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Статті в журналах з теми "Organisational involvement"
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de Jager, Bertus, Chris Minnie, Johan de Jager, Marita Welgemoed, John Bessant, and Dave Francis. "Enabling continuous improvement: a case study of implementation." Journal of Manufacturing Technology Management 15, no. 4 (June 1, 2004): 315–24. http://dx.doi.org/10.1108/17410380410535017.
Повний текст джерелаАнотація:
Widespread recognition of the strategic imperative posed by a turbulent external environment has brought into focus a key challenge for firms – that of increasing involvement in innovation by the staff in the organisation. Much research has suggested that organisations that mobilise a large proportion of their staff to participate in innovation can make significant gains. Achieving this depends on a systematic process of organisational development in which the facilitative patterns of behavioural routines are extended and reinforced, so that they become a major culture change. This paper reports on progress with this organisational development methodology using a detailed case study of its use within a major mining company in South Africa. It makes use of a reference model framework to help structure and direct the change process towards enabling higher involvement in innovation. In particular it explores practical issues involved in moving a large organisation along a path of high involvement innovation.
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Mohammed Sayed Mostafa, Ahmed, and Jie Shen. "Ethical leadership, internal CSR, organisational engagement and organisational workplace deviance." Evidence-based HRM: a Global Forum for Empirical Scholarship 8, no. 1 (September 9, 2019): 113–27. http://dx.doi.org/10.1108/ebhrm-03-2019-0026.
Повний текст джерелаАнотація:
Purpose Drawing on social information processing theory and organisational identity theory, the purpose of this paper is to examine the social and psychological process through which perceived ethical leadership influences employee deviant behaviours towards the organisation. Specifically, a sequential mediation model is developed in which ethical leadership is related to employee perceptions of internal corporate social responsibility (CSR), which, in turn, are related to organisational deviance through organisational engagement. Design/methodology/approach Structural equation modeling was performed to fit the proposed model using multi-source data collected from employees and their supervisors in the Egyptian banking sector. Findings The results support the hypotheses, as perceived internal CSR and organisational engagement sequentially mediate the relationship between perceived ethical leadership and organisational deviance. Practical implications Organisations should emphasise fostering ethical leadership through adopting strategies such as hiring ethical leaders and offering ethics training to current leaders. Organisations should also invest in internal CSR activities and should pay attention to regularly communicating their involvement in CSR initiatives to employees. Originality/value By examining the mediating roles of employee internal CSR perceptions and organisational engagement, this study helps advance our understanding of the social and psychological processes of ethical leadership.
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Hashim, Junaidah, and Saodah Wok. "Predictors to employees with disabilities’ organisational behaviour and involvement in employment." Equality, Diversity and Inclusion: An International Journal 33, no. 2 (February 4, 2014): 193–209. http://dx.doi.org/10.1108/edi-03-2012-0018.
Повний текст джерелаАнотація:
Purpose – The purpose of this paper is to examine the work challenges of employees with disabilities and predict the organisational behaviours of employees and their involvement in employment. Design/methodology/approach – A self-developed questionnaire was used to gather relevant information from employers, employees with disabilities and their co-workers. The questionnaires were distributed and administered by a number of trained enumerators. Findings – Both employers and co-workers perceived that their organisations have provided conducive organisation climate, comfortable work environment and reasonable adjustment for their employees with disabilities. Employees with disabilities are found loyal and committed. They are satisfied with the job. Organisational loyalty and commitment are predicted by the organisations’ ability to restructure their job design to suit to the needs of employees with disabilities. Research limitations/implications – Initially, this study planned to use purposive sampling; however, due to poor database maintained by the relevant agency of employees with disability employment in the country, the paper was unable to identify which employers employ how many employees with disabilities. The sampling then was based on convenient sampling. Practical implications – Job design, organisational climate and comfortable work environment have long been recognised for motivating employees’ performance (Hackman et al., 1975; Garg and Rastogi, 2006). The paper's findings show that these factors also motivate employees with disabilities. This is added value to the existing body of knowledge as limited is known about the motivation of employees with disabilities. Originality/value – This study is unique because it gathers data from several parties: employees with disabilities, the co-workers and the employers.
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Oeij, Peter R. A., Gerben Hulsegge, Paul Preenen, Guy Somers, and Menno Vos. "Firm Strategies and Managerial Choices to Improve Employee Innovation Adoption in the Logistics Industry." Journal of Innovation Management 10, no. 1 (May 13, 2022): 76–98. http://dx.doi.org/10.24840/2183-0606_010.001_0005.
Повний текст джерелаАнотація:
This study analyses the mediating role of organisational mindfulness and employee involvement in the relationships between competition strategy and supportive leadership and employee innovation adoption. To investigate this, a unique sample of 116 managers or owners of Dutch logistics companies completed a survey on innovation within their companies and the adoption of innovation by their employees. Results show that a firm’s competition strategy that values quality and not only costs, and the presence of organisational mindfulness, a firm’s cultural characteristic that makes employees alert to solve issues and improve effective cooperation, is positively related to employee innovation adoption. Moreover, the presence of supportive leadership has both a direct relation with employee innovation adoption, and an indirect one, namely mediated by organisational mindfulness. From the perspective that organisations must better adopt innovations to deal with continuous change, this study emphasizes the need to take into account the impact of the organisational characteristics of competition strategy and supportive leadership, and the organisational cultural characteristic of organisational mindfulness, along with the space that every organisation should utilize to make their own future strategic choices.
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Darasse, Claire. "Time Perspective and Organisational Involvement." Applied Psychology 37, no. 4 (October 1988): 411–25. http://dx.doi.org/10.1111/j.1464-0597.1988.tb01152.x.
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Kumari, Dr Neeraj. "Studying the Dimensions of Corporate Culture in Indian IT Companies." World Journal of Educational Research 8, no. 2 (March 10, 2021): p20. http://dx.doi.org/10.22158/wjer.v8n2p20.
Повний текст джерелаАнотація:
The objective of the study is to find out how employees perceive the organizational culture in three leading IT companies. It is an exploratory research. A primary research was conducted through an administration of a structured questionnaire. The sample size is 165 consisting of employees from three leading IT organizations in India. Most project work in the IT sector is done in teams. Hence proper team building is a pre-requisite to high performance and ensures that everyone is aligned and working equally hard to the team and the organisation’s goals. Team orientation can be fostered by having quarterly project parties and having occasions to meet formally and informally and capture feedback from one another. Creating an easily accessible centralised knowledge management system is the key to information sharing. Also with the advent of newer technologies coming up, the organisation needs to have heavy investment in training infrastructure in order to keep pace with the market needs. For this dedicated learning and training function needs to be setup in most organisations whose mandate would be to up-skill people based in customer needs and changes in the technology environment. Involvement and Adaptability are indicators of flexibility, openness and responsiveness; which are strong indicators of growth. Mission and Consistency are indicators of driving direction, integration and vision, and are strong indicators of profitability and efficiency. These four traits of organisational culture if monitored and harmoniously used are the key to ensure high performance within the organisations. Aligning culture and leadership goals are keys to organisational success. All the four dimensions of organisational culture are heavily influenced by leadership based interventions in an organisation.
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Price, Luke. "Finding fault in organisations – reconceptualising the role of senior managers in corporate manslaughter." Legal Studies 35, no. 3 (September 2015): 385–407. http://dx.doi.org/10.1111/lest.12065.
Повний текст джерелаАнотація:
The Corporate Manslaughter and Corporate Homicide Act 2007 purports to move away from the identification doctrine, towards a genuinely organisational model of corporate liability. There is a risk, however, that insistence upon the involvement of senior management in corporate manslaughter will reduce the Act to doing no more than aggregating individual misconduct. Such an approach would fail both to encompass the culpability of the organisation as more than just a collection of individuals, and to offer an effective tool for the prosecution of large organisations. I argue that the senior management requirement should not be interpreted as focusing on individuals, but on the authoritative systems of work that organisations impose upon their employees. Inherent in large organisations is a corporate structure, determining the meaning and value of what employees perceive and the boundaries and direction of their work. These structures emerge from the involvement of senior managers, whose rank and role within organisations enables them to contribute to the development of corporate structure. Through insistence on the involvement of these corporate architects and surveyors, the 2007 Act may be seen to emphasise the role of the organisation in corporate manslaughter, identifying truly corporate culpability.
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Cairns, George, and Nic Beech. "User involvement in organisational decision making." Management Decision 37, no. 1 (February 1999): 14–23. http://dx.doi.org/10.1108/00251749910251987.
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Dellmuth, Lisa Maria, and Jonas Tallberg. "Advocacy Strategies in Global Governance: Inside versus Outside Lobbying." Political Studies 65, no. 3 (April 5, 2017): 705–23. http://dx.doi.org/10.1177/0032321716684356.
Повний текст джерелаАнотація:
As political authority shifts to the global level, non-governmental organisations (NGOs) increasingly attempt to influence policy-making within international organisations (IOs). This article examines the nature and sources of non-governmental organisations’ advocacy strategies in global governance. We advance a twofold theoretical argument. First, non-governmental organisation advocacy can be described in terms of inside and outside strategies, similar to interest group lobbying in American and European politics. Second, non-governmental organisations’ chosen combination of inside and outside strategies can be explained by their organisational goals and membership base. Empirically, this argument is corroborated through a large-n analysis of original data from structured interviews with 303 non-governmental organisation representatives active in relation to the United Nations (UN), complemented by 19 semi-structured interviews with UN and state officials. The article’s findings have implications for the theory and practice of non-governmental organisation involvement in global governance.
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Nwibere, B. M. "Interactive Relationship between Job Involvement, Job Satisfaction, Organisational Citizenship Behaviour, and Organizational Commitment in Nigerian Universities." International Journal of Management and Sustainability 3, no. 6 (April 8, 2014): 321–40. http://dx.doi.org/10.18488/journal.11/2014.3.6/11.6.321.340.
Повний текст джерелаАнотація:
The study examined the interactive relationship between job involvement, job satisfaction, organisational commitment citizenship behaviour (OCB) and organisational commitment among employees of Nigerian universities. The sample for the study consisted of two hundred and ten academic members of staff (210) from five (5) Federal Government owned universities in the Niger Delta Region of Nigeria. The study utilized both quantitative data (questionnaire) and qualitative data (interview). The Multiple Regression Model using the Statistical Package for Social Sciences (SPSS) version 18 were utilized for the analysis of data. The findings revealed that job involvement had a strong positive and significant relationship with organisational commitment and OCB. Although the relationship between job involvement and employees job satisfaction was also positive, it was however weak. Similarly, job satisfaction was revealed to have a positive and significant relationship with organisational commitment and OCB. Finally, organisational commitment was revealed to have a positive and significant relationship with OCB. Based on the findings above, it was concluded that as an employee develops a favourable attitude toward one aspect of the job based on unique experiences (e.g job involvement), such an employee is also likely to react favourably to other related aspects of the job (e.g job satisfaction, organisational commitment, OCB and organisational commitment). Thus, employees who are involved in their job, for example, are likely to be satisfied with the job, become committed to their organization and by extension exhibit OCBs. Similarly, employees who are dissatisfied with their job may become less involved in the work, less committed to their employer and organisation and lack OCBs. Other managerial implications of these findings were also discussed.
Дисертації з теми "Organisational involvement"
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Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.
Повний текст джерелаАнотація:
Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems.
This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.
Повний текст джерелаАнотація:
Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Hellwig, A. "The increasing importance of the involvement component of organisational commitment." Thesis, Queensland University of Technology, 1996. https://eprints.qut.edu.au/36283/1/36283_Hellwig_1996.pdf.
Повний текст джерелаАнотація:
In examining relational communication exchanges, one aspect that constantly
comes to the fore is the construct commitment. Without commitment these
exchanges would seem to have a lesser chance of developing into lasting
systems. One example of a relational communication system is the
employee/employer relationship found in many organisations.
Organisational commitment has been the subject of many studies and in
furthering research into this form of commitment many measuring instruments
have been developed and tested. Of these instruments, one that has achieved
widespread acceptance is the Mowday, Porter and Steers Organisational
Commitment Questionnaire (OCQ). Although the OCQ was designed in the late
1970's it is still used in many current studies, despite developments in the
literature that have made it if not obsolete then at least obsolescent.
One of these developments has seen the involvement component of
organisational commitment gain increasing prominence. It is this involvement
component, and ways of measuring it that reflect the current literature, which
forms the basis of this study
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Drummond, H. "Power and involvement in organisations : An empirical examination of Etzioni's Compliance Theory." Thesis, University of Leeds, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.234914.
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Hay, Deborah. "Tenant involvement in the organisational structures of housing associations in england : exploring the barriers 2000-2008." Thesis, University of Exeter, 2011. http://hdl.handle.net/10036/3595.
Повний текст джерелаАнотація:
This thesis explores the barriers to effective tenant involvement at an organisational level in housing associations by tracking, over a long period of time, the experience of tenants who get involved in the forums, panels and boards of housing associations. The focus of the research is the relationship between the tenants and the professional staff, in corporate environments where delivery of a user-focused service is purported to be the shared goal. The aim has been to explore with tenants and staff their experiences of trying to make tenant involvement work at a strategic level within the organisation. My research seeks (a) to unravel the methods used by the different actors to influence activities and outcomes, and (b) to examine their effects on the power balance in and between the groups of people in question. Clegg’s 1989 ‘Circuits of power’ theory is used to plot and analyse the processes involved in the transformation (or not) of power within the culture and practice of tenant involvement and the empowerment (or not) of the tenants who work with staff at the heart of these corporate cultures. In addition I use Somerville’s 1998 typology of empowerment to illustrate the potential for organisational change. I gather a wide range of material, using a detailed questionnaire, 17 case studies plus a further three of national level involvement initiatives, and an analysis of 112 Housing Corporation and Audit Commission inspection reports (from 2003 and 2008). To this I add my own experience as a participant observer in a range of settings over the period. This thesis is intended to shed some light on why the same barriers continue to exist and why so many involved tenants and their housing associations are still struggling to make involvement really make a difference at this level, despite a decade of intensive regulations and inspection of involvement activities.
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Von, Hirschfeld S. D. "Job involvement of male and female graduate engineers in South Africa." Master's thesis, University of Cape Town, 1988. http://hdl.handle.net/11427/17703.
Повний текст джерелаАнотація:
The study investigated the job involvement of a sample of 125 graduate engineers in South Africa. In particular, whether gender differences existed in the level of job involvement, as well as in the factors influencing job involvement (N = 68 males; N = 57 females). The specific factors investigated were biographic variables and career anchors. The method used was the analytical survey method; three questionnaires were administered. These were: the Lodahl and Kejner (1965) Job Involvement Scale, Schein's (1982) Career Anchor Inventory and a biographic questionnaire. Questionnaires were sent to all female engineers who are registered with one of the professional engineering institutes, while the male sample was drawn from a variety of sources. Intercorrelation coefficients were calculated for all variables. Analyses of variance were performed to test for significant differences amongst male and females with respect to the variables and relationships measured and a stepwise multiple regression analysis was performed to identify predictors of job involvement by career anchors. No gender differences in level of job involvement were found. However, significant gender differences were found in the relative strength of four out of the nine career anchors measured. Social conditioning and expectations were proposed as the reasons for this. Further, significant differences were found with respect to the degree to which career anchors are related to job involvement for males and females. Contrary to conventional wisdom, being married and having children did not affect the job involvement of female engineers, while married men were more job involved than unmarried men. The study did not contribute greatly to the understanding of the dynamics of female job involvement, inasmuch as career anchors were found to explain only 8, 8% of the variance in job involvement scores. In contrast, career anchors were found to be significant predictors of job involvement for males. (38,8% of the variance explained). Implications of the results are discussed in terms of the alleviation of the skills shortage and organisational strategies such as the development of technical or specialist career ladders, job design and career counselling and career management skills for both males and females, are proposed. Further areas for research, especially into the dynamics of female job involvement, are suggested.
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Yang, Rui. "Guanxi and corporate community involvement." Thesis, University of Bath, 2012. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.669018.
Повний текст джерелаАнотація:
This research investigates the relationship between guanxi and Corporate Community Involvement (CCI) in the Chinese business environment. The thesis provides valuable insights into the motivation and management of CCI in China where the institutional and cultural context is radically different from the Western contexts. This thesis also places CCI in the context of guanxi and thus bridges the literatures on CCI and guanxi. Strategic motivation and management of CCI has been studied extensively in the context of Western countries. However, the extant literature offers limited insights into the motivation and management of CCI in the Chinese business environment. The Chinese business environment is characterised by a comparatively poor legal system and weak property rights. In such an environment guanxi – a system of personal connections that carry long-term social obligations – are held to play a significant role in business relationships in China. Earlier studies have found that guanxi is able to influence a variety of corporate behaviours. Nevertheless, no attempt has been made to investigate how CCI may have been influenced by guanxi in China. This research develops a conceptual model and six propositions, which explain how CCI is strategically tailored to initiate guanxi, and furthermore, facilitate inter-organisational relationship development through such guanxi in China. Based on an empirical case analysis of 148 CCI projects from three types of company; foreign, state-owned, and private, this research explores the relationship between CCI and guanxi and tests the conceptual model and propositions. The empirical data was collected deploying face-to-face, semi-structured interviews with 65 companies (30 foreign companies, 9 state-owned companies, and 26 private companies) in China. The findings indicate that foreign companies’ and private companies’ CCI are motivated by guanxi development. Their CCI behaviours are strategically tailored to initiate guanxi with key stakeholders, and in particular with stakeholders who possess strong governmental backgrounds; and Chinese state-owned companies’ CCI behaviours are subject to little influence of guanxi development. While foreign companies used guanxi to facilitate their inter-organisational relationship development, private companies used guanxi to obtain formal institutional supports. From the findings, the conclusion is drawn that guanxi plays a significant role in motivating CCI engagement and shaping CCI behaviours in China, and, through such guanxi, CCI can be employed to facilitate inter-organisational relationship building and obtain formal institutional support.
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Mavrokordatos, Amanda. "Cultivating creativity: the relationship between inclusive leadership, psychological safety, vitality, openness to experience and creative work involvement." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97996.
Повний текст джерелаАнотація:
Thesis (MCom)--Stellenbosch University, 2015ENGLISH ABSTRACT : Organisations are rapidly discovering the invaluable influence of creativity and innovation at work. An individual’s capacity to engage creatively with his or her work is becoming increasingly recognised as integral for organisational success and competitive advantage. The quest for an increase in creative output is driven by the following question: what causes variance in creative work involvement? The purpose of this study was to address the question of variance in creative work involvement across a variety of industries. In order to do so empirically, a structural model was developed after an interrogation of the literature to present the hypothesised relationships suggested through previous research. In essence, this study explored the significance of four relationships: (1) the effect of psychological safety on creative work involvement, (2) the effect of inclusive leadership on psychological safety, (3) the effect of openness to experience on creative work involvement, and (4) the moderating effect of vitality on the relationship between psychological safety and creative work involvement. The research approach was a quantitative study in which an ex post facto correlation research design was used. A total of 39 organisations participated in the study; they are located in the Western Cape, Eastern Cape and Gauteng provinces in South Africa. An electronic self-administered survey that consisted of six sections and 39 items was distributed to employees in varying roles and across different industries. Participation was voluntary; 519 employees engaged in the survey. Multiple regression analysis was used in order to evaluate the data collected. Creative work involvement, psychological safety and vitality were measured by utilising the measurement items presented by Kark and Carmeli (2009). Inclusive leadership was measured using nine items from Carmeli, Reiter-Palmon and Ziv (2010). Lastly, openness to experience was measured using the HEXACO-60 survey (Lee & Ashton, 2004), of which only the 10 items pertaining to this construct were included in the survey presented to the participants. The findings reveal that psychological safety had a significant effect on creative work involvement, and inclusive leadership was shown to have a significant effect on psychological safety. In addition, there was a significant positive relationship between openness to experience and creative work involvement. Moreover, vitality was shown not to have a significant moderating effect on the relationship between psychological safety and creative work involvement. It also was found that the relationship between vitality and creative work involvement was significant. The discussions and implications of this research suggest a number of implementations with which managers can engage in order to stimulate creative behaviour and further encourage creative work involvement through strategic decision making at a variety of organisational levels. Greater levels of creative work engagement can be achieved for the overall success of the organisation, which could have an impact on the global community at large.
AFRIKAANSE OPSOMMING : Organisasies besef toenemend die onskatbare waarde van kreatiwiteit en innovasie in die werkplek. ’n Individu se vermoë om kreatief met sy of haar werk om te gaan, word toenemend erken as noodsaaklik vir ’n organisasie se sukses en mededingende voordeel (Florida & Goodnight, 2005, soos Bissola & Imperatori, 2011). Die soeke na ’n toename in kreatiewe uitset/produksie/opbrengs/vermoë word gedryf deur die volgende vraag: wat veroorsaak variansie in kreatiewe werksbetrokkenheid? Die doel van hierdie studie was om die vraag oor variansie in kreatiewe werksbetrokkenheid in ’n verskeidenheid industrieë aan te spreek. Om dit empiries te doen, is ’n strukturele model, na bestudering van die literatuur, ontwikkel wat die hipotetiese verhoudinge uitbeeld wat deur vorige navorsing gesuggereer is. In wese verken hierdie studie die beduidendheid van vier verhoudinge: (1) die effek van sielkundige veiligheid op kreatiewe werksbetrokkenheid, (2) die effek van inklusiewe leierskap op sielkundige veiligheid, (3) die effek van ontvanklikheid vir ervaring op kreatiewe werksbetrokkenheid, en (4) die modererende effek van lewenskragtigheid op die verhouding tussen sielkundige veiligheid en kreatiewe werksbetrokkenheid. Die navorsingswerkswyse is ‘n kwantitatiewe studie waarin ʼn ex post facto-korrelasionele navorsingsontwerp gebruik is. ’n Totaal van 39 organisasies, geleë in die Wes-Kaap, Oos-Kaap en Gauteng, het aan die studie deelgeneem. ’n Elektroniese selfgeadministreerde vraelys, bestaande uit ses afdelings en 39 items, is onder werknemers in verskeie rolle en in verskeie industrieë versprei. Deelname was vrywillig en 519 werknemers het die vraelys voltooi. Meervoudige regressie-analise is gebruik om die ingesamelde data te evalueer. Kreatiewe werksbetrokkenheid, sielkundige veiligheid en lewenskragtigheid is gemeet met behulp van die metings-items wat deur Kark and Carmeli (2009) voorgestel is. Inklusiewe leierskap is gemeet met nege items van Carmeli, Reiter-Palmon en Ziv (2010). Laastens is die ontvanklikheid vir ervaring gemeet met gebruik van die HEXACO-60 opname (Lee & Ashton, 2004), waarvan slegs die 10 items wat betrekking het op hierdie konstruk ingesluit is in die vraelys wat aan die deelnemers voorgelê is. Die bevindinge het getoon dat sielkundige veiligheid ’n beduidende effek op kreatiewe werksbetrokkenheid het en dat inklusiewe leierskap ‘n beduidende effek op sielkundige veiligheid het. Bykomend hiertoe is ’n beduidende positiewe verwantskap tussen ontvanklikheid vir ervaring en kreatiewe werksbetrokkenheid gevind. Verder is aangedui dat lewenskragtigheid nie ’n beduidende modererende effek op die verwantskap tussen sielkundige veiligheid en kreatiewe werksbetrokkenheid het nie. Daar is ook bevind dat die verwantskap tussen lewenskragtigheid en kreatiewe werksbetrokkenheid beduidend is. In die bespreking en implikasies van hierdie navorsing word ’n aantal voorstelle gemaak wat bestuurders kan implementeer om kreatiewe gedrag te stimuleer en kreatiewe werksbetrokkenheid verder aan te moedig deur strategiese besluitneming op ’n verskeidenheid van organisatoriese vlakke. Groter vlakke van kreatiewe werksbetrokkenheid kan bereik word wat die oorkoepelende sukses van ’n organisasie bevorder, wat dan weer ’n impak op die globale gemeenskap kan hê.
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Shah, Naimatullah. "Determinants of employee readiness for organisational change." Thesis, Brunel University, 2009. http://bura.brunel.ac.uk/handle/2438/4460.
Повний текст джерелаАнотація:
Organisations are continually confronting challenges to remain competitive and successful, which compels organisations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this doctoral study was to examine the determinant of employee readiness for organisational change. The objectives were to investigate employee commitment to the organisation and career and social relationships factors in public sector higher educational institutions of Pakistan where various change reforms has been introduced recently. This empirical study proceeded by a systematic review of literature that led to development of a conceptual model. The data was collected from a sample of teaching employees by using a survey questionnaire. Data was analysed using descriptive statistics and exploratory factor analysis run on statistical package for social sciences and confirmatory factor analysis on the structural equation modelling as well as on applied analysis of moment structure to assess the model fit of the study and hypotheses testing. Results showed that independent variables (emotional attachment, feeling of pride, pay/wages/rewards, promotion, job satisfaction, job involvement and social relationships in the workplace) were positively and significantly correlated to the dependent variable (readiness for organisational change). However, two variables i.e. supervisor and peer relations, and training and skills development were not found positive and significant to the readiness for organisational change. This study has methodological limitations, as it is a cross sectional study that used a survey questionnaire only in public sector higher education sector. This study provides empirical evidence for employee readiness predictor variables for organisational change. This study may contribute to the literature on change management, particularly for Pakistan, and may assist the management, change agents and practitioners of human resources management and development, and organisational behaviour in assessing, designing and evaluating new or existing programmes for organisational change.
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Rannona, Moleko Victor. "The relationship between job insecurity, job satisfaction and organisational commitment in a mining organisation / by Moleko Victor Rannona." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2430.
Повний текст джерелаКниги з теми "Organisational involvement"
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Dundas, Craig. The ties that bind: Organisational commitment, employee involvement and job security. [s.l.]: typescript, 1994.
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Clarke, Julie. Tenant involvement & setting service standards: Reviewing organisational practice : tenants in the lead? North Shields, Tyne & Wear: Enterprise 5 Housing Association Ltd, 2000.
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McEwan, Tom. A report on organisational involvement and attitudes towards quality and change carried out at Slough/Windsor Holiday Inn. Portsmouth: Portsmouth Polytechnic, Business School, 1989.
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D, Pathak R. Organisational politics orientation as related to job satisfaction, job involvement and job anixiety among research and development personnel. Manchester: Manchester Business School, 1993.
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McEwan, Tom. A report on organisational involvement and attitudes towards quality and change carried out at Aberdeen Holiday Inn, 1989. Portsmouth: Portsmouth Polytechnic, Business School, 1989.
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McEwan, Tom. A report on organisational involvement and attitudes towards quality and change carried out at Holiday Inn head office. Portsmouth: Portsmouth Polytechnic, Business School, 1989.
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McEwan, Tom. A general report on organisational involvement and attitudes towards quality and change carried out at Head Office and eleven Holiday Inns. Portsmouth: Portsmouth Polytechnic Business School, 1990.
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Parker, Sharon. Dimensions of performance effectiveness in high-involvement work organisations. [S.L.]: [S.N.], 1994.
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1951-, Douchkoff Wayne L., ed. People empowerment: Achieving success from involvement. Palm Beach Gardens, FL: PT Publications, 1992.
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Murphy, Carolyn. Emp loyee involvement and participation within three Northern Ireland organisations. [s.l: The Author], 1996.
Знайти повний текст джерелаЧастини книг з теми "Organisational involvement"
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Morsing, Mette, and Steen Vallentin. "CSR and Stakeholder Involvement: the Challenge of Organisational Integration." In Corporate Social Responsibility, 245–54. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1057/9780230599574_15.
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Burley, Liz, Helana Scheepers, and Libby Owen. "User Involvement in the Design and Appropriation of a Mobile Clinical Information System: Reflections on Organisational Learning." In Information Systems Development, 143–56. Boston, MA: Springer US, 2008. http://dx.doi.org/10.1007/978-0-387-68772-8_12.
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Bedlington, Nicola, Jan Geissler, François Houyez, Alison Lightbourne, Deborah Maskens, and Valentina Strammiello. "Role of Patient Organisations." In Patient Involvement in Health Technology Assessment, 401–10. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-4068-9_35.
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Chiapparini, Emanuela. "„User Involvement“ in sozialen Organisationen." In Perspektiven Sozialwirtschaft und Sozialmanagement, 273–86. Wiesbaden: Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-35381-0_16.
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Hansen, Helle Ploug, and Jackie Street. "Reflections on Terms, Goals and Organisation." In Patient Involvement in Health Technology Assessment, 31–42. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-4068-9_3.
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Hinds, Kristina. "Civil Society Involvement in Regional Governance." In Civil Society Organisations, Governance and the Caribbean Community, 79–100. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-030-04396-4_4.
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Watson, Danielle, Loene Howes, Sinclair Dinnen, Melissa Bull, and Sara N. Amin. "Women and the Institution of Policing in the Pacific." In Palgrave's Critical Policing Studies, 151–86. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-10635-4_6.
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AbstractGender equality has increasingly been a focus for governments of Pacific Islands countries (PICs) and the international, regional, and local organisations working with them. As the most visible arm of governance, police organisations have attracted significant attention in terms of the gender agenda due to their role in responding to issues affecting women. This shift can be attributed to increased recognition of gender inequality in PICs and its association with high rates of crimes against women. This chapter discusses the changing place of women in highly gendered policing organisations internationally and in the Pacific. It considers influences on gender in Pacific policing associated with international, regional, and national frameworks, policies, and agendas aimed at improving women’s circumstances. The chapter then explores how regional instability and gender-based violence have shaped female officers’ participation in policing and provides examples of the impacts of their involvement in regional initiatives.
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Jolly, Bérénice, and Jakub Fikejzl. "A School Workshop Format for 13–15-Year-Old Pupils: Experiencing and Understanding Europe." In The Future of Europe, 189–97. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-29793-9_16.
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AbstractThis chapter reports about the idea, organisation and experiences of the Erasmus+ project Experiencing and understanding democracy and Europe. It mainly focused on organising workshops at schools, including schools in the rural regions of Saxony in the post-socialist part of Germany. The overarching aim of the project was to inform young people about the possibilities of their active involvement in the EU and about the benefits that the EU citizenship brings to them. The chapter broadly discusses how the organisers in the beneficiary organisation, the Villa socio-cultural centre in Leipzig, reflect on their project and on the task to reach out to young people. It also describes the challenges of realising the project, including the effects of the Covid-19 pandemic and limited funding.
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Parsanoglou, Dimitris. "Crisis Upon Crisis: Theoretical and Political Reflections on Greece’s Response to the ‘Refugee Crisis’." In IMISCOE Research Series, 241–60. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-11574-5_12.
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AbstractIn this chapter, I reflect upon the theoretical and political implications of the so-called ‘refugee crisis’ both in terms of governance and sovereignty. The analysis that follows is based on empirical material, namely in-depth semi-structured interviews with different relevant stakeholders, i.e. representatives of authorities, such as the former Ministry of Migration Policy and the Asylum Service, representatives of EU agencies, such as Frontex and DG ECHO, as well as volunteers and activists from Greece and other countries, like Turkey, Spain and the United States of America. I focus on pre-existing and emerging internal contradictions between different actors who have been dealing with refugees. In other words, I try to capture the contingent character of new geographies of control that occurred with the establishment of the ‘hotspot approach,’ in correlation with the shifts in state sovereignty as it has been repositioned through the active involvement of non-state actors – from non-governmental organisations to international organisations and EU agencies – in the refugee/migration management.
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Gamalielsson, Jonas, and Björn Lundell. "On Involvement in Open Standards: How Do Organisations Contribute to W3C Standards Through Editorship?" In IFIP Advances in Information and Communication Technology, 57–70. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-39225-7_5.
Повний текст джерелаТези доповідей конференцій з теми "Organisational involvement"
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Dolzhenko, Ruslan. "Internal crowdsourcing as an instrument of personnel involvement." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.064.
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Purpose – in the study the opportunities to utilise crowdsourcing as an instrument of personnel involvement are considered. The essence of personnel engagement is analysed; the terms “personnel engagement” and “personnel involvement” are compared. Research methodology – the case study of JSC “Sberbank”, the first Russian company that implemented internal crowdsourcing in its activity, is provided. Research limitations – the paper considers the case of a large financial company; it is impossible to conclude the applicability of technology in other cases. However, this experience can be recreated by almost any organisation that embraces thousands of workers in its structure Findings – personnel involvement is understood as a set of measures that forms employeesʼ abiding interest in solving organisational problems and an increased emotional attachment to the organisationʼs aims and values. The essence of crowdsourcing is defined, its implementation scheme is described, and the classification of crowdsourcing projects is developed. The authors highlight the advantages of the use of internal crowdsourcing, i.e. implemented through the efforts of the companyʼs staff, for the employees and the organisation itself. Practical implications – examples of the application of this technology for resolving organisational issues and involving personnel are offered. Originality/Value – the article studied the potential of using crowdsourcing in solving business issues.
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Hieber, Nina, Maximilian Feike, and Veronika Prochazka. "Towards a co-creative approach to interactively develop digital services." In 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003131.
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Numerous new service innovation methods and approaches have been established in recent decades, a lot of them emphasize the early involvement of the user perspective (e.g., in design thinking). However, there is still potential for further perspectives to be integrated into the service innovation process in a structured way, in particular to innovate inter-organisational with different stakeholders in order to incorporate different competences, knowledge and perspectives. Therefore, based on a literature review and an analysis of existing approaches, our work aims to develop a unified approach that enables the co-creative development of digital services by involving all relevant stakeholders (e.g., potential users, company representatives, experts, and business partners) in all development phases. The developed approach (consisting of three phases: Co-Exploration, Co-Innovation, Co-Evaluation) provides a structured yet modular and thus adaptable methodology that maps the entire innovation process of a digital service. Our research shows that the field of service innovation and user-centred methodologies is widely discussed, but the structured involvement of additional stakeholder groups is hardly recognised.
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Knox, Karl. "The Various and Conflicting Notions of Information." In InSITE 2007: Informing Science + IT Education Conference. Informing Science Institute, 2007. http://dx.doi.org/10.28945/3154.
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There are identified within the discourse a number of notions regarding the term information. This paper sets out to explore these sometimes-conflicting notions of information. The reason why conflicting notions occur is the result of different perspectives and understanding of the term information. Within the discourse two camps are identified, firstly, those who identify information as a resource and those who identify information as a processual approach enacted by individuals. The former is not uncommon within the business environment given the relationship seen between information and technology; this view simplifies information as merely structured data. The latter approach requires the involvement of individuals or more succinctly human understanding and interpretation. By viewing information as a processual process enacted by humans one is identifying an alternative view of how information is created, managed, used and developed. The aim is to discuss both views to gain clarity and understanding in terms of why the various and conflicting notions of information impact on its use within organisations. What is highlighted within this paper is that information is a complex and ambiguous term. There is no easy ‘off-the shelf solution to managing information. One potentially successful approach is to view information from an epistemological perspective. This requires those having to deal with this complex and ambiguous term a starting point from which to build and gain both an individual and an organisational understanding in terms of the use of information. This allows individuals to set direction, decide where to focus their effort and ultimately how to gain some control over this vital and important issue of ‘information’.
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Perales, Esther, Bàrbara Micó-Vicent, Valentín Viqueira, Khalil Huraibat, and Fco Miguel Martínez-Verdú. "Strategies for continuous improvement in the master's degree in "Colour Technology for the automotive sector" based on feedback from graduates." In INNODOCT 2018. València: Editorial Universitat Politècnica de València, 2018. http://dx.doi.org/10.4995/inn2018.2018.8846.
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The first edition of the Master's Degree in "Color Technology for the Automotive Sector" was held during the last academic year. The academic results in terms of qualifications, achievement and learning were good. In spite of the good sensations, there are aspects to be improved, both in methodology and the development of the subjects, timing of the contents, organization or communication channels. Following this line, the Academic, agreed on a plan of continuous improvement based on the feedback provided by the graduate surveys. A specific survey was carried out to gather their specific experience of the course in order to be able to modify the general strategy of the master's degree at the teaching and organisational level. The objectives were to adapt the teaching methodology to facilitate a more reflexive, participative and autonomous learning with a high degree of involvement and motivation of the students, to improve the academic results in terms of learning and satisfaction, to simplify and improve the logistic management of the course, etc. Thus, the survey included questions relating to the usefulness of the master's degree, methodology, organisation and planning of teaching, as well as a final question relating to the overall satisfaction of the course. A short survey was chosen with only 10 questions that the student rated from 1 to 5 on a scale from "strongly disagree" to "strongly agree". From the analysis of the responses, some important weaknesses were detected, such as the lack of content developed in video format, and the slowness of feedback on the results obtained in the proposed tasks. Based on these results, it was proposed an improvement plan that included the incorporation of videos to teaching materials, flexibility in the deadlines for activities, and the periodic monitoring of student learning and concerns through "Adobe Connect".
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Navickiene, Zaneta, and Rolandas Kriksciunas. "THE ROLE OF THE ANTI-CORRUPTION MANAGEMENT SYSTEM IN CREATING A CORRUPTION-RESISTANT ENVIRONMENT WITHIN LITHUANIAN STATE-OWNED ENTERPRISES." In 9th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS 2022. SGEM WORLD SCIENCE, 2022. http://dx.doi.org/10.35603/sws.iscss.2022/s02.020.
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The fight against corruption is one of the essential tasks of each state, requiring conceptual, complex legal, organisational, educational, and social measures. The Article aims to assess the impact of the anti-corruption management system operating on the basis of the ISO 37001:2016 standard as an international instrument on national segments: corruption resistance models developed by Lithuanian state-owned enterprises. The National Anti-Corruption Programme 2015-2025 aims to reduce the extent of corruption and increase transparency in the public and private sectors, it also strives for Lithuania to score at least 70 points on the Corruption Perceptions Index 2025. Ambitiously working towards even greater progress in creating a corruption-resistant environment, Lithuania adopted a new Law on Prevention of Corruption (hereinafter � the LPC), obliging companies and organisations to step up their anti-corruption measures, increasingly and systematically focusing on employee reliability, implementation of targeted preventive measures, and raising awareness. The study analysed the role of the anti-corruption management system in creating a corruption-resistant environment and the positive impact thereof on increasing transparency of the largest Lithuanian state-owned company1 AB Lietuvos Gelezinkeliai (hereinafter � LTG group of companies), the shareholder of which is the Lithuanian state. Due to the geopolitical situation, the group of companies has to expand its activities to the West; therefore, the anti-corruption management system will also help it adapt to the change. The implementation of the anti-corruption management system allows the organisation to conceptually meet the highest transparency standards through four main dimensions: the systematic nature of the measures to be applied; increasing involvement and maturity of human resources; reputational unity and trustbased relationship with the public and business partners; ability to meet the expectations of the state as a shareholder. Having chosen the LTG group of companies as the largest state-owned enterprise, the Article aims to assess the role of its corruption-resistant environment and the impact thereof on the group�s activities. The LTG group of companies adheres to the zerotolerance approach to corruption, meaning that it does not tolerate any form of corruption and takes targeted preventive measures to curb the manifestations of corruption. The group implements all corruption prevention measures in compliance with the legal acts and considers the prevailing practices. The group is currently implementing an anti-corruption management system based on the international standard ISO 37001:2016 Anti-Bribery Management Systems � Requirements with Guidance for Use. The research aims to assess the role of the anti-corruption management system in creating a corruption-resistant environment in some state-owned enterprises. To realise the aim, the authors of the paper set two key objectives: 1. To analyse the main goals and features of the anti-corruption management system. 2. To overview the main anti-corruption measures implemented in some stateowned enterprises
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Ishida, Satoshi. "AN ASSESSMENT OF COLLABORATIVE GOVERNANCE IN NETWORKING FOR CONTENTS TOURISM." In GLOBAL TOURISM CONFERENCE 2021. PENERBIT UMT, 2021. http://dx.doi.org/10.46754/gtc.2021.11.046.
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The tourism industry has been recognised as a potential development mechanism in local communities facing various changes and challenges. In recent years, content tourism, which is the utilisation of lands associated with works appearing in subcultures and other content works for which Japan has attracted international attention, as a tourism resource. However, previous studies have not revealed much about the practice of contents tourism, especially those that examine it from the perspective of collaborative governance. This article presents a case study of a cross-sectoral organisational network designated to promote contents tourism in Sasebo, Nagasaki. This paper briefly introduces the topics of collaborative governance and contents tourism, and then the network for cross-sectoral collaboration and the research method. As a result, findings are discussed in terms of key elements of collaborative governance, aspects of the network formation and development process and features of the Sasebo’s context that may influence the network development. In conclusion, this paper focuses on the role of key stakeholders in formatting a network in the context of content tourism. The struggle to formulate a collaborative governance approach for effective content tourism may bring positive socio-economic benefits to the city and similar declining cities in Japan. As this approach is conceptually tentative and in its developmental stage in theory and practice, it needs to be complemented by additional research findings from empirical case studies conducted with broader and more diverse stakeholder involvement.
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VÁCLAVÍK, Lukáš. "ECONOMIC ASPECTS OF CYBERSECURITY." In International Management Conference. Editura ASE, 2023. http://dx.doi.org/10.24818/imc/2022/03.02.
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The ever-increasing trend of the involvement of various computing tools in the reality of organisations of all sizes brings with it the need to evaluate their security, even in the context of the activities of the entity. Virtually all organisations try to eliminate the cyber risks that arise from the use of various ICT tools by using various security tools. The implementation of these techniques entails costs that need to be justified and evaluated from the perspectives of different stakeholder groups. This text will present selected indicators assessing cybersecurity in terms of he resources invested. In addition to these metrics, selected models evaluating security investments with respect to, among other things, the existence of vulnerabilities and threats will also be presented. As this is a complex discipline, the text concludes by recommending a comprehensive approach to addressing security assurance, taking into account the requirements of the organisation, the value of its assets, the level of vulnerability or the requirements of its stakeholders
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Beceiro, Alvaro R., Elena Vico, and Emilio G. Neri. "The Radioactive Waste Management Programme in Spain." In ASME 2003 9th International Conference on Radioactive Waste Management and Environmental Remediation. ASMEDC, 2003. http://dx.doi.org/10.1115/icem2003-4898.
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The paper will start with an overview of the organisational and financing framework established in Spain for the safe and efficient management of radioactive waste and decommissioning of nuclear installations. Since its creation by Royal Decree in 1984, ENRESA, the Spanish Radioactive Waste Management Agency, is in charge of both activities. ENRESA is a state owned company whose shareholders are CIEMAT (Centro de Investigaciones Energe´ticas, Medioambientales y Tecnolo´gicas) and the State Industrial Holding (SEPI), both governmental institutions. In Spain the Directorate General for Energy Policy and Mines of the Ministry of Economy (MINECO) plays the leading role in controlling nuclear activities, since it is the body responsible for awarding licenses and permits for installations and activities within the framework of the existing nuclear legislation. The Nuclear Safety Council (CSN) was set up in 1980 as the only competent body in matters of nuclear safety and radiological protection, and is generally responsible for the regulation and supervision of nuclear installations. Any license granted by MINECO is subjected to the mandatory and binding report of the CSN. The paper will review the steps undertaken for solving the national problems associated with the management of radioactive waste and decommissioning of nuclear installations, including uranium mining and milling facilities, and will address the lessons learnt from the activities developed by ENRESA and the future goals to be met. Regarding the L/ILW (Low and Intermediate Level Radioactive Waste) programme, the main milestones of El Cabril L/ILW disposal facility will be described highlighting the most relevant events as well as the foreseen activities, most of them focus on optimizing the capacity of the already operating installation. The elaboration and signature of a Protocol, at the end of 1999, for collaboration on the radiological Surveillance of Metallic Materials in order to detect the possible presence of radioactive materials is worth to be mentioned because of the involvement and agreement of several public and private organisations as well as the administration. Concerning the SF and HLW (Spent Nuclear Fuel and High Level radioactive Waste) programme, the solutions adopted in order to solve the insufficient capacity of the storage pools at NPPs will be described as well as the evolution of the final disposal programme since its beginning and the foreseen goals to be achieved before the year 2010. The last activities will deal with the experience gained during the decommissioning of Vandello´s I NPP and the future decommissioning projects. The decision taken in 2002 by the Spanish authorities to close down Jose´ Cabrera NPP in April 2006, before its 40 years lifetime, has had an impact on ENRESA’s activities.
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Clausen, J. "SP0109 Involvement of a patient organisation in health technology assessment." In Annual European Congress of Rheumatology, EULAR 2018, Amsterdam, 13–16 June 2018. BMJ Publishing Group Ltd and European League Against Rheumatism, 2018. http://dx.doi.org/10.1136/annrheumdis-2018-eular.7623.
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Yoshimura, K., I. Gaus, K. Kaku, T. Sakaki, A. Deguchi, and S. Vomvoris. "The Role of Large Scale Demonstration Experiments in Supporting the Implementation of a High Level Waste Programme." In ASME 2013 15th International Conference on Environmental Remediation and Radioactive Waste Management. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/icem2013-96048.
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Large scale demonstration experiments in underground research laboratories (both onsite and off-site) are currently undertaken by most high level radioactive waste management organisations. The decision to plan and implement prototype experiments, which might have a life of several decades, has both important strategic and budgetary consequences for the organisation. Careful definition of experimental objectives based on the design and safety requirements is critical. The implementation requires the involvement of many parties and needs flexible but consequent management as, for example, additional goals for the experiments, identified in the course of the implementation, might jeopardise initial primary goals. The outcomes of an international workshop in which European and Japanese implementers (SKB, Posiva, Andra, ONDRAF, NUMO and Nagra) but also certain research organisations (JAEA, RWMC) participated identified which experiments are likely to be needed depending on the progress in implementing a disposal programme. Already earlier in a programme, large scale demonstrations are generally performed aiming at reducing uncertainties identified during the safety case development such as thermo-hydraulic-mechanical process validation in the engineered barrier system and target host rock. Also feasibility testing of underground construction in a potential host rock at relevant depth might be required. Later in a programme, i.e., closer to the license application, large scale experiments aim largely at demonstrating engineering feasibility and performance confirmation of complete repository components. Ultimately, before licensing repository operation, 1:1 scale commissioning testing will be required. Factors contributing to the successful completion of large scale demonstration experiments in terms of planning, defining the objectives, optimising results and main lessons learned over the last 30 years are being discussed. The need for international coordination in defining the objectives of new large scale demonstration experiments is addressed. The paper is expected to provide guidance to implementing organisations (especially those in their early stages of the programme), considering participating in and/or or conducting on their own large scale experiments in the near future.
Звіти організацій з теми "Organisational involvement"
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Fang, Mei Lan, Lupin Battersby, Marianne Cranwell, Heather Cassie, Moya Fox, Philippa Sterlini, Jenna Breckenridge, Alex Gardner, and Thomas Curtin. IKT for Research Stage 8: Dissemination. University of Dundee, December 2022. http://dx.doi.org/10.20933/100001255.
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In 2020, the University of Dundee initiated the development of an Open Research strategy. As part of this initiative, in February 2021 the University’s Library and Learning Centre together with Open Research Champions from the Schools of Health Sciences and Dentistry, formed an Open Research Working group. To build on the University’s open research policy and infrastructure, the purpose of the group was to facilitate ongoing research and development of best practice approaches for our interdisciplinary environment to make outputs, data and other products of our research publicly available, building on University of Dundee’s Open Research policy and infrastructure. Through informal consultations with academic staff and students, the Open Research Working Group found that: → access and reach of research findings can be amplified through effective knowledge mobilisation, and stakeholder and patient and public involvement; and → there was a need for guidance and resources on how-to implement knowledge mobilisation activities with and for stakeholders throughout the entire research process – from proposal development to project completion. In June 2021, the Open Research working group, in partnership with Simon Fraser University’s Knowledge Mobilization Hub began the development of an Integrated Knowledge Translation (IKT) Toolkit, with funding support from the University of Dundee’s Doctoral Academy and Organisational Professional Development. IKT is an approach to knowledge translation that emphasises working in an engaged and collaborative partnership with stakeholders throughout the research cycle in order to have positive impact. The aim was to co-produce evidence-informed, best practice learning materials on how-to: → maintain ongoing relationships between researchers, community stakeholders and decision-makers in research development and implementation; and → facilitate an integrated, participatory way of knowledge production whereby researchers, practitioners and other knowledge users can collaborate to co-generate new and accessible knowledge that can be utilised in contexts ranging from supporting community development to policy guidance for practice. The IKT Toolkit was informed by a focused evidence review and synthesis of published peer-reviewed and grey literature and consists of 8 knowledge briefs and a slide deck co-produced for use in any discipline or sector. Each knowledge brief provides practical guidance and resources to support an IKT process in each of eight key research stages: (i) Partnership Building; (ii) Generating Priorities and Ideas; (iii) Proposal development; (iv) Study Design; (v) Data Collection; (vi) Data Analysis; (vii) Reporting and (viii) Dissemination. The current knowledge brief provides IKT guidance on Research Stage 8: Dissemination.
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Fang, Mei Lan, Lupin Battersby, Marianne Cranwell, Heather Cassie, Moya Fox, Philippa Sterlini, Jenna Breckenridge, Alex Gardner, and Thomas Curtin. IKT for Research Stage 1: Partnership Building. University of Dundee, December 2022. http://dx.doi.org/10.20933/100001248.
Повний текст джерелаАнотація:
In 2020, the University of Dundee initiated the development of an Open Research strategy. As part of this initiative, in February 2021 the University’s Library and Learning Centre together with Open Research Champions from the Schools of Health Sciences and Dentistry, formed an Open Research Working group. To build on the University’s Open Research policy and infrastructure, the purpose of the group was to facilitate ongoing research and development of best practice approaches for our interdisciplinary environment to make outputs, data and other products of our research publicly available. Through informal consultations with academic staff and students, the Open Research Working Group found that: → access and reach of research findings can be amplified through effective knowledge mobilisation, and stakeholder and patient and public involvement; and → there was a need for guidance and resources on how-to implement knowledge mobilisation activities with and for stakeholders throughout the entire research process – from proposal development to project completion. In June 2021, the Open Research working group, in partnership with Simon Fraser University’s Knowledge Mobilization Hub began the development of an Integrated Knowledge Translation (IKT) Toolkit, with funding support from the University of Dundee’s Doctoral Academy and Organisational Professional Development. IKT is an approach to knowledge translation that emphasises working in an engaged and collaborative partnership with stakeholders throughout the research cycle in order to have positive impact. The aim was to co-produce evidence-informed, best practice learning materials on how-to: → maintain ongoing relationships between researchers, community stakeholders and decisionmakers in research development and implementation; and → facilitate an integrated, participatory way of knowledge production whereby researchers, practitioners and other knowledge users can collaborate to co-generate new and accessible knowledge that can be utilised in contexts ranging from supporting community development to policy guidance for practice. The IKT Toolkit was informed by a focused evidence review and synthesis of published peer-reviewed and grey literature and consists of eight knowledge briefs and a slide deck co-produced for use in any discipline or sector. Each knowledge brief provides practical guidance and resources to support an IKT process in each of eight key research stages: (i) Partnership Building; (ii) Generating Priorities and Ideas; (iii) Proposal development; (iv) Study Design; (v) Data Collection; (vi) Data Analysis; (vii) Reporting and (viii) Dissemination. The current knowledge brief provides IKT guidance on Research Stage 1: Partnership Building.
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Fang, Mei Lan, Lupin Battersby, Marianne Cranwell, Heather Cassie, Moya Fox, Philippa Sterlini, Jenna Breckenridge, Alex Gardner, and Thomas Curtin. IKT for Research Stage 3: Proposal Development. University of Dundee, December 2022. http://dx.doi.org/10.20933/100001250.
Повний текст джерелаАнотація:
In 2020, the University of Dundee initiated the development of an Open Research strategy. As part of this initiative, in February 2021 the University’s Library and Learning Centre together with Open Research Champions from the Schools of Health Sciences and Dentistry, formed an Open Research Working group. To build on the University’s open research policy and infrastructure, the purpose of the group was to facilitate ongoing research and development of best practice approaches for our interdisciplinary environment to make outputs, data and other products of our research publicly available, building on University of Dundee’s Open Research policy and infrastructure. Through informal consultations with academic staff and students, the Open Research Working Group found that: → access and reach of research findings can be amplified through effective knowledge mobilisation, and stakeholder and patient and public involvement; and → there was a need for guidance and resources on how-to implement knowledge mobilisation activities with and for stakeholders throughout the entire research process – from proposal development to project completion. In June 2021, the Open Research working group, in partnership with Simon Fraser University’s Knowledge Mobilization Hub began the development of an Integrated Knowledge Translation (IKT) Toolkit, with funding support from the University of Dundee’s Doctoral Academy and Organisational Professional Development. IKT is an approach to knowledge translation that emphasises working in an engaged and collaborative partnership with stakeholders throughout the research cycle in order to have positive impact. The aim was to co-produce evidence-informed, best practice learning materials on how-to: → maintain ongoing relationships between researchers, community stakeholders and decision-makers in research development and implementation; and → facilitate an integrated, participatory way of knowledge production whereby researchers, practitioners and other knowledge users can collaborate to co-generate new and accessible knowledge that can be utilised in contexts ranging from supporting community development to policy guidance for practice. The IKT Toolkit was informed by a focused evidence review and synthesis of published peerreviewed and grey literature and consists of 8 knowledge briefs and a slide deck co-produced for use in any discipline or sector. Each knowledge brief provides practical guidance and resources to support an IKT process in each of eight key research stages: (i) Partnership Building; (ii) Generating Priorities and Ideas; (iii) Proposal development; (iv) Study Design; (v) Data Collection; (vi) Data Analysis; (vii) Reporting and (viii) Dissemination. The current knowledge brief provides IKT guidance on Research Stage 3: Proposal Development.
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Fang, Mei Lan, Lupin Battersby, Marianne Cranwell, Heather Cassie, Moya Fox, Philippa Sterlini, Jenna Breckenridge, Alex Gardner, and Thomas Curtin. IKT for Research Stage 5: Data Collection. University of Dundee, December 2022. http://dx.doi.org/10.20933/100001252.
Повний текст джерелаАнотація:
In 2020, the University of Dundee initiated the development of an Open Research strategy. As part of this initiative, in February 2021 the University’s Library and Learning Centre together with Open Research Champions from the Schools of Health Sciences and Dentistry, formed an Open Research Working group. To build on the University’s open research policy and infrastructure, the purpose of the group was to facilitate ongoing research and development of best practice approaches for our interdisciplinary environment to make outputs, data and other products of our research publicly available, building on University of Dundee’s Open Research policy and infrastructure. Through informal consultations with academic staff and students, the Open Research Working Group found that: → access and reach of research findings can be amplified through effective knowledge mobilisation, and stakeholder and patient and public involvement; and → there was a need for guidance and resources on how-to implement knowledge mobilisation activities with and for stakeholders throughout the entire research process – from proposal development to project completion. In June 2021, the Open Research working group, in partnership with Simon Fraser University’s Knowledge Mobilization Hub began the development of an Integrated Knowledge Translation (IKT) Toolkit, with funding support from the University of Dundee’s Doctoral Academy and Organisational Professional Development. IKT is an approach to knowledge translation that emphasises working in an engaged and collaborative partnership with stakeholders throughout the research cycle in order to have positive impact. The aim was to co-produce evidence-informed, best practice learning materials on how-to: → maintain ongoing relationships between researchers, community stakeholders and decision-makers in research development and implementation; and → facilitate an integrated, participatory way of knowledge production whereby researchers, practitioners and other knowledge users can collaborate to co-generate new and accessible knowledge that can be utilised in contexts ranging from supporting community development to policy guidance for practice. The IKT Toolkit was informed by a focused evidence review and synthesis of published peerreviewed and grey literature and consists of 8 knowledge briefs and a slide deck co-produced for use in any discipline or sector. Each knowledge brief provides practical guidance and resources to support an IKT process in each of eight key research stages: (i) Partnership Building; (ii) Generating Priorities and Ideas; (iii) Proposal development; (iv) Study Design; (v) Data Collection; (vi) Data Analysis; (vii) Reporting and (viii) Dissemination. The current knowledge brief provides IKT guidance on Research Stage 5: Data Collection.
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Fang, Mei Lan, Lupin Battersby, Marianne Cranwell, Heather Cassie, Moya Fox, Philippa Sterlini, Jenna Breckenridge, Alex Gardner, and Thomas Curtin. IKT for Research Stage 2: Generating Priorities and Ideas. University of Dundee, December 2022. http://dx.doi.org/10.20933/100001249.
Повний текст джерелаАнотація:
In 2020, the University of Dundee initiated the development of an Open Research strategy. As part of this initiative, in February 2021 the University’s Library and Learning Centre together with Open Research Champions from the Schools of Health Sciences and Dentistry, formed an Open Research Working group. To build on the University’s Open Research policy and infrastructure, the purpose of the group was to facilitate ongoing research and development of best practice approaches for our interdisciplinary environment to make outputs, data and other products of our research publicly available. Through informal consultations with academic staff and students, the Open Research Working Group found that: → access and reach of research findings can be amplified through effective knowledge mobilisation, and stakeholder and patient and public involvement; and → there was a need for guidance and resources on how-to implement knowledge mobilisation activities with and for stakeholders throughout the entire research process – from proposal development to project completion. In June 2021, the Open Research working group, in partnership with Simon Fraser University’s Knowledge Mobilization Hub began the development of an Integrated Knowledge Translation (IKT) Toolkit, with funding support from the University of Dundee’s Doctoral Academy and Organisational Professional Development. IKT is an approach to knowledge translation that emphasises working in an engaged and collaborative partnership with stakeholders throughout the research cycle in order to have positive impact. The aim was to co-produce evidence-informed, best practice learning materials on how-to: → maintain ongoing relationships between researchers, community stakeholders and decisionmakers in research development and implementation; and → facilitate an integrated, participatory way of knowledge production whereby researchers, practitioners and other knowledge users can collaborate to co-generate new and accessible knowledge that can be utilised in contexts ranging from supporting community development to policy guidance for practice. The IKT Toolkit was informed by a focused evidence review and synthesis of published peer-reviewed and grey literature and consists of eight knowledge briefs and a slide deck co-produced for use in any discipline or sector. Each knowledge brief provides practical guidance and resources to support an IKT process in each of eight key research stages: (i) Partnership Building; (ii) Generating Priorities and Ideas; (iii) Proposal development; (iv) Study Design; (v) Data Collection; (vi) Data Analysis; (vii) Reporting and (viii) Dissemination. The current knowledge brief provides IKT guidance on Research Stage 2: Generating Priorities and Ideas.
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Fang, Mei Lan, Lupin Battersby, Marianne Cranwell, Heather Cassie, Moya Fox, Philippa Sterlini, Jenna Breckenridge, Alex Gardner, and Thomas Curtin. IKT for Research Stage 6: Data Analysis. University of Dundee, December 2022. http://dx.doi.org/10.20933/100001253.
Повний текст джерелаАнотація:
In 2020, the University of Dundee initiated the development of an Open Research strategy. As part of this initiative, in February 2021 the University’s Library and Learning Centre together with Open Research Champions from the Schools of Health Sciences and Dentistry, formed an Open Research Working group. To build on the University’s open research policy and infrastructure, the purpose of the group was to facilitate ongoing research and development of best practice approaches for our interdisciplinary environment to make outputs, data and other products of our research publicly available, building on University of Dundee’s Open Research policy and infrastructure. Through informal consultations with academic staff and students, the Open Research Working Group found that: → access and reach of research findings can be amplified through effective knowledge mobilisation, and stakeholder and patient and public involvement; and → there was a need for guidance and resources on how-to implement knowledge mobilisation activities with and for stakeholders throughout the entire research process – from proposal development to project completion. In June 2021, the Open Research working group, in partnership with Simon Fraser University’s Knowledge Mobilization Hub began the development of an Integrated Knowledge Translation (IKT) Toolkit, with funding support from the University of Dundee’s Doctoral Academy and Organisational Professional Development. IKT is an approach to knowledge translation that emphasises working in an engaged and collaborative partnership with stakeholders throughout the research cycle in order to have positive impact. The aim was to co-produce evidence-informed, best practice learning materials on how-to: → maintain ongoing relationships between researchers, community stakeholders and decision-makers in research development and implementation; and → facilitate an integrated, participatory way of knowledge production whereby researchers, practitioners and other knowledge users can collaborate to co-generate new and accessible knowledge that can be utilised in contexts ranging from supporting community development to policy guidance for practice. The IKT Toolkit was informed by a focused evidence review and synthesis of published peer-reviewed and grey literature and consists of 8 knowledge briefs and a slide deck co-produced for use in any discipline or sector. Each knowledge brief provides practical guidance and resources to support an IKT process in each of eight key research stages: (i) Partnership Building; (ii) Generating Priorities and Ideas; (iii) Proposal development; (iv) Study Design; (v) Data Collection; (vi) Data Analysis; (vii) Reporting and (viii) Dissemination. The current knowledge brief provides IKT guidance on Research Stage 6: Data Analysis.
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Fang, Mei Lan, Lupin Battersby, Marianne Cranwell, Heather Cassie, Moya Fox, Philippa Sterlini, Jenna Breckenridge, Alex Gardner, and Thomas Curtin. IKT for Research Stage 7: Reporting. University of Dundee, December 2022. http://dx.doi.org/10.20933/100001254.
Повний текст джерелаАнотація:
In 2020, the University of Dundee initiated the development of an Open Research strategy. As part of this initiative, in February 2021 the University’s Library and Learning Centre together with Open Research Champions from the Schools of Health Sciences and Dentistry, formed an Open Research Working group. To build on the University’s open research policy and infrastructure, the purpose of the group was to facilitate ongoing research and development of best practice approaches for our interdisciplinary environment to make outputs, data and other products of our research publicly available, building on University of Dundee’s Open Research policy and infrastructure. Through informal consultations with academic staff and students, the Open Research Working Group found that: → access and reach of research findings can be amplified through effective knowledge mobilisation, and stakeholder and patient and public involvement; and → there was a need for guidance and resources on how-to implement knowledge mobilisation activities with and for stakeholders throughout the entire research process – from proposal development to project completion. In June 2021, the Open Research working group, in partnership with Simon Fraser University’s Knowledge Mobilization Hub began the development of an Integrated Knowledge Translation (IKT) Toolkit, with funding support from the University of Dundee’s Doctoral Academy and Organisational Professional Development. IKT is an approach to knowledge translation that emphasises working in an engaged and collaborative partnership with stakeholders throughout the research cycle in order to have positive impact. The aim was to co-produce evidence-informed, best practice learning materials on how-to: → maintain ongoing relationships between researchers, community stakeholders and decision-makers in research development and implementation; and → facilitate an integrated, participatory way of knowledge production whereby researchers, practitioners and other knowledge users can collaborate to co-generate new and accessible knowledge that can be utilised in contexts ranging from supporting community development to policy guidance for practice. The IKT Toolkit was informed by a focused evidence review and synthesis of published peer-reviewed and grey literature and consists of 8 knowledge briefs and a slide deck co-produced for use in any discipline or sector. Each knowledge brief provides practical guidance and resources to support an IKT process in each of eight key research stages: (i) Partnership Building; (ii) Generating Priorities and Ideas; (iii) Proposal development; (iv) Study Design; (v) Data Collection; (vi) Data Analysis; (vii) Reporting and (viii) Dissemination. The current knowledge brief provides IKT guidance on Research Stage 7: Reporting.
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Fang, Mei Lan, Lupin Battersby, Marianne Cranwell, Heather Cassie, Moya Fox, Philippa Sterlini, Jenna Breckenridge, Alex Gardner, and Thomas Curtin. IKT for Research Stage 4: Study Design. University of Dundee, December 2022. http://dx.doi.org/10.20933/100001251.
Повний текст джерелаАнотація:
In 2020, the University of Dundee initiated the development of an Open Research strategy. As part of this initiative, in February 2021 the University’s Library and Learning Centre together with Open Research Champions from the Schools of Health Sciences and Dentistry, formed an Open Research Working group. To build on the University’s open research policy and infrastructure, the purpose of the group was to facilitate ongoing research and development of best practice approaches for our interdisciplinary environment to make outputs, data and other products of our research publicly available, building on University of Dundee’s Open Research policy and infrastructure. Through informal consultations with academic staff and students, the Open Research Working Group found that: → access and reach of research findings can be amplified through effective knowledge mobilisation, and stakeholder and patient and public involvement; and → there was a need for guidance and resources on how-to implement knowledge mobilisation activities with and for stakeholders throughout the entire research process – from proposal development to project completion. In June 2021, the Open Research working group, in partnership with Simon Fraser University’s Knowledge Mobilization Hub began the development of an Integrated Knowledge Translation (IKT) Toolkit, with funding support from the University of Dundee’s Doctoral Academy and Organisational Professional Development. IKT is an approach to knowledge translation that emphasises working in an engaged and collaborative partnership with stakeholders throughout the research cycle in order to have positive impact. The aim was to co-produce evidence-informed, best practice learning materials on how-to: → maintain ongoing relationships between researchers, community stakeholders and decision-makers in research development and implementation; and → facilitate an integrated, participatory way of knowledge production whereby researchers, practitioners and other knowledge users can collaborate to co-generate new and accessible knowledge that can be utilised in contexts ranging from supporting community development to policy guidance for practice. The IKT Toolkit was informed by a focused evidence review and synthesis of published peerreviewed and grey literature and consists of 8 knowledge briefs and a slide deck co-produced for use in any discipline or sector. Each knowledge brief provides practical guidance and resources to support an IKT process in each of eight key research stages: (i) Partnership Building; (ii) Generating Priorities and Ideas; (iii) Proposal development; (iv) Study Design; (v) Data Collection; (vi) Data Analysis; (vii) Reporting and (viii) Dissemination. The current knowledge brief provides IKT guidance on Research Stage 4: Study Design.
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Herrera, Cristian. What are the impacts of consumer involvement in developing healthcare policy, research and patient information material? SUPPORT, 2017. http://dx.doi.org/10.30846/170106.
Повний текст джерелаАнотація:
The importance of consumer involvement in healthcare is widely recognised. Through consultations to elicit views or through collaborative processes, consumers may be involved in developing healthcare policy and research, clinical practice guidelines and patient information material. Consultations can be single or repeated events, and their scale can be large or small. They can involve debate amongst individuals or groups of consumers; and groups can be convened especially for the consultation process or be established by consumer organisations themselves. Consultations can also be organised in different forums and different types of media can be used.
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Máñez Costa, Maria, Amy M. P. Oen, Tina-Simone Schmid Neset, Loius Celliers, Mirko Suhari, Jo-Ting Huang-Lachmann, Rafael Pimentel, et al. Co-production of Climate Services : A diversity of approaches and good practice from the ERA4CS projects (2017–2021). Linköping Univeristy Electronic Press, February 2022. http://dx.doi.org/10.3384/9789179291990.
Повний текст джерелаАнотація:
This guide presents a joint effort of projects funded under the European Research Area for Climate Services (ERA4CS) (http://www.jpi-climate.eu/ERA4CS), a co- funded action initiated by JPI Climate with co-funding by the European Union (Grant 690462), 15 national public Research Funding Organisations (RFOs), and 30 Research Performing Organisations (RPOs) from 18 European countries. This guide sets out to increase the understanding of different pathways, methods, and approaches to improve knowledge co-production of climate services with users as a value-added activity of the ERA4CS Programme. Reflecting on the experiences of 16 of the 26 projects funded under ERA4CS, this guide aims to define and recommend good practices for transdisciplinary knowledge co-production of climate services to researchers, users, funding agencies, and private sector service providers. Drawing on responses from ERA4CS project teams to a questionnaire and interviews, this guide maps the diversity of methods for stakeholder identification, involvement, and engagement. It also conducts an analysis of methods, tools, and mechanisms for engagement as well as evaluation of co-production processes. This guide presents and discusses good practice examples based on the review of the ERA4CS projects, identifying enablers and barriers for key elements in climate service co-production processes. These were: namely (i) Forms of Engagement; (ii) Entry Points for Engagement; and, (iii) Intensity of Involvement. It further outlines key ingredients to enhance the quality of co-producing climate services with users and stakeholders. Based on the analysis of the lessons learned from ERA4CS projects, as well as a review of key concepts in the recent literature on climate service co-production, we provide a set of recommendations for researchers, users, funders and private sector providers of climate services.