You searched for subject:( Organisational values).
Showing records 1 – 30 of
49 total matches.
◁ [1] [2] ▶
1.
Osman, Sharina.
Building reputation through organisational values : a case study of a private hospital in Malaysia.
Degree: PhD, 2017, University of Exeter
URL: http://hdl.handle.net/10871/29017 
► Theories within organisation and management studies have offered several concepts and models which indicate that organisational values are important factor for organisational success, including reputation…
(more)
▼ Theories within organisation and management studies have offered several concepts and models which indicate that organisational values are important factor for organisational success, including reputation building. Nevertheless, existing theory is still inadequate to explain the link between organisational values and organisation’s reputation because it does not account for the enabling factors that underlies the two concepts. This study argues that the implementation of organisational values is an important organisational action for acquiring positives perceptions of organisational values which influences employee behaviour and shapes organisational reputation. It specifically shows and elucidates the enabling mechanisms that reinforce organisational values to impact on employee perceptions and behaviour. This is important because when employees share and exemplify the values in their work, they are likely to behave in ways that support the organisation’s strategy which impacts on external perceptions and build reputation. This study employed a qualitative approach through a single in-depth case study. It reflects that the understanding of ‘what is going on’ within organisation is most appropriately achieved by building concepts and constructs from empirical studies. By using semi-structured interviews, focus groups and non-participant observations, the data develops and evolves through the responses and behaviours of participants. Employees were selected through purposive sampling and the snow-balling technique was used to reach customers. The data were structured and coded using thematic analysis. The findings revealed that the process of aligning organisational values and employee values is significant for understanding how organisational values influence employee behaviours, which in turn enable the organisation to build its reputation. The data suggest that four remediation phases: aware, articulate, accept and act, are important for explaining how a gap between organisational values and employee values can be reduced. This remediation process enabled the senior management team and employees to understand how their perceptions and reactions towards the implementation of organisational values impact upon attitudes and behaviours. The findings suggest that organisational values can be reinforced through various social influences. Social interactions can occur in different forms including the involvement of leaders of the management team in creating, exampling and communicating values as well as through expanding the employee’s role in enacting values through empowerment and trust building. However, the findings emphasise that the process of cascading and instilling values through a top-down or hierarchical is no feasible. Instead, it is a hybrid approach that requires employee buy-in and involvement especially in communicating and enacting organisational values. This is an important insight because employees regularly interact with each other which provide a valuable platform to persuade and influence other…
Subjects/Keywords: 658.4; Organisational values; organisational reputation
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Manager
APA (6th Edition):
Osman, S. (2017). Building reputation through organisational values : a case study of a private hospital in Malaysia. (Doctoral Dissertation). University of Exeter. Retrieved from http://hdl.handle.net/10871/29017
Chicago Manual of Style (16th Edition):
Osman, Sharina. “Building reputation through organisational values : a case study of a private hospital in Malaysia.” 2017. Doctoral Dissertation, University of Exeter. Accessed March 07, 2021.
http://hdl.handle.net/10871/29017.
MLA Handbook (7th Edition):
Osman, Sharina. “Building reputation through organisational values : a case study of a private hospital in Malaysia.” 2017. Web. 07 Mar 2021.
Vancouver:
Osman S. Building reputation through organisational values : a case study of a private hospital in Malaysia. [Internet] [Doctoral dissertation]. University of Exeter; 2017. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/10871/29017.
Council of Science Editors:
Osman S. Building reputation through organisational values : a case study of a private hospital in Malaysia. [Doctoral Dissertation]. University of Exeter; 2017. Available from: http://hdl.handle.net/10871/29017
North-West University
2.
Swanepoel, Gert Hendrik.
Exploring interpersonal trust in a South African–based petrochemical organisation / Swanepoel G.H.
Degree: 2011, North-West University
URL: http://hdl.handle.net/10394/7278
► The aim of this study is to conduct a theoretical study on the foundations of trust on an intra–organisational level, while assessing the level of…
(more)
▼ The aim of this study is to conduct a theoretical study on the foundations of trust on an intra–organisational level, while assessing the level of trust and relationships present within the organisation.
Foundations of trust with respect to i) intra–organisational management and ii) peer–to– peer relations are discussed in the literature study with specific relation to sustainable competitiveness. The literature study highlights several factors that either promote or hinder intra–organisational trust.
Values can create a sustainable competitive advantage for any business, if the values are supported by the employees of the organisation on every level. Trust is one of the foundations of values – without trust there is not much on which to build an organisation that will thrive in today‘s competitive market place.
A survey consisting of two established questionnaires was distributed to determine the trust levels, as well as the attributes that are present with respect to values on an intra–organisational level. The significant differences on trust levels were identified by the empirical research and it was concluded that not all employees experience trust levels equally in the organisation. A significant effort needs to be made by management on all levels and the complete population; age, race and job category in order to foster a trusting environment.
This intra–organisational study will focus on the basic principles of trust in order to improve the trust relationships in the organisation. This effort will lift the trust relationship to extra–ordinary levels by identifying the significant problem areas and then focussing the trust–building activities on those areas.
Subjects/Keywords: Intra-organisational;
Values;
Culture;
Trust
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Manager
APA (6th Edition):
Swanepoel, G. H. (2011). Exploring interpersonal trust in a South African–based petrochemical organisation / Swanepoel G.H.
(Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/7278
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Swanepoel, Gert Hendrik. “Exploring interpersonal trust in a South African–based petrochemical organisation / Swanepoel G.H.
” 2011. Thesis, North-West University. Accessed March 07, 2021.
http://hdl.handle.net/10394/7278.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Swanepoel, Gert Hendrik. “Exploring interpersonal trust in a South African–based petrochemical organisation / Swanepoel G.H.
” 2011. Web. 07 Mar 2021.
Vancouver:
Swanepoel GH. Exploring interpersonal trust in a South African–based petrochemical organisation / Swanepoel G.H.
[Internet] [Thesis]. North-West University; 2011. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/10394/7278.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Swanepoel GH. Exploring interpersonal trust in a South African–based petrochemical organisation / Swanepoel G.H.
[Thesis]. North-West University; 2011. Available from: http://hdl.handle.net/10394/7278
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Queensland University of Technology
3.
Connell, 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.
Degree: 2016, Queensland University of Technology
URL: https://eprints.qut.edu.au/99581/
► In this thesis a new explanation is developed as to how corporations achieve specific effectiveness criteria through the harmonization of their financial and moral based…
(more)
▼ In this thesis a new explanation is developed as to how corporations achieve specific effectiveness criteria through the harmonization of their financial and moral based goals. Findings are drawn from simultaneous case studies conducted over three years in two companies, one public and private. Based on the position that corporations are moral agents, a theoretical framework is developed and validated, which explains how effectiveness and goals are interrelated but separate constructs dependent on the common good of the organisation for their achievement. The thesis therefore provides a basis to understand how a corporation must not only do well but do good to be sustainable in modern society.
Subjects/Keywords: organisational effectiveness; organisational goal; business ethics; organisational paradox; organisational theory; organisational values; organisational culture; moral theory; MacIntyre
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Manager
APA (6th Edition):
Connell, M. F. (2016). 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. Retrieved from https://eprints.qut.edu.au/99581/
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Connell, 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.” 2016. Thesis, Queensland University of Technology. Accessed March 07, 2021.
https://eprints.qut.edu.au/99581/.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Connell, 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.” 2016. Web. 07 Mar 2021.
Vancouver:
Connell MF. An exploratory study to understand how corporations align financial and moral-based goals to achieve effectiveness: Introducing the common good theory of organizational effectiveness. [Internet] [Thesis]. Queensland University of Technology; 2016. [cited 2021 Mar 07].
Available from: https://eprints.qut.edu.au/99581/.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Connell MF. 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. Available from: https://eprints.qut.edu.au/99581/
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Delft University of Technology
4.
Rutte, Willemijn (author).
Redesigning Routines: A visual thinking service for Ink Strategy to activate organisational change.
Degree: 2019, Delft University of Technology
URL: http://resolver.tudelft.nl/uuid:71f4d8ad-93a8-4b54-92e4-6dbaa701dc09
► Organisations need to go through continuous change in order to maintain a sustainable competitive advantage. This change is often expressed in a vision which should…
(more)
▼ Organisations need to go through continuous change in order to maintain a sustainable competitive advantage. This change is often expressed in a vision which should engage and involve all stakeholders. However, implementing change successfully turns out to be a challenge since two in three change processes stall. Ink Strategy is a visual consulting agency that helps organisations to formulate their vision. They use visual thinking to create a shared image of the vision, with a tangible visualisation as concrete output. This is accomplished in co-creation sessions with their clients. While vision formulation is important, Ink aspires to extend their service to later phases of the change process. They want to offer a more holistic solution to their clients and collaborate on longer projects. However, Ink’s clients approach them as visualisers and not change consultants. To overcome this, Ink needs to discover the needs of their clients and develop their service accordingly. Therefore, the aim of this research is to investigate how Ink can extend their visual thinking services to add value in later phases of the process of
organisational change. To reach this aim, literature research, internal and external analysis, observations and client interviews were performed to find the strengths and weaknesses of Ink and the challenges their clients face in the change process. Ink’s strengths and their clients’ challenges were matched to form opportunities. The most promising opportunities for Ink Strategy are: Planning the change; Translating vision to daily work; Training ambassadors; Training and activating people; Sharing results; Changing daily work routines. These opportunities provide a general answer to the aim of this research. The opportunity “Changing daily work routines” was developed into the new service “Redesigning Routines” to show more specifically how Ink can extend their portfolio. Redesigning Routines is a service that follows Ink’s services on vision formulation. The aim of the service is to translate the abstract vision to concrete, daily work, help people to understand the
values that drive their behaviour and give them direction on how to change. This is achieved by a workshop with a co-creative, visual approach. The workshop provides a safe space for reflection, helping people to make their
values explicit and formulate concrete steps for change. The end result of the workshop is a visualisation of a newly designed work routine, that is in line with the new vision, and a concrete list of actions to ensure people will start to experiment with desired behaviour. Eventually, this should result in behavioural change among employees, to accomplish the company vision. The service connects well to Ink’s current portfolio since it bridges the gap between an abstract vision and concrete, daily work that needs to change. The service mostly helps to empower people: it helps them to understand underlying
values that drive behaviour and to gain direction on how to change. This approach…
Advisors/Committee Members: Calabretta, Giulia (mentor), Guerreiro Goncalves, Milene (graduation committee), Schreuder Goedheijt, Martijn (graduation committee), Delft University of Technology (degree granting institution).
Subjects/Keywords: organisational change; organisational routines; visual thinking; change; routines; behaviour; values
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Manager
APA (6th Edition):
Rutte, W. (. (2019). Redesigning Routines: A visual thinking service for Ink Strategy to activate organisational change. (Masters Thesis). Delft University of Technology. Retrieved from http://resolver.tudelft.nl/uuid:71f4d8ad-93a8-4b54-92e4-6dbaa701dc09
Chicago Manual of Style (16th Edition):
Rutte, Willemijn (author). “Redesigning Routines: A visual thinking service for Ink Strategy to activate organisational change.” 2019. Masters Thesis, Delft University of Technology. Accessed March 07, 2021.
http://resolver.tudelft.nl/uuid:71f4d8ad-93a8-4b54-92e4-6dbaa701dc09.
MLA Handbook (7th Edition):
Rutte, Willemijn (author). “Redesigning Routines: A visual thinking service for Ink Strategy to activate organisational change.” 2019. Web. 07 Mar 2021.
Vancouver:
Rutte W(. Redesigning Routines: A visual thinking service for Ink Strategy to activate organisational change. [Internet] [Masters thesis]. Delft University of Technology; 2019. [cited 2021 Mar 07].
Available from: http://resolver.tudelft.nl/uuid:71f4d8ad-93a8-4b54-92e4-6dbaa701dc09.
Council of Science Editors:
Rutte W(. Redesigning Routines: A visual thinking service for Ink Strategy to activate organisational change. [Masters Thesis]. Delft University of Technology; 2019. Available from: http://resolver.tudelft.nl/uuid:71f4d8ad-93a8-4b54-92e4-6dbaa701dc09
AUT University
5.
Moore, Vikashni.
Values, Employee Perceptions and Organisational Change: A Case Analysis
.
Degree: AUT University
URL: http://hdl.handle.net/10292/12329
► The concept of values is multifaceted and one that is closely related to organisational culture constructs. Values have been conceptualised at multiple levels - individual,…
(more)
▼ The concept of
values is multifaceted and one that is closely related to
organisational culture constructs.
Values have been conceptualised at multiple levels - individual, leader, social group, institution, inter-organisation and national - and a considerable number of
values frameworks exist, but not within a single model. Little research has yet been done on group
values - what they are, how they are formed and what roles they play in
organisational or social group settings, particularly during periods of
organisational change.
The current study investigated four levels of
values that may exist in an organisation - individual, leader, group and
organisational, the congruencies between them and how these
values and congruencies influenced individual reactions to
organisational change. Through an interpretive single case study design, changes in an organisation (a merger, centralisation of some functions and a change of
organisational values) were analysed in relation to the
values of employees and managers. A framework of
values was developed that presents insights into the four levels of
values, the relations between them and how these
values shape
organisational members’ perceptions of change. A conflict in
values at middle management level was found. Moreover, the change in
organisational values did not result in changes in individual
values.
The framework is a contribution to knowledge as it integrates different levels of
values in a single model and applies them to
organisational change. Additionally, the study presents new perspectives on the sets of
values that guide perceptions of change processes and outcomes, and analyses implications for practitioners. The findings of the research provide new insights into why individual
values may not change. Another contribution is the salience of group-member
values congruence during change. A final key insight is the role complexities that face middle managers during change and the
values that they revert to when faced with
values conflicts.
Advisors/Committee Members: Smollan, Roy (advisor).
Subjects/Keywords: Individual values;
Leader values;
Group values;
Organisational values;
Organisational change;
Values congruence
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Manager
APA (6th Edition):
Moore, V. (n.d.). Values, Employee Perceptions and Organisational Change: A Case Analysis
. (Thesis). AUT University. Retrieved from http://hdl.handle.net/10292/12329
Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Moore, Vikashni. “Values, Employee Perceptions and Organisational Change: A Case Analysis
.” Thesis, AUT University. Accessed March 07, 2021.
http://hdl.handle.net/10292/12329.
Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Moore, Vikashni. “Values, Employee Perceptions and Organisational Change: A Case Analysis
.” Web. 07 Mar 2021.
Note: this citation may be lacking information needed for this citation format:
No year of publication.
Vancouver:
Moore V. Values, Employee Perceptions and Organisational Change: A Case Analysis
. [Internet] [Thesis]. AUT University; [cited 2021 Mar 07].
Available from: http://hdl.handle.net/10292/12329.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.
Council of Science Editors:
Moore V. Values, Employee Perceptions and Organisational Change: A Case Analysis
. [Thesis]. AUT University; Available from: http://hdl.handle.net/10292/12329
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.
University of Pretoria
6.
[No author].
Shared values and organisational culture a source for
competitive advantage : a comparison between Middle East, Africa
and South Africa using the Competing Values Framework
.
Degree: 2010, University of Pretoria
URL: http://upetd.up.ac.za/thesis/available/etd-05072010-113042/
► The presented dissertation reports the findings of a quantitative study on shared values of a multinational corporation across its Middle East and Sub-Saharan subsidiaries. The…
(more)
▼ The presented dissertation reports the findings of a
quantitative study on shared
values of a multinational corporation
across its Middle East and Sub-Saharan subsidiaries. The study is
based on the Competing
Values Framework (Quinn &Rohrbaugh,
1983; Cameron&Quinn, 1999) with 24 shared
values superimposed
upon the Competing
Values Framework (McDonald&Gandz, 1992). The
presented work argues that an organisation can increase its
competitiveness by understanding its shared value system and by
managing the organisation accordingly. In return, the organisation
due to an increased competitiveness would realise a competitive
advantage by understanding the shared value composition. In
understanding the shared
values composition one can attract and
retain staff due to a greater person organisation fit, which in
turn would lead to a reduction in staff turnover, skilling and
training cost in return yielding a competitive advantage. The
research found that there seems to be a common shift or trend in
the Cape Town, Johannesburg and Middle East subsidiaries. The trend
is that the subsidiaries value those shared
values most that fits
into the clan and market culture quadrants with some elements of
the adhocracy and hierarchy cultures type resembled. The latter not
being as dominant as the clan and market culture types. The
Pretoria and Turkey subsidiaries regarded the
values of the clan
and adhocracy culture quadrants higher than those within the market
and hierarchy culture quadrants. This is unexpected to a degree as
the subsidiaries are across multiple nations encompassing different
cultures. The subsidiaries believe in culture of collaboration and
competition with the purpose of group cohesion and the pursuit of
objectives. Copyright
Advisors/Committee Members: DR H Barnard (advisor).
Subjects/Keywords: UCTD;
Competing values framework;
Organisational culture;
Competitive advantage;
Multinational corporations;
Shared values
Record Details
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APA ·
Chicago ·
MLA ·
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CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
author], [. (2010). Shared values and organisational culture a source for
competitive advantage : a comparison between Middle East, Africa
and South Africa using the Competing Values Framework
. (Masters Thesis). University of Pretoria. Retrieved from http://upetd.up.ac.za/thesis/available/etd-05072010-113042/
Chicago Manual of Style (16th Edition):
author], [No. “Shared values and organisational culture a source for
competitive advantage : a comparison between Middle East, Africa
and South Africa using the Competing Values Framework
.” 2010. Masters Thesis, University of Pretoria. Accessed March 07, 2021.
http://upetd.up.ac.za/thesis/available/etd-05072010-113042/.
MLA Handbook (7th Edition):
author], [No. “Shared values and organisational culture a source for
competitive advantage : a comparison between Middle East, Africa
and South Africa using the Competing Values Framework
.” 2010. Web. 07 Mar 2021.
Vancouver:
author] [. Shared values and organisational culture a source for
competitive advantage : a comparison between Middle East, Africa
and South Africa using the Competing Values Framework
. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 07].
Available from: http://upetd.up.ac.za/thesis/available/etd-05072010-113042/.
Council of Science Editors:
author] [. Shared values and organisational culture a source for
competitive advantage : a comparison between Middle East, Africa
and South Africa using the Competing Values Framework
. [Masters Thesis]. University of Pretoria; 2010. Available from: http://upetd.up.ac.za/thesis/available/etd-05072010-113042/
University of Pretoria
7.
Nel, Leon Jacobus.
Shared values
and organisational culture a source for competitive advantage : a
comparison between Middle East, Africa and South Africa using the
Competing Values Framework.
Degree: Gordon Institute of Business
Science (GIBS), 2010, University of Pretoria
URL: http://hdl.handle.net/2263/24426
► The presented dissertation reports the findings of a quantitative study on shared values of a multinational corporation across its Middle East and Sub-Saharan subsidiaries. The…
(more)
▼ The presented dissertation reports the findings of a
quantitative study on shared
values of a multinational corporation
across its Middle East and Sub-Saharan subsidiaries. The study is
based on the Competing
Values Framework (Quinn &Rohrbaugh,
1983; Cameron&Quinn, 1999) with 24 shared
values superimposed
upon the Competing
Values Framework (McDonald&Gandz, 1992). The
presented work argues that an organisation can increase its
competitiveness by understanding its shared value system and by
managing the organisation accordingly. In return, the organisation
due to an increased competitiveness would realise a competitive
advantage by understanding the shared value composition. In
understanding the shared
values composition one can attract and
retain staff due to a greater person organisation fit, which in
turn would lead to a reduction in staff turnover, skilling and
training cost in return yielding a competitive advantage. The
research found that there seems to be a common shift or trend in
the Cape Town, Johannesburg and Middle East subsidiaries. The trend
is that the subsidiaries value those shared
values most that fits
into the clan and market culture quadrants with some elements of
the adhocracy and hierarchy cultures type resembled. The latter not
being as dominant as the clan and market culture types. The
Pretoria and Turkey subsidiaries regarded the
values of the clan
and adhocracy culture quadrants higher than those within the market
and hierarchy culture quadrants. This is unexpected to a degree as
the subsidiaries are across multiple nations encompassing different
cultures. The subsidiaries believe in culture of collaboration and
competition with the purpose of group cohesion and the pursuit of
objectives. Copyright
Advisors/Committee Members: DR H Barnard (advisor).
Subjects/Keywords: UCTD; Competing
values framework; Organisational
culture; Competitive
advantage; Multinational
corporations; Shared
values
Record Details
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Record Details
Similar Records
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❌
APA ·
Chicago ·
MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Nel, L. J. (2010). Shared values
and organisational culture a source for competitive advantage : a
comparison between Middle East, Africa and South Africa using the
Competing Values Framework. (Masters Thesis). University of Pretoria. Retrieved from http://hdl.handle.net/2263/24426
Chicago Manual of Style (16th Edition):
Nel, Leon Jacobus. “Shared values
and organisational culture a source for competitive advantage : a
comparison between Middle East, Africa and South Africa using the
Competing Values Framework.” 2010. Masters Thesis, University of Pretoria. Accessed March 07, 2021.
http://hdl.handle.net/2263/24426.
MLA Handbook (7th Edition):
Nel, Leon Jacobus. “Shared values
and organisational culture a source for competitive advantage : a
comparison between Middle East, Africa and South Africa using the
Competing Values Framework.” 2010. Web. 07 Mar 2021.
Vancouver:
Nel LJ. Shared values
and organisational culture a source for competitive advantage : a
comparison between Middle East, Africa and South Africa using the
Competing Values Framework. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/2263/24426.
Council of Science Editors:
Nel LJ. Shared values
and organisational culture a source for competitive advantage : a
comparison between Middle East, Africa and South Africa using the
Competing Values Framework. [Masters Thesis]. University of Pretoria; 2010. Available from: http://hdl.handle.net/2263/24426
Loughborough University
8.
Rickaby, Mohammad.
Defining the relationship between personal values and sustainability performance in a TMO setting.
Degree: Thesis (Eng.D.), 2020, Loughborough University
URL: https://doi.org/10.26174/thesis.lboro.12578732.v1
;
https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.812999
► Sustainability is associated with many contemporary challenges facing society, prompting sustainability initiatives and research in this field. As a result, there is pressure on organisations…
(more)
▼ Sustainability is associated with many contemporary challenges facing society, prompting sustainability initiatives and research in this field. As a result, there is pressure on organisations and projects to demonstrate how processes, practices, services and products are sustainable. From a construction industry perspective, projects are subject to particular scrutiny in terms of sustainability, such as, on environmental issues and social matters. An emerging strand of research has sought to investigate sustainability as a function of values. Given that values are determinants and predictors of perceptions, attitudes and behaviours, understanding employees' underlying values would provide important insights on how personal values relate to sustainability-related actions. Focusing on values as the ‘unit of analysis' to explain sustainability is therefore gaining attention. However, there is a gap in knowledge around individual actors' roles as influencers or change agents for sustainability, particularly in a construction project context. Drawing on Schwartz's (1992) theory of human values, this exploratory research addresses this gap by conceptualising the relationship between personal values and sustainability, using a Temporary Multiple Organisation (TMO) (a rail infrastructure project in the UK) as the case study. An adapted version of Schwartz (1992) Value Survey was used to measure and analyse the personal values of employees with professional and managerial roles, providing unique observations on value priorities and alignments in the TMO. However, given the lack of previous research or theory in construction industry context, abductive reasoning was adopted to explain the potential significance and implications of the survey findings in light of previous empirical studies. This enabled the development of six theoretical concepts (Sense of Belonging, Moral Obligation, Creativity, Challenge, Change, and Beyond Compliance), articulated as propositions, for the first time in construction management domain, which have the potential to explain and articulate the relationship between personal values and sustainability performance. A series of semi-structured interviews were conducted to explore the significance and relevance of the concepts around sustainability in construction project environments. Drawing on the abductive reasoning findings and the semi-structured interviews a practical values-based checklist was developed, which was subsequently verified in a series of focus groups in the construction industry. Underpinned by values theory, the checklist facilitates for a more consistent, systematic and structured approach to address sustainability in construction projects, by providing practical guidance for both individuals and projects to collectively deliver better sustainability performance. The findings are novel, with practical and theoretical implications, as the six concepts were derived from a set of (previously unconnected) empirical studies around values from a diverse range of contexts, providing a…
Subjects/Keywords: Case Study; Construction Projects; Infrastructure Projects; Organisational Values; Personal Values; Sustainability Management; Sustainability Performance; Temporary Multiple Organisation (TMO); TMO; Values Theory
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APA (6th Edition):
Rickaby, M. (2020). Defining the relationship between personal values and sustainability performance in a TMO setting. (Doctoral Dissertation). Loughborough University. Retrieved from https://doi.org/10.26174/thesis.lboro.12578732.v1 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.812999
Chicago Manual of Style (16th Edition):
Rickaby, Mohammad. “Defining the relationship between personal values and sustainability performance in a TMO setting.” 2020. Doctoral Dissertation, Loughborough University. Accessed March 07, 2021.
https://doi.org/10.26174/thesis.lboro.12578732.v1 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.812999.
MLA Handbook (7th Edition):
Rickaby, Mohammad. “Defining the relationship between personal values and sustainability performance in a TMO setting.” 2020. Web. 07 Mar 2021.
Vancouver:
Rickaby M. Defining the relationship between personal values and sustainability performance in a TMO setting. [Internet] [Doctoral dissertation]. Loughborough University; 2020. [cited 2021 Mar 07].
Available from: https://doi.org/10.26174/thesis.lboro.12578732.v1 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.812999.
Council of Science Editors:
Rickaby M. Defining the relationship between personal values and sustainability performance in a TMO setting. [Doctoral Dissertation]. Loughborough University; 2020. Available from: https://doi.org/10.26174/thesis.lboro.12578732.v1 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.812999
9.
J.M. Sampath.
Sociological study of values clarification process in the
development of organisational culture; -.
Degree: sociology, 2015, Gujarat University
URL: http://shodhganga.inflibnet.ac.in/handle/10603/33476
Subjects/Keywords: Organisational Culture; Values Clarification Process
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APA ·
Chicago ·
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CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Sampath, J. (2015). Sociological study of values clarification process in the
development of organisational culture; -. (Thesis). Gujarat University. Retrieved from http://shodhganga.inflibnet.ac.in/handle/10603/33476
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Sampath, J.M.. “Sociological study of values clarification process in the
development of organisational culture; -.” 2015. Thesis, Gujarat University. Accessed March 07, 2021.
http://shodhganga.inflibnet.ac.in/handle/10603/33476.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Sampath, J.M.. “Sociological study of values clarification process in the
development of organisational culture; -.” 2015. Web. 07 Mar 2021.
Vancouver:
Sampath J. Sociological study of values clarification process in the
development of organisational culture; -. [Internet] [Thesis]. Gujarat University; 2015. [cited 2021 Mar 07].
Available from: http://shodhganga.inflibnet.ac.in/handle/10603/33476.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Sampath J. Sociological study of values clarification process in the
development of organisational culture; -. [Thesis]. Gujarat University; 2015. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/33476
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
10.
Umeh, Chidozie.
National cultures and employee commitment in Nigerian organisations : exploring conflicts and relationships.
Degree: PhD, 2019, Queen Mary, University of London
URL: http://qmro.qmul.ac.uk/xmlui/handle/123456789/58443
;
https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.781011
► This PhD thesis explores how core national cultural values of ethnically diverse employees in Nigeria influence their understanding/views of organisational values and their commitment to…
(more)
▼ This PhD thesis explores how core national cultural values of ethnically diverse employees in Nigeria influence their understanding/views of organisational values and their commitment to these values. The study is motivated by the need to understand the impact of ethnic culture on employee value allegiance and how this translates into ethnic loyalty or organisational commitment within private sector organisations in culturally diverse and developing economies like Nigeria. Twenty employees from two wholly-owned Nigerian commercial banks formed the subjects of this research. Using a multiple case study design, based on interviews and vignettes, constructs which represent employees' ethnocultural values and organisational values were explored in relation to employees' accounts of workplace practices. This thesis extends the knowledge in cross-cultural management, specifically in a multi-ethnic sample, first by revealing how commitment might be experienced in different cultures and why, and second, by putting forward propositions for applicable culture-specific considerations which can enhance the cross-cultural applicability/adaptability of egalitarian organisational values in a culturally diverse and developing country such as Nigeria. The findings show that ethnocultural values and practices thrive in Nigerian organisations which espouse egalitarianism due to the inability of employees to translate implicit/explicit organisational values into required job/workplace practices. Also, the employees' consciousness of differences is sustained through organisational relationships based on status, and the social distance between managers and subordinates. Consequently, this research reveals a missing link between organisational structure on paper and the relationships which that structure presumably supports, in practice, in Nigerian Banks. This research also shows that the structural elements of an organisation can be disconnected from its attitudinal counterparts, which can have far-reaching implications, including negative consequences, for managing employees within organisations in a multi-ethnic context.
Subjects/Keywords: Commercial bank; ethnocultural values; ethnic diversity; Nigeria; organisational commitment
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Manager
APA (6th Edition):
Umeh, C. (2019). National cultures and employee commitment in Nigerian organisations : exploring conflicts and relationships. (Doctoral Dissertation). Queen Mary, University of London. Retrieved from http://qmro.qmul.ac.uk/xmlui/handle/123456789/58443 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.781011
Chicago Manual of Style (16th Edition):
Umeh, Chidozie. “National cultures and employee commitment in Nigerian organisations : exploring conflicts and relationships.” 2019. Doctoral Dissertation, Queen Mary, University of London. Accessed March 07, 2021.
http://qmro.qmul.ac.uk/xmlui/handle/123456789/58443 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.781011.
MLA Handbook (7th Edition):
Umeh, Chidozie. “National cultures and employee commitment in Nigerian organisations : exploring conflicts and relationships.” 2019. Web. 07 Mar 2021.
Vancouver:
Umeh C. National cultures and employee commitment in Nigerian organisations : exploring conflicts and relationships. [Internet] [Doctoral dissertation]. Queen Mary, University of London; 2019. [cited 2021 Mar 07].
Available from: http://qmro.qmul.ac.uk/xmlui/handle/123456789/58443 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.781011.
Council of Science Editors:
Umeh C. National cultures and employee commitment in Nigerian organisations : exploring conflicts and relationships. [Doctoral Dissertation]. Queen Mary, University of London; 2019. Available from: http://qmro.qmul.ac.uk/xmlui/handle/123456789/58443 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.781011
Delft University of Technology
11.
Leussink, V.A.W. (author).
Governance for Public Values in European Railways.
Degree: 2015, Delft University of Technology
URL: http://resolver.tudelft.nl/uuid:3982600a-dc90-4aee-a60b-6607c582a243
► Governments expect public values to be secured through the efficient and effective delivery of rail services, but the effects of railway governance are in many…
(more)
▼ Governments expect public values to be secured through the efficient and effective delivery of rail services, but the effects of railway governance are in many ways unclear. This research aims at getting a better understanding of the influence of organisational aspects on the performance of European railways, keeping in mind the relevant public values.
SEPAM
POLG
Technology, Policy and Management
Advisors/Committee Members: Veeneman, W.W. (mentor), Baggen, J.H. (mentor), Ten Heuvelhof, E.F. (mentor).
Subjects/Keywords: public values; governance; organisational aspects; performance; European railways
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MLA ·
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Manager
APA (6th Edition):
Leussink, V. A. W. (. (2015). Governance for Public Values in European Railways. (Masters Thesis). Delft University of Technology. Retrieved from http://resolver.tudelft.nl/uuid:3982600a-dc90-4aee-a60b-6607c582a243
Chicago Manual of Style (16th Edition):
Leussink, V A W (author). “Governance for Public Values in European Railways.” 2015. Masters Thesis, Delft University of Technology. Accessed March 07, 2021.
http://resolver.tudelft.nl/uuid:3982600a-dc90-4aee-a60b-6607c582a243.
MLA Handbook (7th Edition):
Leussink, V A W (author). “Governance for Public Values in European Railways.” 2015. Web. 07 Mar 2021.
Vancouver:
Leussink VAW(. Governance for Public Values in European Railways. [Internet] [Masters thesis]. Delft University of Technology; 2015. [cited 2021 Mar 07].
Available from: http://resolver.tudelft.nl/uuid:3982600a-dc90-4aee-a60b-6607c582a243.
Council of Science Editors:
Leussink VAW(. Governance for Public Values in European Railways. [Masters Thesis]. Delft University of Technology; 2015. Available from: http://resolver.tudelft.nl/uuid:3982600a-dc90-4aee-a60b-6607c582a243
University of Manchester
12.
Jammoul, Nada Youssef.
Health System Reform and Organisational Culture: An
Exploratory Study in Abu Dhabi Public Healthcare Sector.
Degree: 2015, University of Manchester
URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:280690
► The Health system in Abu Dhabi has undergone a series of far reaching reforms during the past six years, yet in spite of the structural…
(more)
▼ The Health system in Abu Dhabi has undergone a
series of far reaching reforms during the past six years, yet in
spite of the structural transformations, public confidence in the
performance of this vital sector is still skeptical at best and
employee engagement is still low. The thesis was underpinned by the
aim to reveal the challenges in public health system reform outside
the context of western administration. This thesis is an attempt to
analyse the intricate, multidimensional concept of
organisational
culture within the complex structure of public healthcare sector in
a fast growing economy like Abu Dhabi.Managing
organisational
culture is increasingly viewed as an essential part of health
system reform.
Organisational culture in health care organisations
has gained increased consideration as an important factor that
affects health systems reform and influences the quality of health
care. The research project aims to explore the context of health
system reform in Abu Dhabi and to understand the
organisational
culture of the different constituents of its public healthcare
sector. Using a multi-method investigation combining both
qualitative and quantitative approaches using the Competing
Values
Framework as conceptual framework, this research aims to provide a
critical assessment of
organisational culture in healthcare sector
in Abu Dhabi. Semi-structured interviews were conducted in the
regulator, operator, and three public hospitals prior to the use of
a survey instrument based on the
Organisational Culture Assessment
Instrument (OCAI). The data analysis revealed that the prevailing
cultural model of the Abu Dhabi public sector organisations was
concurrently governed by hierarchy and market cultures while the
presence of clan and adhocracy models was relatively limited.
Interesting variations in assessment of clan culture were found
between UAE nationals and other nationality clusters. The findings
also revealed a desired cultural shift manifested by a higher
emphasis on clan and adhocracy cultures and a lower emphasis on
hierarchy and market culture. Those results confirm the presence of
two opposing or competing cultural dimensions clan/adhocracy vs.
hierarchy/market.This research makes a considerable contribution to
the sparse empirical studies in health system reforms and
organisational culture in the Arab Gulf states, and proposes
important explanations and possible solutions to the salient
challenges facing the health system in Abu Dhabi.
Advisors/Committee Members: COMMON, RICHARD RK, Talbot, Colin, Common, Richard.
Subjects/Keywords: Health System Reform; Organisational Culture; Competing Values Framework; Public Healthcare; UAE
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APA ·
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MLA ·
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CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Jammoul, N. Y. (2015). Health System Reform and Organisational Culture: An
Exploratory Study in Abu Dhabi Public Healthcare Sector. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:280690
Chicago Manual of Style (16th Edition):
Jammoul, Nada Youssef. “Health System Reform and Organisational Culture: An
Exploratory Study in Abu Dhabi Public Healthcare Sector.” 2015. Doctoral Dissertation, University of Manchester. Accessed March 07, 2021.
http://www.manchester.ac.uk/escholar/uk-ac-man-scw:280690.
MLA Handbook (7th Edition):
Jammoul, Nada Youssef. “Health System Reform and Organisational Culture: An
Exploratory Study in Abu Dhabi Public Healthcare Sector.” 2015. Web. 07 Mar 2021.
Vancouver:
Jammoul NY. Health System Reform and Organisational Culture: An
Exploratory Study in Abu Dhabi Public Healthcare Sector. [Internet] [Doctoral dissertation]. University of Manchester; 2015. [cited 2021 Mar 07].
Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:280690.
Council of Science Editors:
Jammoul NY. Health System Reform and Organisational Culture: An
Exploratory Study in Abu Dhabi Public Healthcare Sector. [Doctoral Dissertation]. University of Manchester; 2015. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:280690
13.
Enlund, Jonas.
The untapped potential of CSR
.
Degree: Chalmers tekniska högskola / Institutionen för teknikens ekonomi och organisation, 2019, Chalmers University of Technology
URL: http://hdl.handle.net/20.500.12380/300465
► The citizens in the world today become more and more conscious about the social and environmental conditions in the society around them, and have a…
(more)
▼ The citizens in the world today become more and more conscious about the social and
environmental conditions in the society around them, and have a need to contribute to a better
future for coming generations. This is something that now also is expected by companies to work
with through a Corporate Social Responsibility strategy. Even though organisations have understood
the benefits of being societally engaged for creating stronger ties with their conscious
customers, there are large gaps in companies’ understanding of their organisation members’ needs
for fulfilment, and the benefits that allowing their employees to feel conscious at work can bring.
This study investigates how the benefits from societal engagement can strengthen organisation
members, what factors influence the gained benefits, and thus how these benefits can
be achieved and used to enhance the organisation. The organisations studied are the
housing company Förvaltnings AB Framtiden, the management consultancy company Preera AB, and the
manufacturing company Volvo Group Trucks, part of AB Volvo. To ensure a trustworthy outcome, 15
semi structured in-depth interviews were held with interviewees from different levels in all three
organisations.
Through analysing organisations and their organisation members, it has been found that
societal engagement contributes to many benefits for the organisation and organisation
members. Strengthening customer connections and external branding were expected outcomes, but it
was also found that if managed in a walk-the-talk way, societal engagement strengthens and enhances
the employee relations, employee loyalty and output as well as employee health.
A conscious leadership and culture that enhance open discussions and allow freedom for the
employees under clear responsibilities and mandates together with a constant discussion and dialog
about the vision, and how the organisation contributes to society, are the key elements
to enhance organisations through societal engagement.
Subjects/Keywords: societal engagement;
organisational benefits;
organisation member benefits;
creating shared value;
corporate social responsibility;
internal organisational values
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Manager
APA (6th Edition):
Enlund, J. (2019). The untapped potential of CSR
. (Thesis). Chalmers University of Technology. Retrieved from http://hdl.handle.net/20.500.12380/300465
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Enlund, Jonas. “The untapped potential of CSR
.” 2019. Thesis, Chalmers University of Technology. Accessed March 07, 2021.
http://hdl.handle.net/20.500.12380/300465.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Enlund, Jonas. “The untapped potential of CSR
.” 2019. Web. 07 Mar 2021.
Vancouver:
Enlund J. The untapped potential of CSR
. [Internet] [Thesis]. Chalmers University of Technology; 2019. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/20.500.12380/300465.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Enlund J. The untapped potential of CSR
. [Thesis]. Chalmers University of Technology; 2019. Available from: http://hdl.handle.net/20.500.12380/300465
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Otago
14.
Looi, Suk Yi.
The Impact of Organisational Culture on the Performance of District Health Boards (DHBs) in New Zealand
.
Degree: 2013, University of Otago
URL: http://hdl.handle.net/10523/4359
► Organisational culture has long been recognised as one of the crucial factors in determining healthcare organisational performance and subsequent outcomes, including clinical, operational, and financial…
(more)
▼ Organisational culture has long been recognised as one of the crucial factors in determining healthcare
organisational performance and subsequent outcomes, including clinical, operational, and financial performance. This research study addressed an acknowledged gap in the literature concerning the effect of
organisational culture on the management of healthcare systems. Given the lack of research examining the influence of governance on
organisational culture, there exists a need to examine this relationship further. The research described here examines the influence of governance on
organisational culture and in turn the impact of
organisational culture on the performance of District Health Boards (DHBs) in New Zealand.
This study utilised a mixed methodological approach to investigate the perceived role and influence of selected Board chairs and members, and their associated senior executive teams, on their DHB’s
organisational culture. Invitations to participate in this research were sent to twelve DHBs, selected based on their performance against the ‘Shorter Stays in Emergency Departments’ health target, published by the New Zealand Ministry of Health (MoH), with nine DHBs agreeing to take part. Data collection was conducted in two phases; the first phase involving interviews with selected DHBs’ Board chair, Board members, and their associated CEO, and the second phase involving the administration of a questionnaire to selected DHB Board chairs, Board members, CEOs, and their associated senior executive teams.
The first phase produced a set of findings about the differing perceptions of selected Board chairs, members, and CEOs regarding their potential to influence the DHB’s
organisational culture. The interview data also informed the development of the second phase questionnaire, identifying aspects such as communication,
organisational learning, blame-free culture, and the institution/establishment/development of a gaming culture due to an overemphasis on meeting the MoH’s health targets.
Findings from analysis of the second phase questionnaire suggest that the current
organisational culture profiles of most, and especially the lower performing DHBs, emphasise the ‘Hierarchical’ and ‘Rational’ cultures of Mannion et al.’s modified Competing
Values Framework (CVF). This is supported by the literature, which informs us that ‘Hierarchical’ and ‘Rational’ cultures are not ideal for the implementation of performance improvement initiatives, such as Total Quality Management (TQM), continuous improvement (CI), and Lean Thinking initiatives. In addition, discriminant analysis indicates a misalignment of
values among DHB Board members and their associated senior executive teams, which raises concerns regarding possible performance impacts on the healthcare system. These findings suggest that DHB Boards should consider more carefully their role and ability to influence a DHB’s culture, by reducing ‘Hierarchical’ and ‘Rational’ cultural traits and emphasizing the alignment of
values among the
organisational teams,…
Advisors/Committee Members: Greatbanks, Richard (advisor).
Subjects/Keywords: Organisational Culture;
Performance Improvement;
New Zealand;
Healthcare;
District Health Boards;
Competing Values Framework
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APA ·
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MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Looi, S. Y. (2013). The Impact of Organisational Culture on the Performance of District Health Boards (DHBs) in New Zealand
. (Doctoral Dissertation). University of Otago. Retrieved from http://hdl.handle.net/10523/4359
Chicago Manual of Style (16th Edition):
Looi, Suk Yi. “The Impact of Organisational Culture on the Performance of District Health Boards (DHBs) in New Zealand
.” 2013. Doctoral Dissertation, University of Otago. Accessed March 07, 2021.
http://hdl.handle.net/10523/4359.
MLA Handbook (7th Edition):
Looi, Suk Yi. “The Impact of Organisational Culture on the Performance of District Health Boards (DHBs) in New Zealand
.” 2013. Web. 07 Mar 2021.
Vancouver:
Looi SY. The Impact of Organisational Culture on the Performance of District Health Boards (DHBs) in New Zealand
. [Internet] [Doctoral dissertation]. University of Otago; 2013. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/10523/4359.
Council of Science Editors:
Looi SY. The Impact of Organisational Culture on the Performance of District Health Boards (DHBs) in New Zealand
. [Doctoral Dissertation]. University of Otago; 2013. Available from: http://hdl.handle.net/10523/4359
Stockholm University
15.
Khan, Shahyan.
Leadership in the digital age : A study on the effects of digitalisation on top management leadership.
Degree: Management & Organisation, 2016, Stockholm University
URL: http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-133809
► Digitalisation and the phenomenon of digital transformation is rapidly and fundamentally changing existing businesses and organisations alike (Collin, 2015). Although considered a prime challenge…
(more)
▼ Digitalisation and the phenomenon of digital transformation is rapidly and fundamentally changing existing businesses and organisations alike (Collin, 2015). Although considered a prime challenge for leaders of complex and changing organisations, research in the combined field of digitalisation and leadership however still remain scarce. As executives are tasked with the leading of digital transformation, this study aims to understand how digitalisation effects top management leadership. To achieve this, the study takes a two-folded approach by (1) outlining six characteristics of digitalisation and (2) analysing how these characteristics effect three contemporary forms of leadership: values-based, transformative and authentic leadership. Through a broad literature survey and 13 in-depth interviews with executives and organisational leaders, the study found that the six identified characteristics of digitalisation all effected the three forms of contemporary leadership. The different characteristics did not only change how the leaders practiced each of their leadership styles, but also how their leadership manifested itself through the use of various digital tools, methods and processes in order to enhance and empower their leadership. Even the sub-features of each leadership form were subject to this fundamental digital change. What was also found were three complementary perspectives when leading complex and changing organisations: the perspective of holism, virtuality and networked-based hubs. Each of these perspectives were premiered aspects to be considered as a contemporary leader.
Subjects/Keywords: digitalisation; digital transformation; leadership; top management; organisational change; values-based leadership; transformational leadership; authentic leadership
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APA ·
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Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Khan, S. (2016). Leadership in the digital age : A study on the effects of digitalisation on top management leadership. (Thesis). Stockholm University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-133809
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Khan, Shahyan. “Leadership in the digital age : A study on the effects of digitalisation on top management leadership.” 2016. Thesis, Stockholm University. Accessed March 07, 2021.
http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-133809.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Khan, Shahyan. “Leadership in the digital age : A study on the effects of digitalisation on top management leadership.” 2016. Web. 07 Mar 2021.
Vancouver:
Khan S. Leadership in the digital age : A study on the effects of digitalisation on top management leadership. [Internet] [Thesis]. Stockholm University; 2016. [cited 2021 Mar 07].
Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-133809.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Khan S. Leadership in the digital age : A study on the effects of digitalisation on top management leadership. [Thesis]. Stockholm University; 2016. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-133809
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
16.
Foster, Scott.
An investigation into organisational commitment to spirituality in the workplace.
Degree: PhD, 2014, Liverpool John Moores University
URL: https://doi.org/10.24377/LJMU.t.00004362
;
https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.602628
► This study examined the emerging debate on spirituality in the workplace. As spirituality gains impetus, organisations have proactively accommodated the needs of their multi-ethnic and…
(more)
▼ This study examined the emerging debate on spirituality in the workplace. As spirituality gains impetus, organisations have proactively accommodated the needs of their multi-ethnic and multi-faith workforce and have started integrating spirituality into their policies. The study sought to gauge the employees and managers’ perceptions of the importance of spirituality in the workplace. Spirituality represents a complex phenomenon that embraces an awareness of others, coupled with a sense of fulfilment and values, which add meaning to life. Overall, a lack of clear policy and acknowledgment regarding spirituality within organisations is apparent. The extant literature suggests that spirituality as a research topic suffers from fragmentation, dearth, and confusion which sometimes makes it difficult to propose a comprehensive theory. The complexity and ambiguity of spirituality as a concept means it is often confused with religious rituals. Spirituality is not the same as religion, although religion can be the focus of an individual’s spirituality or the way in which an individual’s spirituality is recognised and expressed. Both spirituality and religion can operate independently from each other. As a result, many scholars have realised the need for a more unified interpretation of the term spirituality. Adopting a predominantly positivist stance, two organisations in England were surveyed. Using a purpose-designed questionnaire, a return of 628 was achieved, with a reliability of 0.87 (Cronbach Alpha). Analysis was undertaken as a data set using independent variables which related to biographical factors, including a person’s faith and their organisation. This was supported by qualitative data using semi-structured interviews with senior management in both organisations. Findings and analysis highlighted that employees did not feel comfortable discussing spirituality; nor did they feel it was appropriate to practise spirituality within the workplace. In their perceptions of spirituality policies, both organisations proffered initiatives that, in the absence of a coherent policy, employees struggled to accommodate employee spiritual needs. Overall, the findings revealed that the limited policies or procedures that were in place often left the employees ambivalent as to whether the organisation had any genuine interest in their spiritual well-being. Since employee spirituality is under-researched, this study investigated the nature of workplace spirituality to benefit academic research through expanding the knowledge in this area, to produce a model of spirituality. The study findings will led to new knowledge on spirituality that can assist in the formulation of suitable strategies to enhance employee spiritual well-being. This study is pertinent in the current economic recession, whereby employees of different ethnic backgrounds may feel vulnerable, with the possibility of spirituality manifesting itself in the workplace as a source of conflict. To address the issue of potential spiritual conflict, organisations will…
Subjects/Keywords: 658.3; Keywords: Spirituality; professional ethics; organisational values; business; human resource development and business policies.
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APA (6th Edition):
Foster, S. (2014). An investigation into organisational commitment to spirituality in the workplace. (Doctoral Dissertation). Liverpool John Moores University. Retrieved from https://doi.org/10.24377/LJMU.t.00004362 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.602628
Chicago Manual of Style (16th Edition):
Foster, Scott. “An investigation into organisational commitment to spirituality in the workplace.” 2014. Doctoral Dissertation, Liverpool John Moores University. Accessed March 07, 2021.
https://doi.org/10.24377/LJMU.t.00004362 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.602628.
MLA Handbook (7th Edition):
Foster, Scott. “An investigation into organisational commitment to spirituality in the workplace.” 2014. Web. 07 Mar 2021.
Vancouver:
Foster S. An investigation into organisational commitment to spirituality in the workplace. [Internet] [Doctoral dissertation]. Liverpool John Moores University; 2014. [cited 2021 Mar 07].
Available from: https://doi.org/10.24377/LJMU.t.00004362 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.602628.
Council of Science Editors:
Foster S. An investigation into organisational commitment to spirituality in the workplace. [Doctoral Dissertation]. Liverpool John Moores University; 2014. Available from: https://doi.org/10.24377/LJMU.t.00004362 ; https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.602628
Technical University of Lisbon
17.
Caseiro, Célia Maria Rodrigues.
Cultura organizacional: um estudo de caso.
Degree: 2012, Technical University of Lisbon
URL: https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/13298
► Mestrado em Gestão de Recursos Humanos
O trabalho de investigação que apresentamos tem como objetivo verificar a adequabilidade do Modelo de Valores Contrastantes de Quinn…
(more)
▼ Mestrado em Gestão de Recursos Humanos
O trabalho de investigação que apresentamos tem como objetivo verificar a adequabilidade do Modelo de Valores Contrastantes de Quinn e seus colaboradores (1983) numa Instituição Particular de Solidariedade Social, e verificar qual o tipo ou tipos de cultura organizacional existentes, utilizando o instrumento de avaliação da cultura organ i zacion a l desenvolvido pelo referido autor.
Procurou-se verificar a existência dos quatro tipos de cultura com o mesmo grau de predominância na Organização, ou a existência de um tipo de cultura predominante.
A revisão teórica abordou o conceito de cuhura organizacional de Schein e o Modelo de Valores Contrastantes de Quinn e colaboradores. A amostra não probabilística e de conveniência, é composta pelo universo da organização, compreendido pela Direção e trabalhadores com vínculo e sem vínculo, num total de 42 colaboradores. Como instrumento de medida foi utilizado o questionário de envolvido por Cameron e Quinn ( 1 999).
Corno principais resultados verificámos que a cultura Adocrática e Clã são as mais presentes, seguindo-se a cultura Hierárquica e por último a de Mercado. A relação entre os tipos de cultura e a produtividade emergiu apenas para a produtividade comparativa. Entre as variáveis sóciodemográficas analisadas a perccção da existência dos quatro tipos de cultura foi maior nos colaboradores que desempenham alguma função de chefia. nos diretores e técnicos de natação. entre os colaboradores que trabalham menos horas e os que não são remunerados. Não se verificou a influência da variável género, das habilitações literárias e vencimento auferido.
The research reported in this paper set out to ascenain the adequacy of the Competing Values Model dev i sed by Quinn and coworkers ( 1983) in a private welfare institution. and establish the nature of the organisational culture currently in place. The assessment tool developed by the aforementioned author was used for this purpose. We tried to verify if the Organisation has four cultures, all on an equal footing, or if one culture predominates.
The theoretical review addressed Schein's concept of organisational culture and the contrasting values model developed by Quinn and coworkers. The non-probabilit y convenience sample consists of the whole organisation, comprising the management and both permanent and non-permanent staff, totalling 42 employees. The measuring instrument used was thc questionnaire devised by Cameron and Quinn ( 1999).
Our findings reveal that lhe adhocracy and clan cultures are predominant , followed by the hierarchy and, finally, by the market culture. A relationship between culture type and productivity could be established only for comparative productivity. Among the socia l a nel demographic variables analysed, there was a…
Advisors/Committee Members: Curado, Carla.
Subjects/Keywords: Cultura organizacinal; Tipologia de cultura organizacional; Modelo valores contrastantes; Instituição Particular de Solidariedade Social; Organisational Culture; Types of organisational culture; Competing values model; Private welfare institution
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Manager
APA (6th Edition):
Caseiro, C. M. R. (2012). Cultura organizacional: um estudo de caso. (Thesis). Technical University of Lisbon. Retrieved from https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/13298
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Caseiro, Célia Maria Rodrigues. “Cultura organizacional: um estudo de caso.” 2012. Thesis, Technical University of Lisbon. Accessed March 07, 2021.
https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/13298.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Caseiro, Célia Maria Rodrigues. “Cultura organizacional: um estudo de caso.” 2012. Web. 07 Mar 2021.
Vancouver:
Caseiro CMR. Cultura organizacional: um estudo de caso. [Internet] [Thesis]. Technical University of Lisbon; 2012. [cited 2021 Mar 07].
Available from: https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/13298.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Caseiro CMR. Cultura organizacional: um estudo de caso. [Thesis]. Technical University of Lisbon; 2012. Available from: https://www.rcaap.pt/detail.jsp?id=oai:www.repository.utl.pt:10400.5/13298
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Edith Cowan University
18.
Ledingham, Marieke.
Beliefs and perceptions about burnout amongst mental health professionals.
Degree: 2015, Edith Cowan University
URL: https://ro.ecu.edu.au/theses/1684
► Protecting the wellbeing of the Australian mental health workforce has become important as demands on health services increase and resources are stretched. A number of…
(more)
▼ Protecting the wellbeing of the Australian mental health workforce has become important as demands on health services increase and resources are stretched. A number of studies show burnout to be a significant issue in this sector despite decades of research on its causes and widespread professional awareness of it. This thesis proposes an explanation for this paradox in human perceptual processes encouraging mental health professionals and managers to minimise recognition of, and response to, burnout.
So far there has been little systematic study of employees’ beliefs and perceptions concerning burnout. A review of social perception research, particularly studies of attribution theory, identified a number of human perceptual biases that can influence a person’s perception of his or her health and the need to take remedial action. These are predicted to cause mental health professionals to underestimate the risks and consequences of burnout and prevent them from acknowledging it or seeking help. Despite good objective knowledge of work stress, professionals may misperceive their own vulnerability and continue working to the point of emotional or physical exhaustion.
This study takes a phenomenological perspective, seeking to understand professionals’ perceptions and beliefs about burnout and how professional and organisational cultures influence these. Fifty-five mental health professionals responded to a survey asking open-ended questions about their beliefs, attitudes and knowledge of burnout and wellbeing at work. Twelve participants were also interviewed. Respondents were mental health nurses, psychologists, mental health occupational therapists, social workers, psychiatrists or counsellors. Responses were analysed and organised into themes using an inductive approach, linking conclusions as closely as possible to participants’ perspectives.
The findings show that professionals’ propensity to address symptoms of burnout is affected by their perceptions of whether managers would provide assistance, the stigma attached to burnout by colleagues or managers, and a tendency to self-blame. Their responses appear to be influenced by the perceptual biases predicted in attribution theory, along with a sense of personal self-esteem strongly tied to professional identity, iii stress-induced cognitive deficits and certain values common in professional or organisational cultures. Together, these factors can reduce professionals’ ability to recognise burnout in both themselves and others.
This study contributes to the field by highlighting the role of mental health professionals’ perceptions in explaining the prevalence of burnout in organisations that have the professional resources to avoid it. Common biases in the perception of self or others can cause professionals to downplay their symptoms or use self-blame as an excuse to avoid seeking help while continuing to practice to the detriment of their health, clients and organisation. Organisational cultures and management practices may consciously or unconsciously reinforce…
Subjects/Keywords: Organisational; workplace; management; stigma; values; stress; work performance; emotions; attitudes; psychologists; nurses; counsellors; social workers; Human Resources Management; Psychiatry and Psychology
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Manager
APA (6th Edition):
Ledingham, M. (2015). Beliefs and perceptions about burnout amongst mental health professionals. (Thesis). Edith Cowan University. Retrieved from https://ro.ecu.edu.au/theses/1684
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Ledingham, Marieke. “Beliefs and perceptions about burnout amongst mental health professionals.” 2015. Thesis, Edith Cowan University. Accessed March 07, 2021.
https://ro.ecu.edu.au/theses/1684.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Ledingham, Marieke. “Beliefs and perceptions about burnout amongst mental health professionals.” 2015. Web. 07 Mar 2021.
Vancouver:
Ledingham M. Beliefs and perceptions about burnout amongst mental health professionals. [Internet] [Thesis]. Edith Cowan University; 2015. [cited 2021 Mar 07].
Available from: https://ro.ecu.edu.au/theses/1684.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Ledingham M. Beliefs and perceptions about burnout amongst mental health professionals. [Thesis]. Edith Cowan University; 2015. Available from: https://ro.ecu.edu.au/theses/1684
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Brno University of Technology
19.
Vacenovská, Jitka.
Návrh na zlepšení firemní kultury: Proposal for the Improvement of the Company´s Culture.
Degree: 2020, Brno University of Technology
URL: http://hdl.handle.net/11012/189056
► Master’s thesis is focused on description of the present state of organization culture of the company Epcos s. r. o. The thesis produses the disposal…
(more)
▼ Master’s thesis is focused on description of the present state of organization culture of the company Epcos s. r. o. The thesis produses the disposal for upgrading organization culture. Part of own work is the proposal of ethics code for company Epcos s. r. o., proposal of vision of the company, and creation and evaluation of questionnaire which refers to the communication related to the organization culture.
Advisors/Committee Members: Pokorný, Jiří (advisor), Sršňová, Gabriela (referee).
Subjects/Keywords: Firemní kultura; normy; hodnoty; etický kodex; dotazník; komunikace; Organisational culture; standards; values; ethics code; questionnaire; communication
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Manager
APA (6th Edition):
Vacenovská, J. (2020). Návrh na zlepšení firemní kultury: Proposal for the Improvement of the Company´s Culture. (Thesis). Brno University of Technology. Retrieved from http://hdl.handle.net/11012/189056
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Vacenovská, Jitka. “Návrh na zlepšení firemní kultury: Proposal for the Improvement of the Company´s Culture.” 2020. Thesis, Brno University of Technology. Accessed March 07, 2021.
http://hdl.handle.net/11012/189056.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Vacenovská, Jitka. “Návrh na zlepšení firemní kultury: Proposal for the Improvement of the Company´s Culture.” 2020. Web. 07 Mar 2021.
Vancouver:
Vacenovská J. Návrh na zlepšení firemní kultury: Proposal for the Improvement of the Company´s Culture. [Internet] [Thesis]. Brno University of Technology; 2020. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/11012/189056.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Vacenovská J. Návrh na zlepšení firemní kultury: Proposal for the Improvement of the Company´s Culture. [Thesis]. Brno University of Technology; 2020. Available from: http://hdl.handle.net/11012/189056
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Queensland University of Technology
20.
Ho, Chin-Chih.
A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses.
Degree: 2006, Queensland University of Technology
URL: https://eprints.qut.edu.au/16421/
► 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…
(more)
▼ 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.
Subjects/Keywords: work values; job involvement; organisational commitment; Taiwanese nurses
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Manager
APA (6th Edition):
Ho, C. (2006). A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses. (Thesis). Queensland University of Technology. Retrieved from https://eprints.qut.edu.au/16421/
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Ho, Chin-Chih. “A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses.” 2006. Thesis, Queensland University of Technology. Accessed March 07, 2021.
https://eprints.qut.edu.au/16421/.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Ho, Chin-Chih. “A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses.” 2006. Web. 07 Mar 2021.
Vancouver:
Ho C. A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses. [Internet] [Thesis]. Queensland University of Technology; 2006. [cited 2021 Mar 07].
Available from: https://eprints.qut.edu.au/16421/.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Ho C. A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses. [Thesis]. Queensland University of Technology; 2006. Available from: https://eprints.qut.edu.au/16421/
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Aberystwyth University
21.
Baqlah, Lubna Attallah Saeed.
Assessing the effect of organisational culture on lean tech practices in Jordanian manufacturing firms.
Degree: PhD, 2017, Aberystwyth University
URL: http://hdl.handle.net/2160/11dc71be-9b93-4333-9193-ee6926d57174
► Lean manufacturing is one of the most developing manufacturing philosophies through which firms can minimise waste in the production process. Implementing lean practices successfully enables…
(more)
▼ Lean manufacturing is one of the most developing manufacturing philosophies through which firms can minimise waste in the production process. Implementing lean practices successfully enables firms to lower unit costs of production and maximise value to the customer, which in turn helps them to increase their competitive edge over rivals. The emerging literature considers organisational culture as a necessary intangible source for achieving a competitive advantage for companies, and to have a critical role in the success or failure of lean practices implementation. The aim of this thesis is to investigate the effect of organisational culture on lean technical practices in the manufacturing firms in Jordan. More specifically, four conceptual models have been developed in the current study highlighting the effect of each type of organisational culture on lean technical practices implementation. In addition, more emphasis was on understanding the mechanism through which customers' involvement, employees’ involvement and suppliers’ involvement affect the relationship between organisational culture and lean technical practices. Thus, the four conceptual models bring to light the potential intervening role of the human lean practices in the organisational culture/ lean technical practices association. After identifying and reviewing the relevant literature, the socio-technical system theory, contingency theory and RBV are adopted to develop the conceptual models and associated hypotheses. A Structural Equation Modelling (SEM) techniques have been adopted to analyse a dataset of over 200 manufacturing firms in Jordan, collected by using a self-administered survey. The findings of this study indicate that the hierarchical culture has the highest substantial positive effect on lean technical practices followed by developmental culture, group culture and rational culture respectively. In addition, it is found that each type of organisational culture (group, developmental, hierarchical and rational) affects positively lean human practices (customers' involvement, employees’ involvement and suppliers’ involvement) in different statistical levels. For example, all types of organisational culture affect suppliers’ involvement more than customers’ involvement and employees’ involvement respectively. Moreover, it is found that customers’ involvement and suppliers’ involvement have the highest positive effect on lean technical practices in the rational culture and the least positive effect in the hierarchical culture. Furthermore, it is found that the positive effect of each type of organisational culture on lean technical practices is partially mediated by customers' involvement and partially mediated by suppliers’ involvement. The highest significant mediating effect of customers' involvement and suppliers’ involvement lies in the rational culture/lean technical practices link whereas the lowest significant mediating effect of customers' involvement and suppliers’ involvement lies is in the hierarchical culture/ lean technical…
Subjects/Keywords: 658.4; lean technical practices; lean human practices; organisational culture; competing values framework; Jordanian manufacturing firms; structural equation modelling; confirmatory factor analysis
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Manager
APA (6th Edition):
Baqlah, L. A. S. (2017). Assessing the effect of organisational culture on lean tech practices in Jordanian manufacturing firms. (Doctoral Dissertation). Aberystwyth University. Retrieved from http://hdl.handle.net/2160/11dc71be-9b93-4333-9193-ee6926d57174
Chicago Manual of Style (16th Edition):
Baqlah, Lubna Attallah Saeed. “Assessing the effect of organisational culture on lean tech practices in Jordanian manufacturing firms.” 2017. Doctoral Dissertation, Aberystwyth University. Accessed March 07, 2021.
http://hdl.handle.net/2160/11dc71be-9b93-4333-9193-ee6926d57174.
MLA Handbook (7th Edition):
Baqlah, Lubna Attallah Saeed. “Assessing the effect of organisational culture on lean tech practices in Jordanian manufacturing firms.” 2017. Web. 07 Mar 2021.
Vancouver:
Baqlah LAS. Assessing the effect of organisational culture on lean tech practices in Jordanian manufacturing firms. [Internet] [Doctoral dissertation]. Aberystwyth University; 2017. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/2160/11dc71be-9b93-4333-9193-ee6926d57174.
Council of Science Editors:
Baqlah LAS. Assessing the effect of organisational culture on lean tech practices in Jordanian manufacturing firms. [Doctoral Dissertation]. Aberystwyth University; 2017. Available from: http://hdl.handle.net/2160/11dc71be-9b93-4333-9193-ee6926d57174
Jönköping University
22.
Erikson, Anders; Ovall, Jonatan.
A cultural extension of familiness : A case study on Spendrups Bryggeri AB.
Degree: Jönköping International Business School, 2013, Jönköping University
URL: http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-23574
► The interest of family businesses and the research within the topic is gaining momentum.A relatively new concept “familiness” elaborates on how the owning family…
(more)
▼ The interest of family businesses and the research within the topic is gaining momentum.A relatively new concept “familiness” elaborates on how the owning family affectsthe firm. Previous studies within the field have put emphasis on the family and topmanagement, leaving a void of research in other levels of the organisation. The problem addressed in this thesis is how the unique characteristics of family firmscan be captured and how to take advantage of them. This is examined through an elaborationof existing research and an investigation of familiness in three different hierarchicallevels at Spendrups. By interpreting the quantitative tool F-PEC and apply a qualitativeapproach, where actual values are investigated, the extent of family influence at differenthierarchical levels as well as limitations to existing theories are examined. This thesis indicates that culture is a vital part of familiness that should be emphasisedmore. In order to capture familiness and to assimilate the family firm’s unique characteristics,culture alignment appears to be of importance. As an organisation grows, it becomesharder for the family’s core values to permeate the organisation, hence highlightingthe aspects of culture alignment and unification of the organisation. This thesis contributes to the research field of family firms and familiness. Based onSpendrups it also presents a concrete case of how familiness is perceived throughout theorganisation.
Subjects/Keywords: Familiness; family firms; organisational culture; culture alignment; Spendrups Bryggeri AB; core values; cultural management; alignment; family influence; F-PEC
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Manager
APA (6th Edition):
Erikson, Anders; Ovall, J. (2013). A cultural extension of familiness : A case study on Spendrups Bryggeri AB. (Thesis). Jönköping University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-23574
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Erikson, Anders; Ovall, Jonatan. “A cultural extension of familiness : A case study on Spendrups Bryggeri AB.” 2013. Thesis, Jönköping University. Accessed March 07, 2021.
http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-23574.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Erikson, Anders; Ovall, Jonatan. “A cultural extension of familiness : A case study on Spendrups Bryggeri AB.” 2013. Web. 07 Mar 2021.
Vancouver:
Erikson, Anders; Ovall J. A cultural extension of familiness : A case study on Spendrups Bryggeri AB. [Internet] [Thesis]. Jönköping University; 2013. [cited 2021 Mar 07].
Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-23574.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Erikson, Anders; Ovall J. A cultural extension of familiness : A case study on Spendrups Bryggeri AB. [Thesis]. Jönköping University; 2013. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-23574
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
23.
BULL, ELIZABETH.
Factors for Organisational Learning enabling Sustainability Transitions : A case study exploring a Public Service Agency in Scandinavia.
Degree: Urban Studies (US), 2020, Malmö University
URL: http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-18439
► The growing interest in sustainability amounts pressure on organisations to operate in more environmentally friendly ways, sparking the need for radical sustainable change. The…
(more)
▼ The growing interest in sustainability amounts pressure on organisations to operate in more environmentally friendly ways, sparking the need for radical sustainable change. The purpose of this study is to discover what factors and conditions facilitate and hinder organisational learning for sustainability transitions (ST), a topic that has caught recent academic attention and thus needs further interdisciplinary research. The conceptual framework derives inspiration from the Four Factors of Learning for ST whilst the Competing Values Framework and the Three Loops of Learning are used as additional lens to better understand the conditions of learning for ST. The thesis will take a qualitative approach through conducting a content analysis of three company documents and seven semi-structured interviews with employees from a public service agency in Scandinavia currently implementing a transition lab. A descriptive analysis of the coded data highlights the levels of understanding and acceptance towards sustainability transitions from the case organisation and the conditions that facilitate and hinder organisational learning. The results show that the most prominent of the Four Factors of Learning for ST in the early phase of a sustainability transition is interpersonal, followed by material, institutional and intrapersonal. Within these factors, the discussion further highlights the most prevalent sub-codes and themes that reoccur in the data. Moreover, five key findings under the themes of flexibility versus control, resource availability through digitalisation, communication, collaboration and facing complexity using institutional logics were identified as the primary facilitating and hindering factors that promote learning for STs. Finally, recommendations are presented to inform both theory, and practice, as further analysing learning for ST is of high relevance to better understand and design these learning journeys and a more sustainable (organisational) future.
Subjects/Keywords: Sustainability Transition; Organisational Learning; Public Service Agencies; Competing Values Framework; Three Loops of Learning; Business Administration; Företagsekonomi
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APA (6th Edition):
BULL, E. (2020). Factors for Organisational Learning enabling Sustainability Transitions : A case study exploring a Public Service Agency in Scandinavia. (Thesis). Malmö University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-18439
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
BULL, ELIZABETH. “Factors for Organisational Learning enabling Sustainability Transitions : A case study exploring a Public Service Agency in Scandinavia.” 2020. Thesis, Malmö University. Accessed March 07, 2021.
http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-18439.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
BULL, ELIZABETH. “Factors for Organisational Learning enabling Sustainability Transitions : A case study exploring a Public Service Agency in Scandinavia.” 2020. Web. 07 Mar 2021.
Vancouver:
BULL E. Factors for Organisational Learning enabling Sustainability Transitions : A case study exploring a Public Service Agency in Scandinavia. [Internet] [Thesis]. Malmö University; 2020. [cited 2021 Mar 07].
Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-18439.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
BULL E. Factors for Organisational Learning enabling Sustainability Transitions : A case study exploring a Public Service Agency in Scandinavia. [Thesis]. Malmö University; 2020. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-18439
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Victoria University of Wellington
24.
Nguyen, Trang Thu.
Transactional Leadership in the Public Sector: Integrating Public Values.
Degree: 2020, Victoria University of Wellington
URL: http://hdl.handle.net/10063/9013
► Agreement exists that leadership studies should give increased attention to the application of generic leadership in specific contexts. In the public sector, a specific need…
(more)
▼ Agreement exists that leadership studies should give increased attention to the application of generic leadership in specific contexts. In the public sector, a specific need exists to examine the effect of public
values on the content and effectiveness of leadership. This study adds to the public administration literature by, principally, developing a transactional leadership (TL) substyle that incorporates public
values (PV). This thesis calls this substyle “Public
Values-focused Transactional Leadership” (PVTL).
Three main study questions are addressed: (1) What is the impact of Transactional Leadership on the
Organisational Commitment (OC) of public employees? (2) What is the impact of Public
Values on
Organisational Commitment? (3) What is the impact of Public
Values-focused Transactional Leadership on the
Organisational Commitment?
This study uses a multiphase mixed-method design and data gathered from 25 interviews and a dyadic survey of 499 employees and 78 supervisors across 27 public agencies in Vietnam. Empirical results show positive, direct impacts of TL, PV and PVTL on OC. It also finds indirect impacts of PVTL on OC through psychological contracts, and a mediation effect of a participatory style on the relationship between PVTL and OC. Hence, support is provided for the relationships of the above study questions. PVTL is discussed as a new, useful construct for public sector leadership studies and as holding promise for improving public sector management.
Advisors/Committee Members: Berman, Evan, Plimmer, Geoff, Taylor, Jeannette.
Subjects/Keywords: Public sector; Transactional leadership; Public Values -focused Transactional Leadership; Public leadership theorising; Leadership substyles; Public values; Organisational commitment; Psychological contract; Leader communication
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APA (6th Edition):
Nguyen, T. T. (2020). Transactional Leadership in the Public Sector: Integrating Public Values. (Doctoral Dissertation). Victoria University of Wellington. Retrieved from http://hdl.handle.net/10063/9013
Chicago Manual of Style (16th Edition):
Nguyen, Trang Thu. “Transactional Leadership in the Public Sector: Integrating Public Values.” 2020. Doctoral Dissertation, Victoria University of Wellington. Accessed March 07, 2021.
http://hdl.handle.net/10063/9013.
MLA Handbook (7th Edition):
Nguyen, Trang Thu. “Transactional Leadership in the Public Sector: Integrating Public Values.” 2020. Web. 07 Mar 2021.
Vancouver:
Nguyen TT. Transactional Leadership in the Public Sector: Integrating Public Values. [Internet] [Doctoral dissertation]. Victoria University of Wellington; 2020. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/10063/9013.
Council of Science Editors:
Nguyen TT. Transactional Leadership in the Public Sector: Integrating Public Values. [Doctoral Dissertation]. Victoria University of Wellington; 2020. Available from: http://hdl.handle.net/10063/9013
University of South Africa
25.
Gerber, Frans Jacobus.
Model for emotional intelligence as a determinant of organisational climate
.
Degree: 2014, University of South Africa
URL: http://hdl.handle.net/10500/18724
► The main objective of this research was to establish a model for emotional intelligence as a determinant of organisational climate. This model should help companies…
(more)
▼ The main objective of this research was to establish a model for emotional intelligence as a determinant of
organisational climate. This model should help companies and
organisational psychologists to better understand the interrelatedness of the two constructs in order to optimally enhance
organisational performance. This research was conducted in a large organisation, utilising a large sample (n = 1 612) of employees in the financial services industry.
During the first phase of this research, emotional intelligence was conceptualised from literature research within the trait paradigm and
organisational climate as a molar construct. A theoretical model of emotional intelligence as a determinant of
organisational climate was developed and suggested a link to
organisational output.
During the second phase of this research (empirical research), assessment instruments for emotional intelligence (the Gerber Emotional Intelligence Scale) and
organisational climate (the High Performance Climate Questionnaire) were developed and validated. Thereafter an assessment instrument for work output was designed to test the link with performance.
The structural equation model (SEM) produced a new best-fitting model of emotional intelligence,
organisational climate and work output. The model indicates that emotional intelligence does not correlate with work output as expected, but
organisational climate does correlates moderately with work output and explains almost 40% of the variance in work output. The strongest influence seems to flow from teamwork and management. The regression weights between emotional intelligence and
organisational climate were trivial, although the model fit indices were all within an acceptable range.
The researcher attributed the lack of support for the model to the characteristics of the employees of this type of organisation and concluded that emotional intelligence should not be seen as a determinant of
organisational climate in this specific financial services sector.
The results further indicate that significant differences exist between the
organisational climate experiences of four biographical categories (race, position level, age and geographical region) and also for the categories of position level and age for work output. These differences need to be considered when developing future interventions.
This research contributes towards a comprehensive understanding of the relationship between emotional intelligence,
organisational climate and work output. The three newly developed questionnaires and the SEM could help researchers and practitioners to apply the research model in other industries and subsequently improve
organisational outputs.
Advisors/Committee Members: Martins, N (advisor), Basson, J.S (advisor).
Subjects/Keywords: Trait emotional intelligence;
Ability emotional intelligence;
Emotions;
Intelligence;
Emotional intelligence models;
Organisational climate;
Psychological climate;
Group climate;
Organisational culture;
Competing values framework;
Organisational climate model;
Validation;
Structural equation model (SEM) testing
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Manager
APA (6th Edition):
Gerber, F. J. (2014). Model for emotional intelligence as a determinant of organisational climate
. (Doctoral Dissertation). University of South Africa. Retrieved from http://hdl.handle.net/10500/18724
Chicago Manual of Style (16th Edition):
Gerber, Frans Jacobus. “Model for emotional intelligence as a determinant of organisational climate
.” 2014. Doctoral Dissertation, University of South Africa. Accessed March 07, 2021.
http://hdl.handle.net/10500/18724.
MLA Handbook (7th Edition):
Gerber, Frans Jacobus. “Model for emotional intelligence as a determinant of organisational climate
.” 2014. Web. 07 Mar 2021.
Vancouver:
Gerber FJ. Model for emotional intelligence as a determinant of organisational climate
. [Internet] [Doctoral dissertation]. University of South Africa; 2014. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/10500/18724.
Council of Science Editors:
Gerber FJ. Model for emotional intelligence as a determinant of organisational climate
. [Doctoral Dissertation]. University of South Africa; 2014. Available from: http://hdl.handle.net/10500/18724
Unitec New Zealand
26.
Saele, Cato.
Linking organisational culture and values with a firm's performance: a case study from the NZ airline industry.
Degree: 2007, Unitec New Zealand
URL: http://hdl.handle.net/10652/1241
► The purpose of this research has been two fold. Firstly to conduct a cultural assessment of a New Zealand airline (referred to as “Pukeko Air…
(more)
▼ The purpose of this research has been two fold. Firstly to conduct a cultural assessment of a New Zealand airline (referred to as “Pukeko Air Ltd.” for confidentiality reasons) in order to identify the perceived current and future preferred organisational culture and organisational
values present in this organisation. Secondly to assess how selected organisational members associated the present and future cultural and values profile with organisational performance.
A hybrid research methodology was employed, where data was collected in two stages; one quantitative and the other qualitative. First, a quantitative survey questionnaire was distributed to all employees, effectively combining Cameron and Quinn’s (1999) Organisational Culture Assessment Instrument, and McDonald and Gandz’ (1992, p. 69) “Shared values for the modern business corporation”. Second, the results and outcome of the survey formed the basis
for six qualitative interviews with senior management staff.
The interview questions sought management’s interpretation of survey findings, and in particular the relationship between the current and future cultures and values and associations with organisational performance.
The findings from the research show a relatively close alignment between the current and preferred future organisational culture. This signifies that the organisation is in a good situation for the future. Moreover, the research project sought senior staff members’ perceptions of organisational culture’s role in performance. The findings suggest performance is somewhat affected by culture and values, and that these elements helps determining what
sort of airline the organisation wants to become, as well as reducing impact of external factors affecting the company. The study indicates not only what type of culture and which values are deemed conducive to success from a management point of view, but also highlights the perceived importance of commitment and ownership in creating a strong culture in this New Zealand Airline.
Subjects/Keywords: airline industry; organisational culture; organisational values; organisational performance; Commerce, Management, Tourism and Services (350000)
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Manager
APA (6th Edition):
Saele, C. (2007). Linking organisational culture and values with a firm's performance: a case study from the NZ airline industry. (Thesis). Unitec New Zealand. Retrieved from http://hdl.handle.net/10652/1241
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Saele, Cato. “Linking organisational culture and values with a firm's performance: a case study from the NZ airline industry.” 2007. Thesis, Unitec New Zealand. Accessed March 07, 2021.
http://hdl.handle.net/10652/1241.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Saele, Cato. “Linking organisational culture and values with a firm's performance: a case study from the NZ airline industry.” 2007. Web. 07 Mar 2021.
Vancouver:
Saele C. Linking organisational culture and values with a firm's performance: a case study from the NZ airline industry. [Internet] [Thesis]. Unitec New Zealand; 2007. [cited 2021 Mar 07].
Available from: http://hdl.handle.net/10652/1241.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Saele C. Linking organisational culture and values with a firm's performance: a case study from the NZ airline industry. [Thesis]. Unitec New Zealand; 2007. Available from: http://hdl.handle.net/10652/1241
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Linnaeus University
27.
Johansson, Julia.
"Första veckan ska man bara lära sig att hitta till kaffeautomaten" : En kvalitativ studie om tjänstemäns onboardingprocess.
Degree: Organisation and Entrepreneurship, 2020, Linnaeus University
URL: http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95351
► Syfte: Syftet med studien är att skapa förståelse för en organisations specifika onboardingprocess och vilka delar som beskrivs viktiga för att en nyanställd ska komma…
(more)
▼ Syfte: Syftet med studien är att skapa förståelse för en organisations specifika onboardingprocess och vilka delar som beskrivs viktiga för att en nyanställd ska komma in i sin roll samt organisationen utifrån HR-funktionens, chefer och nyanställdas perspektiv. Förhoppningen med studien är också att nyckelpersoner inom onboarding kan använda sig av studiens resultat för att reflektera över hur onboardingprocessen upplevs och fungerar i deras organisation. Metod: Studien är en kvalitativ fallstudie med induktiv ansats. Det empiriska materialet har samlats in genom semistrukturerade intervjuer. Intervjuerna genomfördes med fem tjänstemän, två chefer och en HR-manager. Slutsats: Studien framställer flertalet centrala delar med onboardingprocessen utifrån de tre perspektiven. Det mest centrala under processen, i det specifika fallet, är att kunna arbeta med individanpassning för att möta samtliga behov. Även tidsaspekten är en av de mest centrala delarna som påverkar upplevelsen av onboarding.
Purpose: The purpose of this study is to create an understanding of an organisation’s specific onboarding process. The aim is also to provide an understanding of the essential parts in adapting to the position and organisation described by the HR-function, managers and officials. The results of the study will hopefully provide key individuals in the field of onboarding with the opportunity to reflect on how the onboarding process is experienced and how it functions in their organisation. Method: This study is a qualitative case study with an inductive approach. The empirical material has been collected through semi-structured interviews. The interviews were conducted with five officials, two managers and one HR manager. Conclusion: This study highlights a number of essential parts regarding the onboarding based on the three perspectives. The most essential part in this specific case is being able to work with individual factors to satisfy the needs of the new employee. The aspect of time is also one of the most essential parts that will affect the experience of onboarding.
Subjects/Keywords: Onboarding; Officials; Managers; HR-function; Support function; Time; Fellowship; Organisational values; Onboarding; Tjänstemän; Chefer; HR-funktion; Stödfunktion; Tid; Gemenskap; Organisatoriska värderingar; Business Administration; Företagsekonomi
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Manager
APA (6th Edition):
Johansson, J. (2020). "Första veckan ska man bara lära sig att hitta till kaffeautomaten" : En kvalitativ studie om tjänstemäns onboardingprocess. (Thesis). Linnaeus University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95351
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Johansson, Julia. “"Första veckan ska man bara lära sig att hitta till kaffeautomaten" : En kvalitativ studie om tjänstemäns onboardingprocess.” 2020. Thesis, Linnaeus University. Accessed March 07, 2021.
http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95351.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Johansson, Julia. “"Första veckan ska man bara lära sig att hitta till kaffeautomaten" : En kvalitativ studie om tjänstemäns onboardingprocess.” 2020. Web. 07 Mar 2021.
Vancouver:
Johansson J. "Första veckan ska man bara lära sig att hitta till kaffeautomaten" : En kvalitativ studie om tjänstemäns onboardingprocess. [Internet] [Thesis]. Linnaeus University; 2020. [cited 2021 Mar 07].
Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95351.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Johansson J. "Första veckan ska man bara lära sig att hitta till kaffeautomaten" : En kvalitativ studie om tjänstemäns onboardingprocess. [Thesis]. Linnaeus University; 2020. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95351
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
28.
Vikström, Fredrik.
How does Organizational Culture Impact Intention to use Customer Relationship Management Amongst Employees?.
Degree: Technology and Social Sciences, 2016, Luleå University of Technology
URL: http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-60033
► Purpose: The aim of this thesis is to elaborate on if organisational culture has an impact on the intention to use a CRM system.…
(more)
▼ Purpose: The aim of this thesis is to elaborate on if organisational culture has an impact on the intention to use a CRM system. Methodology: The data was collected by use of an online questionnaire, the questions used were created based on the literature review andmeasured according to a 5 point Likert-scale Conclusion: Organisational culture has no meaningful impact on intention touse CRM. This since each of the culture types produced results which were outside acceptable perimeters. Out of the three aspects of the technology acceptance model,attitude has the biggest impact on intention to use CRM. PEOU and PU were not within acceptable perimeters. Neither PU nor PEOU had a statistical significant impact on attitude, leaving attitude as a sole positive contributor to intentionto use CRM. K
Subjects/Keywords: CRM; organisational culture; competing values model; technology acceptance model; CRM adoption; intention to use CRM; Other Engineering and Technologies not elsewhere specified; Övrig annan teknik
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Manager
APA (6th Edition):
Vikström, F. (2016). How does Organizational Culture Impact Intention to use Customer Relationship Management Amongst Employees?. (Thesis). Luleå University of Technology. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-60033
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Vikström, Fredrik. “How does Organizational Culture Impact Intention to use Customer Relationship Management Amongst Employees?.” 2016. Thesis, Luleå University of Technology. Accessed March 07, 2021.
http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-60033.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Vikström, Fredrik. “How does Organizational Culture Impact Intention to use Customer Relationship Management Amongst Employees?.” 2016. Web. 07 Mar 2021.
Vancouver:
Vikström F. How does Organizational Culture Impact Intention to use Customer Relationship Management Amongst Employees?. [Internet] [Thesis]. Luleå University of Technology; 2016. [cited 2021 Mar 07].
Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-60033.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Vikström F. How does Organizational Culture Impact Intention to use Customer Relationship Management Amongst Employees?. [Thesis]. Luleå University of Technology; 2016. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-60033
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Brunel University
29.
Alwis, Dee.
The role of intellectual capital in organisational value creation : an application of a theoretical model to two case studies.
Degree: PhD, 2004, Brunel University
URL: http://bura.brunel.ac.uk/handle/2438/5068
;
http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408909
► The research in this thesis focuses on the intangible resources of organisations. Intangible resources include an organisation's collective knowledge and learning, leadership talent, the values…
(more)
▼ The research in this thesis focuses on the intangible resources of organisations. Intangible resources include an organisation's collective knowledge and learning, leadership talent, the values that shape its culture, routines and processes and the collaborative relationships. These intangible resources are known as intellectual capital (IC) because they support organisational activity along with financial and physical capital. Previous research has classified IC into three principle components of human, organisational and relationship capital and has established a link between IC and organisational value. Recent studies have also emphasised the notion of interrelationships between the three components of intellectual capital in developing capabilities that drive value creation. Yet it is often unclear how the various elements interrelate to one another to generate organisational value. This thesis investigates how IC contributes to organisational value creation. Central to this research is the examination of the mechanisms through which IC factors are integrated within organisations in order to develop capabilities. As innovation is widely agreed to be a determinant of organisational value creation, this research adapted and extended the model of intelligence and innovation proposed by Glynn (1996) to develop a comprehensive theoretical framework for empirically examining the synergistic effects of IC. Building upon four major theoretical streams: resource-based view of the firm, innovation theory, intellectual capital theory and organisational capabilities, this research has elaborated the ideas and constructs presented in the original model and de-contextualised them to an intellectual capital perspective. A qualitative, interpretive approach was applied to two in-depth case studies for investigating the intangible resource-base of two knowledge intensive companies. The results were then expanded to a cross-case context in order to compare and contrast the value creating potential of the IC factors. The findings of this research are presented in the form of a descriptive framework that classifies the characteristics of a value creating process. The purpose of the framework is to provide pointers for identifying IC resources and developing capabilities in a way that provides an organisation with sustainable competitive advantage, and thereby, value.
Subjects/Keywords: 658.4038; Intangible organisational resources; Collective knowledge and learning; Leadership talent; Organisational values; Competitive advantage
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APA ·
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Manager
APA (6th Edition):
Alwis, D. (2004). The role of intellectual capital in organisational value creation : an application of a theoretical model to two case studies. (Doctoral Dissertation). Brunel University. Retrieved from http://bura.brunel.ac.uk/handle/2438/5068 ; http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408909
Chicago Manual of Style (16th Edition):
Alwis, Dee. “The role of intellectual capital in organisational value creation : an application of a theoretical model to two case studies.” 2004. Doctoral Dissertation, Brunel University. Accessed March 07, 2021.
http://bura.brunel.ac.uk/handle/2438/5068 ; http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408909.
MLA Handbook (7th Edition):
Alwis, Dee. “The role of intellectual capital in organisational value creation : an application of a theoretical model to two case studies.” 2004. Web. 07 Mar 2021.
Vancouver:
Alwis D. The role of intellectual capital in organisational value creation : an application of a theoretical model to two case studies. [Internet] [Doctoral dissertation]. Brunel University; 2004. [cited 2021 Mar 07].
Available from: http://bura.brunel.ac.uk/handle/2438/5068 ; http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408909.
Council of Science Editors:
Alwis D. The role of intellectual capital in organisational value creation : an application of a theoretical model to two case studies. [Doctoral Dissertation]. Brunel University; 2004. Available from: http://bura.brunel.ac.uk/handle/2438/5068 ; http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.408909
Southern Cross University
30.
Shoesmith, Elizabeth Anne.
Career self-management in clan and hierarchical organisational cultures : towards the development of a competing values career self-management framework.
Degree: 2018, Southern Cross University
URL: https://epubs.scu.edu.au/theses/638
► Career is considered an important element in an individual’s life and identity, and equally important to an organisation’s performance. Career development and management are essential…
(more)
▼ Career is considered an important element in an individual’s life and identity, and equally important to an organisation’s performance. Career development and management are essential in contributing to the achievement of career success outcomes and involve a range of strategies that are initiated by both the individual and the organisation. The more suitable the career management strategies, the more effective those strategies will be in contributing to positive outcomes. Demonstrating career self-management has been widely recognised as one of the main mechanisms that can be used to contribute to subjective and objective career success. The aim of this thesis is to explore the impact of organisational culture on the effectiveness of career self-management in achieving career success outcomes. Social cognitive theory, the competing values framework, Organisational Culture Assessment Instrument (OCAI), and the career self-management (CSM) model have been applied to investigate the potential significant influence that organisational culture has on the relationship between career self-management and subjective and objective career success, and to develop a new competing values career self-management framework. The main theoretical contribution of the research project is that it uses for the first time OCAI and CSM to evaluate the impact of organisational culture on career self-management behaviours and career success outcomes in a family owned and a government owned organisation in Australia. Moreover, it develops new knowledge about the difference in effectiveness of career self-management behaviours in different organisational cultures. The findings also provide individuals and organisations with an empirically developed model for determining the most effective approach to career self-management in clan and hierarchical organisational cultures. The research results emphasise the importance of evaluating the organisational culture and tailoring career management strategies accordingly to positively contribute to subjective and objective career success outcomes.
Subjects/Keywords: career; career self-management; CSM; career success; subjective success; objective success; organisational culture; clan; hierarchical; competing values framework; CVF; Organisational culture assessment instrument; OCAI.; Business; Business and Corporate Communications; Human Resources Management; Training and Development
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APA (6th Edition):
Shoesmith, E. A. (2018). Career self-management in clan and hierarchical organisational cultures : towards the development of a competing values career self-management framework. (Thesis). Southern Cross University. Retrieved from https://epubs.scu.edu.au/theses/638
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Shoesmith, Elizabeth Anne. “Career self-management in clan and hierarchical organisational cultures : towards the development of a competing values career self-management framework.” 2018. Thesis, Southern Cross University. Accessed March 07, 2021.
https://epubs.scu.edu.au/theses/638.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Shoesmith, Elizabeth Anne. “Career self-management in clan and hierarchical organisational cultures : towards the development of a competing values career self-management framework.” 2018. Web. 07 Mar 2021.
Vancouver:
Shoesmith EA. Career self-management in clan and hierarchical organisational cultures : towards the development of a competing values career self-management framework. [Internet] [Thesis]. Southern Cross University; 2018. [cited 2021 Mar 07].
Available from: https://epubs.scu.edu.au/theses/638.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Shoesmith EA. Career self-management in clan and hierarchical organisational cultures : towards the development of a competing values career self-management framework. [Thesis]. Southern Cross University; 2018. Available from: https://epubs.scu.edu.au/theses/638
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
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Open Access Theses and Dissertations
