Relevant bibliographies by topics / Organisation behaviour

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Organisation behaviour'

Author: Grafiati
Published: 4 June 2021
Last updated: 6 February 2022

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Journal articles on the topic "Organisation behaviour"

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Kallarackal, Tomy K. "Motivational Behaviour of Tourism Industry Employees in Relation to Organisational Culture." Atna - Journal of Tourism Studies 9, no. 2 (July 1, 2014): 89–112. http://dx.doi.org/10.12727/ajts.12.5.

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The productivity and effectiveness of any organisation depends mainly on the performance level of the employees in the organisation. Human behaviour scientists over the years have conducted various studies and have concluded that, the performance of employees in any organisation depends largely on their motivational behaviour. Reviews of related literature confirm the role of various factors in the motivational behaviour of employees including organisational culture. The title of the present study is ―Motivational Behaviour of Tourism Industry Employees in Relation to Organisational Culture‖. The major objective included ascertaining the relationship between motivational behaviour and organisational culture of employees working in these types of businesses. The population of the study consisted of 323 employees working in travel agencies, tour operations, airlines and hotels and resorts in Bangalore. The sampling technique employed was judgment sampling. For the present study two tools namely: Motivational Analysis of Organisations- Behaviour (MAO-B) by Pareek (2003) and Organisational Culture Survey by Pareek (2003) were used to collect data. The findings of the study show that most of the organisations in the tourism industry hold Internal and Narcissistic aspects of organisational culture reflecting the sad state of affairs prevalent in these organisations.
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Rücker, Marius Sebastian. "A Critical Evaluation of the Psychological Contract as a Determiner of Behaviour in Organisations." International Journal of Human Resource Studies 8, no. 1 (January 2, 2018): 180. http://dx.doi.org/10.5296/ijhrs.v8i1.12403.

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Due to a perpetual increase in globalisation, it has become more significant to hire employees who believe in the corporate mission and values and to incentivise these employees to help the organisation to grow. This leads to the question whether and to which extent organisations can determine the behaviour of employees. One widely known concept of measuring and predicting the psychological satisfaction of members of an organisation is the psychological contract. Therefore, the aim of this research paper is to evaluate the psychological contract as a determiner of behaviour in organisations. In order to conduct this evaluation, different stages of the relationship between employees and organisations are examined. The evaluation of the psychological contract in regards to these different stages has led to the result that the psychological contract determines organisational behaviour though external influences and through internal communication of an organisation. In addition to that, the critical evaluation has shown that the psychological contract continues to be a field of interest in organisations in the future and for prospective examinations.
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Soobramoney, Jerelene, and Ophillia Ledimo. "Exploring corporate social responsibility and organisational commitment within a retail organisation." Risk Governance and Control: Financial Markets and Institutions 6, no. 4 (2016): 132–40. http://dx.doi.org/10.22495/rcgv6i4c1art3.

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Organisations have difficulty retaining employees who have the necessary talent, skills and knowledge to give the company a competitive edge in a global market, thus emphasising the need for organisational commitment. The objective of the study was to explore the relationship between corporate social responsibility and organisational commitment within a South African retail organisation. Corporate social responsibility has a positive influence on consumer behaviour and can contribute to corporate success because CSR activities enhance an organisation’s image. Research has indicated that corporate social responsibility is related to an employee’s commitment. The Corporate Social Responsibility Scale and the Organisational Commitment Scale were administered to a non-probability sample of 171 employees from a population of 268 employees in the human resources department of a retail company. Person’s correlation analysis was used to determine the relationship between corporate social responsibility and organisational commitment. This study provided insight into the corporate social responsibility of the organisation. Managers and practitioners in the human resources may use these findings for the development of corporate social responsibility policies and practices in order to build employee commitment.
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Idowu, Oluwafemi Emmanuel. "Understanding Organisational Culture and Organisational Performance: Are They Two Sides of the Same Coin?" Journal of Management Research 8, no. 4 (December 1, 2016): 12. http://dx.doi.org/10.5296/jmr.v9i1.10261.

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The understanding of organisational culture is increasingly viewed as a necessary requirement for high performance in the organisation. This is also suggestive that the culture of an organisation may have a significant impact on the success of the organisation. The term ‘organisational culture’ is used widely, however inappropriately and occasionally defining and using it incorrectly. While there is universal agreement that organisational culture exists and that it plays a crucial role in shaping behaviour and performance in organisations, there is little consensus on what organisational culture is and how it impacts on organisational performance. Without a reasonable understanding of the concept of organisation culture and its definition, we cannot understand its relationships with organisational performance. This paper explores the notion and the understanding of the concepts of organisational culture and organisational performance. If we can define and understand the concept of organisational culture, then we can understand how it can impact on organisational performance.
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Adamonienė, Rūta, Lienite Litavniece, Laima Ruibytė, and Evelina Viduolienė. "Influence of individual and organisational variables on the perception of organisational values." Engineering Management in Production and Services 13, no. 2 (June 1, 2021): 7–17. http://dx.doi.org/10.2478/emj-2021-0008.

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Abstract A favourable organisational culture founded on the values of employees and organisation leaders must be created to achieve goals, innovate and maintain a well-functioning organisation. Knowing these values and how they are influenced by various factors, such as age, the length of service, and the nature of work, must help to change employee beliefs, norms and behaviour patterns in a way that helps to achieve greater organisational success and efficiency. The study sample size consisted of 172 employees of educational institutions and 242 employees from municipal organisations. Occupational features and occupational behaviour were evaluated using a set of organisational values (Glomseth et al., 2011). The current research aimed (1) to evaluate organisational values and feature dimensions with respect to the inter-institutional level, (2) to evaluate organisational values and feature dimensions and distinguish the most prevalent with respect to the subordination level, (3) to evaluate organisational values and feature dimensions with respect to individual variables (gender, age and the length of occupational experience). The results revealed that task effectiveness, time management and cooperation, employee-orientated behaviour were stronger in educational organisations than municipal. Authoritarian management, formality and restrictions were stronger in municipal rather than educational organisations. Compared to beliefs held by subordinates, superiors claimed that positive organisational values, such as effectiveness, cooperation, and employee-orientated behaviour, were more typical in both types of institutions. Formal communication and restrictions were more typical for employees rather than managers. Subordinates but not superiors tended to perceive and evaluate organisational values, features and behaviour differently depending on gender.
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Glennon, Russ, Ian Hodgkinson, and Joanne Knowles. "Learning to manage public service organisations better: A scenario for teaching public administration." Teaching Public Administration 37, no. 1 (October 15, 2018): 31–45. http://dx.doi.org/10.1177/0144739418798148.

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In the context of public value, it is argued that there is a need to adopt the learning organisation philosophy to manage public service organisations better. For collaborative work with public sector managers or in management education, a fictitious scenario is presented to develop the concept of the learning organisation as paradox. Faced with multiple and conflicting demands, public managers find it difficult to change organisational behaviour in response to new knowledge. The scenario demonstrates how learning organisation philosophy can be used to translate new knowledge into new behaviours. Key skills required for public managers to exploit the knowledge of all organisational members and confront the challenges of a contested concept, such as public value, are developed and comprise summarising evidence, making judgements, sharing thought processes on a contentious issue, and arriving at a consensus together. Contributions to public administration theory and practice are discussed.
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Keogh, Kathleen, and Liz Sonenberg. "Designing Multi-Agent System Organisations for Flexible Runtime Behaviour." Applied Sciences 10, no. 15 (August 2, 2020): 5335. http://dx.doi.org/10.3390/app10155335.

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We address the challenge of multi-agent system (MAS) design for organisations of agents acting in dynamic and uncertain environments where runtime flexibility is required to enable improvisation through sharing knowledge and adapting behaviour. We identify behavioural features that correspond to runtime improvisation by agents in a MAS organisation and from this analysis describe the OJAzzIC meta-model and an associated design method. We present results from simulation scenarios, varying both problem complexity and the level of organisational support provided in the design, to show that increasing design time guidance in the organisation specification can enable runtime flexibility afforded to agents and improve performance. Hence the results demonstrate the usefulness of the constructs captured in the OJAzzIC meta-model.
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Susomrith, Pattanee, and Albert Amankwaa. "Relationship between job embeddedness and innovative work behaviour." Management Decision 58, no. 5 (August 13, 2019): 864–78. http://dx.doi.org/10.1108/md-11-2018-1232.

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Purpose The purpose of this paper is to enable management decisions to develop innovation within an organisation by examining the relationship between job embeddedness (JE) and innovative work behaviour (IWB) while also considering the moderating effect of life satisfaction upon this relationship. Design/methodology/approach Data were collected from 213 employees of small- and medium-sized organisations in Thailand. Confirmatory factor analysis was conducted to assess the reliability of the measures and validity of the constructs. Multiple regression and PROCESS Macro techniques were used to test the direct and moderation effects. Findings The two components of JE, organisational and community embeddedness, were found to positively predict IWB. Additionally, life satisfaction was found to moderate the relationship between organisational embeddedness and IWB, but not the relationship between community embeddedness and IWB. At low levels of life satisfaction, the JE and IWB relationship was non-existent. Practical implications Organisations can potentially foster employee innovation by adopting strategies that seek to strengthen employee embeddedness in the organisation and in their community. Originality/value Studies on the effect of JE on IWB, particularly in small and medium enterprises and the influence of life satisfaction is sparse. This study redresses this imbalance in the knowledge base.
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Syaebani, Muhammad, Annisa Merdekawati, Monica Devina, and Dindha Primadini. "Political Behaviours of Internal Auditors in the Indonesian Public Organisation." IJHCM (International Journal of Human Capital Management) 5, no. 1 (May 31, 2021): 80–90. http://dx.doi.org/10.21009/ijhcm.05.01.7.

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Political behaviours are common in a workplace, including in a public organisation. However, political behaviours are like a double-edged sword. They could support the management, but on the other hand, they could also turn into a negative side which generates some drawbacks and inhibits the effectiveness of management. This research focuses on types, causes, impacts, and solutions of internal auditors’ political behaviours. We used the phenomenological methodology and qualitative approach. Interviews were conducted with ten auditors from various backgrounds to ensure the validity of the findings. This research revealed four main conclusions. First, there are two types of political behaviour, namely defensive political behaviour and impressive management. Second, the causes of political behaviour are individual and organisational. Third, the political behaviour could impact intrapersonal auditors, interpersonal relationship, and organisation as a whole. Fourth, this research indicates solutions to encounter the problems by improving the human resource system and organisational culture.
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Gilani, Hasan. "Corporate brand identity and employee brand citizenship behaviour: A conceptual framework." Marketing Review 19, no. 1 (November 29, 2019): 51–84. http://dx.doi.org/10.1362/146934719x15633618140783.

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This research paper aims to explore and identify the impact of corporate identity on brand citizenship behaviour within retail organisations. The study analyses the influence of corporate identity of an organisation, and more particularly on the employees' desire to engage in brand supporting behaviours. Relationships were identified between corporate identity, internal communication and composites of employee perception of corporate identity - resulting as determining influences on employee behaviour intentions. These relationships are presented as a conceptual model that depicts the influence of corporate identity on employee brand citizenship behaviours. The study makes contributions to the employee branding, services marketing, and organisational citizenship literature, but its main contribution is to extend the corporate identity literature into a new area of employee behaviour through internal communication.
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Dissertations / Theses on the topic "Organisation behaviour"

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van, Dijk Sander Gerrit. "Informational constraints and organisation of behaviour." Thesis, University of Hertfordshire, 2014. http://hdl.handle.net/2299/15436.

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Based on the view of an agent as an information processing system, and the premise that for such a system it is evolutionary advantageous to be parsimonious with respect to informational burden, an information-theoretical framework is set up to study behaviour under information minimisation pressures. This framework is based on the existing method of relevant information, which is adopted and adapted to the study of a range of cognitive aspects. Firstly, the model of a simple reactive actor is extended to include layered decision making and a minimal memory, in which it is shown that these aspects can decrease some form of bandwidth requirements in an agent, but at the cost of an increase at a different stage or moment in time, or for the system as a whole. However, when combined, they do make it possible to operate with smaller bandwidths at each part of the cognitive system, without increasing the bandwidth of the whole or lowering performance. These results motivate the development of the concept of look-ahead information, which extends the relevant information method to include time, and future informational effects of immediate actions in a more principled way. It is shown that this concept can give rise to intrinsic drives to avoid uncertainty, simplify the environment, and develop a predictive memory. Next, the framework is extended to incorporate a set of goals, rather than deal with just a single task. This introduces the task description as a new source of relevant information, and with that the concept of relevant goal information. Studying this quantity results in several observations: minimising goal information bandwidth results in ritualised behaviour; relevant goal and state information may to some point be exchanged for one another without affecting the agent’s performance; the dynamics of goal information give rise to a natural notion of sub-goals; bottlenecks on goal memory, and a measure of efficiency on the use of these bottlenecks, provide natural abstractions of the environment, and a global reference frame that supersedes local features of the environment. Finally, it is shown how an agent or species could actually arrive at having a large repertoire of goals and accompanying optimal sensors and behaviour, while under a strong information-minimisation pressure. This is done by introducing an informational model of sensory evolution, which indicates that a fundamental information-theoretical law may underpin an important evolutionary catalyst; namely, even a fully minimal sensor can carry additional information, dubbed here concomitant information, that is required to unlock the actual relevant information, which enables a minimal agent to still explore, enter and acquire different niches, accelerating a possible evolution to higher acuity and behavioural abilities.
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Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation." University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.
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Grigoriou, Eleni. "Graded organisation of fibronectin to tune cell behaviour." Thesis, University of Glasgow, 2017. http://theses.gla.ac.uk/8523/.

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Cells are in constant and dynamic interactions with the extracellular environment. They receive several inputs involved in the regulation of cell behaviour. Fibronectin, an abundant protein of the ECM, contains multiple binding domains and binds to cell receptors, growth factors and other ECM proteins. FN undergoes conformational changes through cell-generated contractile forces which consequently affects cell response. Tissue engineering aims at engineering biomaterials that recreate the in vivo ECM. In addition to biomaterials, stem cells have emerged as a promising source due to their inherent differentiation potential. In this work, the role of poly acrylates in controlling human mesenchymal stem cell behaviour (hMSCs) was explored. Particularly, a series of copolymers with specific ratio of ethyl(acrylate), EA, and methyl(acrylate), MA, were used. It is known that poly(ethyl)acrylate, PEA, triggers a network-like conformation of FN upon adsorption, whereas poly(methyl)acrylate, PMA, elicits a globular conformation. It was found that a different degree of FN organisation can be obtained dependent on the EA/MA ratio, with the network being more connected with increased EA ratio. This differential conformation was shown to affect the availability of critical binding sites. This system was further used to study hMSCs response in terms of adhesion and osteogenic differentiation. All surfaces support cell growth and focal adhesion formation. However, increased cell size and spreading was promoted on surfaces with higher EA concentration. Next, the potential of the surfaces after sequential adsorption of FN and the growth factor BMP-2 to drive osteogenic commitment was explored. Enhanced expression of the osteogenic markers RUNX2 and OCN was found with higher concentration of EA whereas the opposite was observed with ALP expression. Another part of this work involved investigating cell migration on PEA and PMA. Higher cell speed was found on PEA where FN adopts a more extended conformation. Moreover, the protein composition of focal adhesions was evaluated by proteomic analysis. The findings of this work give further insights into how the surface with well-defined chemical properties can modulate FN conformation and how these changes affect cellular processes.
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Dockery, E. "Management control in local government : organisation and economic behaviour." Thesis, University of Essex, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.280786.

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Arabiat, Ahmad. "Modelling construction client risk performance using organisation behaviour parameters." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/14887.

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The role of client in inducing project risk has not been adequately covered and the construction industry. A focus on this aspect of risk should enable construction to square up the 'risk circle' for managing projects and contribute to the general development of risk management strategies for construction organisations. The thesis investigates the client role from an organisational behaviour perspective. The aim of the thesis is to determine whether organisational characteristics influence risk management behaviour for the client, and whether these characteristics affect the project risk performance positively or negatively. The objectives of the research that underpin the thesis were three-fold. First it was to explore the organisational characterisation of the construction client in the management of risk within the project environment. Second, it was to establish the effect of the client's risk behaviour on the project. Third, to identify the dominant parameters which affect client risk management, and to investigate the interaction between the parameters and the client's risk management practices and attributes. Establishing such interaction will show how the parameters explain the nature and extent of risk transfer from the organisational into the project. It also facilitate the provision of a guidance to define the client organisational attributes that are sensitive to project risk, or those attributes that are not. The study adopted a competing values framework on organisation behaviour that resulted in an elicitation instrument for testing the relationship between organisational characteristics and risk performance. Data was obtained by surveying a sample of client organisations who are actively engaged in procuring projects in the UK construction industry. The outcome of the research showed that the parameters that are represented in the competing values framework (namely, Open system, Rational model, Internal process, and Human resources) affected the risk practices and attributes of the client in different ways. The outcome specifically showed that the Rational Model has a significant positive influence on risk performance while the Internal Process has a significant negative influence on risk performance. Both the Open system and Human resources showed insignificant influence. This supports the notion that construction risk is part of a functional system that extends to the client risk performance and that the client organisational characteristics contribute to the risk behaviour within the construction project. The thesis offers two very significant contributions to the body of knowledge that underpins the management of risk in project and construction organisations: namely, the contribution to the level of risk made by the client organisations should form part of the considerations in any project appraisal; and the risk contributions by the client should address the Rational model and Internal process contexts of their organisation.
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Kerby, G. "The social organisation of farm cats (Felis catus)." Thesis, University of Oxford, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.382641.

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Jakobsson, Maria. "Empirical studies on merger policy and collusive behaviour /." Stockholm : Department of Economics, Stockholm University, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-1400.

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Anderson, Carl. "The organisation of foraging in insect societies." Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.286576.

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Legarra, Herrero Borja. "Mortuary behaviour and social organisation in Pre- and Protopalatial Crete." Thesis, University College London (University of London), 2007. http://discovery.ucl.ac.uk/1445176/.

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The mortuary record of Pre- and Protopalatial Crete comprises the main corpus of data available for the study of these periods on the island. Although the evidence from funerary contexts has been the object of study for over a century, most of the work produced so far has not been founded upon clear methodological and theoretical approaches. This has resulted in an underachievement in the extraction of information from the record, and a failure to take the intricate relationship between the study of the mortuary record and the understanding of the social organisation of living communities into proper consideration. The aim of this work is to produce a new, comprehensive study of the entire mortuary record of Pre- and Protopalatial Crete. It revises the published data in accordance with a new methodology that applies a bottom-up, comprehensive approach to the record. Combining monographic studies of Cretan material culture with newly published data into the context of the tomb and the cemetery allows a more accurate and rich understanding of the archaeological evidence from burial sites. Consequently, the detailed picture of spatial and temporal variations and patterns in mortuary behaviour that this study produces can be used to create a more complex model for the use and role of cemeteries for Cretan communities. A clear new theoretical and methodological approach permits to use the new fluid and complex model of the mortuary behaviour for re-examining Cretan communities during the Pre- and Protopalatial periods and understanding them both in terms of both horizontal and vertical organisation and within a complex spatial and temporal framework.
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Welford, Richard. "Aspects of the organisation and behaviour of U.K. producer cooperatives." Thesis, University of Warwick, 1990. http://wrap.warwick.ac.uk/35528/.

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Reflecting the fact that the cooperative sector in the U.K. has experienced record growth over the past fifteen years, this thesis forms an investigation of the organisation and behaviour of producer cooperatives. The theoretical literature surrounding the labour — managed firm is examined and subjected to testing and empirical observation. In this way a fuller understanding of the cooperative sector and of participatory arrangements in general is achieved. The theory and issues underlying this approach are based on Williamson's (1980) notion of hierarchy, the neoclassical literature surrounding perverse supply effects and extensions of that, examining the nature of the cooperative objective function, growth, managerialism and degeneration, and the nature of self— exploitation in an economy dominated by large capital. The empirical contributions are derived from a data set of 78 producer cooperatives collected by the author. In the analysis contained in this thesis it has been possible to question accepted theory, to offer some alternative modelling approaches, largely based on the use of probit analysis and to seek to describe and explain more fully certain aspects of the organisation and behaviour of U.K. cooperatives. In doing so some attempt has been made to extend the analysis beyond the boundaries of pure economics and to consider facets of participation provided in other disciplines. Many different measures have been used in the thesis which indicate that whilst cooperatives, like many small businesses, will face problems surviving in the market place, they nevertheless seem largely successful in pursuing their stated objectives. Many of the 'accepted' negative aspects of the cooperative form of organisation, such as perverse supply — side responses, have been shown to be based on restrictive assumptions about the labour — managed enterprise. Assertions about the existence and survival of cooperatives based on ideas of degeneration and self— exploitation have been shown to be questionable. Perhaps surprising to some, it is shown that management does play an important role in the organisation and behaviour of many cooperatives. For example, the existence of some sort of management structure seems important in those firms with high growth aspirations. Much of the discussion in this thesis suggests that worker involvement can bring about productivity increases. In effect, it is argued that participation can lead to augmentation of the production function. Traditional businesses in general might therefore be advised to consider adopting participation in the workplace. On the other hand cooperatives should also realise that success in conventional terms can often enable them to better pursue their political motivations.
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Books on the topic "Organisation behaviour"

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Organisational behaviour: Individuals, groups and organisation. 4th ed. Harlow, England: Pearson Prentice Hall, 2009.

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Glover, J. W. D. Organisation studies. London: Pitman, 1985.

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John, Gray. Business organisation. Manchester: NCC Publications, 1987.

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Kitson, Alan. The ethical organisation: Ethical theory and corporate behaviour. Basingstoke: Macmillan Business, 1996.

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John, Rhodes. Solution focused thinking in schools: Behaviour, reading and organisation. London: BT Press, 1995.

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Yasmin, Ajmal, ed. Solution focused thinking in schools: Behaviour, reading and organisation. London: BT Press, 2004.

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Rhodes, John. Solution focused thinking in schools: Behaviour, reading and organisation. London: BT Press, 1995.

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Canadian organizational behaviour. 5th ed. Toronto: McGraw-Hill Ryerson, 2004.

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L, Steen Sandra, ed. Canadian organizational behaviour. 8th ed. [Toronto?]: McGraw-Hill Ryerson, 2012.

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McShane, Steven Lattimore. Canadian organizational behaviour. 6th ed. Toronto: McGraw-Hill Ryerson, 2006.

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Book chapters on the topic "Organisation behaviour"

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Maughan, Mike. "Structuring the Organisation." In Organisational Behaviour, 220–49. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_7.

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Wickens, Peter D. "Ascendant Behaviour." In The Ascendant Organisation, 101–34. London: Palgrave Macmillan UK, 1998. http://dx.doi.org/10.1007/978-1-349-14855-4_7.

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Wickens, Peter D. "Ascendant Behaviour." In The Ascendant Organisation, 115–56. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-23850-7_8.

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Wickens, Peter D. "The Fundamentals of Behaviour." In The Ascendant Organisation, 9–16. London: Palgrave Macmillan UK, 1998. http://dx.doi.org/10.1007/978-1-349-14855-4_2.

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Corbett, J. Martin. "Technology and organisation." In Critical Cases in Organisational Behaviour, 207–33. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23295-6_8.

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Corbett, J. Martin. "Organisation and environment." In Critical Cases in Organisational Behaviour, 237–60. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23295-6_9.

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Pettinger, Richard. "Organisation structure and design." In Introduction to Organisational Behaviour, 438–67. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24683-0_16.

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Pettinger, Richard. "The organisation and its environment." In Introduction to Organisational Behaviour, 11–44. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24683-0_2.

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Øvretveit, John. "Evaluating Interventions to Health Organisation." In Organisational Behaviour in Health Care, 243–53. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780230379398_16.

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Al Hashmi, Waddah S. Ghanem, and Rob Cooling. "Organisation behaviour and human resource management." In The 10 Step MBA for Safety and Health Practitioners, 55–69. Abingdon, Oxon; New York, NY: Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315743011-5.

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Conference papers on the topic "Organisation behaviour"

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Covacio, Silvia. "Misinformation: Understanding the Evolution of Deception." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2656.

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The ensuing discussion of the evolutionary principles surrounding misinformation describes how misinformation creates similar mindsets and behaviour patterns. The evolutionary process of misinformation is often a battle of opposing entities or forces - the rhythm of domination and subservience, altruism and egoism. For misinformation to succeed it requires all interrelated actors to remain, inadvertently or voluntarily, silent and cooperative with the misinformation sender. The negativity breeds negativity, which creates an unstable organisational environment leading to the collapse of the system supported on a misinformation foundation. Many organisations are based on this rhythm, and Michel Foucault affirms that organisations are repressive systems that require misinformation to control and dominate through knowledge management. The dominating organisational forces often include the use of unethical practices utilizing misinformation to dominate individuals, committees, other organisations, and the market. The hope of survival lies in the rise of Comte’s altruistic and ethical behaviour patterns beginning on an individual level, spreading within the unethical organisation to related organisations, and governments.
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Chávez, Raquel, and Martha Sabelli. "Information behaviour of parents of children with autism spectrum disorder (ASD): a case study." In ISIC: the Information Behaviour Conference. University of Borås, Borås, Sweden, 2020. http://dx.doi.org/10.47989/irisic2014.

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Introduction. This investigation focuses on the information behaviour of parents of children with autism spectrum disorder (ASD) inside an organisation (Aletea) located in Montevideo-Uruguay. This study aims to make visible the information needs these parents experience when making decisions for their children’s welfare. It is the first phase of an investigation to provide an indepth comparison with other countries. Method. A literature review, database analyses and web searches were done to standardise the current work with the methodology of the field. Also, with a convenience sample, 12 semi-structured interviews were conducted among parents of this organisation. Analysis. Qualitative analyses were carried out as all the interviews were recorded on audio with prior consent of the interviewees. The questions were classified into categories and sub-categories for a better understanding of the results. Results. Parents' information practices demonstrate obstacles and difficulties in seeking and accessing available and reliable sources regarding autism spectrum disorder. The lack of information generated at local levels leads to consulting and sharing information with their closest contacts and social networks, especially their peers in parent groups. Conclusion. It is considered necessary to continue with this line of research both in Uruguay and around the world since there is a lack of studies on this subject.
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Dorigo, M., and U. Schnepf. "Organisation of robot behaviour through genetic learning processes." In Fifth International Conference on Advanced Robotics 'Robots in Unstructured Environments. IEEE, 1991. http://dx.doi.org/10.1109/icar.1991.240535.

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Maltare, Nilesh, Aditya Parasrampuria, and Sachin Patel. "Exploiting UML to model military organisation and military behaviour." In 2010 3rd IEEE International Conference on Computer Science and Information Technology (ICCSIT 2010). IEEE, 2010. http://dx.doi.org/10.1109/iccsit.2010.5565044.

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Manzoni, A., and Sardar M. N. Islam. "The best exponents of Corporate Social Responsibility and organisation behaviour." In 2009 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2009. http://dx.doi.org/10.1109/ieem.2009.5373343.

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Hanlon, Susannah, and Julie McLeod. "Human information behaviour in conversation: understanding the influence of informal conversation on learning in a political party." In ISIC: the Information Behaviour Conference. University of Borås, Borås, Sweden, 2020. http://dx.doi.org/10.47989/irisic2031.

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Introduction. This paper explores information behaviour in the underrepresented but increasingly important area of informal conversations and their influence on learning within political parties. The application of an extended model on information behaviour in conversation, which arose from the initial research analysis, enabled more granulated interpretation of results. This facilitated greater understanding, through the information behaviour lens, of informal conversations and how they contribute to learning. Method. Qualitative case-study of a political party. Analysis. Template analysis was used, followed by the application of the emergent extended model of human information behaviour in conversation. Results. Characteristics of informal conversation reflected the unique nature of the organisation. The extended model provided additional insights into context, information seeking and knowledge sharing during the conversations including motivations and affective factors, and outcomes from the conversations. Conclusions. A key reason for engaging in informal conversation was the need to strengthen capacity to influence. Self-efficacy was increased through mutual support and engaging in information behaviours. Application of the extended information behaviour model confirmed that learning occurred during informal conversations at individual and group level. Additional research is needed to test the model further with political parties and their members before extending it to wider applications.
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Diaconescu, Ada, Sven Tomforde, and Christian Müller-Schloer. "Holonic Cellular Automata: Modelling Multi-level Self-organisation of Structure and Behaviour." In The 2018 Conference on Artificial Life. Cambridge, MA: MIT Press, 2018. http://dx.doi.org/10.1162/isal_a_00040.

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Wognum, P. M. "Designers in Organisations." In ASME 2002 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/detc2002/dtm-34028.

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Design processes in current industrial contexts require integration between different disciplines and functions, not only within an organisation but also across organisational and even national borders. Many barriers to integration can be observed, however, in multi-disciplinary and multifunctional design projects. One of these barriers is the lack of organisational, management, and social knowledge and skills, on the level of team members as well as on the level of project management. To achieve a sufficient level of integration technical knowledge and skills are necessary but not sufficient. Organisational, management, and social skills are necessary too. In our research on organisation and management of business processes we have found that this last category of knowledge needs improvement for the largest part of design team members and managers. As designers are professionals who have been employed because of their knowledge and skills, gained through prior academic or professional education, the question can be asked to what extent organisational, management, and social knowledge is included in this education. One way to answer this question is by studying the knowledge and skills deemed important for performing design tasks. An important source of this knowledge can be found in journal articles in the area of engineering design. The authors of these articles are in most cases also the ones transferring this knowledge to future designers. In this paper, a study of 94 recently published journals articles is described, which reveals, that organisational, management, and social skills are not yet a major focus of attention. In particular the number of empirical studies on the organisational, social, and managerial behaviour of designers in practical contexts is scarce in the engineering research community. These results will be confronted with results from management and social sciences research. We argue that the gap between these two fields of research needs to be bridged to better prepare designers for their task in current industrial contexts.
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Mingallon, Maria, and Sakthivel Ramaswamy. "The Architecture of the Dragonfly Wing: A Study of the Structural and Fluid Dynamic Capabilities of the Anisoptera’s Forewing." In ASME 2011 International Mechanical Engineering Congress and Exposition. ASMEDC, 2011. http://dx.doi.org/10.1115/imece2011-62849.

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This paper studies the smart behaviour observed in the dragonfly wing combining advanced digital modelling techniques with non-linear structural analysis. The morphology of the dragonfly wing is an optimal natural construction built by a complex patterning process, developed through evolution as a response to force flows and material organisation. The seemingly random variations of quadrangular and polygonal patterns follow multi-hierarchical organizational logics enabling it to alter between rigid and flexible configurations. By means of digital experiments, this paper reveals how the geometrical complexity of the wing responds to function and efficiency, displaying emergent behaviour and being responsible for its performance capacity in passive flight.
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Martos, Manuel C. Vallejo, José M. Antequera Solís, and M. Carmen Ruiz Jiménez. "Are Family Firms More Harmonious Organisations?: An Analysis of the Effects of Organisational Harmony on Their Performance." In 3rd Annual International Conference on Business Strategy and Organizational Behaviour (BizStrategy 2013). Global Science and Technology Forum Pte Ltd, 2013. http://dx.doi.org/10.5176/2251-1970_bizstrategy13.09.

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Reports on the topic "Organisation behaviour"

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Patricio Javier, Saavedra Morales. PhD supervisors and faculty members might help to avoid burnout as well as enhance engagement and organisational citizenship behaviour (OCB) among PhD students. University of Sussex, January 2019. http://dx.doi.org/10.20919/psych(2019).001.

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Megersa, Kelbesa. Tax Transparency for an Effective Tax System. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/k4d.2021.070.

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This rapid review examines evidence on the transparency in the tax system and its benefits; e.g. rising revenue, strengthen citizen/state relationship, and rule of law. Improvements in tax transparency can help in strengthening public finances in developing countries that are adversely affected by COVID-19. The current context (i.e. a global pandemic, widespread economic slowdown/recessions, and declining tax revenues) engenders the urgency of improving domestic resource mobilisation (DRM) and the fight against illicit financial flows (IFFs). Even before the advent of COVID-19, developing countries’ tax systems were facing several challenges, including weak tax administrations, low taxpayer morale and “hard-to-tax” sectors. The presence of informational asymmetry (i.e. low tax transparency) between taxpayers and tax authorities generates loopholes for abuse of the tax system. It allows the hiding of wealth abroad with a limited risk of being caught. Cases of such behaviour that are exposed without proper penalty may result in a decline in the morale of citizens and a lower level of voluntary compliance with tax legislation. A number of high-profile tax leaks and scandals have undermined public confidence in the fairness of tax systems and generated a strong demand for effective counteraction and tax transparency. One of the key contributing factors to lower tax revenues in developing countries (that is linked to low tax transparency) is a high level of IFFs. These flows, including international tax evasion and the laundering of corruption proceeds, build a major obstacle to successful DRM efforts. Research has also identified an association between organisational transparency (e.g. transparency by businesses and tax authorities) and stakeholder trust (e.g. between citizens and the state). However, the evidence is mixed as to how transparency in particular influences trust and perceptions of trustworthiness.
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