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Articles 91 - 118 of 118
Full-Text Articles in Entire DC Network
Workplace Incivility : Relationship With Conflict Management Styles And Impact On Perceived Job Performance, Organizational Commitment And Turnover., Jeannie Trudel 1964-
Workplace Incivility : Relationship With Conflict Management Styles And Impact On Perceived Job Performance, Organizational Commitment And Turnover., Jeannie Trudel 1964-
Electronic Theses and Dissertations
This cross-sectional, correlational study ( N = 289) explored the relationships among workplace incivility, conflict management styles and their influence on perceived job performance, organizational commitment and turnover intentions. Differences between incivility target and instigator perspectives were also examined. Data were collected through a self-report survey questionnaire consisting of a battery of six scales. Research questions were tested through correlational and hierarchical regression analytic procedures. Findings revealed that incivility and conflict management styles influenced perceived job performance, organizational commitment and turnover intentions to varying degrees. Results remained significant even after controlling for organizational differences and demographic variables. For the job …
When Practice And Theory Conflict: Do Financial Incentives Influence Championing Behaviors In Mergers And Acquisitions?, Byron C. Clayton
When Practice And Theory Conflict: Do Financial Incentives Influence Championing Behaviors In Mergers And Acquisitions?, Byron C. Clayton
Student Scholarship
Successful mergers and acquisitions require its managers to achieve substantial performance improvements in order to sufficiently cover acquisition premiums, the expected return of debt and equity investors, and the additional resources needed to capture synergies and accelerate growth. Acquirers understand that achieving the performance improvements necessary to cover these costs and create value for investors will most likely require an incredible effort from M&A management teams. This understanding drives the common and longstanding practice of offering hefty performance incentive packages to key managers, assuming that incentives will induce behaviors that champion organizational change and growth. This practice is in direct …
Strategizing Routines On The Cusp Of Multiple And Competing Institutional Logics Of Foreign Aid, Jaime Chua
Strategizing Routines On The Cusp Of Multiple And Competing Institutional Logics Of Foreign Aid, Jaime Chua
Student Scholarship
Using critical realist research, we sought to understand how nonprofit organizations blend deliberate and emergent strategizing to cope with neoinstitutional dilemmas posed by donors' competing logics. To gain organizational legitimacy and access to resources, international nonprofits must conform to donors' normative processes and practices which tend to be ineffectual. An international nonprofit operating in the highly complex international development field provided an ideal setting for investigating how routines blend and moderate deliberate and emergent strategies. Consistent with the view that strategic insights come from different organizational levels, we examined key patterns of interactions and routines between middle and top-level managers. …
"We Can Do It!": How Clarity Interacts With Collective Efficacy In Organizational Change, Jonathan Coleman
"We Can Do It!": How Clarity Interacts With Collective Efficacy In Organizational Change, Jonathan Coleman
Student Scholarship
Organizations are challenged to adapt to changing conditions on a frequent basis. Leaders of these organizations communicate two critical ideas: clearly defining goals and generating the collective efficacy that those goals can be achieved. This study aims to explore the interrelationships between: (1) how communication develops path-goal clarity and collective efficacy, and (2) how clarity and efficacy interact to lead to the achievement of a performance objective. This paper captures results from a Fortune 100 company undergoing massive transformational change. The findings indicate that collective efficacy has a much stronger relationship to performance than path-goal clarity. For line workers, this …
How A Multidimensional View Of Perceived Organizational Support Impacts Self-Efficacy And Task Understanding During Training For Boundary Spanning Tasks, R. Scott Wallace
How A Multidimensional View Of Perceived Organizational Support Impacts Self-Efficacy And Task Understanding During Training For Boundary Spanning Tasks, R. Scott Wallace
Theses and Dissertations
Perceived organizational support (POS), defined as how much employees feel the organization they work for cares for them and assists them in their needs, has been traditionally characterized in a single dimension. This study examines the implications of a multidimensional view of POS. POS was separated into three different dimensions based on the organizational level from which support can be viewed to originate: corporate headquarters, the home office, or the training environment. These dimensions of POS were tested to discover their effect on the self-efficacy and task understanding of individuals training for boundary-spanning tasks. These tasks are those that place …
The Influence Of Cultural Perspectives And Conflict Resolution On Employee Perceptions Of Leadership Effectiveness, Cynthia Lorraine Owens
The Influence Of Cultural Perspectives And Conflict Resolution On Employee Perceptions Of Leadership Effectiveness, Cynthia Lorraine Owens
Theses Digitization Project
The purpose of this study was to examine how cultural values and conflict resolution influence the perceptions employees form about their managers. The sample for this study included 118 participants representing various organizations from the United States.
Co-Creating A Change-Adept Organizational Culture, Janet Mccollum
Co-Creating A Change-Adept Organizational Culture, Janet Mccollum
Theses and Dissertations
Organizations are experiencing accelerated rates of change while at the same time organizational change initiatives are experiencing high rates of failure. If organizations are to be successful now and in the future, they must develop the capacity to become change-adept while maintaining business performance. This retrospective case study explores how an emergent change process influenced an organization's movement toward a change-adept culture while continuing to perform its normal operations. Using a mixed method approach, the researcher analyzed artifact qualitative data by applying Kanter's 3 dimensions of a change-adept culture--professionalism to perform, imagination to innovate, and openness to collaborate. The researcher …
How Scientist/Founders Lead Successful Biopharmaceutical Organizations: A Study Of Three Companies, Lynn Johnson Langer
How Scientist/Founders Lead Successful Biopharmaceutical Organizations: A Study Of Three Companies, Lynn Johnson Langer
Antioch University Dissertations & Theses
The purpose of this study was to determine how the leadership of scientist/founders of biopharmaceutical companies affects the success of their organization. Over half of all biotechnology firms are founded by scientists, yet for every start-up biotech firm that succeeds, 15-20 fail and eight out of 10 drugs fail in clinical trials (Federal Reserve Bank of Dallas, 2007; Stanford Graduate School of Business, n.d.; Zhang & Patel, 2005). To bring a biopharmaceutical product from the research bench to the consumer costs more than $800 million (Tufts, 2007). This dissertation research explored the leadership practices of three successful scientist/founders and how …
Leadership And Organizational Culture Transformation In Professional Sport, Joe Frontiera
Leadership And Organizational Culture Transformation In Professional Sport, Joe Frontiera
Graduate Theses, Dissertations, and Problem Reports (ETD)
Schein (1992) defined organizational culture as "a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration" (p. 12), and organizational culture has long been recognized as a moderator to performance in business (Baalthazard, Cooke, & Potter, 2006; Kotter & Heskett, 1992; Smerek & Denison, 2007). The purpose of this qualitative study was to examine the phenomena of organizational culture change in professional sport (National Basketball Association, Major League Baseball, and National Football League). Of the 32 teams that met criteria for inclusion, six agreed to participate. Specifically, leaders (owners …
Putting A Face On Organizational Innovation, Christine G. Springer
Putting A Face On Organizational Innovation, Christine G. Springer
Public Policy and Leadership Faculty Research
The article discusses the author's view on the importance of fostering continuous innovation and renewal in public agencies for the success in public management. The author shares that she has come to understand that there are 15 types of teams and individuals that feed innovation inside organizations, outsiders and insiders. She said that by developing such innovation personalities, public managers have the chance to support new concepts in improving processes.
Innovation Studies In Different Countries: Future Research Agenda For Pakistan, Syed Awais Ahmad Tipu
Innovation Studies In Different Countries: Future Research Agenda For Pakistan, Syed Awais Ahmad Tipu
Business Review
This paper presents a selected literature review on innovation management practices in different countries. A tabular analysis of previous case studies is presented. The paper also presents the overview of innovation surveys which have been conducted in selected countries using the Oslo manual guidelines developed by the OECD. Different studies show the innovation management practices of firms operating in various countries. However, little is known about the present state of innovation management activities in Pakistan. This paper will set forth the future research agenda for Pakistan with regard to managing innovation.
A Qualitative Study Of Employee Self-Limiting Behaviors In Non-Dominant Culture Organizations, Monika L. Hudson
A Qualitative Study Of Employee Self-Limiting Behaviors In Non-Dominant Culture Organizations, Monika L. Hudson
Student Scholarship
In this qualitative research paper, social/ethnic identity (Tajfel & Turner, 1979; Berry, 1993) and relative deprivation theories (Dion, 2001) and their application to organizational identity are used to look at “self-limiting” behaviors – conscious or unconscious acts of non- cooperation and/or lower work effort (Metayer, 2003). The intent is to identify how management practice can be improved by better understanding the derivation and reasons for these behaviors in one type of non-dominant culture workplace – organizations where African Americans constitute the majority of the employee base. Among the major findings of this segment of the research is that while managers …
Irony And Organizations: Epistemological Claims And Supporting Field Stories, Ulla Johansson, Ed., Jill Woodilla, Ed.
Irony And Organizations: Epistemological Claims And Supporting Field Stories, Ulla Johansson, Ed., Jill Woodilla, Ed.
WCBT Faculty Publications
"Irony, in the writings of these scholars from different parts of the world, demonstrates once again that ""what"" we know is tenuous and at the same time closely intertwined with ""how"" we know and represent that knowledge. And while each chapter approaches irony from a slightly different angle, they share a common assumption - that irony can be used to enhance practice."
The Relationship Between Person-Organization Fit, Attribution Theory, And Psychological Contract Violations Within Organizational Settings, Sarah Elizabeth Phillips
The Relationship Between Person-Organization Fit, Attribution Theory, And Psychological Contract Violations Within Organizational Settings, Sarah Elizabeth Phillips
Theses Digitization Project
This study makes an attempt at bridging the theory between the constructs of person-organization (P-O) fit and psychological contract violations, through attribution theory.
The Role Of Architecture And Sociology In Organizational Development, Ronald Smith
The Role Of Architecture And Sociology In Organizational Development, Ronald Smith
Sociology Faculty Research
Architects and sociologists are increasingly realizing that the two professions have close and important linkages. Certainly the two directly contribute to organizational development. Architectural sociologists draw upon their organizational theories and their research to describe how the physical environment reflects managerial philosophies and also to analyze how the physical environment subsequently impacts the participants, processes, and outcomes of the organization (Becker and Steel, 1995). Sociologists could be of assistance to the architect on matters of building and landscape design, choice of furnishings, layout of work stations, locations of conference and break rooms, decision about who receives valued space, public perceptions …
Factors Affecting Exchange Relationships Among Subordinates And Supervisors: A Study Of Military Officers, Laurie K. Richter
Factors Affecting Exchange Relationships Among Subordinates And Supervisors: A Study Of Military Officers, Laurie K. Richter
Theses and Dissertations
This research examined the effect of organizational structure on the relationships between subordinates and their supervisors using measures of leader-member exchange (LMX), mentoring effectiveness, perceived organizational support (POS), perceived opportunities for promotion, job satisfaction, affective commitment, and intent to remain. The sample obtained included 147 subordinate Air Force traditional Civil Engineer officers, Explosive Ordnance Disposal (EOD) officers, Bioenvironmental Engineer officers, and 27 squadron commanders at 19 Air Force bases. The methods of multiple analysis of variance and structural equation modeling were used to evaluate five research questions and nineteen hypotheses. Overall, no differences were found between the types of subordinate …
Law Enforcement Organizational Culture: A Comprehensive Study Of Sworn Vs. Non-Sworn Personnel In Relation To Attrition Caused By Non-Sworn Personnel Career Ceilings, Geraldine Anne Gour
Law Enforcement Organizational Culture: A Comprehensive Study Of Sworn Vs. Non-Sworn Personnel In Relation To Attrition Caused By Non-Sworn Personnel Career Ceilings, Geraldine Anne Gour
Theses Digitization Project
No abstract provided.
Organizational Culture, Tqm, And Business Process Reengineering: An Empirical Comparison, Edward W. Gore Jr.
Organizational Culture, Tqm, And Business Process Reengineering: An Empirical Comparison, Edward W. Gore Jr.
WCBT Faculty Publications
The results of this study underscore the importance of organizational culture and suggest that TQM provides a way to build a culture that supports improvement. Top managers must focus on this role for TQM. Too often the need for quick returns on the effort leads to a focus on the "tools" and specific improvements and this emphasis can work against developing a supportive culture. Reengineering is an example of this phenomenon. Frustration with the time it takes to carry through on a TQM initiative caused firms to try reengineering, which, with its emphasis on outsiders and specialized personnel, works against …
Communication As A Context Of Organizational Behavior, Cynthia Charlwood Pringle
Communication As A Context Of Organizational Behavior, Cynthia Charlwood Pringle
Theses Digitization Project
No abstract provided.
Degree Of Organizational Change And Job Insecurity, Heidi Anne Schmitz
Degree Of Organizational Change And Job Insecurity, Heidi Anne Schmitz
Theses Digitization Project
No abstract provided.
A Test Of The Theory Of Reasoned Action At The Group Level Of Analysis, Thomas A. Fitch, Edward A. Mccarty
A Test Of The Theory Of Reasoned Action At The Group Level Of Analysis, Thomas A. Fitch, Edward A. Mccarty
Theses and Dissertations
A vast array of studies exist which have sought to explore the relationships between behavioral intentions, job satisfaction, turnover and performance at the individual level of analysis. Recent efforts to move to the group level of analysis have shown some promise, but few exist. The crux of the issue under consideration here was whether or not there was utility in treating attitude-intention-behavior linkages as group level phenomena. Both Schneider (1987) and George (1990' contend that, while individual analysis cannot be discounted as a means of understanding behavior, there is also value in examining group-level phenomena. The purpose of this study …
Cross-Cultural Issues In The Management Of German-Owned Business Subsidiaries In Hampton Roads, Teja Ulrich
Cross-Cultural Issues In The Management Of German-Owned Business Subsidiaries In Hampton Roads, Teja Ulrich
Engineering Management & Systems Engineering Theses & Dissertations
'Culture' can be described as patterns of thinking, feeling and acting that distinguish one cultural group from another. Cultural diversity is therefore likely to introduce variety to organizations in which individuals from different national backgrounds are working together. Although this variety bears the potential for an improvement of the cognitive development in the organizations, managers of multicultural business organizations tend to perceive cultural diversity as a disadvantage. This thesis attempts to identify the impact of cultural differences between Germans and Americans on organizations in which German managers work with American employees. German managers of eight business subsidiaries in the Hampton …
Organization Designs For Global Strategic Alliances, John W. Slocum, Jr., David Lei
Organization Designs For Global Strategic Alliances, John W. Slocum, Jr., David Lei
Historical Working Papers
The literature is reviewed and synthesized. The need for organizational flexibility to adapt two or more organizational cultures to each other is emphasized and explored with the recognition that external culture is also an influence.
The Relationship Between Role Conflict And Ambiguity And Types Of Communication Moderated By Organization Level, Charles A. Olsson
The Relationship Between Role Conflict And Ambiguity And Types Of Communication Moderated By Organization Level, Charles A. Olsson
Retrospective Theses and Dissertations
No abstract provided.
Administrative Behaviors Which Positively Affect Teacher Commitment To Principals, E. Paul Furchert
Administrative Behaviors Which Positively Affect Teacher Commitment To Principals, E. Paul Furchert
All Master's Theses
Most leadership theories specify the result of desired leader behavior, not the behaviors that lead to desired outcomes. behaviors behaviors results Ten schools were surveyed to of high school principals and to teacher commitment indicated teachers with to the high examine specific to relate those principal. commitment The were involved in participatory decision-making, received more recognition, were encouraged to try new ideas, and received positive comments about their work.
The Effects Of Feedback On Improving Safe Work Behaviors: A Component Analysis, Jeanine L. Williamson
The Effects Of Feedback On Improving Safe Work Behaviors: A Component Analysis, Jeanine L. Williamson
Retrospective Theses and Dissertations
Decline in the growth rate of worker productivity as well as the failure of other types of organizational development strategies to improve productivity has resulted in considerable interest in strategies to change employee behavior. This situation has led to the rapid growth of organizational behavior modification (OBM) as an approach to organizational change. Performance feedback interventions have been used in numerous settings to improve work behaviors (Prue & Fairbanks, 1981). OBM has worked especially well in improving safe work behavior in the work place. However, when new approaches are used in dealing with human behavior, much systematic, thorough research must …
Correlates Of Climate Discrepancy, William F. Joyce, John W. Slocum, Jr.
Correlates Of Climate Discrepancy, William F. Joyce, John W. Slocum, Jr.
Historical Working Papers
Foremen from three truck manufacturing plants were assessed for performance, job satisfaction, and psychological climate in order to gain understanding of the differences between a concensus perspective of organizational climate and individual perceptions of climate. A measure of climate discrepancy seems to be a better predictor of performance than a measure of organizational climate.
Person-Situation Interaction: An Exploration, William F. Joyce, John W. Slocum Jr., Mary Ann Von Glinow
Person-Situation Interaction: An Exploration, William F. Joyce, John W. Slocum Jr., Mary Ann Von Glinow
Historical Working Papers
Data from foremen working in 3 plants owned by one manufacturing firm were surveyed to assess work climate, job satisfaction, achievement and motivating potential. Results were used to build a taxonomy for classifying patterns of fit between persons and situations. Three congruency models are used to interpret the data and interpretation seems to support the need to weigh environmental variables fully in examining performance.