Дисертації з теми "Organisation Behavior"
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Küppers, Tanja. "Role of organisational culture when shaping a shared service organisation into a lean system." Thesis, University of Gloucestershire, 2016. http://eprints.glos.ac.uk/4431/.
Повний текст джерелаDrummond, Geoffrey, and n/a. "Understanding organisation culture, leadership, conflict, and change." Swinburne University of Technology, 1996. http://adt.lib.swin.edu.au./public/adt-VSWT20060821.092317.
Повний текст джерелаTurner, Simon Phillip. "Social organisation and resource requirements of pigs housed in large groups." Thesis, University of Aberdeen, 2000. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=158508.
Повний текст джерелаHudson, Ken. "Designing a continuously creative organisation /." View thesis View thesis, 2001. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030328.140346/index.html.
Повний текст джерелаRoutledge, Michael Henry Collis. "Organisation development: a formative evaluation of an OD intervention." Thesis, Rhodes University, 1999. http://hdl.handle.net/10962/d1002553.
Повний текст джерелаRunnberg, Andreas. "Consumer Benefit and Anti-trust : A Studie on Microsoft’s Anticompetitive Behavior." Thesis, Jönköping University, JIBS, Economics, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-905.
Повний текст джерелаDenna uppsatts ämnar ge bättre förståelse för företagsstrategier som kan, och har blivit be-visade, strida mot konkurrenslagarna i USA samt Europa. Konkurrenslagarna har skapats för att upprätthålla perfekt konkurrens på marknaden. Konsumentnytta står ofta i fokus när vi ska definiera den perfekta marknadsplatsen. Vi kommer att se hur perfekt konkur-rens är skapad och sedan krossat med fusioner, kombinationsförsäljning och försök att bygga monopolistiskt övertag. För att vinna marknadsandelar och differentiera från kon-kurrenter på marknaden använder sig företag av olika strategier. Här kommer vi att se kvantitetsättade strategier samt produktbindande strategier.
Denna studie fokuserar på Microsoft fallet där vi får följa företaget genom rättsprocesserna i USA och Europadomstolen, där företaget har använt sig av tekniska inställningar för att tvinga konsumenter fortsätta använda deras produkter. Microsoft har större delen av marknaden för persondatorer och har bevisligen utnyttjat sin monopolistiska position på marknaden för att exkludera konkurrenter från marknaden. Många ekonomer har påstått att Shermanakten är tillräckligt utförlig för att döma alla konkurrensfall, medan andra påstår att man inte kan applicera konkurrenslagarna vid Microsoft fallet då nätverkseffekter skapar en odefinierbar marknad.
Utmaningen visar sig vara att jämföra värdet och standardiseringsfördelarna med skadan mot marknadskonkurrenter. De nuvarande konkurrenslagarna förutsätter, i de flesta avse-enden, att det är fler än en aktör som tillsammans agerar för att bestämma prissättningen på marknaden. Det har därför varit svårt att se hur Microsoft skulle kunna bryta mot dessa la-gar som en ensam aktör. Konkurrenslagarna är skapade för kunders nytta, och det finns inga bevis att Microsoft hämmar detta, tvärtom har Microsoft bara främjat konsumentnyt-tan.
Hudson, Ken. "Designing a continuously creative organisation." Thesis, View thesis View thesis, 2001. http://handle.uws.edu.au:8081/1959.7/601.
Повний текст джерелаGethin-Jones, Rachel. "The impact of employee perceptions and organisation-related employee attributes on employee outcomes after restructuring /." St. Lucia, Qld, 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17814.pdf.
Повний текст джерелаKranz, Olaf. "Interaktion und Organisationsberatung : interaktionstheoretische Beiträge zu Profession, Organisation und Beratung /." Wiesbaden : VS, Verlag für Sozialwissenschaften, 2009. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=017003884&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
Повний текст джерелаIncludes bibliographical references (p. [417]-441).
Milne, Claire. "Employees' experience of job satisfaction within a successful organisation." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1007639.
Повний текст джерелаKumar, Vijay. "Organisation culture : definition, values, change and participation in two shires /." View thesis, 2000. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20031121.113358/index.html.
Повний текст джерелаA thesis presented to the University of Western Sydney, Macarthur, in partial fulfilment of the requirements for the degree of Masters in Commerce (Honours), December, 2000. Bibliography : leaves 154-160.
Byrne, Alan. "What causes an organisation to be what it is and to become what it could be: A philosophical expedition." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2006. https://ro.ecu.edu.au/theses/55.
Повний текст джерелаMelville, Ruth. "The logic of evaluation in the arts : exploring artists' responses to measurement within a publicly funded arts organisation." Thesis, University of Essex, 2017. http://repository.essex.ac.uk/22408/.
Повний текст джерелаSingh, Randhir. "Employment status as a driver of absenteeism and customer satisfaction in a retail organisation." Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/2093.
Повний текст джерелаSecondary data sourced from the Kronos Time Keeping system and Human Resources department indicate that absenteeism amongst Pick n Pay employees are constantly increasing and it seems that management has adopted a laissez-faire attitude in response to rectifying absenteeism. This study has endeavoured to establish if staff absenteeism is rife in supermarkets, which employment status has higher absenteeism figures and does it affect customer services. The objectives of this study were to answer and find solutions to the research question and the multiple questions arising from the research problem: do the supermarket employees understand the impact of absenteeism to the organisation? Is management aware of the causes of high employee absenteeism? Do management have solutions to reduce the absenteeism rate? Do management know which employee status has higher absenteeism figures? What procedures can be adopted to reduce absenteeism? The overall effect of any solution should focus on creating a more absent free and customer orientated organisation. The empirical investigation was carried out through quantitative as well as qualitative research methodology. Absenteeism statistics were collected from the five participating supermarkets in the Western Cape human resources departments and were made available to the researcher as secondary data. Four different data collection methodology were used to conduct the enquiries in the five participating supermarkets.
Binney, Derek James. "Time to adopt knowledge management applications influences that affect individual decisions within a large information technology services organisation /." Phd thesis, Australia : Macquarie University, 2005. http://hdl.handle.net/1959.14/84346.
Повний текст джерелаBibliography: p. 241-260.
Introduction -- Literature review -- Development of the KM Spectrum -- Research design and method -- Results -- Discussion of results -- Conclusions and implications.
There is growing consensus in business research and practice that knowledge is increasingly the driver of competitive advantage. This thesis focuses on one aspect of the issue by identifying factors that affect the adoption of Knowledge Management (KM) applications by individuals in an IT Services organisation. The study considers the adoption decision by individuals once senior management have decided to invest in IT enabled KM applications (KMA) and KM systems (KMS). -- In the thesis, a framework, the KM Spectrum, is developed that differentiates between the varying characteristics of KMAs and frames the research. The thesis identifies 32 potential success factors for KM adoption proposed in the reviewed literature. These factors are related to the disciplines of organisational science, diffusion theory and adoption models. -- The methods used in the research: secondary data study, interviews and the electronic survey, combined with the representativeness of the survey sample, triangulate to provide confidence in the empirical understanding of the factors that influenced the adoption of KM within the specific knowledge-based organisation. -- In developing the theoretically-informed view of the factors that affect individual adoption of KMAs the research concludes that studying KM adoption at an individual level and across multiple KMAs identifies influences on adoption masked by adoption research conducted at a KM system and/or organisational level. By studying KM adoption at an individual level this thesis finds that the adoption by individuals of KMAs is primarily a diffusion phenomenon and that the factors that influence KMA adoption vary with the type of KMA being adopted. The empirically identified factors that affect adoption at an individual level build to a staged model of KM adoption, called the enhanced KM adoption (EKMA) model. The EKMA model represents four phases of KM adoption and differential influences that apply across the adoption lifecycle. Additionally, the study provides some indications of further research topics and proposes a checklist to assist practitioners with the deployment of KMAs and KM systems.
Mode of access: World Wide Web.
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Vlok, Daniël. "An assessment of the knowledge processing environment in an organisation : a case study." Thesis, Rhodes University, 2004. http://hdl.handle.net/10962/d1003806.
Повний текст джерелаGhorban, Maryam. "Människa – Teknik – Organisation ur ett utredningsperspektiv : En intervjustudie av medarbetare vid Statens haverikommission." Thesis, Högskolan Väst, Avd för psykologi och organisationsstudier, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-6256.
Повний текст джерелаBuckley, Patricia Louise, and pbuckley@swin edu au. "'A sense of place' : the role of the building in the organisation culture of nursing homes." Swinburne University of Technology, 2000. http://adt.lib.swin.edu.au./public/adt-VSWT20060317.114711.
Повний текст джерелаStiglingh, Etienne Jacques. "The utilisation of an organisational value profile and evolution to excellence framework as elements in creating a high performance organisation in the new economy : an investigation into Absa Life." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/8584.
Повний текст джерелаThe world is constantly changing, creating a new environment and challenging businesses, societies and countries with unpredictable and volatile economic currents on a global scale. The new economy is the big second wave of change that will stay with us for the next century. People and organisations that want to participate in the new economy have to adapt to the new rules of the game or become extinct. Speed, agility, reliability, knowledge and networking globally are some of the skills necessary to survive, in this changed world. Values and strategy execution are critical elements in the quest to become a high-performing organisation in the new economy. Strategy in organisations is the creation of a unique and valuable position, involving a different set of activities. Whilst a brilliant strategy can put you on the map, only a solid execution process will keep you on the map and competitive. Most organisations set the vision and strategy, but do not set the operational requirements executing the strategic objectives. The new economy represents a historic shift in values, a new paradigm from which people in organisations cannot separate themselves if they want to stay relevant in the new economy. Transforming organisational values from the old economy to the new economy is a challenge – primarily a leadership challenge. Absa (Amalgamated Banks of South Africa), a leading financial services organisation in South Africa and part of the global financial service group, Barclays, offers life insurance to its customers, through its subsidiary Absa Life. Absa Life is the target audience for this research study. In the group, Absa Life contributes almost six per cent to the total earnings of the Absa Group. The organisation embarked on a strategy, in 2008 to become a top-five life insurer in South Africa by 2012. ‘Big hairy audacious goals’ (BHAG’s) were set and the 230 members of the Absa Life team at the time bought into the vision and strategy. For Absa Life to reach the stretched goals the leadership team has to take note of important elements of a high-performance organisation. This research study assesses the current value profile of Absa Life, the organisation. The researcher utilises an instrument, the Beehive questionnaire, developed by the Village Leadership Consulting for the value profile assessment. A valid sample, including all job levels and divisions in Absa Life formed the target audience for this questionnaire. The questionnaire (electronic survey format) benchmarks the Absa Life value profile against the old and new economy value profiles. The researcher uses the results of the Beehive questionnaire and the Evolution to Excellence framework, to highlight the organisational and leadership challenges and recommend best practices for Absa Life leadership team. The Absa Life leadership team will determine their readiness, embracing these challenges and will be the team that is responsible for the survival of Absa Life in the 21st century or not.
Kumar, Vijay. "Organisation culture : definition, values, change and participation in two shires." Thesis, View thesis, 2000. http://handle.uws.edu.au:8081/1959.7/571.
Повний текст джерелаMadikiza, Zimkitha Josephine Kimberly. "Population biology and aspects of the socio-spatial organisation of the woodland dormouse Graphiurus Murinus (Desmaret, 1822) in the Great Fish River Reserve, South Africa." Thesis, University of Fort Hare, 2010. http://hdl.handle.net/10353/443.
Повний текст джерелаPetronio, Riccardo Vinicio. "A study of the conflict between maintenance and production functions in a manufacturing organisation in Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/794.
Повний текст джерелаReiners, Felix. "Networking in Organisationen /." Mering, Schwab : Hampp, R, 2008. http://deposit.d-nb.de/cgi-bin/dokserv?id=3125253&prov=M&dok_var=1&dok_ext=htm.
Повний текст джерелаNdlela, Joshua Bongani. "Community development workers' perceptions of wellness at an HIV / AIDS organisation in Nelson Mandela Bay." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1657.
Повний текст джерелаBerggren, Ann. "Förebyggandet av hög personalomsättning: en kvantitativ analys av möjliga prediktorer för avsikten att lämna en organisation." Thesis, Stockholms universitet, Psykologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-144304.
Повний текст джерелаPetersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation." University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.
Повний текст джерелаThe South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.
Torpling, Sandra, and Alexander Sjöstrand. ""Måla fan på väggen" -En kvalitativ studie om anställdas upplevelser av och strategier i en neddragningsprocess i en offentlig organisation." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21051.
Повний текст джерелаGosset, Stéphanie. "Le placement des individus comme organisation spatiale des habitacles de transport public urbain : Une modélisation littéraire au service de l'innovation en design." Thesis, Tours, 2018. http://www.theses.fr/2018TOUR1804/document.
Повний текст джерелаThe French rail transport company Alstom Transport inquires whether new usages are emerging in urban public transport vehicles. The systemic approach has been chosen as a theoretical frame to respond to this question. This approach enables to examine the organization of the individual-passenger compartment system. Structured observation has been conduct in 12 cities (5 countries). Data analysis combining qualitative and quantitative methodologies, allows describing the placement based on 2 scales (the passengers compartment and the individual). The sense of the sitting position and the possibility to lean on has been brought to light as well as the spatial organization of activities. A potentially emerging usage could be observed. It interrogates a possible evolution of the organization of placement, and opens new research perspectives regarding the spatial organization of activities
Lontos, Staffi. "”Tvingas gör man ju inte så ofta i Svenska kyrkan” : Organisationskultur, informationskultur och digitalt långtidsbevarande i en komplex organisation." Thesis, Uppsala universitet, Institutionen för ABM, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-387628.
Повний текст джерелаHowarth, Mark D. "Knowledge sharing in organisations: the role of perceived organisational support and leader-member exchange /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19241.pdf.
Повний текст джерелаDercho, Aliette. "Exploring antecedents of philanthropic behaviours towards nonprofit organisations: The role of perceived organisational reputation, perceived knowledge of the organisation, and referent others’ behavioural intent." Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7310.
Повний текст джерелаChiboiwa, Malvern Waini. "The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.
Повний текст джерелаChalon, Christopher. "Conflict and citizenship behaviour in Australian performing arts organisations." University of Western Australia. Faculty of Economics and Commerce, 2009. http://theses.library.uwa.edu.au/adt-WU2009.0096.
Повний текст джерелаVeloen, Monita. "The influence of paternalistic leadership on organisational commitment and organisational citizenship behaviour at selected organisations in the Western Cape Province." Thesis, University of the Western Cape, 2016. http://hdl.handle.net/11394/5274.
Повний текст джерелаAchieving organisational effectiveness and sustainable growth is the ultimate goal of organisations in their quest to deliver the services required by society. The achievement of organisational effectiveness is not a random event; organisations rely on their employees' ability to go the extra mile by exhibiting some organisational citizenship behaviours. In order to elicit organisational citizenship behaviours, organisations need leaders who can cultivate some commitment in employees which can arguably lead to the enactment of organisational citizenship behaviours. The culture of an organisation is often determined by the beliefs, values and behaviour of the leader. A paternalistic leadership style is likely to create a culture in which caring for subordinates is crucial, moral integrity is greatly esteemed and authority is respected. When this type of culture is evident in the organisation certain desirable behavioural patterns will come forth from the employees. The purpose of the current research study is to answer the question, "Does paternalistic leadership have a significant influence on organisational commitment and organisational citizenship behaviour among employees working in selected organisations in the Western Cape?". In order to answer the research question explaining the hypothesised relationships, the manner in which paternalistic leadership affect organisational commitment and organisational citizenship behaviour was discussed culminating in a theoretical model which was developed and tested in the present study. The study was conducted using employees drawn from selected organisations in the Western Cape Province of South Africa. The participants were asked to complete three questionnaires comprising the Paternalistic Leadership questionnaire developed by Cheng, Chou and Farh (2000); an adapted version of the Organisational Commitment questionnaire by Allen and Meyer (1991) and the Organisational Citizenship Behaviour questionnaire Podsakoff, Mackenzie, Moorman and Fetter (1990). Out of 300 questionnaires that were distributed to the employees, 230 (n=230) completed questionnaires were returned. Item and dimensionality analyses were conducted on all of the dimensions using SPSS version 23. Subsequently, confirmatory factor analysis was executed on the measurement models of the instruments used. The proposed model was evaluated using structural equation modelling (SEM) via the LISREL version 8.80 software. It was found that both the measurement and structural models fitted the data reasonably well. The results indicated positive relationships between benevolent leadership and organisational commitment; authoritarian leadership and organisational commitment; moral leadership and OCB; and organisational commitment and OCB. There was, however, no significant relationship between moral leadership and organisational commitment; benevolent and OCB. Due to the fact that a few studies on paternalistic leadership exist in South Africa this study adds to the board of knowledge on paternalistic leadership and how it affects employee commitment and OCB. The practical implications of the study and limitations are discussed as well as the direction for future studies.
Zhai, Xiaofeng. "The role of human resource practices in enhancing employees' behaviours and organisational learning in Chinese construction organisations." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/7104.
Повний текст джерелаBrumme, Janet Kathleen. "The role of organisational behaviour in establishing a corporate academy in the construction industry." Thesis, University of Pretoria, 2013. http://hdl.handle.net/2263/39927.
Повний текст джерелаThesis (PhD)--University of Pretoria, 2013.
gm2014
Human Resource Management
unrestricted
Mullen, Nadia, and n/a. "Maintenance of interventions in organisations." University of Otago. Department of Psychology, 2007. http://adt.otago.ac.nz./public/adt-NZDU20071015.160435.
Повний текст джерелаPrinsloo, Hayley. "Organisational culture, safety climate, supervisory accountability and engagement as drivers of safety behaviour in a platinum mining organisation." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79643.
Повний текст джерелаMini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
Linderoth, Oskar. "Förändring är det enda konstanta : Vilka faktorer triggar konstruktivt beteende i förändringsarbete?" Thesis, Karlstads universitet, Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-48067.
Повний текст джерелаIn terms of society as a whole and in industries and whole sectors; change is constant. Additionally, a known problem is that change may create resistance among individuals and groups. Since people are the foundation of all organisations it means that one of the major challenges of change management is to get supportive behaviour from the organisation. At the same time behavioural sciences has identified numerous factors that influence people's behaviour. The aim of this bachelor thesis is to identify and explain factors that are possible to influence and which triggers constructive behaviour in change processes. The theory foundation consists of research and literature in behavioural sciences and change management which initially resulted in six selected factors. Based on that frame of reference a case study of an extensive change process has been conducted with a total of four interviews with heads of units, as well as one interview with an external consultant in change management. In addition, employee surveys with data from more than 1,000 respondents from 2011, 2013 and 2015 has been used. The case company is Xmentor Management AB with focus on when their customer Trafikverket, the Transport Administration of Sweden, created National and Regional Operational Management. The findings show that the six selected factors are able to trigger constructive behaviour in change processes. Three of the factors are also possible to influence to a great extent. The three main conclusions are to maximize rewards on an individual level, to create effective communication to everyone in the organization, as well as to offer the possibility of co-creation.
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.
Повний текст джерелаNon-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.
van, Dijk Sander Gerrit. "Informational constraints and organisation of behaviour." Thesis, University of Hertfordshire, 2014. http://hdl.handle.net/2299/15436.
Повний текст джерелаRosén, Malin, and Amelina Söderberg. "Kör du om, eller blir du omkörd? : En kvalitativ studie om hur inställningen till och främjandet av ett innovative work behavior skiljer sig åt mellan chefer beroende på antal verksamma år i en organisation." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26738.
Повний текст джерелаFärm, Grufman Nici, and de Albuquerque Sara Roth. "The Activity-based Workspace Effect on Organisational Behaviour : A Case Study of Kognity." Thesis, Södertörns högskola, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-35748.
Повний текст джерелаTidigare forskning, som berör vilka konsekvenser implementeringen av ett aktivitetsbaserat kontor har på de anställda samt hur det påverkar organisatoriskt beteende, har visat sig vara motsägelsefull. För att bidra till ökad kunskap, applicerar den här studien modellen The Activity-based Flexible Office Model på ett företag vid namn Kognity. Kognity har nyligen implementerat ett aktivitetsbaserat kontor. Semi-strukturerade intervjuer och observationer utfördes på Kognity. Studien använde sig även av sekundärdata i form av resultat från enkäter som Kognity utför själva. Den teoretiska referensramen som applicerades på den här studien var The Activity-based Flexible Office Model samt Maslows behovsteori. Studiens slutsatser är att organisatoriskt beteende påverkas av implementerandet av ett aktivitetsbaserat kontor. Genom att applicera The Activity-based Flexible Office Model ges bidrag till ökad förståelse för konsekvenserna av implementerandet av ett aktivitetsbaserat kontor. Modellen är ett användbart verktyg för att undersöka vilka faktorer som påverkar och vilka omständigheter som kan påverka ytterligare. Vidare visar applicerandet av Maslows behovsteori att ett aktivitetsbaserat kontor skulle kunna möta de högre behoven i teorin tack vare anställdas frihet att välja sin arbetsplats.
Sy, Issiaga Thiam. "Etude des liens entre l’appropriation des normes IAS/IFRS et les dimensions organisationnelles et managériales des services comptables." Thesis, Paris, CNAM, 2011. http://www.theses.fr/2011CNAM0769/document.
Повний текст джерелаThe aim of our research is to describe the links between IFRS appropriation and the organization and management structures of the accounting departments. We positioned these two axes within the productive activities of stakeholders thanks to the use of both Socio-Economic and Agency Theories in order to connect IFRS with the stakeholders behaviors and with the organizations of firms.Through action research by virtue of our Chartered Accountant and Statutory Auditor positions we isolated three guidelines of accounting practices reorganizations: Adjustment, Treatment, and Distance analysis. The combination of these guidelines with the accounting process led us to emphasize three levels of organizational structures: Ad hoc Organization, Accounting Prevalence structure, and Decentralized Administration. In the two first organization levels a cooperation behavior has been observed between stakeholders, whereas in the Decentralized structure practically no collaboration has been recorded
Pio, Riaan Johan. "Management of political behaviour in organisations." Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/33.
Повний текст джерелаSafy, Fatema. "La relation entre souffrance et implication au travail dans le cadre de la théorie de la conservation des ressources : le cas d'une organisation médico-sociale." Thesis, Montpellier 3, 2011. http://www.theses.fr/2011MON30108/document.
Повний текст джерелаThe evolution of the work environment, work organization, and practices of human ressource management, introduces new pathologies work alongside the traditional pathologies so-called physical pathologies : there are mental pathologies. These are related to organizational or market constraints compared to traditional pathologies related to physical and material task's conditions. In this context of new forms of ill-being at work, the concept of suffering at work, "ghost" concept in management science, appears relevant because it queries the organizational functioning and the role of human resource management. This research has two objectives: contribute to a better understanding of suffering at work in producing a clear definition of this concept, and theorize the link between suffering at work and work commitment in defining how these constructs influence each other. Our research is motivated by the question : what relationship is there between suffering at work and work commitment ? To answer, we rely on conservation of resources theory. The results of this research show that suffering at work arises from a loss of organizational ressources causing an erosion of subjective resources that allow the individual to define himself, and creates a specific form of work commitment : the over-involvement. It is rooted in the suffering at work itself and it is guided by negative experiences of work forcing of negative feelings toward the organization
Costello, Neil. "Economic institutions and routine practices : the case of high-technology small and medium-sized enterprises." Thesis, n.p, 1998. http://ethos.bl.uk/.
Повний текст джерелаJönsson, Gisela. "Faktorer som förklarar innovativt beteende hos medarbetare." Thesis, Stockholm University, Department of Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7335.
Повний текст джерелаI en föränderlig värld är det viktigt att snabbt möta skiftande krav och
att medarbetare är initiativrika, menar både företagare och forskare.
Medarbetare som gör mer än plikten kräver och tar egna initiativ,
uppvisar Innovative Work Behaviour (IWB). Syftet med studien var
att undersöka om organisationsfaktorerna autonomi, öppet klimat och
rolltvetydighet kan förklara variationer i IWB, med hänsyn taget till
en individuell faktor. Samtliga variabler mättes genom ett
frågeformulär online i ett stickprov om 119 personer.
Korrelationsberäkningar visar att samtliga organisationsfaktorer har
signifikanta samband med IWB. En regressionsanalys visar att det är
individfaktorn som har störst prediktionskraft, följt av öppet klimat,
autonomi och bakgrundsvariabeln personalansvar. Studien visar att
både personlighet och villkor i arbetet har betydelse för IWB.
Grigoriou, Eleni. "Graded organisation of fibronectin to tune cell behaviour." Thesis, University of Glasgow, 2017. http://theses.gla.ac.uk/8523/.
Повний текст джерелаQi, Meng. "The effects of interpersonal relationship variables on organisational citizenship behaviours and their implications for learning design in Chinese organisations." Thesis, University of Hull, 2015. http://hydra.hull.ac.uk/resources/hull:13228.
Повний текст джерела