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Thematische Bibliographien / Organizational behavior / Dissertationen

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Dissertationen zum Thema „Organizational behavior“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 25. Juli 2025

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1

Newland, Sarah J. "Organizational Citizenship Behavior- Individual or Organizational Citizenship Behavior- Organization: Does the Underlying Motive Matter?" TopSCHOLAR®, 2012. http://digitalcommons.wku.edu/theses/1159.

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Organizational Citizenship Behavior (OCB) is considered behavior that benefits others, but is not a part of the employee’s job description. Research has indicated that OCB can be divided into two categories, behavior that is directed towards other individuals (OCBI) and behavior that is directed towards the organization (OCBO). Research has also suggested that there are three different motives behind OCB, impression management, prosocial values, and organizational concern. This study examines the relationship between the motives and the type of OCB that is performed. The results failed to indi

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Warren, Taryn R. "Person-organization fit and organizational outcomes." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29186.

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Delich, Joshua T. "Organizational Behavior: Perceptions Analysis of Micro and Macro Organizational Behavior in an Organizational Setting." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc822756/.

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Understanding organizational behavior (OB) has profoundly influenced organizational performance and how people behave in organizations. Researchers have suggested various micro and macro organizational behaviors to be the impetus for high-performing organizations. Through a policy capturing approach this study builds on these findings by specifically examining the perceptions of micro and macro organizational behaviors in an organizational setting. The participants (n =181) completed a Micro and Macro Organizational Behavior Perceptions Questionnaire. Results showed perception differences

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Wiard, Theodore John. "Leadership Behaviors in the Midst of an Organizational Change Initiative| A Case Study." Thesis, Grand Canyon University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10826393.

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<p> The purpose of this qualitative, single case study was to understand leadership behaviors that motivate internal stakeholders to trust a leader’s vision, embrace change, facilitate employee willingness to passionately implement actions needed for an organizational change initiative and willingly sustain a change initiative. A sample of 20 internal stakeholders was studied, five leaders and 15 followers within an organization of 800+ employees, located in the southwestern region of the United States, which is currently undergoing a change initiative. The research questions were based

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Lee, Jooa. "Essays in Organizational Behavior." Thesis, Harvard University, 2015. http://nrs.harvard.edu/urn-3:HUL.InstRepos:14226103.

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How do organizations create an environment to motivate their employees to be healthy, productive, and competent decision makers? My dissertation identifies the underlying factors that could prevent organizations from achieving their goals, and takes on three research projects to address such barriers to successful organizational functioning. To provide a theoretical foundation for my research, I bring together conceptual and methodological streams from various disciplines including organizational behavior, behavioral decision research, and cognitive and affective psychology. I then employ mult

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Schroeder, S. Tyler. "An organizational assessment of Department A of University XYZ." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005schroeders.pdf.

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Peters-Van, Havel Karla Ruth. "The sense of community in a geo-dispersed corporate functional subgroup." Thesis, Fielding Graduate University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10099664.

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<p> The deep-seated qualities of the psychological sense of community (PSOC) are sometimes considered vital to human function and without them we would suffer isolation, loneliness, depression, and alienation (Sarason, 1974; Pretty, Andrews, & Collett, 1994). In the late 1980s and early 1990s studies of the psychological sense of community began in the workplace (Pretty & McCarthy, 1991; Klein & D’Aunno, 1986. Understanding this phenomenon, what it is, and the implications for those who feel a sense of community and those who do not can be a strength or benchmark for teams an

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Russomano, John. "A Grounded-Theory Study Exploring the Emergence of Leadership in Dispersed Teaming as Organizations Seek Effectiveness in an Increasingly Complex World." Thesis, The Chicago School of Professional Psychology, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10838984.

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<p> Complexity and turbulence create intensifying pressures on 21<sup> st</sup>-century organizations seeking growth through globalization and operating efficiencies. Organizations are responding by engaging dispersed teams in expanding operations and enabling efficiencies from “anywhere, any time, any form” teaming. The use of dispersed teaming enables new opportunities for organizational growth; however, may introduce the need for change in the organization’s leadership mindset and approach to leading. The purpose of this qualitative grounded theory research study is to exp

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Arikan, Elif. "The Relationship Between Organizational Citizenship Behavior, Organizational Culture And Organizational Commitment." Thesis, METU, 2011. http://etd.lib.metu.edu.tr/upload/12613784/index.pdf.

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Organizational citizenship behaviors are extra-role behaviors that are neither enforced on the basis of formal role obligations nor guarantee compensation such as promotion or salary. Previous researches focused on organizational commitment as an antecedent and a predictor and organizational culture as a predictor of organizational citizenship behavior. However, there has not been any detailed research exploring the relationship between organizational citizenship behavior, organizational commitment, and organizational culture<br>which is the main purpose of this study. Moreover, this study sea

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Griffith, Cameron. "Organizational Identity Dynamics| The Emergence of Micro-level Factors in Organizational Identity Processes for an Acquired Organization." Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3732580.

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<p> This single case study examined the construct of organizational identity, defined as that which is central (i.e., fundamental to the organization), enduring (i.e., persisting over time), and distinctive (i.e., uniquely descriptive) about an organization’s character (Albert & Whetten, 1985). Specifically, the study addressed the research question: <i>What are the organizational identity processes occurring in an acquired organization?</i> While past research has addressed the construction of organizational identity, little research has examined this phenomenon after an organizatio

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Angelovski, Andrej. "Experimental studies on organizational behavior." Doctoral thesis, Universitat Autònoma de Barcelona, 2014. http://hdl.handle.net/10803/283365.

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Una creciente literatura explora cómo las personas son afectadas por la organización, y también cómo las personas afectan a la organización con sus decisiones. Mi tesis contribuye a esta parte de la literatura investigando temas en este campo utilizando métodos experimentales. Más específicamente, mi trabajo examina cómo las personas son afectadas por ciertos sesgos y cómo estos sesgos afectan a los demás, así como a la organización; cómo eliminar el sesgo; Cómo se comportan las personas cuando se enfrentan con el dilema de contribuir a dos diferentes bienes públicos de eficiencia diferente; C

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Davis, Charlotte d. "Exploring the bases of organizational culture within college student organizations /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487259125219938.

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Cole, Tami. "Impact of an organization identity intervention on employees' organizational commitment." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133149.

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<p> This project examined the impacts of an organization identity intervention on workers’ commitment during large-scale transformational change at a financial services company. A 21-member information technology team was recruited for the study. Commitment was measured using a quantitative instrument and the events and data collected during the identity intervention were described. Participants generally enjoyed the intervention, although team members grew increasingly negative over the course of the event due to past experiences with similar interventions. Commitment was consistent acr

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Gordon, Amy. "Applying the investment model to organizational behavior an investigation of commitment and organizational citizenship behavior /." Diss., Connect to the thesis, 2009. http://hdl.handle.net/10066/3662.

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Barzee, James P. "Mediation of participatory decision making and organizational citizenship behavior in employee-owned organizations /." Abstract Full Text (HTML) Full Text (PDF), 2008. http://eprints.ccsu.edu/archive/00000519/02/1967FT.htm.

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Thesis (M.A.) -- Central Connecticut State University, 2008.<br>Thesis advisor: James Conway. "... in partial fulfillment of the requirements for the degree of Master of Arts in Psychology." Includes bibliographical references (leaves 42-46). Also available via the World Wide Web.

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Randy-Cofie, Adjoa. "Relationships Between Transformational Leadership and Organizational Citizenship Behavior in Ghanaian Organizations." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4752.

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The recent global financial crisis prompted organizations to search for effective ways to minimize loss of revenue due to settlement of organizational scandals. Transformational leadership and organizational citizenship behavior (OCB) are known to affect employees and subsequently organizational productivity. However, little is known about the relationship between transformational leadership and the OCB of employees of multinational corporations (MNCs) in Ghana. The purpose of this quantitative study was to bridge the gap in knowledge by examining the relationships between transformational lea

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Tilcsik, Andras. "Remembrance of Things Past: Individual Imprinting in Organizations." Thesis, Harvard University, 2012. http://dissertations.umi.com/gsas.harvard:10503.

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This dissertation seeks to understand how formative experiences during organizational socialization exert a longstanding influence on individuals’ performance. Although there is evidence that conditions experienced early in a career or in the initial period of organizational tenure can leave a lasting imprint on individuals’ work-related cognition and behavior, little is known about the performance implications that result from such imprints. Moreover, despite increasing interest in imprinting processes at the individual level, much research in this area has been narrow in scope, focusing most

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Padilla, Carla Raineri. "An archival study of leadership requirements of combined emergency management/fire departments." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3712785.

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<p> A nation-wide study of the leadership requirements for combined emergency management and fire departments from medium-sized municipalities was conducted. It has been widely recognized by the emergency management community and the federal government that emergency management should be professionalized. The first step in professionalization is standardization. The study disclosed that there was an extremely high variability in the training, education and experience requirements for each of the leadership ranks. Not only was there high variability in the requirements for holding each of the r

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Pannabecker, Bradford W. "Natural Leaders| How Interacting with Nature Impacts Leadership Practices." Thesis, Saint Mary's College of California, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13807233.

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<p> Within today's technologically enmeshed world, people are spending more and more time in front of screens (both large and small). This comes at a cost; time spent outdoors is becoming scarce. How does engaging with nature impact our practice of leadership? A Collaborative Inquiry carried out by four individuals with personal leadership practices explored this question. We found that our leadership practices were improved through spending time in nature. A significant impact we identified was that our experiences in nature had an ego-reductive influence, turning our focus outwards and impro

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Golden, Thomas P. "The Influence of Macro- and Meso-Structuring Mechanisms on Micro-Institutional Actions to Reproduce or Transform Labor Force Participation Approaches of Community Rehabilitation Programs." Thesis, The George Washington University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10037649.

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<p> Change and stability are critical to the sustained competitive advantage of organizations. Emerging research shows the relationship that exists between human agency and institutions, but also the inter-relationship to the dynamic of change and stability. This study examines the concepts of stability and change in regard to organizational change and institutional theory, and the influence of macro- and meso-structuring mechanisms in processes of institutional reproduction and change. Specific reference is made to institutional orientations toward stability and change as primary dimensions i

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Najrani, Majed. "The effect of change capability, learning capability and shared leadership on organizational agility." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10141724.

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<p> Organizational agility represents a new field of organizational study that is not well examined. In the past organizations had an unmatched competitive advantage due to low competition and higher barriers to entry into their markets. As a result, many organizations dominated their industries. However, in the era of globalization, individuals with an internet connection and the right skills can start new organizations that can compete on a global level. Consequently, organizations now are facing more competition that they experienced in the past. Another reason for increase competition is n

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Valladolid, Christine. "Meaningfulness and job satisfaction for health care technology workers." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10141727.

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<p> Health care technology workers play an increasingly important role in meeting regulatory requirements, improving patient care and containing health care costs. However, their perceptions of work and job satisfaction are lightly studied in comparison to other health care workers such as physicians or nurses. This exploratory study used heuristic inquiry to investigate the perceptions of health care technology workers with regard to their feelings of task significance, mission valence, work meaning, and job satisfaction. </p><p> Nine research participants representing three not-for-profit,

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Johnson, Sandhya Raichur. "Innovation Adaptation| A Study of Indian OD Practitioners Implementing Appreciative Inquiry in For-Profit Organizations." Thesis, Fielding Graduate University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10181968.

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<p> Diffusion of innovation across cultures is a broad field of study, especially when considering the adaptation of organizational development (OD) innovations into multicultural environments. Although OD interventions are often adapted to fit unique circumstances of each organization’s culture, this study explored whether there were specific adaptations that occur when OD interventions are applied to Indian organizations by Indian practitioners. The purpose of this qualitative study was to discover how appreciative inquiry (AI) as an OD intervention was received and adapted by OD pract

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Haight, Veronica D. "What Do Chief Learning Officers Do? An Exploratory Study of How Chief Learning Officers Build Learning Organizations." Thesis, The George Washington University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10258744.

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<p> This study was designed to determine what it is that Chief Learning Officers do to build the learning organization by examining interview data from current Chief Learning Officers using the constructs of change and leadership. The study sample included current Chief Learning Officers who work for U.S. based organizations within the U.S. and have been in their current Chief Learning Officer position for at least two years. </p><p> The study used a qualitative, exploratory methodology combined with phone or face-to-face interviews in order to gather data. The data was analyzed using the Sy

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Pirson, Michael. "Facing the trust gap measuring and building trust in organizations /." Hannover : Univ. of St. Gallen, 2007. http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=35635134&site=ehost-live.

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Crowley, Kathleen M. "Dynamics of Creativity| A Study of Early Drug Discovery Scientists' Experience of Creativity." Thesis, The George Washington University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10976402.

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<p> Research and development (R&D) innovation has become an important competitive advantage that is essential to the biopharma industry and critical to drug development (Bennani, 2012; Cuatrecasas, 2006; Douglas, et al., 2010; Garnier, 2008; Hine & Kapeleris, 2006; McKelvey, 2008; Pisano, 2006, 2010). Cultivating R&D innovation carries a distinct challenge of balancing between fostering conditions for creativity while at the same time managing for technical, scientific and operational efficiencies. However, the trend in the industry is toward using more process management techniqu

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Parlamis, Jennifer D., R. Dibble, K. Lo, Lorianne D. Mitchell, and L. Henderson. "Teaching Students Organizational Behavior and Organization Development Using Service-Learning Pedagogy." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/8320.

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Unger, Cai. "Key Concepts of Organizational Change - A Bibliometric Network Analysis." Thesis, University of South Alabama, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10643261.

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<p> The field of Organizational Change has seen a proliferation of publications of all sorts over the past two decades. In view of the emerging breadth of the field, it is becoming increasingly difficult for practitioners and researchers alike to separate the wheat from the chaff. At the same time, research suggests the majority of Organizational Change efforts are not successful. It is therefore my intent to map the nomological structure of the field of Organizational Change, determine the most dominating concepts, and identify any patterns or trends.</p><p> For that purpose I have collecte

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Kondaveeti, Srinivasa Kiran, and Andreas Kostoulas. "Successful Organizational Innovation and Key Driving Factors." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-17295.

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The aim of the thesis is to discuss the key driving factors influencing the success of innovation in high-tech firms based in Sweden. The thesis will discuss key determinant factors and how those factors are connecting with each other. Organizational innovation and Organizational culture relationship have been under research for many years. The success of organizational innovation can be captured by various factors. Similarly, the organizational culture can be captured by different factors. During the research process, we came across various theories and this thesis is based on Rao and Weintra

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Pringle, Cynthia Charlwood. "Communication as a context of organizational behavior." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1520.

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Marzara, Maryam. "The impact of organizational culture on individuals? decisions to join, stay, or leave an organization." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10146130.

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<p> Organizational culture has been a topic of interest throughout all industries and has become a phrase studied in business and academic literature. With the Millennial generation now in the workforce, organizations employ workers of various age groups and generations. With increased scrutiny on organizational culture, the widely varying age ranges of employees, and a competitive workforce, it is not surprising that organizations are considering the role their organizational cultures play in both recruitment and retention. This case study examined the impact of organizational culture on work

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Forst, Marikay Swartz. "An Exploration of Organizational Practices That Encourage Dissent and Their Influence on Organizational Decisions." Thesis, University of Pennsylvania, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=10977872.

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<p> This study explored the practices organizations employ to solicit and consider dissent, and the influence of these practices on organizational decision making. Although there is agreement in the literature that soliciting and considering dissent can lead to better decisions, there are significant gaps in the literature. The value of dissent has been studied for many years and specific recommendations have been made to encourage opposing views and seek alternatives when making organizational decisions. However, not many studies have addressed whether organizations are using these recommende

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Cavanaugh, Jennifer A. "Does the way we measure fit matter?| Predicting behaviors and attitudes using different measures of fit." Thesis, State University of New York at Albany, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10109998.

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<p> The literature on person-organization (P-O) fit has been plagued with inconsistencies in the conceptualization, operationalization and measurement of P-O fit. Despite numerous studies examining the relationship between P-O fit and outcomes, these inconsistencies in measurement and operationalization have led to mixed findings concerning specific individual outcomes. The goal of this dissertation was to address some of these inconsistencies by examining the relationship between P-O fit, using perceived and subjective measures of fit, and attitudinal and behavioral outcomes. In addition, pre

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Collier, Misty L. "The influence of culture on the relationship between perceptions of management of behavior and organizational commitment." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10164297.

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<p> This study examined the relationship between employees’ Organizational Commitment and the perception of the management of deviant behavior and examined if Organizational Culture moderated the strength of the relationship between Organizational Commitment and the perception of the management of deviant behavior. Three assessments were administered either electronically or in hardcopy form and were completed by 114 participants who were employed adults ages 18 and above, managed by someone else, in the southeastern U.S. The Organizational Culture Inventory (OCI) developed by Cooke and

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Meyer, Nanette R. "A phenomenological exploration of followers' well-being as influenced by their authentic leaders." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10164298.

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<p> This transcendental phenomenological study sought to understand how the followers of authentic leaders in a multi-national healthcare organization experienced well-being. Twenty followers of 5 authentic leaders participated in the research and shared their lived experiences. Followers reported they experienced workplace well-being by maintaining work-life balance, feeling fulfilled/doing meaningful work, and feeling appreciated/recognized for their contributions. Workplace well-being was experienced as a result of their perceptions of feeling trusted and cared about as a <i>whole being</i>

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Ehret, Michael Gregory. "Situational Awareness and Transparency as Core Concepts of Authentic Leadership." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10844017.

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<p> There is not a common, agreed upon definition of authentic leadership. There are varying opinions as to whether authenticity is a trait or a style; however, most scholars believe authenticity is a purpose and value based characteristic (Gardner, Cogliser, Davis, & Dickens, 2011) that is developed over time (George, 2003). Transparency is a core concept of authentic leadership, and situational awareness is a critical skill for leaders to determine the degree of transparency that they should demonstrate. There is limited theoretical and empirical research on how transparency and self-m

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Soldner, James L. "Relationships among leader-member exchange, organizational citizenship behavior, organizational commitment, gender, and dyadic duration in a rehabilitation organization /." Available to subscribers only, 2009. http://proquest.umi.com/pqdweb?did=1879101251&sid=21&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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Thesis (Ph. D.)--Southern Illinois University Carbondale, 2009.<br>"Rehabilitation Institute." Keywords: Leader-member exchange theory, Leadership, Organizational citizenship behavior, Organizational committment, Person-environment fit, Rehabilitation. Includes bibliographical references (p. 100-113). Also available online.

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Soldner, James Louis. "Relationships Among Leader-Member Exchange, Organizational Citizenship Behavior, Organizational Commitment, Gender, And Dyadic Duration In A Rehabilitation Organization." OpenSIUC, 2009. https://opensiuc.lib.siu.edu/dissertations/7.

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This study was an investigation of the relationship between subordinates' perceptions of the quality of the leader-member exchange (LMX) relationship and their willingness to engage in organizational citizenship behavior (OCB) and organizational commitment (OC). Differences in subordinates' perceptions of the quality of the LMX with their supervisor according to the gender of the supervisor compared to the employee (same sex vs. different sex) and dyadic duration of the LMX were also investigated. The possible moderation of dyadic duration on the relationship between subordinates' perception o

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Zanini, Marco Tulio. "Trust within organizations of the new economy a cross-industrial study /." Wiesbaden : Dt. Univ.-Verl, 2007. http://dx.doi.org/10.1007/978-3-8350-5410-3.

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Weinberg, Lisa Ellen. "Seeing through organization : the experience of social relations as constitutive /." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-171002/.

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Kloak, David G. "Strong Emotive Connectors| A Study of a Social Skill and Effective Team Performance." Thesis, Alliant International University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10267146.

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<p> Organizational success and outcomes rely on good teamwork. The study question asked if teams can be more successful with a greater number of socially skilled team members? Evolving research indicates composing teams based on intrinsic social skills, such as personality, values, and psychological roles may generate greater team outcomes than teams based solely on vocational roles, competencies, and cognitive ability. When teams are first formed, people connect instinctively and warm to other team members using their social skills. Only later do people appraise others for competencies and sk

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Bogatova, Tatiana. "Grounded Theory of Adoption of Sustainability Thinking and Practices by Organizations." Thesis, Gannon University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10636579.

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<p> This study aims to explain the process through which organizations adopt practices that are congruent with the need for sustainability of the world to support the existence of economic, social, and environmental systems for future generations. The study used grounded theory for data collection and analysis. Seven organizations that varied by industry, type, size, and number of years in operation participated in this study, representing industries from manufacturing, financial services, education, government, community organizations, faith-based organizations, and consumer products from Nor

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Lopez, Stephanie Osterdahl. "Vulnerability in Leadership| The Power of the Courage to Descend." Thesis, Seattle Pacific University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10789508.

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<p> As authenticity and trust continue to be recognized as key pillars of effective leadership in today’s world (Avolio et al., 2004; Mayer et al., 1995; Peus et al., 2012), organizations need leaders who are willing to be vulnerable with those they lead. The purpose of current study was to explore the relationship between courage, other-centered calling, vulnerability, and leadership differentiation. The sample for the current study included 296 self-identified leaders who report being responsible for the work and development of others. Leaders were primarily Caucasian (83.7%), male (55

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Watson, Matthew D. M. "Common Strategies and Practices Among Facilitators of Innovative Thinking in Organizations." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10812910.

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<p> Innovation is researched significantly throughout academic literature, ranging from leadership to organizational culture, with the aim of understanding how to enable greater creativity. This study attempted to address the knowledge gap on the common strategies of facilitating innovation in a group setting by evaluating this condition through four specific areas: environment, process, team dynamics, and facilitator behavior. This study built upon those four areas aiming to understand the process a facilitator puts a group of individuals through to stimulate innovation. Applying a qualita

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Sanders, Eric Jay. "A Comparative Analysis of the Roles, Strategies and Tactics Used by Scholar-Practitioners in Organization Development and Medical Translational Research to Simultaneously Create Research Knowledge and Help Clients Achieve Results." Thesis, Benedictine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3714837.

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<p>This is a grounded theory study of how scholar-practitioners simultaneously help clients generate results and create new knowledge. Through a set of 41 interviews, it examines the roles of scholar-practitioners in organization development and medical translational research, compares the strategies and tactics they use in each field, and considers how they renew themselves professionally and personally. It shows how these professionals perform varying combinations of three roles: research, teaching and applied field work. They have developed different work habits, ways of thinking and even w

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Bigley, Joel. "Leveraging growth synergies in a multi-unit business through the application of a multidimensional organizational design augmented by lateral integrative mechanisms| A phenomenological case study." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3728469.

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<p> The realization of growth synergies across products and services in a global multi-unit firm is a topic of discovery that has substantial implications for the profitability of multi-national corporations. A driver for the realization of this incompletely tapped potential is the influence of organizational design. The scholar comprehensively examines a singular case study in which a multidimensional organizational design is used to exploit growth synergies in a global multi-unit firm. For many firms, collaboration is connected to synergy realization, which is critical to growth in saturated

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Chavez, Elisa. "The change equation| A correlation study of status quo bias in managers." Thesis, University of Phoenix, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10017972.

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<p> The purpose of the research study was to predict managerial resistance to status quo bias given the presence of dissatisfaction, vision, and a process outlined for change in the environment. According to the 79 participants surveyed in the study, dissatisfaction, vision, and a process outlined for change provided a statistically significant model for predicting manager resistance to status quo bias for the sample studied. Leaders may be able to use the results of the study to determine manager readiness for change. However, at best the study found only 45.3% of the reasons that predict

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Sonnet, Marie Therese. "Employee behaviors, beliefs, and collective resilience| An exploratory study in organizational resilience cap a city." Thesis, Fielding Graduate University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10063554.

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<p> Assessing and developing organizational or collective resilience capacity is a strengths-based approach to managing continuous and unexpected change as a strategic capability. In this study, organizational resilience capacity is defined as a vital readiness that is built up by employee beliefs and behaviors. Human resource and management interventions have been recommended to strengthen this capacity. These are described as antecedents, enablers, and inducements designed to foster vital conditions that support relevant employee beliefs, feelings, and actions. Yet, there is little empirical

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Devries, Valerie Low. "A Mixed Methods Study on the Relationship among Strategic Human Resource Practices, SOAR, and Affective Commitment in the Federal Workplace." Thesis, Lawrence Technological University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10100301.

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<p> Employees who remain with an organization because they want to, represent a positive organizational phenomenon known as affective commitment (AC). The purpose of this study is to investigate the predictive ability of strategic Human Resource (HR) practices to create AC in the context of federal knowledge workers, determine the role of SOAR in the relationship between strategic HR practices and AC, and the effect of AC on positive behavioral outcomes. SOAR stands for strengths, opportunities, aspirations, and results. </p><p> This mixed methods study explored the relationship among s

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Shortridge, F. Wesley. "Codependency in church systems| The development of an instrument to assess healthy church leadership." Thesis, Assemblies of God Theological Seminary, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10100495.

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<p> In spite of the prevalence of methods and literature devoted to church health, many churches remain plateaued or are declining. Some churches ignore reality and base their worth and identity on things less than biblical identity and Christian mission. Many declining churches demonstrate an environment similar to the codependency seen in addictive family systems. The published literature has expanded the understanding of the concept of codependency that was traditionally applied to family systems affected by alcohol and substance abuse by applying it to dysfunctional organizational structur

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