "Using Transformational Leadership to Reduce Employee Turnover in Hospital Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7940.

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Employee turnovers have been challenging and costly for most organizations. Organization leaders are concerned with employee turnover due to the high cost of training replacements. Grounded in Burns's model of transformational leadership, the purpose of this qualitative multiple case study was to identify strategies hospital managers used to reduce Environmental Services (EVS) employee turnover. The participants consisted of 5 EVS managers with recruiting and hiring responsibilities from the Piedmont Triad and Research Triangle Park of North Carolina who experienced EVS turnover, yet implemented effective leadership strategies to retain workers. Yin's 5 stages of data analysis were used to analyze data collected through semistructured interviews, company documents, and note taking. Four themes emerged from the analysis: communication, leadership, training and development, and employee engagement and productivity. The implications for positive social change include the potential for stakeholders to effectively use strategies to improve retention and turnover, decrease the unemployment rate, increase the growth of the organization, and increase employee productivity and patient safety. Positive social change may lead to better opportunities for employees and provide prosperity for families and communities.

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2

Gallagher, Erin Beth. "The flip side of organizational encounter deveoping [sic] and testing a model of veteran employee uncertainty and information seeking about new employees /." Pullman, Wash. : Washington State University, 2010. http://www.dissertations.wsu.edu/Dissertations/Summer2010/e_gallagher_052710.pdf.

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Thesis (Ph. D.)--Washington State University, August 2010.
Title from PDF title page (viewed on July 23, 2010). "Edward R. Murrow College of Communication." Includes bibliographical references (p. 127-130).

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3

Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.
Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).

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4

Hall, Christopher Aaron 1964. "Organizational Support Systems for Team-Based Organizations: Employee Collaboration through Organizational Structures." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc279218/.

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The purpose of this study was to examine relationships between organizational support and Effectiveness, Empowerment, and team characteristics. Support was operationalized by nine systems: Executive Management, Direct Supervision, Group Design, Performance Definition, Performance Review, Training, Rewards, Information, and Integration. Support was rated in two ways: how important is support for performing work (Importance scales), and how does support describe work environments (Presence scales).

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5

Mitchell, Marie. "UNDERSTANDING EMPLOYEES' BEHAVIORAL REACTIONS TO AGGRESSION IN ORGANIZATIONS." Doctoral diss., University of Central Florida, 2006. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3951.

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The purpose of this dissertation is to explore employees' behavioral reactions to the perceived aggression of others. Perceived aggression is defined as behavior that is perceived to be intentionally harmful by the intended target. A typology is developed that identifies two primary dimensions of behavioral reaction: (1) the form of the behavior (aggression/non-aggression) and (2) the direction of the behavior (toward the source of the harm/not toward the source of the harm). Based on these dimensions, the typology produces four categories of behavioral reactions: retaliatory aggression, displaced aggression, constructive problem-solving, and withdrawal. A model is then presented, which identifies various factors that influence employees' reactions. The relationships are examined in two studies. The first study is a cross-sectional survey design, which investigates the reactions to perceived supervisor aggression and the moderating effects of various situational factors (fear of retaliation, aggressive modeling and absolute hierarchical status) and individual factors (trait anger and the need for social approval). The second study is a 2x2 experimental design that investigates the reactions to perceived aggression and the moderating effects of fear of retaliation and personality variables (trait anger, locus of control and the need for social approval). Participants of the experiment, 77 undergraduate students, were randomly assigned into conditions of perceived aggression (high/low) and fear of retaliation (high/low). Perceived aggression was manipulated through exam feedback and fear of retaliation was manipulated through anonymity of instructor evaluations. The results of both studies provide support for some of the predictions, as well as some contradictory findings. Conclusions are drawn from the theory, typology and findings of the studies, highlighting implications for future aggression and organizational behavior research.
Ph.D.
Department of Management
Business Administration
Business Administration: Ph.D.

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6

Erwee, Andries. "Influence of restructuring on surviving employees." Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/18150.

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Thesis (MBA)--Stellenbosch University, 2007.
ENGLISH ABSTRACT: Restructuring is a fact of modem day life and has a huge impact on the employees of organisations who follow such strategies. It is critical that the change process as well as the surviving employees are managed effectively to ensure a committed and productive workforce. The purpose of the research study was the measure employee perception on the change process and the current environment in the organisation. Background to the organisation was provided to give perspective to the reader. Led by literature a unique questionnaire using a five-point scale was developed to measure employee perception in terms of the change process and current conditions in the organisation. The final questionnaire consisted of 59 items and was analysed according to different aspects of the change process and working environment identified. The arithmetic mean and standard deviation were determined for questions, the aspect identified as well as different demographic groups. The results showed that employees have a positive perception on the need for change, have confidence in the abilities of top management and are positive about the organisation's future prosperity. Employees are divided on the subject of loyalty towards the organisation. Results further show that employees have a negative perception on how the organisation managed the change process and the surviving employees, feel negative about their current working environment, have a negative attitude and commitment towards the organisation, feel insecure about their jobs and do not believe that the organisation is assisting them in their career development. It was lastly found that the majority of employees have not developed an internal drive to take responsibility for their won career development. Conclusions were made based on the results, focus areas were identified and recommendations were made on possible interventions to address the problems identified.
AFRIKAANSE OPSOMMING: Herstrukturering is deel van die hedendaagse lewe en het 'n massiewe invloed op die lewens van werknemers wat vir organisasies werk wat die besiheidsstrategie volg. Dit is krities dat die veranderingsproses en die oorblywende werknemers effektief bestuur word om 'n toegewyde en produktiewe werksmag te verseker. Die doel van die studie was om werknemer persepsie te meet ten opsigte van die herstrukturerings proses sowel as die huidige omstandighede in die organisasie. Agtergrond tot die organisasie was verskaf om perspektief by die leser te wek. Gegewe die literatuur, is 'n unieke vraelys met 'n vyf-punt skaal opgestel om werknemerpersepsie te meet in terme van die herstruktureringsproses en die huidige omstandighede in die organisasie. Die finale vraelys van 59 vrae is geanaliseer volgens verskillende aspekte van die herstruktureringsproses en werksomstandighede wat geïndetifiseer is. Die wiskundige gemiddeld en standaard afwyking van vrae en aspekte is bepaal sowel as vir verskillende demografiese groepe. Die resultate toon dat werknemers positief is oor die behoefte vir verandering, vertroue in topbestuur het en positief is oor die organisasie se finansiele vooruitsigte in die toekoms. Werknemers is verdeeld op die onderwerp van lojaliteit teenoor die organisasie. Resultate wys verder dat werknemers 'n negatiewe persepsie het oor die wyse waarop die organisasie die hersrtruktureringsproses en oorblywende werknemers bestuur is, voel negatief oor hulle werksomstandighede, het 'n negatiewe houding teenoor die organisasie, voel onseker oor hulle werk en glo nie die organisasie ondersteun werknemers in hulle loopbaanbeplanning nie. Dit is laastens bevind dat die meerderheid van werknemers nog nie 'n interne dryf ontwikkel het om verantwoordelikheid te neem vir hulle eie loopbaan ontwikkeling nie. Gevolgtrekkings was gebaseer op die resultate behaal, fokus areas is geïdentifiseer en aanbevelings is gemaak op moontlike stappe om die geïdentifiseerde probleme op te los.

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7

Christian, Jody L. "An analysis of the methods utilized in business and industrial organizations by West Virginia training professionals to identify organizational training needs and evaluate training effectiveness." Huntington, WV : [Marshall University Libraries], 2001. http://www.marshall.edu/etd/descript.asp?ref=46.

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8

Bernes, Kerry B. "A synergistic model of organizational career development, bridging the gap between employees and organizations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ31013.pdf.

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9

Nikoi, Ephraim Kotey. "Liminal Selves: The Negotiation of Organizational Identification by Grant-funded Employees in Nonprofit Organizations." Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1273190914.

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10

Wan, Mohd Noor Wan Shakizah. "Reward program influences : employees perceptions in Malaysian private organizations." Thesis, Curtin University, 2012. http://hdl.handle.net/20.500.11937/1905.

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Previous researches on non-monetary rewards have explored ways in which psychological phenomena can enhance the motivational power which may reduce or eliminate any inherent advantage of cash as an incentive to employees. However research on reward program influences in Malaysian private organizations is almost non-existent. Literature also suggests that non-monetary rewards alone do not motivate. This study focuses on the antecedents of cultural orientation, Islam Hadhari’s principles and environmental factors (internal and external) that may influence the perception held by exempt employees of Malaysian private organizations on non-monetary and monetary rewards. This study further investigates the relationship between the Malaysian cultural orientation, Islam Hadhari’s principles, environmental factors and perceptions of non-monetary and monetary rewards toward the reward program influences. The other important aim of the study is to identify the moderating role of organizational characteristics, i.e. organization size and ownership status between cultural orientations, Islam Hadhari’s principles, environmental factors (internal and external) and perceptions of non-monetary and monetary rewards.The study adopted a positivist paradigm and a two-phase sequential mixed method research design consisting of qualitative and quantitative approaches. A tentative research model was first developed based on an extensive literature review. In the first phase, the qualitative field study was then carried out to explore the perceptions of non-monetary and monetary rewards in the Malaysian private organizations. The findings from the qualitative study were then combined with initial research model and literature review to develop the final research model, which was then used to develop measures and instruments. In the second phase of the study, data were collected by questionnaire survey of 1000 exempt employees in Malaysian private organizations. 329 valid questionnaires were obtained. The responses were analyzed using Partial Least Square (PLS) based Structural Equation Modeling (SEM) approach.The results of this study showed that femininity orientation, Islam Hadhari’s principles specifically mastery of knowledge and good quality of life, and external environmental factors have positive influences on employees’ perceptions of non-monetary and monetary rewards. However, surprisingly the relationship between internal environmental factors, Islam Hadhari’s principles of balance and comprehensive economic development, and also cultural and moral integrity and non-monetary and monetary rewards were found to be non-significant in this study.This study also confirmed the influence of non-monetary rewards on reward program influences of employees’ contribution, productivity, loyalty except employees’ turnover was found to be non-significant in this study. The results also showed that perception of monetary rewards was significant in relation to employees’ contribution, productivity, loyalty as well as turnover. The findings also revealed the negative/positive, and also significant and nonsignificant relationships between the factors tested in this study in the existence of the moderating variables of organizational size and ownership status. The detailed of the results were discussed comprehensively in the thesis.This study contributes to the existing literature as there has been little evidence and attention found in the literature relating to cultural orientation, Islam Hadhari’s principles and environmental factors (internal and external) with non-monetary and monetary rewards. This study also indicates that Islam Hadhari’s principles does play a very important role in encouraging the intellectual, spiritual (intrinsic rewards) and physical development in Malaysia. The study also will benefit the human resource practitioners theoretically and practically by providing direction and suggestions in designing and implementing the nonmonetary and monetary rewards for Malaysian private organizations from Islamic perspectives.

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11

Johnson, Edsel J. "Exploration of training needs assessment methodologies employed by ISO 9000 registered organizations." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999johnsone.pdf.

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12

Al-Raisi, A. A. N. "E-performance assessment system in governmental organizations in the United Arab Emirates." Thesis, Coventry University, 2011. http://curve.coventry.ac.uk/open/items/037d44df-9c0f-478b-aa99-ced82ec23a0d/1.

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This research examines the introduction of e-performance assessment systems in governmental organizations in the United Arab Emirates. The research also examines the influence of cultural forces in accepting the implementation of technology systems that deal with assessment and evaluation of government employees to facilitate the transitional process from manual to e-performance assessment. The methodology used in this research can be described as follows: first a descriptive method to explain the main management theories underlying employee e-performance, followed by an illustration of the concept of electronic tools, based on what has been written in the relevant literature, then conducting a pilot study. A pilot study was made to reduce uncertainty in survey questions, increase clarity, enhance questionnaire validity, and expand on factors that might affect data analysis, improve research design, and confirm the feasibility of this research study. The conceptual model of this study is determined on the based of literature analysis, the pilot study, and the empirical collection of data. A model for a performance appraisal assessment system is proposed, which shows a statistical significance between performance management, e-performance management, performance assessment, e-performance assessment, and performance standards with both perceived usefulness and perceived ease of use. This study finds that there are numerous factors shapes ethics and norms at the workplace. This study suggests that the United Arab Emirates enjoys highly structured governmental organizations. This primarily results from the naturally inherited characteristics of being a high-context society. The major findings of this research aim to contribute to available literature, as there is currently a distinct shortage of relevant academic work targeting the issue of governmental e-performance systems. Similarly no papers concerning e-performance in a UAE context actually existed prior to this investigation. Therefore, much of the available literature was found to be only semi-relevant.

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13

Milne, Stuart H. "Employer adoption of an HMO option for employees : an integrated institutional and resource dependence perspective." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/28972.

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14

CAPART, Célia. "How do employees of multinational textile industry organizations implement the sustainability of an organization in line with the sustainable vision of the organization itself. : How do employees of multinational textile industry organizations implement the sustainability of an organization in line with the sustainable vision of the organization itself?" Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-97867.

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Purpose : The purpose of this article is to describe how do employees of multinational textile industry organizations implement the sustainability of an organization in accordance with the sustainability vision of the organization itself. Theoretical Framework : The theoretical framework will be based on sustainability development which will be used to give an understanding of the implementation of sustainability in an organization by the employees following the vision of the organization and which will function as a framework to then be able to analyze the data empirical evidence from this study. First, sustainability development will be presented as a general framework for analyzing sustainability and its various factors. Subsequently, more specific literature on the various sustainable practices of the textile industry will be presented. Finally, the obstacles to sustainable development in the textile industry will be highlighted with green washing, which is a scourge today, consumer attitudes and the challenges of implementing sustainability. The sustainability is necessary and primoridal these days, it is important to understand why, how to meet this growing demand while overcoming the obstacles previously identified to combine performance and sustainability development in the implementation of actions on the part of employees in the textile industry. Methodology : The data analyzed and discussed in this study consists of primary data in a qualitative research collected during online focus groups and secondary data through annual report, academic papers, and books. Findings : Although employees are trying through many very promising actions that allow H&M to move closer day after day to its own goals of becoming 100% climate positive is 100% fair and equal, 100% leading change and 100 % circular and renewable, it is however impossible for the organization to be from all points of view and within its entire supply chain to be 100% sustainable.

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15

Liang, Jian. "Voice behavior in organizations : scale development, psychological mechanisms, and cross-level modeling /." View abstract or full-text, 2007. http://library.ust.hk/cgi/db/thesis.pl?MGTO%202007%20LIANG.

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16

Stewart, Jennifer K. "An Investigation of an Intrapreneurial Orientation Among Employees in Service Organizations." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1259109608.

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17

Toscano, Nancy A. "Understanding the Impact of Leadership and Organizational Culture on Nonprofit Employees’ Commitment and Turnover Intention." VCU Scholars Compass, 2015. http://scholarscompass.vcu.edu/etd/3904.

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Child and family nonprofit organizations are essential for the implementation of United States public policy in their role as service providers. Human service nonprofit organizations held approximately 20,000 government contracts, totaling more than $100 billion in 2009 (Boris, deLeon, Roeger, & Nikolva, 2010). Almost 33,000 human service nonprofit organizations contract with the government to deliver services (Boris, et al., 2010). The services provided by these organizations are critical to the lives of vulnerable American citizens. These organizations depend on committed employees to serve this group, carry out the mission, and reach organizational goals. Employees are nonprofit organizations’ greatest resource, investment, and also expense (Rutowski, Guiler, & Schimmel, 2009), thus turnover is considered a critical problem facing the nonprofit sector (Salamon, 2012). Retaining highly committed employees in this important work has been of interest to those studying the nonprofit sector because it is a significant problem particularly in the area of human services (Mor Barak, Levin, Nissly, & Lane, 2006). This study asks if leadership and organizational culture have an impact on nonprofit employees’ commitment to their workplace. This quantitative research uses a quota sample of 103 nonprofit employees to understand the relationships between their perceptions of their managers’ transformational leadership, their perceptions of their organizations’ culture types (clan, adhocracy, hierarchy, market) and two important and distinct employee outcomes, affective commitment and turnover intention. The findings indicate that perceived transformational leadership matters to nonprofit employees as it positively predicts their affective commitment and negatively predicts their turnover intentions. The majority of respondents reported that they perceived their organizations as clan cultures, which are known to be friendly, personal places where belonging and connectedness is high. The findings also reveal that hierarchical cultures play a role in this predictive relationship, having a moderating effect on the relationship between transformational leadership and affective commitment. In contrast, the findings reveal that compared to clan cultures, hierarchical and market cultures may be problematic in that they positively predict employees’ turnover intentions. Further, perceived hierarchical cultures negatively predict the employees’ affective commitment.

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18

Haugen, Jenna. "Green Employees: Organizational Identification in an Environmentally Friendly Company." TopSCHOLAR®, 2009. http://digitalcommons.wku.edu/theses/107/.

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19

Bailey, Clark Denise. "Employee Commitment and Other Factors That Affect Attraction and Retention of Employees in Organizations| The Examination of Research and OPM Practices." Thesis, University of Maryland University College, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3596008.

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It has become increasingly more difficult for organizations to hire and retain qualified staff. In order to satisfy this need and meet the competition for talented staff, organizations will be required to develop effective employee attraction and retention strategies. The ability to compete for and retain talented staff will depend in part on the organizations ability to identify this need and successfully develop and implement a plan. Further intensifying this talent acquisition need is the current workforce demographics comprising a large number of baby boomers that are eligible to retire and will be leaving the workforce in the immediate future. Demand for talent will dramatically change the demographics of the workforce. This study identified and examined factors that positively influence the attraction and retention of quality staff for organizations. These factors include employee commitment, trust, communication, and support programs. Additionally, this study examined the practices of the Office of Personnel Management that provides guidance to the federal government agencies on talent acquisition and retention programs to determine the strategies they use to manage this staffing need crisis. This study identifies talent attraction and retention strategies organizations can develop to manage this talent sustainability issue. The findings of this study apply across organizations both public and private.

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20

Habib, Najibullah. "Analysis of occupational health travel policies for employees of international organizations working abroad." Thesis, London School of Hygiene and Tropical Medicine (University of London), 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408400.

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21

Cantu, Cassandra A. "A comprehensive study and critical analysis of diversity management in organizations." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008cantuca.pdf.

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22

Chung, Pui-ling Leanne. "Interactional effects of superiors' personality and leadership styles on immediate subordinates in Chinese organizations /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20716692.

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23

Kitchen, Michaelle L. (Michaelle Lynn). "Role of Selected Variables on Organizational Commitment in Selected Organizations in a North Texas Metropolitan Area." Thesis, University of North Texas, 1989. https://digital.library.unt.edu/ark:/67531/metadc331255/.

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This study investigated the role of selected variables on organizational commitment in selected organizations in a North Texas metropolitan area. The selected (independent) variables were orientation attendance, unit size, educational level, gender, age, and length of service. Organizational commitment score was the dependent variable. The Organizational Commitment Questionnaire and a demographic questionnaire were administered to 1,055 employees. The Organizational Commitment Questionnaire contained fifteen statements which measured employees' feelings about their organization. Multiple regression was used to determine the relationship between organizational commitment and the selected variables at the .001 level of significance. It was determined that gender and length of service showed the strongest significant relationship on organizational commitment. This model shows that the six independent variables account for only 3 percent of the variance in the relationship between organizational commitment and the selected variables. Therefore, approximately 97 percent of the unexplained variance is accountable for the organizational commitment of the employees at the selected organizations used in this study. Studies using the Organizational Commitment Questionnaire to show the relationship between organizational commitment and other antecedents of organizational commitment are recommended. A follow-up study should also be conducted using the Organizational Commitment Questionnaire to show the relationship between organizational commitment and race. A follow-up study should be conducted using this questionnaire and a work ethic questionnaire to determine the relationship between organizational commitment and work ethics. An orientation attendance questionnaire should be developed and used with the Organizational Commitment Questionnaire to show the relationship between organizational commitment and orientation attendance. Additional research is necessary in other organizations and cultural settings before this study can be generalized to a greater number of employees. Recommendation is made that future researchers administer questionnaires to subjects due to the low reading and comprehension skills of many respondents.

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24

Ghairat, Noorullah, and Wenlu Lu. "Cultural diversity from perspective of individual employees : On which organizational level is cultural diversity advantageous for an organization." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95778.

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Economic globalization has greatly increased opportunities, but also requires the organizations to be more open and constantly try to create a new working environment. Organizations today are composed of people of different races, ages, languages, religions, and lifestyles. Organizational management's work tends to use a coordinated approach to bring people from different backgrounds together and maximize the ability and talent through multicultural teams. If managed properly, diversity can bring a competitive advantage to the organizations, but if poorly managed, workforce diversity can have negative outcomes. Due to the lack of research on which organizational level is cultural diversity advantageous for organizations to have, this study will focus on understanding cultural diversity and explore new perspectives about the experiences of different individuals in multicultural settings. This qualitative study takes social constructivism as a philosophical position. It has drawn conclusions by an inductive approach based on the empirical data which we have collected through the interviews and literature, where the focus was to construct meaning and interpret the data collected which came from the experiences of the participants.

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25

Cavalier, Elizabeth S. "Working it "Out": Employee Negotiations of Sexual Identity in Sport Organizations." Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/sociology_diss/47.

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This project examines the experiences of 37 gay, lesbian, and bisexual employees of professional, collegiate, and club sport. Using intensive, non-directive interviews and Grounded Theory Methodology (GTM), I explore how employees negotiate the near-total sport institution, perceive the environment for sexual minorities in sport, manage their sexual identities, and identify potential allies at work. Participants informed their beliefs about the sport workplace by the totality of their direct and indirect experiences, their observation of others, and their accumulated experiences in sport as athletes and employees. While employees’ perceptions of the sport environment were slightly negative, their actual experiences were predominantly neutral or positive. Participants discussed their workplace experiences in terms of coming out, being out, and acting out. They identified levels of “how out” they were, even as their behaviors belied that designation. “Being out,” for these participants, involved relying on various motivations and strategies at work. One group of participants felt coming out was part of a larger moral imperative to create social change, and did so by emphasizing gay identity over sport or work identity. A second group felt it was professional or responsible to stay closeted at work, noting that personal lives and private lives should not intersect. A third group also highlighted their work and sport identities over their gay identity, without attaching any liability to their sexual identity. These employees, who were the youngest members of the sample, did not place significance on sexual identity as a salient feature of their overall identity. “Acting out” involved both active and passive strategies to emphasize or deemphasize sexual identity at work. This project suggests that the processes by which employees negotiate their workplace environments (and, particularly, sport as a workplace) are complex and nuanced. For non-heteronormative employees working in sport, their processes of coming out, acting out, and being out were mediated by many factors, including age, type of sport, workplace hierarchy and identity formation processes.

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26

Grue, Eeva-Leena Petrelius. "Emotional intelligence in organizational development : A q methodological study on what employees in learning organizations think of their emotional intelligence." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for voksnes læring og rådgivningsvitenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-23179.

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The main purpose for this thesis was to look at organizations in development. The motivation for this is that there is an increasing amount of organizations that are focusing on developing their employees. The theory sets out to see what these employees think of their emotional intelligence, where the research question was: How do employees experience their own emotional intelligence in an environment of change? The research method applied was q method, which looks for its participant’s subjective opinion. 18 participants partook in the study, where they sorted among 36 statements and placed them in a matrix by if they found them to be like themselves or unlike themselves. A two factor solution was selected, where 16 sorts were distributed to the two factors, 11 and 5 in each respectively. The analysis showed that there was a general focus on development for both factors, where there were some differences in how they pursued development and who it included. In the discussion it was proclaimed that factor 1 worked to achieve learning, and included others in having a positive view upon challenges and development. Factor 2 focused on awareness of others and own emotions, and favored development induced by self. Towards the end of the discussion there was an indication that the factors’ different views upon development could be explained by that they were in different points of developing their emotional intelligence. The organizational impact on this was further assumed to be at least present, even though a direct causation is difficult to find.

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27

Zakharova, Maria, and Tim Kruisman. "Shop employees as a source of innovation : A study of Dutch franchise retail organizations." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-21569.

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Background: These days in uncertain circumstances and economic downturn, innovation is very important for organizations. This applies also on Dutch franchise retail organizations (DFRO’s) and its suppliers, which are in focus in this thesis. The authors argue that shop employees working in the physical shops are a valuable source of innovation and can function as a pass-through of consumer information to the management of a DFRO and its suppliers.The main question is, if and how DFRO’s and its supplier use shop employees as a source of innovation? Purpose: To describe and explore the involvement of shop employees in the innovation process of Dutch franchise retail organizations and its suppliers; and to find out possible advantages and disadvantages of shop employees’ involvement in the innovation processes, and directions of innovation in which shop employees are involved. Method: This thesis is written from a social constructivism perspective with the use of a deductive approach. A holistic multiple case-study of eight Dutch franchise retail organizations was applied by using qualitative method. To collect the empirical data 23 semi-structured interviews with shop employees were conducted in combination with several observations. The collected empirical data was analyzed by using cross-case synthesis method. The research quality is based upon trustworthiness and authenticity. Results and conclusions: The highest degree of involvement of the shop employees in the innovation process by both management and suppliers takes place in the last three stages of the innovation process, which are validation, commercialization and evaluation, in offer- and support-related directions of innovations. In other words, the shop employees are more involved in the innovation process in their own working environment rather than in the decision-making level. The results of the study show that shop employees are willing to be more involved in the innovation process and see more advantages than disadvantages for management, suppliers and themselves. Suggestions for future research: Since this thesis gives interesting results, the future research could be done to strengthen and expand those. The authors suggest to increase the amount of researched DFRO’s; to research multiple shop locations of the same DFRO; to take the position, responsibilities and working period of the shop employees more into consideration. Also the authors see a necessity of future research to confirm the mentioned possible disadvantages and advantages of shop employees’ involvement out of a different perspective.

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Van, Jaarsveld Johanna Petronella. "The impact of change communication on the relationship between employees and the organisation during the implementation of organisational change in Transnet and Transnet housing." Thesis, Cape Peninsula University of Technology, 2007. http://hdl.handle.net/20.500.11838/2311.

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Thesis (MTech (Public Relations Management))--Cape Peninsula University of Technology, 2007.
In the twenty first century, companies are forced to transform and adapt continually to ensure their survival and to stay competitive in a demanding and challenging business environment. Yet, 70 per cent of all change initiatives fail and 28 per cent of the variance of change successes is directly linked to employees. Research shows that one quarter to one third of the reasons why change fails or succeeds, is directly linked to employee communication. Change implementation failures come at a high cost to organisations. Research shows that poorly communicated strategies are the reason for approximately 14 per cent of lost financial value and that poor communication is the second largest factor that contributes to the failure in implementing strategic change. This mini-dissertation aims to investigate change communication has and impact on the relationship between employees and the organisation. The communication approach of Transnet during the implementation of its Four Point Turnaround Strategy was investigated. Employees indicate that organisational change cannot be introduced without regular up-ta-date communication to employees. Once the Executive Management of Transnet actively communicating started with Transnet employees, employees became more positive and supportive of the changes. However, concluding the sale and belatedly informing the employees of Transnet Housing thereof increased employee resistance, negativity and non-commitment. The contribution this mini-dissertation will make to the public relations field lies therein that through proper change communication, change can be implemented successfully within an organisation. Inadequate change communication however negatively impacts on the employee/organisational relationship and this in turn affects change implementation negatively. Change implementation failure ultimately added costs to the company in terms of time and money. This understanding could assist organisations to save millions, and in cases like Transnet, it could minimise huge losses and negative impacts on the economy during organisational change implementation.

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Soil, Christophe. "Essays on organizations and technological progress." Doctoral thesis, Universite Libre de Bruxelles, 2004. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/211096.

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Shologu, Anita. "Employee perceptions of organisational culture constructs in selected non-governmental organisations (NGOs) in Cape Town, Western Cape Province." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/2876.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019.
Non-governmental organisations (NGOs) are perceived to be poorly performing partly due to their culture; the constructs of NGOs’ culture usually affect employees’ commitment and performance negatively, leading employees to leave the organisation. This discourages and demoralises employees’ mind sets to perform as expected which affects NGOs’ productivity, goals and competitiveness in a negative way. The study investigated employee perceptions in organisational culture constructs to selected NGOs in Cape Town in order to generate valuable information in understanding the role of organisational culture in the achievement of organisational objectives in NGOs. Mixed methods approach was used in this study as it allowed collecting of qualitative and quantitative data simultaneously and assessing different facets of complex outcomes in a richer way than one method alone. The study found that culture is set to boost employees’ and organisations’ performance, and that managers and owners in NGOs have knowledge of this. The study revealed that some criteria such as openness and the creativity view of the organisational culture are only considered positive to managers and owners of NGOs. This study found that managers and owners in NGOs believe the implemented organisational culture is very effective, positively affects and boosts employees’ performance. The employees, however, had a different perception; they feel excluded from the development of the organisational culture which in turn affects their commitment and performance in a negative manner. This study found that employees’ commitment towards organisational culture derives from the way it is designed and how it suits employees’ expectations. Aspects such as remuneration, a safe work environment and sustainability, were found to be important for employees’ performance and commitment. Therefore, it is evident that directing or developing NGOs’ organisational culture that focus on employees’ expectation such as remuneration and sustainable employees’ innovation and practice will receive more support from employees. Furthermore, the criteria are keen to improve the way employees perform and commit to the organisation. It was recommended that NGOs involve employees in the design or development of its organisational culture in order to have more information on employees regarding what to expect from them. Another major implication is that the issue of employee benefit or remuneration have to be addressed in order to maintain employees’ performance.

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Korns, Michael T. "Organizational change, restructuring, and downsizing the experience of employees in the electric utility industry /." Open access to IUP's electronic theses and dissertations, 2009. http://hdl.handle.net/2069/147.

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Lam, Wai-shan Jovi. "An analysis of the role of non-government organizations (NGOs) in the implementation of the employees retraining policy in Hong Kong." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21038107.

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33

Ulvenfalk, Edman Joel, Kinga Jeleniewska, and Edouard Bourgeois. "A study on re-organizations in the Swedish public sector : Are employees in on change?" Thesis, Växjö University, School of Management and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2277.

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Master thesis in Business Administration - Management in Dynamic Organizations

School of Management and Economics, Växjö University, spring 2008

Introduction: The constantly evolving external environment forces organizations to realise organizational change to stay competitive. This kind of change now also occurs to a wider extent in public organizations which are becoming more business oriented. To make changes successful organizations need to consider employee behaviour in terms of acceptance and commitment to new situations.

Objective(s): Our aim is to examine how employees in Swedish public organizations respond to organizational change and to get a wider understanding of potential resistances. From this, we would like to give recommendations on how management can influence the employee response in order to improve the commitment and enhance the chance of success of a re-organization.

Method: We will use a hermeneutic research philosophy with a deductive approach. To catch information concerning the change process and employees’ behaviour our empirical data is gathered using qualitative interviews. The theoretical framework includes research concerning the change implementation and the use of power, communication, resistance, and acceptance during the change process.

Conclusion: Our results show that the efficiency of the organization decreases with the implementation of change programs, employees are now less committed, less motivated and takes fewer own decisions. Problems come from a lack of trust between lower and higher levels in the organization, communication, and limited possibilities for employees to influence the change process. Top-management need to engage more people into the change process at an early stage and empower first-line managers in order to create a climate of confidence and a sustainable change process that can lead to a successful implementation.

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Mason, Ebony Irene. "Strategies for Retaining Qualified and Experienced Employees in the Nonprofit Sector." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5101.

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Retention of qualified and experienced employees is the greatest challenge faced by nonprofit organizations. Using transformational leadership theory, the purpose of this single-case study was to explore strategies used by managers of nonprofit organizations to increase employee retention. The population for this study included 3 managers of one nonprofit organization in Texarkana, Texas, with tenure of at least 2 years. These managers had successfully implemented retention strategies to retain qualified and experienced employees for more than 2 years. Collected data included semistructured, face-to-face interviews and from archived documents that pertained to employee retention in nonprofit organizations. The data analysis process comprised 5 steps: compiling, disassembling data for coding, reassembling, interpreting, and reporting data themes. The use of member checking and methodological triangulation increased the trustworthiness of interpretations. The 2 themes that emerged from this study were motivational incentives and effective communication. The implications for positive social change in the nonprofit sector include sustaining the workforce by retaining qualified and experienced employees. With less employee turnover, nonprofit leaders may experience real cost savings. Nonprofit leaders may find the cost savings beneficial in extending available funds for services to local communities.

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Ross, Garret Alexander. "Attitudes towards the disabled in destination marketing organizations." Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/40123.

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36

Appiah, Benjamin Odei, and Ravi Maharjan. "Developing and Maintaining Trust Within Organizations: Tech One Global in Nepal." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32713.

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ABSTRACT Aim: This study aims to ascertain how firms develop and maintain trust and the influences trust have in organizations. Method: This study was conducted through a qualitative research method with an inductive approach by using semi‐structured in‐depth interviews. Interviews were gathered from employees of an IT company in Nepal, Tech One Global Nepal Pvt Ltd. Furthermore, the content analysis method was used for the analysis of data collated. Findings and Conclusion: Trust is mainly gained through the combinatory effort of the trustor and the trustee. The six cues identified to develop trust within an organization include; communication, accountability, commitment, consistency, transparency, and confidentiality. To maintain trust, it is of the essence for parties to endeavor to improve on the factors which contributed to its development. It is also imperative systems, processes, corporate culture, and an enhanced level of communication that tracks and instills an attitude of excellence into the staff of organizations are promoted. Trust safeguards the operational and market performance of an organization and ensures a business is sustained into the future. Where there is a lack of trust, there would be a tendency for increased staff turnover and the virtual collapse of businesses. Contribution of the Study: This study contributes to the literature on organizational trust by differentiating developing trust from maintaining trust since developed trust has the tendency of converting to distrust if measures are not instituted to retain it. To this end, this study provides new theoretical insights by identifying additional factors, including accountability, transparency, and confidentiality required to develop trust. The study further adds to academic studies by recognizing enhancement in communication and the establishment of a corporate culture that instills an attitude of excellence in staff as a key means to maintain trust in organizations. Maintenance of trust which has been deserted in preceding studies is critical for individuals, organizations, and societies to maximize the benefits of trust. This study offers unique recommendations for businesses to improve their performances as it explicitly combines practical experiences with theories on trust. We created a model that is justified based on state-of-the-art concepts of trust Reflections on the study and Suggestions for Future Research: This study was conducted with a single IT company but can be enhanced when its scope is extended to cover different countries across different industries and cultures. Moreover, the study includes only the perspective of employees of the company. We believe that broader researches could be steered by including the perspectives of customers of organizations, partner organizations with whom companies collaborate with, and features of corporate products that enhance trust. Keywords: Trust, Relationship, Customers, Employees, Management.

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Aliti, Admirim, and Deniz Akkaya. "Employees' Role in Improving Information Systems Security." Thesis, Linnéuniversitetet, Institutionen för datavetenskap, fysik och matematik, DFM, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-13769.

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Information security is one of the most essential concerns in today’s organizations. IT departments in larger organizations are tasked to implement security, by both ensuring to have pertinent hardware and software, and likewise enlighten, teach and educate organization’s employees about security issues. The aim of this research is to focus on the human factor of the organization, which impacts the security of the information, since technological solutions of technical problems become incomprehensible without human recognition about security. If the security is not addressed in firms, this might lead to essential data of the organization to be compromised. This study explores ways to enhance information security and improve the human factor by integrating the crucial information security elements in organizations. Social constructivist worldview is adopted throughout the study, and an inductive based - qualitative approach, a single case study design and hermeneutical analysis for analyzing the observations and interviews are utilized. The research setting for this study is Växjö Municipality in Sweden. The empirical investigation suggests that human factor plays an essential role in maintaining information security, and organizations can improve employees’ role by keeping their security policies up to date and find the best ways to disseminate that information. As a result, this research comes up with “information security human management model” for organizations.

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鍾佩玲 and Pui-ling Leanne Chung. "Interactional effects of superiors' personality and leadership styles on immediate subordinates in Chinese organizations." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31220733.

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39

Madlock, Paul E. "The development of technological management model a conceptualization of computer technology in the workplace /." Morgantown, W. Va. : [West Virginia University Libraries], 2009. http://hdl.handle.net/10450/10455.

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Thesis (Ph. D.)--West Virginia University, 2009.
Title from document title page. Document formatted into pages; contains vi, 167 p. : ill. Includes abstract. Includes bibliographical references (p. 106-134).

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40

Covarrubias, Patricia Olivia. "Pronominally speaking : Mexican enactments of tú and usted as interpersonal components of organizational networks of cooperation /." Thesis, Connect to this title online; UW restricted, 1999. http://hdl.handle.net/1773/8225.

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41

Stincelli, Elizabeth. "A Grounded Theory Exploration of Informal Leadership Qualities as Perceived by Employees and Managers in Small Organizations." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3572919.

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The purpose of this study was to identify the qualities that characterize informal leadership in small organizations in the Greater Salt Lake City, Utah area and to develop a grounded theory regarding qualities that characterize informal leadership. The study involved 28 employees and 13 managers from three small organizations in the Greater Salt Lake City, Utah area. As a result of analyzing the data acquired from responses to an open-ended questionnaire and a review of peer-reviewed literature, a grounded theory and model of informal leadership were developed. The grounded theory identified individual competence, organizational structure, and situational requirements as themes related to informal leadership. Sub-themes that were identified represent informal leadership qualities. The sub-themes of confidence, ability, knowledge, willingness, example, and influence emerged from the study as qualities related to individual competence. The sub-themes of encouragement, ideas, asking, and opportunities emerged from the study as qualities related to organizational structure. The sub-themes of ability, organization, skills, goals, effectiveness, company, and teams emerged from the study as qualities related to situational requirements. Understanding gained from the current study may help leaders to realize that organizational culture will either promote or hinder the effectiveness of informal leadership. An understanding of the role that informal leadership plays in the leadership of the organization can offer leaders the opportunity to benefit from the specific qualities that individuals within the organization have to offer in an informal leadership capacity. The findings contribute to filling the gap in peer-reviewed literature related to informal leadership and to the body of knowledge relating to informal leadership as highlighted by the perceptions of employees and managers in small organizations.

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42

Lam, Wai-shan Jovi, and 林偉珊. "An analysis of the role of non-government organizations (NGOs) in the implementation of the employees retraining policy in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31965891.

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43

Ide, Michael Carl. "GRADUATE EMPLOYEES’ WORK AND ORGANIZING IN TODAY’S UNIVERSITY: A NEW SOCIAL MOVEMENT THEORY APPROACH TO INTERNAL AND EXTERNAL STRUGGLES." UKnowledge, 2012. http://uknowledge.uky.edu/sociology_etds/8.

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This is a mixed-methods comparative study of union and non-union graduate employees’ work experiences, following Wicken’s (2008) call for additional research into the graduate union movement. I used focus group interviews, finding that nonunionized participants had significantly more negative views of their work and faculty members than unionized participants. Non-unionized participants were also more likely to display greater internalization of neoliberal views and neoliberal subjectivity, and were more likely to see their problems in fatalistic terms. I found increased activity with the union to be associated with both decreased fear and anxiety as well as an increased sense of personal and collective agency in relation to work. These findings are analyzed using new social movement theories as well as the concepts of civil society, hegemony and counterhegemony, and cognitive liberation. I used quantitative data on employment trends in higher education institutions to investigate the concept of the neoliberal university, finding support for central claims of this concept: undergraduate education is increasingly reliant on part-time, un-tenured staff and graduate employees. I also quantitatively investigated the graduate employee union (GEU) movement at a nation-wide scale, finding many union local to conform to Fantasia and Stepan-Norris’ (2007) concept of “social movement unionism.”

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Karaca, Hasan. "The effects of transformational leadership on employees' perceived leadership effectiveness in public organizations Federal Emergency Management Agency case." Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4664.

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As the capacity of public leaders to bring about change is increasingly questioned, public agencies have come under pressure to transform and innovate. More research is needed to identify how leaders who promote innovation, creativity, and adaptability affect the performance of public organizations. Constant improvement of organizations and individuals encourages leaders to innovate, evaluate risks as opportunities, and tackle the status quo. This raises the significance of how transformational leadership contributes to organizational performance and reacts to public agencies' environment, and how it might reorganize them. The present study examines the relationship between transformational leadership behaviors and perceived leadership effectiveness in public organizations, particularly Federal Emergency Management Agency (FEMA). The study specifically focuses on FEMA as an independent agency and as an agency under the Department of Homeland Security. It also measures transformational leadership behaviors and explores how they relate to public employees' perceptions of leadership effectiveness as reported by the 2002, 2006, and 2008 Federal Human Capital Surveys (FHCS). Confirmatory factor analysis was conducted to validate the construct validity for the perceived leadership effectiveness measurement model. Structural equation modeling was conducted to examine the study hypotheses. This study has found that transformational leadership behaviors--idealized influence, intellectual stimulation, and inspirational motivation--all have a significant relationship with perceived leadership effectiveness.; Each dimension of transformational leadership has a positive effect on employees' perceptions of leadership effectiveness, with intellectual stimulation having the highest effect. The standardized regression weights of exogenous variables are: .24 for idealized influence, .48 for intellectual stimulation, and .29 for inspirational motivation. Overall, these predictor variables accounted for 86% of the variance in perceived leadership effectiveness. Findings of the study reveals several organizational, managerial, and policy implications relating to increasing the effects of transformational leadership behaviors on employees' perceived leadership effectiveness and organizational performance. The study points out the significance of communication and information sharing, and providing sufficient opportunities to do a better job in public organizations. The findings also confirm that the leaders are required to obtain inspirational motivation behaviors and use them to give a feeling of personal empowerment to the employees.
ID: 029049638; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Thesis (Ph.D.)--University of Central Florida, 2010.; Includes bibliographical references (p. 191-200).
Ph.D.
Doctorate
Health and Public Affairs
Public Affairs

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45

Potts, Helen. "The Role of Social Capital in Organizations: The Precursors and Effects of Social Capital among Certified Nurse Aides in Nursing Homes." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3627/.

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The role of social capital in forming organizational commitment is the focus of this research. Organizational social capital is the idea that social relationships have value in the organization. The theoretical framework is based on Kanter's (1993) structure of organizational commitment. This research views the structure within organizations based on global empowerment, job satisfaction, organizational commitment, and social capital. In addition, the role that race, income, and education affect the organizational structure is also taken into account. The organizational configuration was assembled using a structural equation model with latent variables employing a sample of 235 certified nurse aides. The sample was collected from 10 nursing homes in the Dallas-Ft.Worth metropolitan area. It was expected that Kanter's general format is reestablished within the sample. In fact, the study found that empowerment significantly influences job satisfaction. In turn, job satisfaction does foster organizational commitment. Although Kanter's original thesis was supported in this analysis, it was also determined that social capital plays a significant mediating role in creating organizational commitment. Furthermore, this research indicates that social capital alone can create organizational commitment. Thus, in conclusion, this research builds on Kanter's original idea and argues that organizational commitment is based on job satisfaction, global empowerment, and social capital.

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46

Wai, In-fun Perseus, and 衛彥勳. "Reforming the civil service: the impact of HKSAR's 'Downsizing' policies to the civil service employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B45012672.

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Kellersohn, Keith B. "Other Identities As Assumed: Job Descriptions Among Classified Employees in a Public School System." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc804914/.

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The aim of this thesis is to investigate the current status of job descriptions at a Public School System, in [City], [State], USA, and to make recommendations for improvement in terms of job description content, format, and the creation and updated processes. This work covers job descriptions among classified employees and does not cover job descriptions for instructional staff (teachers, principals, etc.) or Executive Administrative Staff. The work begins by introducing the reader to the client and the current status of the client's job descriptions. The demographics of the subject population are discussed as well as the research methodologies. Findings are presented in light of research data and analyzed using Social Identity Theory, as well as business leadership principals. Finally deliverables are provided and recommendations are made. The thesis argues that application of Social Identity Theory and business leadership principals will support the ongoing job description processes by engaging employees in the process with supervisors leading the process

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Zhou, Talent. "The influence of organisational culture on organizational commitment and intention to quit among employees at selected retail organizations in the Western Cape province of South Africa." University of the Western Cape, 2017. http://hdl.handle.net/11394/6063.

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Magister Commercii (Industrial Psychology) - MCom (IPS)
The economies of many countries in the world have been characterised by exponential growth in the past few decades. The rapid and continuous growth has brought about numerous changes in the business world which have demanded a high level of management practices as organisations fight for the required resources. Amongst the resources being sought after is human capital, employees have become one of the major resources that an organisation would want to retain. The turnover of employees to other organisations results in decreased production and a spike in the costs, through continuous, recruitment and training.

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Paek, Jeeyon. "A study of training program characteristics and training effectiveness among organizations receiving services from external training providers." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1118351733.

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Thesis (Ph. D.)--Ohio State University, 2005.
Title from first page of PDF file. Document formatted into pages; contains xiv, 177 p.; also includes graphics (some col.) Includes bibliographical references (p. 145-153). Available online via OhioLINK's ETD Center

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Topal, Cagri. "An Inquiry Into Rural-development Nongovernmental Organizations In Turkey: Degree Of Institutionalization And Socio-economic Characteristics Of The Employees." Master's thesis, METU, 2005. http://etd.lib.metu.edu.tr/upload/12605080/index.pdf.

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This study is examining the institutionalization degree of the rural development nongovernmental organizations (NGO) and the social-economic status of the employees in those NGOs. The development NGO sector has enormously grown within last three decades. It has also been a period of reorganization for capitalism. The neo-liberal political economy has replaced the Keynesianism/Fordism, integrating the national economies into the global economy. This integration has resulted in increasing income inequalities, poverty, and unemployment. Middle classes have lost their jobs, and their life standards have eroded. In the period, the international funds channeled to the NGOs have increased to a great extent. The growth of the development NGO sector is closely linked to those consequences of the neo-liberal reorganization. Poverty, qualified but unemployed individuals, and the international funds have made it possible, inevitable in fact, for the NGOs to proliferate and enlarge. As they enlarge their scope, they have to develop institutional structures, which in turn employ more qualified people. In addition to their role in the struggle against poverty and in the, more or less radical, criticism of the social and economic order, NGOs have acquired a new function, creating employment and a certain level of social-economic status, a status of middle class, for those employed. What we have been observing in Turkey is similar to the developments in the other parts of the world: economic crisis in 1970s, military junta, liberalization of economy, poverty and unemployment. Within this political economy, the rural development NGO sector of Turkey seems not institutionalized but having turned into an employment opportunity for middle class. Nevertheless, its role in the democratization process of the country is still important as far as the critical perspective is kept in effect.

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