Organization Development Commons^™

Maximising Effectiveness Of Talent Pools Through Mindfulness: An Empirical Investigation In A Multinational Corporation, Tarmo Raudsepp

Dissertations and Theses Collection (Open Access)

Traditional human resource management is looking to identify and develop talent for maximising human capital in a competitive environment with limited resources and negative demographic trends. Attracting, deploying, motivating, developing and retaining talented employees is a corporate norm for meeting organisational goals. Proper human resource processes through rigorous mapping of employees according to the performance-potential matrix allow the grading of employees against peer groups to establish talent pools for development and internal succession planning.

Mindfulness originates from 2,500-year-old Buddhist spiritual practices and has a rare combination of spirituality and science. Eastern perspective originates from Asian traditions focusing on the self-regulation …

Employees’ Job Positions, Psychological Ownership, And Commitment To Change, Bo Zhang

Dissertations and Theses Collection (Open Access)

Organisational change is crucial to the development of enterprises. However, when enterprises are implementing major changes, there are great differences in the attitudes and behaviours of employees in different job positions toward changes. Research in this area is insufficient. Therefore, this dissertation investigates the problem of employee commitment amid enterprises’ organisational changes. This dissertation is committed to determining why employees at different levels and with different roles have different degrees of commitment to change and confirming the role of job positions in affecting employees’ psychological ownership of the change process. According to the findings, the impact of employees’ job rank …

The Many Faces Of Class Ceiling: Its Manifestations At Different Career Stages And Ways To Overcome It, Jia Hui Lim

Dissertations and Theses Collection (Open Access)

Even with comparable education and level of competence, workers with lower socioeconomic status (SES) origins are disadvantaged in terms of earnings and occupational attainment. This class gap, or the “class ceiling,” is as large as the gender gap, but poorly understood. In my dissertation, I designed a series of related projects to explain and potentially mitigate the class ceiling problem. Across three projects, I mainly focused on where the problem starts—labor market and newcomer adjustment in organizations. I find that, beyond discrimination and bias that has been the focus of past work, many challenges stem from workers’ own psychology and …

Pressure To Be Creative: How Employees Respond To Organizational Creativity Pressure, Hye Jung Eun

Dissertations and Theses Collection (Open Access)

Creativity and innovation are vital for organizational growth and success, driving many organizations to increase pressure for employee creativity. Yet, researchers have neglected investigating how employees respond to creativity pressure at the workplace. This dissertation introduces and develops a new scale for the concept of organizational creativity pressure – the pressure on employees to continually develop novel and useful ideas and solutions. The scale is further validated through extensive assessment of content and construct validity, empirically differentiating the construct from similar others such as performance pressure and support for creativity.

Drawing on the transactional theory of stress (Lazarus & Folkman, …

The Role Of Employee Proactive Behaviors In Influencing Supervisors’ Trust In Employees, Ngai Meng Ho

Dissertations and Theses Collection (Open Access)

In organizations, proactive employees make things happen. They anticipate, initiate, and drive meaningful changes for a better future. Such proactive behaviors can be manifested in different forms. Initiating work improvements and voicing for changes are examples of the different proactive behaviors commonly demonstrated by employees.

Empirical studies have associated proactive behaviors at work with a range of positive workplace outcomes. However, only limited research has examined how proactive behaviors might be related to one particularly important outcome, trust, i.e., whether an employee’s proactive behaviors will influence the supervisor’s trust toward the employee. Accordingly, in this present research, I conducted two …

The Effects Of University Governance Structure On New Programme Development And Approval Process In Vietnamese Universities, Thi Anh Tram Le

Dissertations and Theses Collection (Open Access)

Universities and other higher education institutions are viewed as social organizations which play a crucial role in developing the economy, politic, culture, talent, and society of the country. Society expects the universities to well-fulfill their mission in education, academic research, public engagement for the economic development and sustainability of the country and the government is also accountable for supporting the universities to accomplish their missions.

In the context of the increasingly dynamic education industry, between a) internationalization with foreign schools establishing new ventures abroad or local schools recruiting students worldwide, b) the rapid development of information technology as digitization is …

Employees’ Ritual Sense In Organization: A Scale Development Study And Effects Of Ritual Sense On Employee Outcomes, Jun Liang

Dissertations and Theses Collection (Open Access)

The present research is focused on the topic of organizational rituals. On the basis of reviewing existing studies of organizational rituals, the present investigation (1) developed the scale of employees’ ritual sense and (2) empirically tested the effects of ritual sense in impacting employees’ workplace consequences. Two independent studies were conducted to develop the scale of employees’ ritual sense and to investigate how and when ritual sense is associated with employees’ workplace outcomes. Specifically, using data collected from 418 employees in China, Study 1 develops and validates an individual level measure of employee’s ritual sense. Collecting another sample of 453 …

Attention, Entrainment, And Rules In High Reliability Organizations, Tingting Lang

Dissertations and Theses Collection (Open Access)

Chapter 1: How institutions enhance mindfulness: interactions between external regulators and front-line operators around safety rules (with Ravi S. Kudesia and Jochen Reb) How is it that some organizations can maintain nearly error-free performance, despite trying conditions? Within research on such high-reliability organizations, mindful organizing has been offered as a key explanation. It entails interaction patterns among front-line operators that keep them attentive to potential failures—and relies on them having the expertise and autonomy to address any such failures. In this study, we extend the mindful organizing literature, which emphasizes local interactions among operators, by considering the broader institutional context …

Perceptions Of Upward Social Mobility: The Role Of Culture, Social Class And Meritocratic Beliefs, Bek Wuay Tang

Dissertations and Theses Collection (Open Access)

Perceptions of social mobility affect how people evaluate their society and influence support for policies to reduce income inequality. Although prior research has shown that Americans tend to overestimate upward social mobility (Alesina, Stantcheva, & Teso, 2018; Davidai & Gilovich, 2015; Kraus & Tan, 2015), this has not been demonstrated in a non-Western context. The primary goal of this research was to investigate if past findings of overestimations of social mobility would be replicated on a culturally different and non-Western sample (i.e. Singaporeans). A secondary goal was to examine factors that affect mobility perceptions in this sample and uncover possible …

Family As A Source Of Inequality Reproduction In Organizations: The Role Of Family Impact On Work In Explaining The Class Ceiling, Pooja Mishra

Dissertations and Theses Collection (Open Access)

Being born into a poorer family is associated with lower socioeconomic attainment even when people are provided with identical educational and job opportunities, a pattern known as the “class ceiling.” The class ceiling is generated within organizations, but specific reasons causing this effect are not well understood. I propose that one important explanation why employees from poorer families do not fare as well as their more fortunate co-workers concerns differences in families themselves. I integrate research from sociology and psychology explaining challenges faced by families with scarce resources with organizational research on specific pathways through which families can interfere with …