Дисертації з теми "Theory of Organisational Justice"
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Crawshaw, Jonathan R. "Managing careers and managing fairness : an organisational justice theory perspective on employee evaluations of, and reactions to, organisational career management practices." Thesis, Aston University, 2005. http://publications.aston.ac.uk/10784/.
Повний текст джерелаHamman-Fisher, Desireé Ann. "The relationship between job satisfaction and organisational justice among academic employees in agricultural colleges in South Africa." Thesis, University of the Western Cape, 2009. http://hdl.handle.net/11394/2688.
Повний текст джерелаIn an attempt to make South Africa a more just society after the first democratic elections on 27 April 1994, the South African society had to undergo a number of radical changes which impacted the social, economical, political and educational arena. These changes have influenced recruitment, retention and turnover. Changes at leadership levels in the private and public sphere coupled with a huge exodus of highly skilled professionals are evident as topics of equality and social justice appear at the top of company agendas. Many proponents have conducted research on organisational justice and the fact that more than twenty five thousand articles have been published on job satisfaction attest to the importance of these two variables on organisational performance. In an article examining past, present and future states of organisational justice it is argued that organisational justice has the potential to explain many organisational behavioural outcome variables. An investigation of the relationship between organisational justice perceptions and work behavior found job satisfaction to be made up of a large fairness component. The rationale behind the support for the study is the argument that employees who perceive that they have been fairly treated is likely to hold positive attitudes about their work, their work outcomes and their managers. If South African organisations wish to remain competitive then organisations need to understand how perceptions of justice influence attitudes and behaviour and consequently affect the success of the organisation. Agricultural Colleges, a division of the Department of Agriculture are no exception. The Agricultural Colleges' primary aim is to provide training to its prospective communities, and is continuously being evaluated in terms of how well its academic employees achieve its vision, mission and goals. It is evident from responses to job advertisements, low morale and high turnover that most of the academic employees in Agricultural Colleges are dissatisfied with their jobs, pay, management and the institutions based on their current salary. Attracting, recruiting and retraining highly skilled, internationally marketable and mobile employees are critical factors in determining the present and future success in agricultural training in South Africa. Limited research to examine the effects of organisational justice on organisational outcomes in an environment where the workforce consists of academics is the gap this research attempts to fill. This study is designed to assess the impact of organisational justice on job satisfaction of academic employees in agricultural colleges in South Africa. Also, to determine whether biographical values influence the relationship between organisational justice and job satisfaction.
South Africa
Arneguy, Elodie. "L’influence de la justice sur le readiness for change : mieux comprendre les modalités de son influence." Thesis, Pau, 2020. http://www.theses.fr/2020PAUU2085.
Повний текст джерелаPreliminary empirical findings have recently demonstrated that justice perceptions foster readiness for change. Although research has steadily evidenced that justice perceptions are a substantial factor of a wide range of positive attitudes and behaviors at work, very little attention has been given to the influence of justice on readiness for change. This dissertation is dedicated to the examination of the relationship between justice and readiness for change. More precisely, it aims at confirming the impact of justice on readiness for change and exploring the characteristics of the relationship between these two key concepts, by addressing three fundamental questions: (1) how does justice influence readiness for change? (2) who, by means of fair treatment, influence readiness for change? (3) when does justice affect readiness for change? Based on three empirical studies, the present dissertation provides answers to these questions. Furthermore, it discusses theoretical implications, including the application of the fairness heuristic theory in change settings, and managerial implications, by outlining concrete means to enhance the chance of successful changes in organizations
Christiansen, Anton, Malin Johansson, and Sabina Persson. "En studie om hur motivationen hos medarbetarna i organisationen påverkas av företagsledningens belöningar." Thesis, Halmstad University, School of Business and Engineering (SET), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-5598.
Повний текст джерелаI media har det debatterats om huruvida belöningar i form av bonusar till företagsledningen är befogade då företaget går dåligt om man istället för att belöna ledningen kunnat behålla fler anställda. Debatterna har fokuserat på personerna som har valt att ta emot belöningar, inte vad belöningarna är till för att medföra i organisationen. Detta är bakgrunden till att vi vill undersöka hur företagsledningens belöningar kan påverka övriga medarbetare i organisationen. Vår problemformulering är följande; hur påverkar företagsledningens belöningar motivationen hos medarbetarna i organisationen? Syftet med denna uppsats är att vi vill se vilket sambandet är mellan ledningens belöningar och motivationen hos medarbetarna i organisationen. Vi har valt en kvantitativ ansats och genomfört en enkätundersökning för att ta reda på hur företagsledningens belöningar påverkar motivationen hos medarbetarna i organisationen. Enkäten skickade vi till individer med någon form av chefsposition i medelstora och stora noterade publika aktiebolag inom olika branscher. Beroende av vad medarbetaren har för förutsättningar, såsom ålder, tid på samma tjänst, befattning och om man har befordrats, så kan vi acceptera eller förkasta vår hypotes att motivationen hos medarbetarna ökar av att ledningen får belöningar. Vi kan av vår undersökning dra slutsatsen att ålder och befattning påverkar huruvida ledningens belöningar uppfattas som rättvisa eller orättvisa.
Waterhouse, Jennifer Marie. "Changing the Culture of Technically Oriented Public Sector Organisations: Transformation, Sedimentation or Hybridisation?" Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15886/3/Jennifer_Waterhouse_Thesis.pdf.
Повний текст джерелаWaterhouse, Jennifer Marie. "Changing the Culture of Technically Oriented Public Sector Organisations: Transformation, Sedimentation or Hybridisation?" Queensland University of Technology, 2003. http://eprints.qut.edu.au/15886/.
Повний текст джерелаJess, Gabrielle M. "Enforceable undertakings: Perceptions of organisational justice." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/90857/4/Gabrielle_Jess_Thesis.pdf.
Повний текст джерелаAlsaree, Lina Taleb. "What is just? How do today's workforce perceive organisational justice?" Thesis, Queensland University of Technology, 2020. https://eprints.qut.edu.au/201341/1/Lina_Alsaree_Thesis.pdf.
Повний текст джерелаCoetzee, Mariette. "The fairness of affirmative action an organisational justice perspective /." Thesis, Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-04132005-130646.
Повний текст джерелаRossiter, P. G. "Organisational improvement through learning organisation theory." Thesis, University of Salford, 2007. http://usir.salford.ac.uk/2256/.
Повний текст джерелаXenikou, Athena. "Attributional theory, organisational culture and motivation." Thesis, University College London (University of London), 1995. http://discovery.ucl.ac.uk/1317967/.
Повний текст джерелаParker, Shameema. "Conceptualisation of a structural model to predict organisational commitment." University of Western Cape, 2020. http://hdl.handle.net/11394/8065.
Повний текст джерелаAs local textile manufacturing come under pressure from global competition, the competitive advantage of organisations in this sector have become an important research topic. As a key input in the manufacturing process, human resources can either be a burdensome cost or a source of competitive advantage for organisations in the textile industry. The effectiveness of human resources depends to a large extend on the ability of organisations to keep them motivated and productive.
Sawers, Andrew Campbell. "The Effects of Perceived Supervisor Support, Organisational Justice and Change Management Strategies in the Context of Organisational Restructuring." Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/5324.
Повний текст джерелаEllis, Robert Keith. "Toward a systemic theory of organisational change." Thesis, City University London, 2002. http://openaccess.city.ac.uk/7601/.
Повний текст джерелаHirekhan, Manjusha. "Organisational receptivity for change : a multilevel theory." Thesis, Aston University, 2017. http://publications.aston.ac.uk/37489/.
Повний текст джерелаOliver, Christine. "Systemic reflexivity : building theory for organisational consultancy." Thesis, University of Bedfordshire, 2012. http://hdl.handle.net/10547/567099.
Повний текст джерелаPalmer, Tom G. "A cosmopolitan theory of justice." Thesis, University of Oxford, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.326967.
Повний текст джерелаMcWhite, Shireen. "Effect of transformational leadership on intention to quit as mediated by justice, trust and perceived support." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/5836.
Повний текст джерелаAbu-Tayeh, B. K. "Organisational justice and work-related attitudes in selected commercial banks in Jordan." Thesis, University of Salford, 2007. http://usir.salford.ac.uk/26499/.
Повний текст джерелаGrobler, Schalk Willem. "Organisational structure and Elliot Jaques' stratified systems theory." Unisa, 2005. http://hdl.handle.net/10500/146.
Повний текст джерелаOrganisational design needs to be in line with capabilities of the individual-inrole. The structure of an organization directly impacts the overall effectiveness and ultimately the success of such an organization and the number of layers required in any given hierarchy is a product of the organization’s mission (Jaques, 1989). Stratified Systems Theory (Jaques, 1989) defines work in seven strata based on a basis of decision-making complexity. The research presented here identifies a specific organisation’s current level of work based on complexity and the time-span of decision-making. Research was done in one specific geographical region of a company operating in the Supply Chain and Logistics industry in South Africa. Qualitative data collection was done by means of interviews with a defined sample group that provided an adequate cross-section of the main functions of the business, however, the sampling technique used may not provide results representative of the entire population. ii The Brunel Institute for Organisation and Social Studies’ (BIOSS) Matrix of Working Relationships was used as main basis for reporting results. The research indicates that the organisation is presently, according to Jaques Stratified Systems Theory (Jaques, 1989), operating at one level below their intended level that will allow them to effectively meet their longterm strategic objectives. The report identifies shortcomings in terms of the current capabilities of the individual-in-role and the actual work requirements, setting a foundation for further analysis of individual capabilities for effective organisational design.
Graduate School of Business Leadership
MBL
George, Munique. "A study of investigating organisational justice perceptions and experiences of affirmative action in a learning and development organisation." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_5783_1320150285.
Повний текст джерелаArvan, Marcus Samuel. "A Non-Ideal Theory of Justice." Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/195992.
Повний текст джерелаDe, Pao Milena. "What s justice got to do with it? : the relationship between injustice at work and counterproductive work behaviour." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5855.
Повний текст джерелаThis research study investigated the relationship between injustice at work and cunterproductive work behaviour (CWB). Participants consisted of 152 blue-collar workers from a national retail group consisting of six chain stores. The research was conducted in the Western Cape in two of these chain stores and comprised of an exploratory survey with Likert-type scales.
Carvalho, Oliveira Joao Pedro F. F. "Power and organisational change : a case study." Thesis, University of Dundee, 2010. https://discovery.dundee.ac.uk/en/studentTheses/ee082d56-43de-4f97-abe6-d03824405a75.
Повний текст джерелаConnell, Michael F. "An exploratory study to understand how corporations align financial and moral-based goals to achieve effectiveness: Introducing the common good theory of organizational effectiveness." Thesis, Queensland University of Technology, 2016. https://eprints.qut.edu.au/99581/1/Michael_Connell_Thesis.pdf.
Повний текст джерелаPisch, Frank. "Essays in international trade and organisational economics." Thesis, London School of Economics and Political Science (University of London), 2017. http://etheses.lse.ac.uk/3630/.
Повний текст джерелаDuffy, Carren. "A theory-driven evaluation of a wellness initiative." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/5856.
Повний текст джерелаAraujo, Luis Miguel Palha Moreira de. "Inter-organisational relationships in industrial markets." Thesis, Lancaster University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.254107.
Повний текст джерелаWeller, Stephen Adrian. "A study of organisational justice and participative workplace change in Australian higher education." Thesis, full-text, 2009. https://vuir.vu.edu.au/2028/.
Повний текст джерелаWeller, Stephen Adrian. "A study of organisational justice and participative workplace change in Australian higher education." full-text, 2009. http://eprints.vu.edu.au/2028/1/weller.pdf.
Повний текст джерелаPastor, Lorna Valencia. "The relationship between organisational citizenship behaviour and perceptions of organisational justice at a selected automotive component manufacturer in the Western Cape." Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/977.
Повний текст джерелаOrganisational citizenship behaviour (OCB) is discretionary behaviour of employees that display altruism, courtesy, conscientiousness and loyalty towards co-workers and the organisation. OCB is important, since it promotes efficient and effective functioning of the organisation (Organ, 1988: 4). Research suggests that OCB is related to perceptions of organisational justice (OJ). OJ refers to fairness of decision making processes in the workplace, employees’ perceptions, and the influence of OJ on workplace behaviour. Perceived fairness determines the extent of employees’ OCB contributions to the organisation. OCB may be increased if employee perceptions of OJ are improved (Moorman, 1991: 845). Anecdotal evidence suggests that many workers at the research site (Company A) display negative OCB, hence identifying a need for this study. The main objective of the study was to determine employee perceptions of OJ, levels of OCB, and to test the nature of the relationship between perceptions of OJ and OCB at Company A. Employees at Company A (N=130) were surveyed regarding their perceptions of OJ and their willingness to display OCB. Cross sectional, quantitative data was collected in a paper based survey, by using existing instruments that were formulated from validated standardised questionnaires to measure OJ and OCB. Responses were analysed, and the results of the study showed that certain components of OJ are related to OCB at Company A. Understanding the effect that management practices have on perceptions of OJ will enable management at Company A to improve interaction with employees in an effort to improve employees’ perceptions of fairness. This should enhance employee/management relations, encourage more citizenship behaviour from employees, and ultimately benefit the organisation.
Pulker, Stephanie. "Predicting academic dishonesty using the theory of planned behaviour." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/11978.
Повний текст джерелаIncludes bibliographical references.
This study investigates academic dishonesty among undergraduate commerce students using the Theory of Planned Behaviour (TPB). A total of 579 respondents from three tertiary institutions in the Western Cape in South Africa completed an online survey about their attitudes, subjective norms, perceived behavioural control towards academic dishonesty, their intentions to engage in academic dishonesty behaviours and their previous academic dishonesty behaviour. Correlation analyses indicated significant, positive relationships between all of the antecedents of the TPB.
Hendricks, Kenrick. "Theory evaluation of the touchline media employee induction programme." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/8926.
Повний текст джерелаThis is a theory evaluation of the Touchline Media (TLM) employee induction programme. Organisations use induction training as part of the new employee welcoming process, making it one of the most common types of organisational training programmes (Klein & Weaver, 2000). Employees who have participated in structured induction programmes are 69% more likely to stay with their chosen organisation than compared to employees who did not receive a similar programme (Brodie, 2006). Ideal induction programmes with appropriate content, process, support and follow-up components have universally been shown to improve employee retention and identification. The one-day TLM induction programme is set in a media and magazine production environment that is very fast paced and deadline driven. It was constructed as a means of ensuring that the organisation's legal obligation surrounding employee induction was fulfilled by informing new employees of their specific job requirements, performance standards and company policies. There are three evaluation questions that are addressed in this evaluation: Evaluation question 1: Does the HRM's programme theory work for the recipients? In other words, are they aware that the outcome of the induction programme should be fulfilling a legal obligation? Evaluation question 2: Would the original induction programme lead, by default, to identification with the employer and staff retention? This evaluation question was included, as it was assumed that the programme activities might have unintended consequences like identification and retention. Evaluation question 3: If the original programme theory is changed (based on existing literature regarding induction programmes) would it lead to an improved design and in the end, to a more effective programme? Data was collected from programme participants using a ten item questionnaire. Questionnaire items were included by the evaluators to test three factors (Legal Obligation, Retention and Identification), with responses in a five-point Likert format. No statistically significant differences in the mean scores for Legal Obligation, Retention and Identification for the three groups of programme attendees (Group 1: New employees with first month induction attendance; Group 2: New employees with later induction attendance; Group 3: Long-serving employees with later induction attendance) were found. This is an indication that the TLM induction programme did not lead to the outcomes of Legal Obligation, Retention or Identification. The main suggestions for improvement were presented according to the four universal components that make up a well organised induction programme, namely content, support, follow-up and process (D' Aurizio, 2007).
Zikhali, Whitehead. "Women in organisational management in Zimbabwe: theory and practice." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/d1001185.
Повний текст джерелаSeifert, Claudia, and n/a. "The genesis of organisational crisis : a theory-building approach." University of Otago. Department of Management, 2007. http://adt.otago.ac.nz./public/adt-NZDU20070608.100146.
Повний текст джерелаAndriopoulos, Constantine A. "Mind stretching : a grounded theory for enhancing organisational creativity." Thesis, University of Strathclyde, 2000. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21175.
Повний текст джерелаNica, Melania. "Essays in organisational economics." Thesis, London School of Economics and Political Science (University of London), 2014. http://etheses.lse.ac.uk/955/.
Повний текст джерелаJansen, Van Vuuren Henk Riaan. "The influence of procedural, distributive and interactional justice on organisational citizenship behaviour among employees at the SAPS academy, Paarl." Thesis, Vaal University of Technology, 2016. http://hdl.handle.net/10352/455.
Повний текст джерелаKeywords: organisational justice, procedural justice, distributive justice, interactional justice, organisational citizenship behaviour. The purpose of this study is to investigate employees’ perceptions of organisational justice and their effects on organisational citizenship behaviour. This study advocates that the way employees perceive organisational justice affects their organisational citizenship behaviour in their current organisation. The fact that employees play a central role in the realisation of an organisation’s goals makes it critical for any organisation to have employees who are willing to go beyond what is required of them. In this study, a quantitative research paradigm and an exploratory research method were used to investigate a sample size of 226 employees working at the SAPS Academy, Paarl. In order to minimise the study bias, systematic sampling was used to ensure that the sample accurately reflected the larger population (N=457). Data were collected with the aid of a structured questionnaire and the results of the correlation analysis revealed that all three dimensions of organisational justice are significantly and positively related to organisational citizenship behaviour. Organisational justice also showed a strong predictive relationship with organisational citizenship behaviour. Based on the findings of the empirical survey, it was revealed that if organisational justice practices are implemented appropriately, employees holding key positions may be likely to display more organisational citizenship behaviours. Therefore, it was recommended that, to address negative perceptions of organisational justice, a strategy should be formulated to ensure that employees are treated fairly in terms of the dimensions of organisational justice. It was also recommended that when developing and implementing such a strategy, barriers should be addressed that could: influence the availability of accurate and complete information for decision making; and influence the dissemination of information pertaining to job decisions. It is further recommended that rewards programmes be reviewed to ensure that employees will experience fairness when comparing their own payoffs with those of fellow employees and perceive just distributive justice practices. vii The study concludes by recommending that a “Code of good practice – communication policy” be developed that would enable the displaying of social sensitivity and dignified, respectful and acceptable behaviour by employees in a managerial position towards their subordinates. The findings and recommendations of this study are important to employers as they provide crucial information regarding the types of activities organisations could engage in for employees to consider them as acceptable organisational justice practices. Such involvement in acceptable organisational justice activities can improve employees’ organisational citizenship behaviour and reinforce effective and efficient service delivery in their current organisation. The implications for future research indicate that a comparative study testing the differences between different groups based on certain biographical traits, such as gender, marital status, age, educational level, income and length of service in the South African Police Service, is advisable as it would assist in determining how such biographical traits might influence the various dimensions of organisational justice. Furthermore, the study could also be expanded to include a broader national sample within the Division: Human Resource Development and other divisions within the South African Police Service.
Hwang, Hye-ran. "Organisational capabilities and organisational rigidities of Korean chaebol : case studies of semiconductor (dram) and personal computer (PC) products." Thesis, University of Sussex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262715.
Повний текст джерелаSeares, Roger C. "Market orientation, organisational culture and organisational performance : an analysis of the Australian Broadcasting Corporation." University of Western Australia. Graduate School of Management, 2005. http://theses.library.uwa.edu.au/adt-WU2005.0105.
Повний текст джерелаGill, Leanne Margaret. "Building organisational capability." Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16234/1/Leanne_Gill_Thesis.pdf.
Повний текст джерелаGill, Leanne Margaret. "Building organisational capability." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16234/.
Повний текст джерелаGird, Anthony. "The theory of planned behaviour as predictor of entrepreneurial intent." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5861.
Повний текст джерелаWoodard, Christopher. "Justice, responsibility, and acquiescence." Thesis, University of Warwick, 1997. http://wrap.warwick.ac.uk/71249/.
Повний текст джерелаVisser, Schalk W. J. "The mediating effect of organisational justice mechanisms on the relationship between leadership and trust." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80423.
Повний текст джерелаMini Dissertation (MPhil)--University of Pretoria, 2020.
Gordon Institute of Business Science (GIBS)
MPhil
Unrestricted
Lytle, Daniel J. "Decision Making in Criminal Justice Revisited: Toward a General Theory of Criminal Justice." University of Cincinnati / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1367927805.
Повний текст джерелаÄlverdal, Johan, Fredrik Skild, and Men Thai. "Inter-organisational Application Integration : Developing Guidelines Using Multi Grounded Theory." Thesis, Jönköping University, Jönköping International Business School, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-283.
Повний текст джерелаBackground: Information technology (IT) has drastically changed the traditional way to do business. In theory,
coordinating information sharing among organisational partners offers notable advantages through cost savings,
productivity, improved decision making, and better customer service. Supported by modern information technology,
business processes can change and be developed into new more effective forms, both internally and externally.
However, as IT facilitates new business opportunities, it requires a steady flow of information and information
exchange, both within intra- and inter-organisational contexts where a consensus on terms and definitions
coordinating the uniform communication is vital.
Purpose: With the focal point on inter-organisational information exchange, the purpose of the thesis is to define
a set of guidelines for AI that can be used and adjusted according to the needs of a specific situation or context.
Method: The thesis was carried out with a Multi Grounded Theory approach. Interviews were conducted at a local
IT-company and with an associate professor of Informatics at Jönköping International Business School.
Results: Five categories were discovered which impact AI: integration governance, project management, context, integration
content, and testing. The result also implied the importance to distinguish between an operational and strategic level
when working with Application Integration.
Skild, Fredrik, Men Thai, and Johan Älverdal. "Inter-organisational Application Integration : Developing Guidelines Using Multi Grounded Theory." Thesis, Jönköping University, JIBS, Business Informatics, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-641.
Повний текст джерелаBackground: Information technology (IT) has drastically changed the traditional way to do business. In theory, coordinating information sharing among organisational partners offers notable advantages through cost savings, productivity, improved decision making, and better customer service. Supported by modern information technology, business processes can change and be developed into new more effective forms, both internally and externally. However, as IT facilitates new business opportunities, it requires a steady flow of information and information exchange, both within intra- and inter-organisational contexts where a consensus on terms and definitions coordinating the uniform communication is vital.
Purpose: With the focal point on inter-organisational information exchange, the purpose of the thesis is to define a set of guidelines for AI that can be used and adjusted according to the needs of a specific situation or context.
Method: The thesis was carried out with a Multi Grounded Theory approach. Interviews were conducted at a local IT-company and with an associate professor of Informatics at Jönköping International Business School.
Results: Five categories were discovered which impact AI: integration governance, project management, context, integration content, and testing. The result also implied the importance to distinguish between an operational and strategic level when working with Application Integration.
McCafferty, Sara. "Managing change : using organisational change theory to understand organisational responses to health policy : a case study in commissioning." Thesis, University of Newcastle upon Tyne, 2014. http://hdl.handle.net/10443/2462.
Повний текст джерелаCIOTOLA, MARCELLO RAPOSO. "RELATIVISM, UNIVERSALISM AND DISTRIBUTIVE JUSTICE. A STUDY CONCERNING THE THEORY OF COMPLEX EQUALITY AND THE THEORY OF JUSTICE AS FAIRNESS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2005. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=6220@1.
Повний текст джерелаA presente tese de doutorado realiza um estudo comparativo, no âmbito da teoria da justiça, envolvendo a teoria da igualdade complexa, formulada por Michael Walzer, autor inserido no rol dos comunitaristas, e a teoria da justiça como imparcialidade, formulada por John Rawls, autor inserido no rol dos liberais. Trata-se, portanto, de um estudo comparativo de autores baseado na categoria da justiça distributiva, conceito cuja formulação original remonta ao pensamento aristotélico. A tese - que contém elementos de filosofia moral, filosofia política e filosofia do direito - tem por objetivo verificar se a teoria da igualdade complexa, com sua metodologia particularista e seus princípios internos de distribuição, possibilita, como apregoa Michael Walzer, a crítica social ou se, de outra forma, esta crítica deve estar associada a uma moral universalista, como, por exemplo, a que nos é fornecida pelo modelo rawlsiano.
The present doctorate thesis aims to make a comparative study, in the context of the theory of justice, involving the theory of complex equality, formulated by Michael Walzer, author inserted in the communitarians` list, and the theory of justice as fairness, formulated by John Rawls, author inserted in the liberals` list. It`s about, therefore, a comparative study of authors based on the category of distributive justice, whose concept was originally formulated by the aristotelic thought. The thesis - that contains elements of moral philosophy, political philosophy and philosophy of law - aims to verify if the theory of complex equality, with its particularistic methodology and its internal principles of distribution, makes possible, as well as Michael Walzer proclaims, the social criticism or if, on the other hand, this criticism has to be associated to an universalistic moral, as, for example, that one provided by the rawlsian model.