Open Access. Powered by Scholars. Published by Universities.®
- Discipline
- Keyword
-
- Adult education (1)
- Affective Commitment (1)
- Applicant attraction (1)
- Corporate culture (1)
- Discretionary Effort (1)
-
- Employee Engagement (1)
- Environmental performance (1)
- Human Resource (1)
- Human Resource Development (1)
- Human Resource Management (1)
- Human resource development (1)
- Intention to Turnover (1)
- Market valuation (1)
- Multinational corporation (1)
- Need for achievement (1)
- Organizational personality (1)
- Person-organization fit (1)
- Psychological Climate (1)
- Social identity (1)
- Valence-instrumentality-expectancy theory (1)
- Workplace Engagement (1)
Articles 1 - 4 of 4
Full-Text Articles in Business
How Employees With Different National Identities Experience A Geocentric Organizational Culture Of A Global Corporation: A Phenomenological Study, Maria S. Plakhotnik
How Employees With Different National Identities Experience A Geocentric Organizational Culture Of A Global Corporation: A Phenomenological Study, Maria S. Plakhotnik
FIU Electronic Theses and Dissertations
A global corporation values both profitability and social acceptance; its units mutually negotiate governance and represent a highly interdependent network where centers of excellence and high-potential employees are identified regardless of geographic locations. These companies try to build geocentric, or “world oriented” (Marquardt, 1999, p. 20), organizational cultures. Such culture “transcends cultural differences and establishes ‘beacons’ – values and attitudes – that are comprehensive and compelling” (Kets de Vries & Florent-Treacy, 2002, p. 299) for all employees, regardless of their national origins. Creating a geocentric organizational culture involves transforming each employee’s mindset, beliefs, and behaviors so that he/she can become …
Market Valuation Of Environmental Performance, Islam M. Elshahat
Market Valuation Of Environmental Performance, Islam M. Elshahat
FIU Electronic Theses and Dissertations
This research investigated the general association between corporate environmental performance and the firms’ annual returns independent of any particular environmental event. The association analysis was based on the most recent environmental data for the years 2006, 2007, and 2008. The results indicated that while some environmental variables were significantly associated with firms’ returns, the majority were not. The results also indicated that environmental concerns were more likely to be associated with increase in the firm value than were environmental strengths; however, there were no mean differences between firms whose environmental performance increased as compared with those whose performance deteriorated. Overall, …
Employee Engagement: An Examination Of Antecedent And Outcome Variables, Michael B. Shuck
Employee Engagement: An Examination Of Antecedent And Outcome Variables, Michael B. Shuck
FIU Electronic Theses and Dissertations
This nonexperimental, correlational study (N = 283) examined the relation among job fit, affective commitment, psychological climate, discretionary effort, intention to turnover, and employee engagement. An internet-based self-report survey battery of six scales were administered to a heterogeneous sampling of organizations from the fields of service, technology, healthcare, retail, banking, nonprofit, and hospitality. Hypotheses were tested through correlational and hierarchical regression analytic procedures. Job fit, affective commitment, and psychological climate were all significantly related to employee engagement and employee engagement was significantly related to both discretionary effort and intention to turnover. For the discretionary effort model, the hierarchical regression analysis …
Assessing The Influence Of Organizational Personality, Applicants’ Need Motivation, Expectancy Beliefs, And Person-Organization Fit On Applicant Attraction., Paul J. Gregory
FIU Electronic Theses and Dissertations
This research explored the thesis that organizational personality is related to applicants’ attraction to an organization through a process which involves need motivation, expectancy beliefs, and applicants’ perceptions of person-organization fit. Organizational personality may be defined as a collection of trait-like characteristics that individuals use to describe organizational practices, policies, values, and culture. Specifically, this research investigated the hypothesis that organizational personality information is useful to applicants because it helps individuals to determine their perceptions of fit. A sample of students (N = 198) and working adults (N = 198) participated in an online experiment. Findings indicated that individuals’ beliefs …