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Organizational Behavior and Theory Commons™
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Articles 1 - 6 of 6
Full-Text Articles in Organizational Behavior and Theory
Maintaining And Regaining Organizational Legitimacy : The U.S. Securities And Exchange Commission, Karen R. Bryce
Maintaining And Regaining Organizational Legitimacy : The U.S. Securities And Exchange Commission, Karen R. Bryce
Legacy Theses & Dissertations (2009 - 2024)
Focusing on organizational legitimacy is an essential element to the survival of an organization. Suchman (1995) suggests that "Legitimacy is a generalized perception or assumption that the actions of an entity are desirable, proper, or appropriate within some socially constructed system of norms, values, beliefs, and definitions" (p. 574). Legitimacy must first be gained and then maintained. If lost, legitimacy must be regained or the organization is unlikely to survive. Organizations can use both symbolic and substantive means of gaining, maintaining or regaining legitimacy. This dissertation explores organizational legitimacy by examining the case of the U.S. Securities and Exchange Commission …
An Empirical Examination Of Self-Development Activities : Integrating Social Exchange And Motivational Lens, Kanchan Vasant Deosthali
An Empirical Examination Of Self-Development Activities : Integrating Social Exchange And Motivational Lens, Kanchan Vasant Deosthali
Legacy Theses & Dissertations (2009 - 2024)
In today's competitive global environment, organizations are continuously seeking out ways to motivate employees to learn new skills and update existing skills. One way that employees are updating their skills are through voluntary self-development activities. The current research focuses on these behaviors, and extends prior research by developing and empirically examining a model of self-development behaviors that integrates two theoretical lenses: social exchange and motivation. The social exchange component of the model included distributive justice, procedural justice, trust, and organizational identity and the motivational component of the model focused on subjective norms, self-efficacy, need for achievement, conscientiousness, resources, and attitudes …
Measuring Entrepreneurship In The Academic Heartland, Jonathan Gagliardi
Measuring Entrepreneurship In The Academic Heartland, Jonathan Gagliardi
Legacy Theses & Dissertations (2009 - 2024)
ABSTRACT
Do It Because I Said So ... Please? : The Connection Between Supervisor Interpersonal Justice, Perceived Power, And Employee Reactions, Ellen Weissblum
Do It Because I Said So ... Please? : The Connection Between Supervisor Interpersonal Justice, Perceived Power, And Employee Reactions, Ellen Weissblum
Legacy Theses & Dissertations (2009 - 2024)
The purpose of this set of studies was to investigate the linkage between interpersonally just or unjust behavior on the part of a supervisor and the perception of referent, coercive, and legitimate power as perceived by subordinates. It was proposed that lower levels of interpersonal justice on the part of a supervisor would result in the perception that the supervisor possessed a greater degree of coercive power and a lower degree of referent power. It was furthermore proposed that, consistent with prior research, referent power would be positively related to task commitment; coercive power would be positively related to reactance; …
Knowledge Creation In Distributed Group Collaborative Workplace Writing, Virginia Yonkers
Knowledge Creation In Distributed Group Collaborative Workplace Writing, Virginia Yonkers
Legacy Theses & Dissertations (2009 - 2024)
This study looked at the knowledge creation by distributed groups in a knowledge based organization as they engaged in collaborative writing. A traditional model of knowledge creation assumes knowledge is located by the individual in the forms of content, competency, and expertise. A new model of knowledge creation identifies three ways to identify knowledge (tangible representation of knowledge, procedural and tacit knowledge, partaged knowledge) which can be found internally or externally to the individual, group, or organization. Knowledge creation is a complex process situated in the multiple environments within which a distributed group functions. Power structures create knowledge boundaries within …
The Relationship Between Training Design And Trainee Differences On Training Outcomes : An Experimental Investigation Of The Treatment Of Socialization And Training Content In The E-Learning Environment, Regina Elizabeth Yanson
The Relationship Between Training Design And Trainee Differences On Training Outcomes : An Experimental Investigation Of The Treatment Of Socialization And Training Content In The E-Learning Environment, Regina Elizabeth Yanson
Legacy Theses & Dissertations (2009 - 2024)
For e-learning initiatives to succeed, they must be designed to support a variety of trainees, methods, and content. Two important considerations in the design of any learning environment are the complexity of the tasks being learned and the socialization and connections of the trainees. Therefore, the goal of this research was to investigate how different levels of complexity and trainee socialization affect training outcomes in an e-learning environment. Given the importance of additional trainee and environment factors, a model of e-learning effectiveness was proposed in which the mediating roles of engagement, social presence, and motivation to learn are considered. To …