Дисертації: "Organisational involvement"

1

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

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

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2

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

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

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3

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.

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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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4

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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5

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.

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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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6

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.

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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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7

Yang, Rui. "Guanxi and corporate community involvement." Thesis, University of Bath, 2012. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.669018.

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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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8

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.

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Thesis (MCom)--Stellenbosch University, 2015
ENGLISH 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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9

Shah, Naimatullah. "Determinants of employee readiness for organisational change." Thesis, Brunel University, 2009. http://bura.brunel.ac.uk/handle/2438/4460.

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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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10

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.

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11

Halonen, R. (Raija). "Challenges in an inter-organisational information system implementation:participatory view." Doctoral thesis, University of Oulu, 2007. http://urn.fi/urn:isbn:9789514284694.

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Abstract A trivial information system consists of three components: a user, a container for the information and a tool to manage the information. The focus of this research is more complicated with several users and organisations, with several databases in those organisations and with an inter-organisational information system. In inter-organisational information systems information flows across boundaries and the boundaries as well as information itself must be carefully taken into account. This research takes seriously the users who represent different professions and who were more or less involved in the information system implementations. In a distributed project, also the container is under special attention. That is discussed in the dissertation, as well. The approach in the research is mainly interpretative and subjective. The empirical material comes from several cases but three of them acted as a background for the main case that was conducted in an academic environment. The case appeared to be versatile due to its many stakeholders and it offered several topics to be explored. The goal of the research was introduced in a meeting to the attendees: "The aim of the thesis is to describe how a joint information system of different universities was finally implemented or why it wasn't." This introduction predicted challenges that were to be overcome during the subsequent years. In addition to the versatile case, also the information system implementation offered fruitful viewpoints for the research. Inter-organisational information system projects are described in literature to some extent. This case contributes the research with the many organisations and users that were involved in the development project. Furthermore, the information system was planned to be built on ready-made specifications and it increased the challenges to succeed. This led to the lesson that a new model to be used in information system developments is needed because existing models do not support this kind of development process. The research supports the concept that action research and design science complement each other especially in development projects when the output is an information system that has been implemented in collaboration with several users and stakeholders. The results of this thesis emphasise the need to manage potential competition between participating organisations, lack of interaction between parties and security and user authentication. Proper project management is needed with active and confidential terms between all project members. In addition, flexible working routines are found workable.

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12

Barker, Jacqueline Lois. "Evidencing the value of patient and public involvement in inter-organisational health networks." Thesis, University of the West of England, Bristol, 2018. http://eprints.uwe.ac.uk/33441/.

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Patient and public involvement (PPI) and inter-organisational networks (IONs) such as the Academic Health Science Network (AHSN) are parallel policy responses to “wicked problems” (Rittel and Weber, 1973, p. 155) in health. The two policy responses have spawned separate literatures with little overlap. This thesis synthesises the PPI and ION literatures to create a conceptual framework for understanding the context which an ION provides for PPI. By conceiving of PPI as one form of network-based collaboration, the framework provides a way to understand the structure, functioning, and extent of PPI in an ION. Value can then be evidenced at multiple levels. The thesis uses the conceptual framework to build theoretical propositions that are explored using a single case study design following Yin’s (2014) methodology. The findings show that public contributors to the AHSN played a range of roles. When health professionals deployed leadership practices in meetings, they transferred power to the public contributors, giving them the opportunity to speak. If the public contributors could play a role relevant to the opportunity, then the transfer of power led to the public making a contribution to the meeting. Where the contribution fitted with the style of the meeting, this reinforced trust relationships between professionals and the public. Even the most extensively involved public contributors were outsiders to the organisation, compared to professionals. As outsiders, the public made valuable contributions to the AHSN, in particular challenging it to better implement its stated aims and objectives. The conclusion argues that effective PPI requires dialogue between professionals and public contributors. Dialogue could be encouraged if network professionals directed their skills at the public as well as at network members. For example, public contributors could be invited to co-create the structure of PPI programmes. Professionals could give public contributors feedback part of the way through the programme. Finally, promoting the range of roles each public contributor can play would allow the public to create value by encouraging organisations to deliver according to their aims and objectives.

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13

Cortobius, Fredriksson Moa. "Involvement without Influence? : Theoretical and Organisational Premises for Women´s Empowerment in Development Programmes." Thesis, Södertörns högskola, Institutionen för livsvetenskaper, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-14486.

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The objective of the thesis is to discuss how the theoretical and organisational premises of the gender approaches of development programmes affect their possibilities to empower women and to enhance gender equality. This will be done through a study of the gender approaches of six development programmes for democratic and economic governance in the water and sanitation sector located in Angola, Ecuador, Honduras, Mexico, Paraguay and Philippines respectively. The programmes strive towards the achievement of the UN Millennium Development Goals and are financed by the Spanish Millennium Development Goals Achievement Fund. The programmes‟ gender approaches are defined as: the way the programmes interpret the concepts of women‟s empowerment and gender equality; the way they incorporate the concepts into their programme design and organisational structure, and; the activities and strategies implemented to enhance women‟s empowerment and gender equality in the programme areas. The analysis of the gender approaches of the programmes will be centred on the five theoretical assumptions which together state that a) a gender approach based on a collective postulation, with; b) adequate mechanisms for women‟s influence and; c) a purposeful involvement of men, backed-up by; d) adequate resource and responsibility allocation, and; e) a gender integrated design enabling evaluation and monitoring, is more probable to empower women. The main findings of the thesis are that: 1) all of the six gender approaches of the programmes are fundamentally individualistic and driven by efficiency rationales; 2) women‟s possible influence is generally limited and partial because of inadequate scope of participatory spaces; 3) men are not considered in any of the gender approaches; 4) the responsibility allocation for gender issues is the most important organisational feature for the implementation of the approaches, but it is weak in the majority of the programmes; 5) the integration of gender in the programme design and the funding mechanisms appear to not affect the implementation directly. Based on the results of the thesis it is concluded that both the theoretical and organisational premises of the gender approaches create small possibilities for the programmes to empower women and to enhance gender equality. The results also point to what appears to be fundamental structural weaknesses in the present gender interpretation, integration and implementation of international development agencies.

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14

Ho, Chin-Chih. "A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses." Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16421/1/Chin-Chih_Ho_Thesis.pdf.

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Aim: The aim of this study is to investigate the relationship between work values, job involvement and organisational commitment among Taiwanese nurses in Taiwan. The objectives of this study are to: (1) describe the work values of Taiwanese nurses; (2) describe the job involvement of Taiwanese nurses; (3) describe the organisational commitment of Taiwanese nurses; (4) identify variables that affect work values, job involvement, and organisational commitment among Taiwanese nurses; and (5) identify the mediating effects of job involvement on work values and organisational commitment among Taiwanese nurses. Design: The study utilises a cross-sectional survey design. The sample consisted of RNs (N=1,047) recruited from a convenience sample in nine regional and teaching hospitals in Taiwan. Methods: Data was collected using a survey instrument consisting of 86 questions, including sociodemographic data, work values, job involvement, and organisational commitment. The data was analysed using descriptive bivariate analysis, Pearson Product Moment Correlation (PPMC), General Linear Model (GLM) analysis with random effect, and structural equation modelling (SEM). Findings: Four sociodemographic variables, age, SES (i.e., education status, personal income, and position) were shown to be partially statistically significant to work values, job involvement and organisational commitment. Subsequent GLM analysis were shown work values were positively related to job involvement and organisational commitment, and job involvement is positively related to organisational commitment. Results of the proposed model using SEM revealed that job involvement could play an important role with mediation, and that establishing a higher level of job involvement may be more important than focusing only on organisational commitment. Conclusions: This study has implications for organisations attempting to enhance organisational commitment through increased job involvement. It is anticipated that by improving these various factors the outcome will be reduced turnover and absenteeism and more effective organisations. A more effective organisational environment will be more conducive to good nursing practice.

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15

Ho, Chin-Chih. "A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16421/.

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Aim: The aim of this study is to investigate the relationship between work values, job involvement and organisational commitment among Taiwanese nurses in Taiwan. The objectives of this study are to: (1) describe the work values of Taiwanese nurses; (2) describe the job involvement of Taiwanese nurses; (3) describe the organisational commitment of Taiwanese nurses; (4) identify variables that affect work values, job involvement, and organisational commitment among Taiwanese nurses; and (5) identify the mediating effects of job involvement on work values and organisational commitment among Taiwanese nurses. Design: The study utilises a cross-sectional survey design. The sample consisted of RNs (N=1,047) recruited from a convenience sample in nine regional and teaching hospitals in Taiwan. Methods: Data was collected using a survey instrument consisting of 86 questions, including sociodemographic data, work values, job involvement, and organisational commitment. The data was analysed using descriptive bivariate analysis, Pearson Product Moment Correlation (PPMC), General Linear Model (GLM) analysis with random effect, and structural equation modelling (SEM). Findings: Four sociodemographic variables, age, SES (i.e., education status, personal income, and position) were shown to be partially statistically significant to work values, job involvement and organisational commitment. Subsequent GLM analysis were shown work values were positively related to job involvement and organisational commitment, and job involvement is positively related to organisational commitment. Results of the proposed model using SEM revealed that job involvement could play an important role with mediation, and that establishing a higher level of job involvement may be more important than focusing only on organisational commitment. Conclusions: This study has implications for organisations attempting to enhance organisational commitment through increased job involvement. It is anticipated that by improving these various factors the outcome will be reduced turnover and absenteeism and more effective organisations. A more effective organisational environment will be more conducive to good nursing practice.

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16

Mukondiwa, Steady. "Situational variables and related work attitudes and outcomes in a manufacturing concern in the Gauteng Province / Steady Mukondiwa." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9182.

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The study was done to investigate the state of situational variables and how these variables affect work attitudes and subsequently intentions to quit in a manufacturing company in Gauteng Province. The study was carried out under normal business operating conditions without reinforcing any of the research variables within the period of the study. A stratified random sampling approach was used to carry out the study using a structured questionnaire developed from predictors used by other researchers. The questionnaire, based on a five-point Likert scale with situational variables such as learning and development, recognition, respect, appreciation, benefits and perks, salary, promotion, organisational support, perceived opportunity for rewards, fair leadership, organisational culture, working conditions, communication, trust and relationships and job security and work related attitudes such as organisational commitment, organisational citizenship, job satisfaction, job involvement, employee engagement and intentions to quit the organisation, was designed to capture the state of affairs within the organisation based on the employees’ percep tions of their experiences of these variables. Data was analysed using statistical analysis tools namely correlation and regression analysis. 200 questionnaires were issued and 111 were returned of which 103 were useable. The research data showed a moderate state of unhappiness with eight of the ten situational variables scoring below the midpoint signalling a need for the organisation to reinforce these variables. Work related attitudes were moderate and almost all scoring around the midpoint but intention to quit yielded a lower score. Correlations analysis showed statistically significant and strong positive relationships between situational work variables. Correlations also showed statistically significant medium to strong positive relationships between situational variables with work related attitudes. There was a statistically significant medium to strong negative relationship between intentions to quit and work related attitudes showing that as work attitudes improve intentions to quit decrease. The regression analyses showed that key situational work-related variables did predict work related attitudes and outcomes with perceived organisational support proving to be the most important predictor for all work related attitudes and outcomes; fair leadership were only a significant predictor for organisational citizenship behaviour and work engagement, while job security were only a significant predictor of job satisfaction, work engagement and intentions to quit. Organisational climate was also a significant predictor of organisational commitment, organisational citizenship and work engagement. Recommendations are provided for the organisation and for future research.
Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

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Eriksson, Gusten, and Karin Persson. "Organisational ambidexterity in manufacturing SMEs : An empirical study of managers’ and workers’ perceptions of ambidextrous elements." Thesis, Tekniska Högskolan, Högskolan i Jönköping, JTH, Produktionsutveckling, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-45316.

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Organisational ambidexterity is considered a key to company survival and performance. Despite this, organisational ambidexterity is still a poorly understood phenomenon, especially in an SME context. The purpose of this study was therefore to investigate how the compliance with ambidextrous elements is perceived at different levels in manufacturing SMEs, to increase the understanding of organisational ambidexterity in this context. The empirical data was collected through a combination of questionnaire and interview. The case companies in this report perceive that they comply stronger with contextual elements than with structural elements. The strong compliance with contextual elements is motivated by the lack of hierarchies, flexibility in the company, different management structure and low number of employees. This allows employees to perform the contextual elements such as initiative-taking, cooperating, brokering and multitasking. The structural elements including e.g. vision, values, strategies, senior team responsibility and alignment are perceived differently at different hierarchal levels, indicating that there are subcultures within the hierarchal levels within a company. The biggest difference can be found between the middle managers and the top managers,. Workers perceive that they are not included in explorationb within the company, and that the exploration occur more sporadically than those for exploitation. The definitions of exploration and exploitation vary between the companies which results in a lack of consensus. This makes it difficult for the companies to perform the changes necessary in order to develop and achieve long-term sustainable growth i.e. economical sustainability. The managerial implication of this report concerns four actions: (1) create a common definition for exploration, (2) develop goals for exploration, (3) communicate for buy-in and (4) involve all employees.

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Wong, Chi Tsing. "Bridging the gap between structure and action : a sociological study of political activists' organisational involvement in Hong Kong." Thesis, University of Essex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363547.

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19

Tshabalala, Mantombi Eldah. "Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah Tshabalala." Thesis, North-West University, 2004. http://hdl.handle.net/10394/562.

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Анотація:

Fierce competition and re-allocation of firms on a global scale, including processes of substantial downsizing have come to the forefront of attention. The concern is that the global scale of actions cannot be controlled on a local level and may therefore pose a threat to a wide variety of workers. Many of the changes taking place in the economies and labour markets of the industrialised countries may have increased structural job insecurity. Cutbacks and dismissals give rise to feelings of job insecurity. More often employees experience a sense that their jobs are a fragile, threatened privilege, which can be taken away at any time. Employee perception of management efforts to maintain employment security is based on past downsizing thus raising the potential that continued downsizing will increase insecurity and therefore, will decrease both employee desire to participate in decision-making as well as employee satisfaction and commitment to the organisation. Previous research found a consistent negative relationship between perceived job insecurity and both employee satisfaction and commitment. The empirical objective of this study was to determine the relationship between job insecurity, organisational commitment and job satisfaction. A survey design was used to test research hypotheses and to determine the relationship between job insecurity, organisational commitment and job satisfaction. Data from the total population of engineers in a parastatal (N = 60) were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire (short version) (MSQ) were administered. The statistical analysis was carried out with the help of the SAS programme. The statistical methods utilised consisted of descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and Pearson-product moment correlations. Results indicated that engineers do not experience high levels of job insecurity. Furthermore, engineers don't experience low levels of organisational commitment and job satisfaction. Research findings indicated that the Job lnsecurity Survey Questionnaire (JISQ), Organisational Commitment Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are valid and reliable measuring instruments. The findings suggested that a relationship exist between job insecurity, organisational commitment and total job satisfaction. Recommendations for future research were made.
Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

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Karabadogomba, Jean Pierre. "Analysing the nature of relationships between organisations and their stakeholders a stakeholder and organisational enablers relationships (SOER) framework : a thesis submitted to Auckland University of Technology in partial fulfilment of the requirements of the degree of Master of Business (MBus), 2008." Click here to access this resource online, 2008. http://hdl.handle.net/10292/389.

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Little is known about how employees in New Zealand companies view their organisation’s involvement in community-based initiatives that attempt to address areas of social needs. Understanding what people and organisations think from their frame of reference (Taylor & Bodgan, 1998) on ways of contributing to enhance community wellbeing is of high importance within a nation growing in diversity, and where everyone needs to fully participate in building a harmonious society (Ministry of Social Development, 2005; Swanson, 2002). Despite abundant extant research and many models already developed, frameworks in this area are fragmented. A case study approach has been adopted using one New Zealand Company to test a preliminary framework, Stakeholders and Organisational Enablers Relationship (SOER) Model, that analyses “the nature of relationships in terms of processes and outcomes for the business and its stakeholders” (Jones & Wicks, 1999, p. 207). From investigating the company’s community involvement from the employees’ perspective, results indicate that this particular company is engaging with the community, supporting and empowering employees to participate in the company’s community programme and thereby making a difference in the community by giving to the community. However, in general terms, solving recurring social, economic, political and psychological issues that influence social wellbeing requires cooperation between public, private, and voluntary sectors of the community (New Zealand Ministry of Economic Development, New Zealand Ministry of Social Development, New Zealand Dept of Labour, & New Zealand Dept of Statistics, 2003; Roberts & King, 1989; Steane, 1999). While the results from the case company reported in this study demonstrate that community engagement is being taken seriously by exemplary private sector companies, generalisation of these findings would require further cross-sectional research across industries and organisations from all sectors: private, public and voluntary.

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Al, Solaiman Sultan. "An empirical study of the factors impacting on the involvement of clients in Saudi Arabian construction projects." Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/72580/1/Sultan_Al%20Solaiman_Thesis.pdf.

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This thesis is an empirical study of the factors impacting on the client involvement in Saudi Arabian construction government projects. The study investigated the impact of some factors that limited the client involvement and developed a framework called "client involvement interactive" to improve the client involvement practices in Saudi Arabian construction projects through the implementation of an implementable strategy elaborated.

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Findlay, Helen. "Sanctuary versus business culture : perspectives of service users and professional staff towards service user involvement at a UK hospice." Thesis, Brunel University, 2018. http://bura.brunel.ac.uk/handle/2438/17563.

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AIM - To explore the perspectives of service users and professional staff towards service user involvement within the context of a changing cultural environment at a UK hospice. METHOD - Case study and thematic analysis including interviews with 16 staff including the CEO and 6 service users at a UK hospice. FINDINGS - Three overarching themes were identified: involvement and disempowerment in decision-making; belonging and alienation in a period of organisational change; struggle to maintain wellbeing and identity in a changing culture. A key finding is that service users receiving care from the hospice wanted their voices to be heard, valued and respected for their personal care and issues affecting the hospice. Service users did not consider it a burden to be asked for their views. They felt disempowered by a consultation process about organisational changes that appeared not to take their views on board. There is a need to consider whether a reliance on surveys for involving service users is sufficient or can become tokenistic. External social-political-economic pressures plus increasing privatisation of public services could influence the way that hospices operate in future. This could involve moving from a sanctuary to a business culture and potentially towards managerialism by adopting a regulatory rather than rights-based approach with an emphasis on increasing reach, measuring numbers and hitting targets. Service users being viewed as consumers with a focus on reablement/rehabilitation activities and less on psychosocial support could also serve to push hospices to start behaving more like hospitals. CONCLUSION - More qualitative research is needed to ensure the voices of service users living with a life-limiting illness are heard. The contributions they make towards co-production of services and research should also be heard and influence practice and policy. Service users should also be more involved in education and training of staff.

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Arif, Kaoutar. "Inciter et impliquer les salariés dans un contexte de recherche de responsabilité sociale des entreprises : process et enjeux." Electronic Thesis or Diss., Montpellier 3, 2023. http://www.theses.fr/2023MON30002.

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Анотація:

Les recherches en sciences de gestion présentent une série de travaux sur le thème de la responsabilité sociale des entreprises (RSE) et du comportement organisationnel. La Responsabilité Sociétal des Entreprises, est un concept qui a émergé d'abord dans le monde des affaires en questionnant la transformation organisationnelle et le rôle de la gestion des ressources humaines (GRH). Nous avons opté dans cette thèse pour une approche sociale de la RSE en posant la question de recherche suivante : La perception de la RSE par les salariés conditionne t'elle leurs comportements d'implication organisationnelle ? Pour répondre à ce questionnement, nous avons mobilisé diverses théories dont particulièrement la théorie de la confiance organisationnelle. Et sur le plan méthodologique, nous avons réalisé vingt-huit entretiens pour la l'investigation qualitative et un questionnaire à visée quantitative diffusé via LimeSurvey auprès de 120 entreprises. La construction de ces données de terrain, permettent d'enrichir la compréhension de l'impact des perceptions de la RSE sur le comportement et les attitudes des salariés en termes d'implication organisationnelle. La RSE dans cette thèse, apparaît comme le résultat d'un construit social au sein d'organisation en quête de sens. Le poids des perceptions salariales est au cœur des enjeux qui déterminent les changements et l'implication des salariés dans les organisations modernes. La RSE est au cœur de la GRH. Elle constitue pour nous un process accélérateur des mécanismes d'incitations et d'implication des salariés
Management science research presents a body of work on the topic of corporate social responsibility (CSR) and organisational behaviour. Corporate Social Responsibility is a concept that first emerged in the business world by questioning organisational transformation and the role of human resource management (HRM). In this thesis, we have opted for a social approach to CSR by asking the following research question: Does the perception of CSR by employees condition their organisational involvement behaviours? To answer this question, we mobilised various theories, in particular the theory of organisational trust. From a methodological point of view, we conducted twenty-eight interviews for the quali- tative investigation and a quantitative questionnaire distributed via LimeSurvey to 120 companies. The construction of these field data, allow us to enrich the understanding of the impact of CSR perceptions on the behaviour and attitudes of employees in terms of organisational involve- ment. In this thesis, CSR appears to be the result of a social construct within organisations in search of meaning. The weight of wage perceptions is at the heart of the issues that determine change and employee involvement in modern organisations. CSR is at the heart of HRM. For us, it is a process that accelerates the mechanisms of incentives and employee involvement

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Connelly, David. "General medical staff attitudes towards decision making in client care and their own involvement in organisational planning : development of an instrument based on the theory of planned behaviour and a comparison of different professional groups." Thesis, University of Surrey, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325818.

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25

Andersson, Simon, and Andreas Forsberg. "Användarinvolvering för ökad medvetenhet : En studie om policyutvecklingsprocessen." Thesis, Luleå tekniska universitet, Institutionen för system- och rymdteknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-74419.

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Анотація:

Many organisations experience the new general data protection regulation (GDPR) as difficult to understand and are unsure as to how they should formulate and communicate a policy that is complied by the organisation's employees. ePrivacy is a separate regulation that works as a compliment to GDPR and makes the regulation even more complex. The purpose of this study is to identify recommendations to formulate policies that increases likelihood that the policy is complied by the organisation's employees. The study was conducted as a case study with a participating company. In this study a policy has been developed within the context of the GDPR and ePrivacythat was then used in interviews with employees of the participating company. This was done in order to research the policy development process and handling of policies in that company. With this research, the knowledge of factors within policy development that affect the employees likelihood to comply with and be aware of the organisation's policies will increase. The recommendations that are formulated as a result of the study may be usedby developers to increase the likelihood that the organisation's policies are complied with and that the employees are more aware of the policies. The recommendations of the study is that developers should take advantage of user involvement in the policy development process. This gives the employees their chance to affect their own work and their processes themselves which will increase their self efficacy and awareness of policies.
Många organisationer upplever att nya dataskyddsförordningen (GDPR) ärsvar att förstå och hur de ska formulera och kommunicera en policy som efterlevs och följs av organisationens anställda. ePrivacy är en separat förordning som är tänkt att komplettera dataskyddsförordningen och gör förordningen än mer komplex. Syftet med studien är att identiera rekommendationer för att formulera policys som höjer sannolikheten att de efterlevs och följs av organisationens anställda. Undersökningen har utförts som en fallstudie på det medverkande företaget. I denna studie har det inom kontexten dataskyddsförordningen och ePrivacy formulerats en policy som sedan användes vid intervjuer med anställda på det medverkande företaget. Detta för att undersöka Policyutvecklingsprocessen och hantering av policys på företaget.Med den här undersökningen ökar kunskapen om vilka faktorer inom policyutveckling som påverkar anställdas sannolikhet att följa organisationens policys och ökar policy-medvetenhet inom organisationen. De rekommendationer som formuleras som ett resultat av undersökningen kan nyttjas av utvecklare för att öka sannolikheten att organisationens policys efterlevs och följs av anställda samt ökar medvetenheten om organisationens policys. Studiens rekommendationer är att utvecklare bör nyttja användarinvolvering i dess policyutvecklingsprocess. Detta ger anställda chansen att påverka sin vardagoch dess arbetsprocesser själva vilket bidrar till höjd upplevd självförmågaoch medvetenhet om policys.

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Uwanyirigira, Evode, and Oybek Nasirov. "Managing Beneficiary Involvement in Non-Governmental Organisations : Implementing with, for, and by the Beneficiairies." Thesis, Umeå universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-131025.

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Lack of appropriate level of beneficiary involvement during the project lifecycle may lead to mismatch between the project output and needs of beneficiaries. Therefore, involving beneficiaries in the project helps to assure that the Non-Governmental Organisations (NGOs) provide the right solution to needs of beneficiaries as well as sustaining project results. Although beneficiary involvement is useful, the challenge is to determine how and when to involve beneficiaries in the project. The purpose of this study is to improve the process of managing beneficiary involvement in NGOs. To achieve this, a review of the existing literature was done to have an initial understanding of beneficiary involvement. During our literature review, we identified six progressive levels of involvement which include: information sharing, listening and learning, joint assessment, shared decision-making, collaboration and empowerment. Based on this literature review, we suggested a framework for managing beneficiary involvement. In addition, we conducted a multiple case study and collected data from five different cases through interviews. Our respondents were professionals with several years of experience in developing and implementing development projects which are aimed at improving the livelihood of vulnerable communities. Through the analysis of the empirical findings, we got new insights on how the process of beneficiary involvement is managed. We identified four additional levels of beneficiary involvement within the project cycle. These include incentive system, peer facilitators, group forming, and cost sharing. The study also reveals the factors that affect beneficiary involvement, such as cultural context and, donors’ influence and requirements. We also highlighted that the appropriate level of beneficiary involvement should be chosen depending on the project context. Regardless of these factors, the research findings show that beneficiary involvement creates a sense of ownership, enhances project outcome and is useful in sustaining a project’s results in the long term. Therefore, NGOs should endeavour to involve beneficiaries as much as possible to ensure that the projects being implemented are addressing community needs.

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Skogh, Ellen, and Linnea Stenberg. "Becoming a High Involvement Innovation Organisation : How to enhance internal innovation at an IT infrastructure company by involving employees." Thesis, KTH, Maskinkonstruktion (Inst.), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-276692.

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Анотація:

Increasing employee involvement in innovation activities opens up for opportunities to apply previously unused resources within established employee network connections. Despite identified possible outcomes from increasing participation, no previous research investigating how an IT infrastructure company can increase employee involvement in innovation activities exist. Therefore, this thesis investigates how a market-leading, Nordic IT infrastructure company can increase their employee participation in innovation activities through becoming a High Involvement Innovation Organisation, and the purpose of the thesis is to develop a recommendation of actions to take to increase employee involvement. To fulfil the purpose of the thesis, a single case study consisting of semi-structured interviews and two quantitative surveys was conducted. The project was initiated by an extensive literature search of the six identified main fields within High Involvement Innovation; Management support, Communication, Resource allocation, Competence development, Incentives and Measurements & KPI’s. The results from the study show a lack of sufficient communication and management support to be the main challenges for companies to conquer, as is confirmed in the literature. The conclusion is that the investigated firm has good preconditions to increase their employee involvement in innovation, and the provided recommendation consists of five actions for the firm to take; Communicate the urgency of innovation, implement a feedback system, stimulate the competitive culture through a recognition system, establish measurable innovation KPI’s and develop educational plans targeting innovation.
Ökat engagemang hos medarbetare i innovationsaktiviteter öppnar upp för möjligheter att tillämpa tidigare oanvända resurser inom etablerade nätverk för medarbetare. Trots att ökat deltagande medför identifierade möjligheter finns det ingen tidigare forskning som undersöker hur ett företag inom IT-infrastruktur kan öka medarbetarnas engagemang i innovationsaktiviteter. Därför undersöker denna avhandling hur ett marknadsledande, nordiskt IT-infrastrukturföretag kan öka sina medarbetares deltagande i innovationsaktiviteter genom att bli en High Involvement Innovation Organisation, och syftet med avhandlingen är att utveckla en rekommendation innehållande åtgärder att vidta för att öka medarbetarnas engagemang. För att uppfylla syftet med avhandlingen genomfördes en fallstudie hos ett företag bestående av semistrukturerade intervjuer och två kvantitativa enkäter. Projektet inleddes av en omfattande litteratursökning av de sex identifierade huvudområdena inom High Involvement Innovation; Ledningsstöd, Kommunikation, Resursallokering, Kompetensutveckling, Incitament samt Mätningar och KPI:er. Resultatet från studien visar att avsaknaden av tillräcklig kommunikations och ledningsstöd är de viktigaste utmaningarna för företag att övervinna, vilket bekräftas i litteraturen. Slutsatsen är att det undersökta företaget har goda förutsättningar för att öka sina anställdas engagemang i innovation, och den tillhandahållna rekommendationen består av fem åtgärder för företaget att vidta; Kommunicera hur brådskande innovation är, Implementera ett feedback-system, Stimulera tävlingsinstinkten genom ett system för uppskattning, Etablera mätbara innovativa KPI: er samt Utveckla utbildningsplaner som är inriktade på innovation.

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Lakemond, Nicolette. "Managing across organisations : intra- and interorganisational aspects of supplier involvement in product development /." Linköping : Ekonomiska institutionen, Univ. [distributör], 2001. http://www.bibl.liu.se/liupubl/disp/disp2001/man52s.htm.

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Durose, E. Joan. "Public involvement in public sector organisations : why do we find it so difficult?" Thesis, Keele University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.288497.

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30

Morrison, Heather Grace. "The nature and perceived impact of public involvement in health care systems." Thesis, University of Oxford, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.297870.

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31

Zaltash, Shahparak. "Pulmonary surfactant proteins B and C : molecular organisation and involvement in respiratory disease /." Stockholm, 2000. http://diss.kib.ki.se/2000/91-628-4571-3/.

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32

Lawrence, Hugh David Vincent. "Government Involvement in New Zealand Sport - Sport Policy: a Cautionary Tale." The University of Waikato, 2008. http://hdl.handle.net/10289/2351.

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Анотація:

Government involvement in New Zealand sport spans over 70 years from provisions of the Physical Welfare Act in 1937 to current provisions of the Sport and Recreation Act 2002. Thousands of volunteers in non-profit organisations continue to underpin New Zealand's sport system. It is axiomatic that sport defines part of what it means to be a New Zealander. Governments frequently use the rhetoric of community cohesion, national pride, life skills and public health benefits to justify its involvement. This thesis examines the impact of government intervention on the sport sector, its funding paradigms and the extent of sector engagement in a policy for sport. Through an examination of available government and sport sector records, and the author's own experience as a participant in events, the thesis recounts a sequence of five milestones for the New Zealand sport system and views them through a public management system lens. The passing of the Physical Welfare and Recreation Act in 1937, the establishment of a Ministry and Council for Recreation and Sport in 1973, the ministerial Sports Development Inquiry in 1984, the Prime Minister's Review of High Performance Sport in 1995 and the Sport, Fitness and Leisure Ministerial Taskforce. Government funding of sport now stands at around $100 million annually from small beginnings of $3,295 in 1945/1946, despite the absence of a comprehensive national policy for sport. By examining the chronology through a wider state sector lens, the thesis opens a window to the practical effect of public policy processes on matters of importance to the New Zealand sport sector and its voluntary sector foundations. This thesis also provides a rationale for revitalising the engagement between government and the New Zealand sport sector to meet the expectations of a modern state sector to meaningfully engage citizens and the non-government sector in the formation of policy and planning its implementation.

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Byrt, Richard. "Consumer involvement in MIND : a study of participation in a voluntary organisation for mental health." Thesis, Loughborough University, 1993. https://dspace.lboro.ac.uk/2134/33130.

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The thesis is a study of consumer participation, focussing on a case study of MIND. Data were collected from interviewing, participant observation and examination of records. The following are the main conclusions. In order to understand consumer participation, and effectively to increase it, it is necessary to be aware of: the different types of such involvement; the extent to which it includes opposition or collaboration with people in authority; the various types of participant; and the levels and degrees of participation. Levels vary from involvement in decisions about the individual's own care to Central Government policy-making; whilst degrees of participation range from information to the total running of an organisation. Also important is the extent to which consumer participation is openly declared, conscious, and formal or informal. This was found to vary considerably within MIND. MIND has its origins in a beneficent organisation, but from the nineteen seventies, increasing efforts were made to facilitate consumer participation. Almost all respondents were in favour of this, but there was considerable uncertainty about the most effective means to facilitate such involvement, and doubts about whether proposed policies for its implementation would be successful. Respondents often mentioned psychological gains and the value of individuals' skills and abilities as benefits of consumer participation. However, difficulty in taking on responsibility was frequently said to result in problems. The attitudes and aptitudes of members with experience as consumers or mental health professionals, and the personal influence of National/Regional MIND staff, were seen as crucial in facilitating or hindering consumer participation, as were organisational factors such as the structure of meetings, the complexity of functions, and the relationship between different levels of MIND, which resembled Rhodes' description of central–subcentral government relations. The influence of National/Regional MIND on Local Associations was limited because the latter were autonomous charities. The thesis also covers methodological and ethical problems, and the implications of the finding for implementing policies to increase consumer participation in voluntary organisations.

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Hutchinson, Tanya Jane, and tanya hutchinson@gmail com. "An Exploration of Strategy Processes and Stakeholder Involvement in Implementation in Queensland Regional Economic Development Organisations." Central Queensland University. Management, 2006. http://library-resources.cqu.edu.au./thesis/adt-QCQU/public/adt-QCQU20070209.143523.

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Strategy offers regional stakeholders an opportunity to collaboratively influence the future direction of their regions economy. However, limited research has been undertaken with respect to strategy processes that are being used by regional economic development organisations. While there are suggestions for the ideal content of regional economic development strategies, the processes by which these organisations develop and implement strategy have not been investigated. This thesis documents an exploratory research project that utilises a case study methodology to identify and consider the processes applied in three different regional economic development organisations. In order to appreciate the context of regional strategy development, theory on regions, collaboration and strategy is integrated to develop a detailed theoretical framework of twenty seven elements that are thought to contribute to implementation. The presence or absence of these elements in each of the three cases is explored deductively through a review of internal documents and semi-structured interviews with a mix of regional stakeholders. Elements are investigated within cases to understand how strategy is being applied within each particular context. Analysis across cases is documented, identifying both similarities and differences in the presence and absence of elements. The research found that relationships were important to the continuing future of the organisations. Long term planning was absent in all cases and this absence was attributed to contextual factors such as a dynamic external environment, and a dependence on government funding leading to short term planning cycles. There was also a lack of clarity regarding organisational goals. The processes utilised in all cases most closely matched Mintzberg and Waters (1998) umbrella strategy, however, all organisations lacked a strategic approach. A tentative model was developed to depict elements thought to be the most significant to collaborative regional strategy implementation. These elements are: leadership on strategic planning; good member to member relationships; realism; long term goals; performance measures tied to long term goals; ongoing review and updating of the strategic plan; relevance of the strategic plan; and consistency of activities with the strategic plan. The need for further research to investigate these potential relationships was indicated.

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Hallawell, Robert. "The involvement of people with learning disabilities in the organisation and delivery of specialist health services." Thesis, University of Nottingham, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.436817.

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36

Tellhed, Erik. "DEN UNDVIKANDE LOGIKEN EN KVALITATIV FALLSTUDIE OM HUR EN ORGANISATION SAMORDNAR MODERNITETSNORMER." Thesis, Malmö högskola, Fakulteten för hälsa och samhälle (HS), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-26617.

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Den här uppsatsen har sin utgångspunkt i en arbetsgrupp, inom äldrevården, vilken har en förhållandevis jämn fördelning mellan antalet män och kvinnor. Hypotesen är att en organisation, med en sådan arbetsgrupp, i större utsträckning inhyser konflikter mellan arbetsplatsens jämställdhet och vårdtagarnas valfrihet att tacka ja eller nej till hjälp beroende på om den tilltänkta utföraren är man eller kvinna. Platsen har alltså valts strategiskt för att utröna om hypotesen kan bekräftas. Uppsatsen behandlar hur organisationen, formellt och informellt, samordnar dessa normer och utgår ifrån att det finns en inneboende intressekonflikt i relationen dem emellan. Det empiriska materialet har hämtats in med hjälp av samtalsintervjuer. Syftet med uppsatsen har varit att tydliggöra ansvarsfördelningen för hur de olika normerna avvägs mot varandra men också att utröna vilka efterverkningar avvägningarna får i det praktiska arbetet och rekryteringen. Som titeln implicerar använde sig organisationen av en undvikande logik i avvägningen. Istället för att synliggöra konflikten tonade man ner den genom att bara ta till sig jämställdhetskonceptet på ett terminologiskt plan och på så sätt löskoppla det från de interna aktiviteterna. Genom detta pragmatiska förhållningssätt kunde arbetet fortlöpa som tidigare utan att den inbyggda intressekonflikten gjorde avkall på effektiviteten.
This essay has its outset in a work team within the elderly care. The work team is relatively equally composed regarding the number of men and women. The hypothesis is that an organization, with a work team of that composition, will even more so contain conflicts between the work place' equality and the caretakers freedom of choice to accept or decline help depending on if the prospective personnel is male or female. The scene of the study has thereby been chosen strategically in order to prove the hypothesis. The essay is addressing how the organization, formally and informally, coordinates these norms and assumes that there is an immanent conflict of interest in the relation between them. The empirical data has been obtained through research interviews. The intention of the essay has been to clarify the division of responsibilities regarding how the norms should be balanced in relation to one another but also to determine which impacts the balancing will provide in the hands-on work and the recruitment of new staff. As the title implicate; did the organization use an avoidant approach in the balancing process. Rather than making the conflict visible, it was de-emphasized by absorbing the concept of equality only on a semantic level, thereby loose coupling the concept from the internal activities. Through such pragmatic disposition the activities could proceed as before without a conflict of interests intervening on the efficiency of the organization.

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Nyambegera, S. M. "The relationship between cultural value orientations, human resource management preferences, person-organisation fit and job involvement in Kenya." Thesis, University of Sheffield, 2000. http://etheses.whiterose.ac.uk/10294/.

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The main purpose of the research was to establish existing cultural value orientations and the extent of their influence on HRM preferences in the Kenyan context. The study undertook analyses of value orientations at the individual level to enable a better understanding of the role of cultural values in predicting HRM preferences. Essentially, the study determined how much variance in individual preference for HR system design can be attributed to the influence of value orientations and examined which values influence which work-related preferences in Kenya. Further, the study explored the extent to which fit between HRM preferences and actual policy practice impact levels of job involvement in a developing country context. The study also focused on the fit of individual values with organisational culture, as represented by the value orientations of others in the organisation. A survey was administered to 500 employees in eight Kenyan organisations. The analyses are based on 274 responses. The questionnaire assessed: a) cultural values using the Cultural Perspectives Questionnaire (CPQ4) based on the conceptualisation of value orientations by Kluckhohn and Strodtbeck (1961); b) HRM policy practice preferences and organisation actual policy practice based on items proposed by Schuler and Jackson (1987); and c) job involvement based on the scale developed by Kanungo (1982). I found evidence that on average, the sample held the following cultural value orientations: activity thinking and doing values characterising Kenyans as rational and goal oriented; relationship values emphasised both collateral and individual values and also to some extent hierarchical values. For HRM preferences Kenyans prefer high involvement/participation, high predictable rewards, performance E RM practices, and high empowerment. Three of these preferences were linked to cultural values. By identifying which HRM preferences are value-free or value-linked, researchers can gain insights into both the efficiency of a local HRM process and the transferability of the process. Ethnicity was also seen to play a role in cultural values as the sample reported significant differences between values such as subjugation and human nature good-evil. V The pervasive value-linked nature of the HRM process was also evident. This study shows one way in which employee preferences for HRM policies and practices could be predicted from cultural value orientations. Further, the study has shown that focusing on individual cultural value orientations can enable more subtle understanding of national cultural values and variance within national cultures. There is a link between job involvement and cultural values and fit. HRM preferencepolicy fit in this sample has a partial impact on job involvement. Also, the interaction between individual values and the values of others in an organisation (person-culture fit) may impact levels of job involvement.

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Visser, Mathilde. "A reappraisal of the involvement of an internal consultant in processes of culture change in a public transport organisation." Thesis, University of Hertfordshire, 2012. http://hdl.handle.net/2299/8967.

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In the dominant management discourse, managers and consultants are credited with the ability to move their organisation in a planned, controlled way towards an idealised future. The assumptions underpinning this discourse include the following: organisations are thought of as systems that can be designed and steered in an intended direction; culture is seen as a control system to align employees’ conduct in support of the organisation’s strategy; consultants are viewed as experts in designing and implementing effective and efficient interventions, being on top of the process. These assumptions are grounded in the natural sciences of certainty, in which rational, formative and linear causality are presumed. I argue in this thesis, through a reflexive enquiry of my own practice, that these assumptions do not sufficiently resonate with my experience as an internal consultant on leadership and culture change. I am offering a critique of the dominant way of understanding organisations, culture and control, with the implication of coming to reappraise the involvement of a consultant in processes of culture change. In understanding organisations to be self-organising patterns of human interaction, culture is a social phenomenon, as it continually emerges as social control in the day-to-day local interactions of people making sense of experience. Using webs of significance, present in one’s personal history and in society, people interpret and give order to their life as they negotiate and evaluate their engagements together. In their engagement, participants will negotiate how to functionalise general values in particular situations that involve differences and can cause anxiety or even conflict. In this process of negotiation and evaluation, they are forming and being formed by each other. In this interaction no one is in control, determining in a predictable way what will happen. The participants have an influence that impacts on potential next steps in their interaction. An internal consultant’s involvement is in facilitating these processes of local interaction, enabling participants to have the conversations they tend not to have themselves, perhaps due to the anxiety of the interaction being unpredictable and predictable at the same time while no one is in control of the process or the outcome. A consultant is, as fellow participant, involved in the interaction while forming and being formed by it. He is at the same time detached: by inviting participants to work with and reflect on their experience of engaging, he enables reflexive awareness of what they are involved in together. The internal consultant, through temporary leadership, facilitates the conversation by focusing on the present, and working with differences, allowing the potential for novelty and change to occur. This temporary leadership is not a designated role or the authority of being the expert, but emerges in social interaction, through recognition and acceptance of participants acknowledging the consultant as leader in having a stronger influence than others. I propose that this alternative perspective does not offer a set of techniques, a causal framework to improve organisations in an intended and controlled way, as supposed in the dominant discourse. Rather, the perspective of complex responsive processes of relating enables a better understanding of human interaction processes; of culture emerging as social control and consulting as a social process, within the paradoxes of predictability and unpredictability, of being and not being in control, and of stability and change at the same time. It requires an internal consultant to assume a form of temporary leadership by enabling participants, through reflexive understanding of their experience, to be responsible in a critically aware manner of the ways in which they influence the next steps of engaging.

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39

Mboweni, Kwena France. "The causes of ineffective participation of parents in school governance." Thesis, University of Limpopo, 2010. http://hdl.handle.net/10386/784.

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40

Collen, Vanessa. "The role and nature of evangelical development organisations' involvement in the field of international development and its significance for development cooperation." Master's thesis, Instituto Superior de Economia e Gestão, 2011. http://hdl.handle.net/10400.5/3378.

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Masters in Development and International Cooperation
This dissertation explores the role evangelical development organisations play in the field of international development and the nature of this involvement. Specifically, the nature and scope of evangelical development organisations' involvement in the field of international development along with changes that have taken place, the approaches towards development held by evangelical development actors, the role of 'faith' in the organisations' actions and strategies, the skills and qualifications of the development agents, the organisations' partnerships, and funding and donors' attitudes were investigated. A qualitative research approach was employed and an open questionnaire was designed and sent by mail to fifteen of the initially contacted organisations. Subsequently, content analysis of the filled-out questionnaires and textual analysis of annual reports and other relevant information was carried out. The main ideas developed in this dissertation are that: (1) the main advantage that evangelical development organisations have over their secular peers lies in their partnership approach, and, through demonstrating the benefits that partnering with local churches and community-based organisations can bring, they have the potential to bring new perspectives to the development discourse, and that (2) by adopting a multi-dimensional 'holistic' approach different from mainstream conceptions of development, called transformational development, evangelical development actors may nurture the development discourse in the search for new and more adequate approaches to development which focus not merely on economic growth but on multiple aspects of development.

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Mac, Donald Ian. "The ideological transformation of Hezbollah since its involvement in the Syrian Civil War : local perspectives and foreign observations." Master's thesis, Université Laval, 2020. http://hdl.handle.net/20.500.11794/38093.

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Le Hezbollah a été, et est toujours, une organisation sectaire impliquée dans un système politique où il est contraint de s’y imposer pour avoir un poids politique fort vis-à-vis d’autres acteurs sectaires en place. Lorsque le conflit avec Israël, un ennemi clairement reconnaissable selon des critères nationaux, linguistiques, ethniques et religieux, s’est intensifié contre la nation libanaise, le Hezbollah s’est auto-prétendu être le protecteur de la nation libanaise. La guerre civile syrienne est un conflit principalement entre Arabes et embourbé par le sectarisme, a une fois de plus donné au Hezbollah un ennemi clairement défini. Cependant, contrairement à Israël, les ennemis du Hezbollah sont désormais des Arabes sunnites, qui constituent également une importante minorité au Liban. Le conflit syrien a amené le Hezbollah à modifier radicalement sa politique étrangère et sa stratégie militaire pour faire face aux menaces émergentes dans son voisinage. Comment le Hezbollah a-t-il changé idéologiquement à la suite de la guerre civile syrienne ? La théorie de la sécurisation prédit que les élites utiliseront un petit problème de sécurité et le feront apparaître comme une menace importante pour la sécurité d’une société afin de concentrer les ressources et de gagner la confiance de la population. L’auteur suppose que le Hezbollah a permis de sécuriser le pays face à la menace posée par l’État islamique, comme il l’a fait avec Israël, transformant ainsi son idéologie pour être encore plus nationaliste qu’avant la guerre civile syrienne. Afin de tester cette théorie, un travail de terrain a été effectué au Liban afin de déterminer si le Hezbollah insistait sur son rôle dans la protection de la nation libanaise contre la menace de l’État islamique. Les conclusions de l’étude qualitative suggèrent que, alors que le secrétaire général du Hezbollah, Hassan Nasrallah, défendait le rôle du Hezbollah dans la protection de la communauté imaginée libanaise contre la menace de l’État islamique, l’implication du Hezbollah en Syrie impliquait qu’il adhère plus à une idéologie nationaliste sectaire, comparée à ce qu’il l’avait fait contre Israël avant. De plus, le discours physique du Hezbollah continue de susciter le symbolisme islamiste universaliste.
Since its creation, Hezbollah has been a sectarian organization in a political system where it has been compelled to compete for power against other sectarian actors. However, at times when conflict with Israel escalated, an enemy that was clearly distinguishable via national, linguistic, ethnic, and religious criteria, Hezbollah often claimed to be the protector of the Lebanese nation. The Syrian Civil War, a conflict mainly between Arabs that is mired by sectarianism, has once again given Hezbollah a clearly defined enemy. However, unlike Israel, Hezbollah’s enemies are now Sunni Arabs, which is also a large minority within Lebanon. The Syrian conflict caused Hezbollah to dramatically alter its foreign policy and military strategy to confront such emerging threats within its neighbourhood. How has Hezbollah ideologically changed as a result of the Syrian Civil War? Securitization theory predicts that elites will use a small security issue and make it appear as a large security threat to a society in order to concentrate resources and gain the trust of the population. From being a sectarian actor in Lebanese politics, the author hypothesises that Hezbollah securitized the threat posed by the Islamic State to the Lebanese nation, as it has done with Israel, thus transforming its ideology to be even more nationalist than prior to the Syrian Civil War. In order to test this theory, fieldwork was conducted in Lebanon to observe if Hezbollah emphasized its role in protecting the Lebanese nation against the threat of the Islamic State. Findings from the qualitative study suggest that while Hezbollah’s Secretary General Hassan Nasrallah advocates Hezbollah’s role in protecting the Lebanese imagined community from the threat of the Islamic State, Hezbollah’s involvement in Syria has meant that it engages in a more sectarianized nationalist ideology than it previously did with Israel. Furthermore, Hezbollah’s physical discourse continues to elicit universalist Islamic symbolism.

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Crawley, J. E. "An investigation into the contribution that women are making to communities through their involvement in small Voluntary and Community Sector Organisations (VCSOs) operating in the South West Region." Thesis, Bath Spa University, 2016. http://researchspace.bathspa.ac.uk/9452/.

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This research investigated the contribution that women are making to communities through their involvement in small Voluntary and community sector organisations (VCSOs) operating in the South West Region of England. The research explored the roles the women play and what type of involvement they have in the development and delivery of services through small VCSOs. It also considered what motivates the women to become involved and to stay involved in these small groups and how visible and valued that involvement is. The research utilised a feminist approach with mixed methods to provide a space for the voices of the women involved to be heard and over 200 women from small ‘Below the Radar’ (BTR) VCSOs took part including over 180 by completing scoping questionnaires, thirty-two in two focus groups and twelve who took part in semi-structured interviews. The study found the context and circumstances in which small VCSOs operate contained factors, which have either encouraged or discouraged the involvement of women in their communities, including issues related to women’s current position in society. The commitment, passion and desire to carry out work, which would benefit the whole community, were among the key reasons the women undertook the work, rather than financial reward or status. The work of the women involved in the research was also found to contribute to stocks of social capital in those communities. The research analysed the degree to which recent governments have sought to utilise the VCS to assist with the delivery of their own agendas. The research suggests that women’s involvement within the smaller BTR VCSOs could be conceptualised in a framework called the ‘Women Alchemists’ and that the use of the term ‘Women Led Organisations’ could more fully build on the contribution of women and to nurture it in a way which enables it to grow and be sustained without altering its nature.

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Tekin, Nial. "Les expériences d'aliénation au travail spécifiques au capitalisme néolibéral : le cas d'une usine en Turquie." Thesis, Université Paris-Saclay (ComUE), 2019. http://www.theses.fr/2019SACLE043.

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Nous défendons l'idée qu'à l'époque actuelle où l'on n'a jamais autant parlé des relations humaines, où l'entreprise demande une implication de l'être humain dans son entièreté, où les mots d'ordre sont l'autonomie, le savoir-être, et la responsabilisation des individus (tant au travail que dans le rapport salarial), les sources de l'aliénation se trouvent alors renouvelées. Dans ce cadre, notre recherche s'appuie sur des données issues d'entretiens semi-directifs et d'observations in situ dans une entreprise européenne installée en Turquie, dans le secteur de l'industrie automobile. Par le biais d'une analyse du mode de production en flux tendu, de l'organisation du travail en teamwork, des politiques managériales au sein de l'usine ainsi que de la nature du rapport salarial au sein du pays, nous interprétons la modernisation et la transformation du travail, ainsi que ses effets sur les dimensions subjectives et sociales du travail ouvrier
We defend the idea that in the current era in which human relations have never been talked about so much, in which the company demands the involvement of the entire human being, in which the watchwords are autonomy, know-how and individual responsibility (both at work and in the salary relationship), the sources of alienation are then renewed.In this context, our research is based on data from semi-directive interviews and in situ observations in a European company based in Turkey, in the automotive industry. Through an analysis of the just-in-time production mode, the organization of work in teamwork, managerial policies within the factory as well as the nature of the wage relationship within the country, we interpret the modernization and transformation of work, as well as its effects on the subjective and special dimensions worker's work

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Black, Xavier. "The champions of corporate community involvement an exploratory two-stage study of why and how individuals impact corporate community involvement in their organisations : a thesis submitted to Auckland University of Technology in partial fulfilment of the requirements for the degree of Master of Business (MBus), 2009 /." Click here to access this resource online, 2009. http://hdl.handle.net/10292/771.

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This study explores the role of managers and manager-owners in decisions to engage the community and select particular social causes. This exploratory study aims to investigate why and how individuals impact on corporate community involvement (CCI) in their organisations. This is of significance in New Zealand as corporate philanthropic funding to the non-profit sector accounts for only three percent, which is low by international comparisons (Tennant, O’Brien & Sanders, 2008). The role of managers and their influence on CCI has been vociferously debated, with some arguing that personal impact should be limited and CCI decisions should be made solely according to profit maximisation. This perspective has used a rational and cognitive model of decision making paired with the Expectancy or reward/reinforcement theory in motivation to argue that management rationally considers the firm and then selects the best strategic option. This study turns to contemporary psychology to propose that managers may use ‘hot’ mental processing, including making CCI decisions based on values, emotions, ideologies and their own sense of identity. This study utilises a two-stage mixed method approach. The first stage investigated six respondents utilising a phenomenology approach to give a detailed description of each manager’s frame of reference and how this frame of reference impacted CCI outcomes. The second stage of this study progressed from a description to offering a theoretical explanation of the phenomenon, investigating the variables influencing how managers expressed their personal frame of reference in behaviour and the consequential impact on CCI decision making. This study found that managers and manager-owners held a strong sense of values, well defined ideologies, emotions, preferences and opinions regarding social issues which constructed the frame of reference surrounding their organisations community involvement. However, the existence of the personal frame of reference did not consistently impact the visible behaviour of individuals or their organisation’s corporate community involvement. Cold or rational thinking was shown to mitigate the impact of hot processing or alternatively post-justify decisions based on hot mental processing to validate the initial decision or alter how it was communicated within the organisation. Whether the personal frame of reference impacted CCI decision-making was influenced by the depth of the frame of reference, the internal mental dialogue regarding the acceptability of effectiveness of hot or cold decision making and task, organisational, and personal variables. This study offers a critique of extant research based on rational cognitive models and offers an alternative explanation for why and how managers champion CCI in their organisations. Further, through providing a deeper understanding of the roles of managers this thesis provides recommendations for non-profit organisations strategising to target the corporate sector for funding and provides some insights into how to mitigate or encourages the use of hot mental processing within CCI decision making.

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Sanguinetti, Véronique. "Adoption de l'Open Source par les organisations : articuler business model ouvert et implication dans les communautés." Thesis, Lyon, 2019. http://www.theses.fr/2019LYSE3067.

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L’Open Source est apparu dans l’industrie du logiciel au début des années 1980 sous le terme de logiciel libre (Von Hippel, 2001). Il est maintenant utilisé dans toutes les infrastructures digitales et certaines industries en dehors du logiciel ont commencé à s’y intéresser. L’Open Source est une forme avancée d’Open Innovation (Chesbrough, 2003, 2006, 2017) qui fédère autour de projets Open Source des organisations et des communautés externes (Von Hippel & Von Krogh, 2003), générant ainsi des formes nouvelles d’organisations et de business models. L’adoption organisationnelle de l’Open Source se décline en deux axes, un axe d’utilisation de méthodes, outils et composants Open Source et un axe d’implication dans ces communautés Open Source. Les organisations font face à des dilemmes d’ouverture pour l’adoption de l’Open Source et sous-estiment les rôles de leur implication dans les communautés et du degré d’ouverture de leur offre dans la performance de leurs business models. Nous nous concentrons sur les organisations utilisatrices et offreuses de solutions Open Source. L’objectif de la recherche est d’étudier pourquoi et pour quelles conséquences les organisations adoptent l’Open Source comme mode d’innovation. Nous montrons qu’envisager ces dilemmes d’ouverture sous la forme de paradoxes permet de trouver des voies vertueuses de développement et de performance (Lauritzen & Karafyllia, 2019; Smith & Lewis, 2011). Nous utilisons pour étudier ces business models le cadre d’analyse RCOV – Ressources, Compétences, Organisation, proposition de Valeur - (Demil & Lecocq, 2010; Warnier, Lecocq, & Demil, 2012).Notre design de recherche intègre deux approches. (1) Une première approche qualitative est basée sur 25 entretiens d'experts issus du monde académiques et du monde de l’entreprise. Elle nous permet d’explorer et d’améliorer les panoramas conceptuels des déterminants et facilitateurs principaux pour l’adoption de pratiques Open Source par les organisations informatiques et industrielles. (2) Une seconde approche quantitative est basée sur un échantillon de 307 managers et responsables d'entreprises. L’étude est menée avec et pour le CNLL, le Syntec-Numérique et Systematic-Paris-Region en 2017. L’étude nous permet d’identifier les déterminants et conséquences de l'utilisation de l'Open Source à partir de modèles d’équations structurelles. Nous montrons notamment qu’en fonction du type de business model, les facettes d’implication dans les communautés n’ont pas le même impact sur la performance perçue par les organisations. Dans tous les cas, l’implication de type formalisé qui est la plus choisie par les organisations est moins performante que d’autres formes d’implication
Open Source appeared in the software industry in the early 1980s under the name “free software” (Von Hippel, 2001). It is now widely used by all digital infrastructures and companies outside the software industry have recently started showing an interest in this subject. Open Source is an extreme form of Open Innovation (Chesbrough, 2003, 2006, 2017) that creates relations between organizations and external communities around Open Source projects (Von Hippel & Von Krogh, 2003) and leads to new forms of organizations and business models. Organizational Open Source adoption can be assessed with two axes, one for Using Open Source methods, tools and components, and one for community involvement. Organizations face opening dilemmas and under-estimate the importance of community involvement and of open value proposition in their business model performance. We focus on organizations that use and/or offer Open Source solutions. The main goal of our research is to study why and with which consequences organizations adopt Open Source as an innovation path. We show that conceiving opening dilemmas in terms of paradoxes facilitates finding virtuous ways for development and performance (Lauritzen & Karafyllia, 2019; Smith & Lewis, 2011). We use the RCOV framework (Demil & Lecocq, 2010; Warnier, Lecocq, & Demil, 2012) to analyze these business models. Our research design integrates two approaches. (1) A first qualitative approach is based on 25 interviews with experts from the academic and business worlds. It allows us to explore and improve the conceptual panoramas of the main determinants and facilitators for the adoption of Open Source practices by software and industrial organizations. (2) A second quantitative approach is based on a sample of 307 managers and business leaders. The study is conducted with and for the CNLL, Syntec-Numérique and Systematic-Paris-Region in 2017. The study uses structural equation modeling and allows us to identify the determinants and consequences of the use of Open Source. In particular, we show that, depending on the type of business model, the facets of community involvement do not have the same impact on the perceived performance of organizations. In all cases, the formalized type of involvement that is most chosen by organizations is less effective than other forms of involvement

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46

Safy, Fatema. "La relation entre souffrance et implication au travail dans le cadre de la théorie de la conservation des ressources : le cas d'une organisation médico-sociale." Thesis, Montpellier 3, 2011. http://www.theses.fr/2011MON30108/document.

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L'évolution de l'environnement du travail, de l'organisation du travail, et des modes de gestion des hommes, introduit de nouvelles pathologies de travail à côté des pathologies traditionnelles dites physiques : il s'agit de pathologies mentales. Ces dernières sont liées à des contraintes organisationnelles ou de marché comparativement aux pathologies traditionnelles rattachées aux conditions physiques et matérielles de la tâche. Dans ce contexte d'émergence de nouvelles formes de mal-être au travail, le concept de souffrance au travail, concept « fantôme » en sciences de gestion, apparaît pertinent car il interroge le fonctionnement organisationnel et le rôle de la gestion des ressources humaines. Cette recherche possède un double objectif : contribuer à une meilleure compréhension de la souffrance au travail par la production d'une définition claire de ce concept, et théoriser le lien entre souffrance et implication au travail en définissant de quelle manière ces construits s'influencent mutuellement. Notre recherche est animée par la question suivante : quelles relations existe-t-il entre souffrance et implication au travail ? Pour y répondre, nous nous appuyons sur la théorie de la conservation des ressources. Les résultats de la recherche montrent que la souffrance au travail naît d'une perte de ressources organisationnelles engendrant une érosion des ressources subjectives permettant à l'individu de se définir, et crée une forme d'implication au travail précise : le sur-engagement. Celui-ci trouve ses origines dans la souffrance au travail elle-même et est orienté par des expériences de travail négatives forçant des sentiments négatifs envers l'organisation
The evolution of the work environment, work organization, and practices of human ressource management, introduces new pathologies work alongside the traditional pathologies so-called physical pathologies : there are mental pathologies. These are related to organizational or market constraints compared to traditional pathologies related to physical and material task's conditions. In this context of new forms of ill-being at work, the concept of suffering at work, "ghost" concept in management science, appears relevant because it queries the organizational functioning and the role of human resource management. This research has two objectives: contribute to a better understanding of suffering at work in producing a clear definition of this concept, and theorize the link between suffering at work and work commitment in defining how these constructs influence each other. Our research is motivated by the question : what relationship is there between suffering at work and work commitment ? To answer, we rely on conservation of resources theory. The results of this research show that suffering at work arises from a loss of organizational ressources causing an erosion of subjective resources that allow the individual to define himself, and creates a specific form of work commitment : the over-involvement. It is rooted in the suffering at work itself and it is guided by negative experiences of work forcing of negative feelings toward the organization

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47

Hermann, Dirk Johannes. "Regstellende aksie, aliënasie en die nie-aangewese groep / Dirk Johannes Hermann." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1580.

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48

Koudouh, Mboumba Cathy. "La presse d'entreprise et la représentation des relations humaines : étude de cas : le Groupe Elf Aquitaine." Thesis, Paris 2, 2012. http://www.theses.fr/2012PA020042.

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Анотація:

L’instauration des relations humaines dans l’entreprise a suscité de nouvelles méthodes de gestion, et dans lesquelles la communication a été le mobile fondamental. Ainsi, le facteur humain a pu être reconsidéré dans l’organisation du travail, et la participation des salariés dans la marche de l’entreprise, a été éveillée. Nous avons choisi d’analyser la représentation des relations humaines, à travers le journal interne, au sein du Groupe Elf, afin de révéler l’ensemble des pratiques et techniques, mis en oeuvre pour permettre aux salariés de s’épanouir dans l’entreprise. Mis à part son rôle d’information, avec pour but de sensibiliser les salariés aux objectifs et aux enjeux de l’entreprise, le journal interne est également un espace d’expression, dans lequel les dirigeants et les salariés, se reconnaissent dans une démarche collective. Il reproduit les relations humaines qui y naissent, à travers l’organisation et les enjeux professionnels de l’entreprise. A travers les représentations de l’entreprise qu’il véhicule en son sein, de par son contenu, il semble accompagner cette dernière dans son rôle sociétal. De la sorte, il reste un lien d’échanges qui maintient une relation triangulaire entre l’entreprise, ses salariés et son environnement externe
The institution of human relations in the company has created new management methods, and in which the mobile communication was fundamental. In this way, the human factor could be reconsidered in the labor’s organization and employees’ participation in the operation of the company was awake. We chose to analyze the representation of human relationships, through the internal newspaper within the group Elf, to reveal all the practical and technical implementations to allow employees to be happy within the company. Apart from its role of information, with the aim to sensitize employees to the objectives and challenges of the company, the internal newspaper is also a space for expression in which managers and employees identify themselves with an approach collective. It reproduces the human relationships that are born, through the organization and the professional challenges of the business. Because of its content, the newspaper group Elf seems to accompany the company in its role in society through human figures, it carries within it. Such like, there remains an exchange link which supports a triangular relation between the firm, its employees and its external environment

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49

Boiteau, Karine. "La sociologie de la traduction comme révélateur des freins et des facilitateurs de la conduite du changement à l'hôpital public : le cas du projet de fidélisation du personnel infirmier de psychiatrie." Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM2004/document.

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Notre recherche répond à une volonté d’explorer une méthode d’humanisation de l’implantation des principes du NPM pour rendre le changement à l’hôpital socialement plus acceptable. Compatible avec un management polyphonique propice aux changements lorsque des individus aux valeurs et aux intérêts divergents doivent coopérer autour d’une problématique, la sociologie de la traduction s’est donc imposée comme grille d’analyse d’un processus de changement que nous observons et que nous conduisons à travers deux projets visant la fidélisation du personnel. Dans une posture transformative, notre recherche-intervention repose sur deux études de cas similaires dans des hôpitaux publics. Le rapport ethnographique au terrain a été favorisé par une CIFRE et nous a permis un recueil de données riches et variées. Nous avons ainsi contribué à l’identification des déterminants de l’intention de départ des infirmiers de psychiatrie en France grâce à la mise en place de groupes de travail multidisciplinaires. Puis dans une seconde période de mise en œuvre des projets co-construits avec les acteurs de terrain, nous avons identifié les freins et les facilitateurs du changement
We initialised this piece of research in order to explore methods that could humanise the implementation of NPM principles and make changes in hospital environments socially more acceptable. Compatible with a polyphonic management, favourable to change when people with different values and opposing interests have to co-operate around one same issue, Actor Network sociology became an obvious assessment matrix for a change process that we have been observing and conducting via two projects that aim to retain staff. .Lead in a transformative approach, our research and intervention is based on two similar case-studies undertaken in public hospitals that have to face chronic shortages in nursing staff in psychiatric wards. Our ethnographic connection with the field was possible thanks to a CIFRE. It enabled us to obtain all kinds of rich and diversified data. We thereby brought our contribution to identifying what determines the initial intentions of psychiatric nursing staff in France, thanks to the organisation of multi-disciplinary workshops. During the second part of the implementation of our projects, thought-out in total collaboration with the actors on the field, we determined the actual obstacles to change as well as change-facilitators

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50

Ilama, Ilda Ilse. "GRH et service à la personne.Qualité de l'emploi, implication organisationnelle et engagement au travail des aides à domicile : représentations et pratiques." Thesis, Montpellier 2, 2013. http://www.theses.fr/2013MON20039/document.

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Notre travail de recherche porte sur la problématique de la structuration de la gestion des ressources humaines appliquée au champ de l'aide à domicile. La proposition principale de cette recherche est que l'évaluation de la qualité de l'emploi (représentations et pratiques) articulée à l'implication organisationnelle et l'engagement au travail des aides à domicile influence très largement la gestion des ressources humaines dans le secteur de l'aide à domicile, et sa performance. Nous avons d'abord procédé à une revue de la littérature sur le secteur des services à la personne en se focalisant sur l'activité de l'aide à domicile aux personnes âgées. Ensuite, nous avons abordé les différents concepts clés : la qualité de l'emploi, l'implication organisationnelle et l'engagement au travail. Les théories de contrat psychologique et de « care » ont également été mobilisées dans le cadre des relations d'emploi. Puis nous avons réalisé successivement deux études qualitatives à l'aide d'entretiens semi-directifs auprès de salariés et de managers du secteur. Nous avons traité les données à l'aide de deux logiciels (Nvivo et Tropes). Les résultats de cette recherche montrent une hétérogénéité au niveau des représentations de la qualité de l'emploi. Bien que certains éléments positifs aient été relevés, de nombreux points d'ombre demeurent au niveau de ces représentations. Ainsi, les pratiques ne sont pas toujours convergentes, une marge de manœuvre limitée a été constatée, notamment au niveau du financement des formations des salariés. Les deux types d'acteurs qui ont été interrogés n'ont pas la même perception. L'implication organisationnelle des salariés et leur engagement au travail dans ce secteur reposent sur des critères moins classiques par rapport à d'autres domaines. Dans le champ de l'aide à domicile aux personnes âgées, la conscience professionnelle de certains salariés est déterminante et repose sur les qualités relationnelles avec les bénéficiaires. Les liens affectifs qui sont tissés, entrainent plus d'attention, de responsabilité, et le développement d'un sentiment de compétences. Dans cette recherche, tous ces éléments donnent une certaine légitimité à la théorie du care
This research focuses on the problem of human resources management structuring in the field of home care services. The main proposal of this thesis is that, the evaluation of work quality (representations and practices) connected to work commitment and job involvement of home care employees, influence widely human resources management and its performance in this sector. We initially conducted a literature review in the sector of person-toperson services, we focused on the home care service activities. Then, we analysed the various key concepts: employment quality, work commitment and job involvement. Psychological contract and “care” theories were also mobilized within the framework of the employment relations. Then we successively carried out two qualitative studies using semi-directing interviews with the employees and managers of the sector. We analysed the data using two software (Nvivo and Tropes).We noted a heterogeneity of work quality representations. Although some positive elements were raised, a number of areas in people's representations are still unclear. The practices are not always convergent; a limited scope was noted particularly in the financing of employee's trainings. These two types of actors who were questioned do not have the same perception. Work commitment and job involvement of the employees in this sector are not based on classical criteria compared to the other fields. In the area of home care of elderly, the conscientiousness of Home Help aides is crucial and relies on interpersonal skills. The emotional ties developed between Home Help aides and users; involve more sense of responsibility and the development of a kind of competence feeling. In this research, all these elements give certain legitimacy to the “care” theory

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