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Dissertations / Theses on the topic 'Organizatinal behavior'

Author: Grafiati

Published: 28 July 2024

Last updated: 31 July 2025

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1

Aureliano, Livia Ferreira Godinho. "O uso da análise de sistemas comportamentais para o aprimoramento dos serviços prestados pelo Centro para o Autismo e Inclusão Social (CAIS-USP)." Universidade de São Paulo, 2018. http://www.teses.usp.br/teses/disponiveis/47/47132/tde-16072018-175955/.

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O presente estudo teve como principal objetivo demonstrar o uso da análise de sistemas comportamentais, mais especificamente, o Modelo de Engenharia de Sistemas Comportamentais, no aprimoramento dos serviços prestados pelo Centro para o Autismo e Inclusão Social, da USP. Os objetivos específicos foram: definir a missão do CAIS; reorganizar os processos a partir da definição da missão; estabelecer indicadores de feedback dos principais subsistemas que compõem o sistema processador e descrever o passo a passo da aplicação das ferramentas da Análise de Sistemas Comportamentais. O método utilizado

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2

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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4

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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Brubaker, Matthew W. "Apology as a leadership behavior| A meta-analysis with implications for organizational leaders." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3712131.

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<p> Leaders are frequently called to apologize on behalf of their organizations, in some cases skillfully resolving episodes of failure while meeting the unique, competing needs of diverse stakeholders. However, too often leaders handle apology poorly, exacerbating tense situations and alienating key constituents. This study is an examination of the practice of apology as a leadership behavior in an organizational context. To answer the question, <i>How might the existing literatures on apology be examined, integrated and refocused to apply specifically to leaders operating within an organizat

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Williams, Jessica K. "Consultee-centered consultation within community-based residences for individuals with disabilities." Thesis, Alfred University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3737729.

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<p> Managing the behavioral needs of individuals with developmental disabilities has been a long-standing concern for group home managers and direct care staff. Consultee-centered consultation has a history of documented benefits for children in schools and was theorized to be beneficial to adults with developmental disabilities residing in group homes. Adults with disabilities continue to experience behavioral difficulties while staff lack the training to maintain quality support services. Caplan’s consultee-centered consultation (1993) bridges the gap between client centered behavioral

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8

Deulen, Angela A. "The neurobiology of groupthink| A qEEG approach to the study of followership." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10098668.

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<p> In recent decades, the study of leadership has focused on the qualities of leaders rather than on those of followers. However, it has been argued that there can be no meaningful construct of leadership without a coherent understanding of followership and group behavior. While the body of literature is replete with information on the study of groupthink and conformity as it relates to followership, the neurobiological drivers of such behavior remain under-investigated. The purpose of this work was to investigate the neurobiological basis of groupthink (conformity of thought) as a component

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9

Rinehart, Brenda L. "How Christian leaders become their best-self| A generic qualitative study." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10105296.

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<p> The literature supports that as leaders pursue personal and professional growth, they achieve a sense of well-being, become healthier, more engaged, and more productive. This study explores how Christian leaders who have a strong core spiritual identity experience growth toward their <i>best-self. </i> According to the literature, the best-self is a positive psychology approach to personal growth that utilizes a person’s natural strengths and skills to describe one’s personal best. Adult identity development is multifaceted and influenced by numerous factors. A spiritual identi

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Martinus, Paul M. "Generic qualitative study on systems conflict as described by employees' leader-member exchanges." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10144290.

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<p> This study addressed the problem of conflict in the workplace as experienced by leader-member exchanges (LMXs). The background and significance of this study concerned the research problem and questions asking about systems conflict in the workplace according to LMXs. The study used a generic qualitative research design; participants were obtained online via purposive and snowball sampling. Participants who were Facebook users were asked to describe their conflict experiences in the workplace that were then thematically analyzed. Results showed that either systems conflict in LMXs describe

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11

Walton, Brien C. "Is emotional intelligence predictive or entrepreneurial success?" Thesis, University of Pennsylvania, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10158700.

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<p> There are more self-made, billionaire entrepreneurs than billionaires who simply inherited their fortunes, but the majority of startup ventures fail within five years. A possible factor in business success or failure could be the emotional intelligence (EI) level of the entrepreneur, defined broadly as the ability to perceive, interpret, and manage emotions. Although there is substantial literature on EI applications in established organizations, there are few empirical studies exploring the predictive value of EI in the context of success for startup entrepreneurs. The purpose of this stu

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Barkis, Bruce. "How Do Highly Engaged Employees and Managers Find Meaning in Their Work?" Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10269931.

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<p> Multiple studies have shown meaning as a driver of employee engagement. The literature indicates that the primary focus of employee engagement research has been on engagement’s <i>performance</i> outcomes rather than on the <i>conditions</i> such as meaning that influence that performance. Along with contributing to the body of engagement research, this study will benefit employees’ and managers’ work experience.</p><p> The purpose of this study is to understand how highly engaged managers and employees discover meaning in their work. The phenomenological qualitati

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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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Meier, John George III. "The Relation among Employee Alignment, Perceived Organizational Support, and Employee Engagement." Thesis, The George Washington University, 2021. http://pqdtopen.proquest.com/#viewpdf?dispub=28157641.

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As organizations struggle to become and remain competitive, the engagement of employees may be a critical enabler in achieving organizational goals, enhancing organizational competitiveness, and improving employee well-being. To this end, scholars have identified a continuing need for research focused on organizational factors within the purview of managers to improve the engagement of employees (Alagaraja & Shuck, 2015; Coyle-Shapiro & Shore, 2007; Eldor & Vigoda-Gadot, 2017; Oswick, 2015; Whittington et al., 2017; Whittington & Galpin, 2010). Using the employee engagement framework proposed

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Vallinger, Tricia Marie. "Use of Checklists to Increase Staff Performance on Documentation of Session Notes in an ABA Facility." Youngstown State University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=ysu161795751381874.

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Wong, Daphne S. L. "Exploring the impact of team building on group cohesion of a multicultural team." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1602057.

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<p> This research explored the topic of team building for a multicultural team and investigated the impact on group cohesion. The participants were members of a work group, each of a different nationality. Review of existing literature revealed a list of team building elements most suited for the multicultural context. A team building program incorporating those elements and customized for the participant group was designed and implemented. Pre and post survey data showed no significant difference in group cohesion, although there was a slight increase in the score for task cohesion. Qualitati

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18

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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Orey, Maureen. "It Worth It? The Career Benefits and Return on Investment of Volunteer Leadership as Perceived by Chapter Leaders in a Professional Talent Development Association." Thesis, Brandman University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10132132.

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<p> PURPOSE. The purpose of this study was to identify the career benefits and calculate the return on investment (ROI) of unpaid volunteer leadership as perceived by chapter leaders in a professional talent development industry association. The definition of career benefits was adapted from Hirschi’s Career Resources Model, which includes: social capital, human capital, career identity and psychological resources (2012). Additionally, this study used the ROI Institute’s ROI MethodologyTM to identify and calculate the costs and benefits of volunteer leadership to determine the ROI

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Marchand, Flores Horacio Maurilio. "The Blind Side of Management." Thesis, Pacifica Graduate Institute, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10169633.

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<p> From the perspective of Depth Psychology, each of us to some degree suffers neurotic complexes of inferiority, superiority, and blind spots in our internal and external awareness. Hence, managing any organization requires managing oneself, or at least understanding the psychological processes involve. As demonstrated throughout this study, not only our inherent functional (neurophysiological) blindness but the acquired blindnesses of hubris, bias, exclusionary modes of perception, and fixed formulae of operation and administration affect our clarity of thought, the lucidity of our decision

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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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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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Warren, Michael A. "Identifying the Relationship Between Employee Sabotage and Organizational Justice." Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1289446353.

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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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Kelly, George III. "Identifying Predictor Characteristics of Cohort Influenced Donor Behavior in Non-Profit Organizations." Thesis, Northcentral University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10640926.

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<p> Donor behavior in the non-profit organizational environment is a complex matrix of social influences that include social expectations from social media sites, direct cohort and peer influence, and perceptions of organizational performance, transparency and fundraising expenditures. A widespread general problem in non-profit organizations (NPOs) is that organizational members (cohorts) can exert an influence on the donor behavior of others, and organizational fundraising objectives can be adversely impacted. The purpose of this research was to identify those predictor characteristics that n

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Leeming, Emily M. "Mental Toughness| An Investigation of Verbal Processes on Athletic Performance." Thesis, University of Nevada, Reno, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10126158.

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<p> Athletes are given many forms of advice about how to think in ways that promote persistence in the face of aversive and fatigue-producing events. This study evaluated the impact of different kinds of verbal statements on task persistence by athletes. Competitive CrossFit athletes from the Western United States were recruited to participate in one of two experiments. Experiment 1 employed a within subject, alternating treatments design (ATD); Experiment 2-used a pre-and-post group comparison. The ATD investigated the efficacy of three kinds of specific statements designed to increase perfo

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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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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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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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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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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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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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Finlinson, Scott MIchael. "Increasing organizational energy conservation behaviors : comparing the theory of planned behavior and reasons theory for identifying specific motivational factors to target for change /." Ohio : Ohio University, 2005. http://www.ohiolink.edu/etd/view.cgi?ohiou1113856246.

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Thackeray, AmberMarie. "A Description of Authentic Leadership in Retail Sales Environments| A Qualitative Study." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10750202.

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<p> Contemporary organizational leadership scholars classify the ancient, persisting need to find one's true self as the study of authentic leadership. Authentic leadership scholarship is still very much in its infancy. There have been many calls by leading researchers to study it further in both qualitative and quantitative realms (Walumbwa, Avolio, Gardner, Wernsing, & Peterson, 2008). The current study explores authentic leadership factors qualitatively, as described by leaders and constituents working in a retail sales-based environment. The qualitative methodology of grounded theory (

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Mason, Robert C. "Stress in Rural North Georgia Policing." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5100.

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There are many operational and organizational stressors in policing. This study was designed to gain a better understanding of what causes police officers in a rural southern state mental and physical stress and to determine how best to assist officers when they are dealing with stress. The purpose of this study was to determine whether organizational or operational issues cause more stress among police officers in a rural southern state. Qualitative research methods and the phenomenological approach to obtain data from participants who have experienced job-related stressors were used. The soc

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Gondongwe, Sharon. "The leadership competencies subordinates value : an exploratory study across gender and national culture." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1015673.

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The effectiveness of leadership is largely dependent on whether the leadership competencies exhibited by leaders are congruent with the value system endorsed by subordinates. One of the ways in which leaders can influence subordinates is by understanding the leadership competencies valued by subordinates. Gender and national culture are two of the many factors that have an influence on the leadership competencies valued by subordinates. A large amount of research has been conducted to determine if, indeed, gender and national culture influence the leadership competencies subordinates' value. H

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Ayers, Jennifer Parker. "Job satisfaction, job involvement, and perceived organizational support as predictors of organizational commitment." ScholarWorks, 2010. https://scholarworks.waldenu.edu/dissertations/729.

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The purpose of this study was to determine whether or not there is a significant relationship between job satisfaction, job involvement, perceived organizational support, and organizational commitment among educators. A review of the literature revealed there is limited research that examined organizational behaviors among educators. Organizational commitment has been identified as a leading factor impacting an employee's level of success in various organizations. There remains a gap in the current literature regarding specific attitudinal behaviors influencing organizational commitment across

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John, Marjon K. "An Autoethnographic Examination of Personal and Organizational Transformation in the U.S. Military." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6225.

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Large-scale transformational change, such as the integration and acceptance of gays in the U.S. military, necessitates a long-term effort by management to mitigate unanticipated consequences. Suboptimal implementation may not account for damaging consequences among individuals expected to live the change. The purpose of this autoethnographic study was to examine the individual experiences of a closeted gay personnel member living through a transformational change in identity, which paralleled an organizational change in the U.S. Department of Defense (DoD). The conceptual framework included el

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O'Malley, Alison L. "Affective Forecasts and Feedback-Seeking Behavior: An Investigation into the Behavioral Effects of Anticipated Emotion." University of Akron / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=akron1252088295.

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Freimark, Michael. "The Role of Organizational Citizenship Behavior and Organizational Justice on Intention to Cyberloaf through a General Deterrence Theory Lens." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/586.

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The purpose of this research is to identify the forces that impact the intention of employees to misuse the Internet at the workplace, called cyberloafing. Although cyberloafing literature has suggested several antecedents that predict cyberloafing such as job attitudes, organizational characteristics, work stressors, locus of control (Blanchard & Henle, 2008; Henle & Blanchard, 2008; Liberman, Seidman, McKenna, & Buffardi, 2011), this research adopted attitude, subjective norm, perceived behavioral control, and organizational citizenship behavior to predict the intention to cyberloaf. Additio

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Drummond, Geoffrey, and n/a. "Understanding organisation culture, leadership, conflict, and change." Swinburne University of Technology, 1996. http://adt.lib.swin.edu.au./public/adt-VSWT20060821.092317.

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While many studies have been carried out on organizational culture, leadership, conflict and change, mostly from an instrumentalist perspective, studies have left unanswered the question of how they are related. This thesis employs narrative theory and especially that of Ricoeur together with the social theory of Bourdieu. By considering organization culture (and its sub cultures) as being configured by multiple narratives; leaders as enacting or developing narratives; conflict as the attempt by one or more persons to impose their narratives on others as the correct interpretation of a given s

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Noyes, Christopher M. (Christopher Michael) Carleton University Dissertation Management Studies. "Creativity, change and culture; an investigation into the relationship between organizational culture and innovation." Ottawa, 1992.

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Purcell, Jennifer. "A Sense of Place| The Role of Organizational Identity in the Service-Oriented Organizational Citizenship Behaviors of Frontline Service Employees." Thesis, The George Washington University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13814131.

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<p> <u>Problem.</u> With the high level of importance placed on service quality, and a lack of studies on the service behaviors of frontline service employees, this study was conducted to explore the influences of organizational identity (OI) on the service-oriented organizational citizenship behaviors (SOCB) of frontline service providers. Few studies of OI have explored its influence on organizational behaviors; in addition, most OI studies have been conducted from a positivist framework in the not-for-profit sector. Similarly, service studies reside more prominently in positivist methodolog

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Sutton, Martha J. "Organizational Citizenship Behavior: A Career Development Strategy." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001133.

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Uggmark, Henrika, and Ellinor Weise. "Påverkar personlighet graden av Organizational Citizenship Behavior?" Thesis, Kristianstad University College, Department of Behavioural Sciences, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-4550.

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<p>Organizational Citizenship Behavior (OCB) kännetecknas av individuella beteenden som inte finns med i de formella arbetsuppgifterna men som främjar arbetsplatsen. Syftet med uppsatsen var att undersöka om graden av OCB påverkas av personlighet och ett antal bakgrundsvariabler i en förändringskontext. I studien, som i huvudsak baserades på forskning av Organ med kollegor, undersöktes tre olika verksamhetsområden: Försäkringskassan, tandvården och detaljhandeln. Studien utformades med en kvantitativ forskningsstrategi med tvärsnittsdesign, där insamlingen av data skedde m.h.a. en enkät. Enkät

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Najoli, Herman Jumba. "Wisdom and organizational citizenship behavior in leaders." Thesis, Indiana Wesleyan University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3567715.

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<p> The status of wisdom in leadership discourse has been elevated as organizations seek solutions to multidimensional challenges that have led to corporate collapses and the derailment of leaders. The study of wisdom has ancient foundations but its measurement as an organizational leadership construct is relatively new. Recent research has led to the view and operationalization of wisdom as an attribute integrating the cognitive, affective, and reflective dimensions of human performance and behavior (Ardelt, 2003). </p><p> This quantitative study explored correlations between wisdom an

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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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Tseng, Ya-wei, and 曾雅偉. "THE INFLUENCE OF ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL COMMITMENT ON ORGANIZATIONAOL CITIZENSHIP BEHAVIOR." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/17045058610118440481.

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碩士<br>大同大學<br>事業經營研究所<br>89<br>Although the study of organizational justice has been intensified markedly in the past few years, little work has been focused on the relationship between justice perceptions and extrarole behaviors. Therefore, this study tried to examine the relationships between justice perceptions and organization citizenship behavior. A theoretical basis for the relationship between fairness and citizenship was drawn from equity theory and other theories of social exchange. This study developed empirically a social exchange model of organizational citizenship behavior, with o

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Lin, I.-Feng, and 林逸峰. "The study on the relationshlp among perceptions of organizational politics, organizational justice, organizational subcuiture and organizational commitment , organizatilnal political behavior, job involvement and worker's behavior－based on Tainan county." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/00495971282193128674.

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碩士<br>南華大學<br>管理科學研究所<br>92<br>When Taiwan formal become a member of WTO that effect so much industry, alter for the citizens usually dietary habit and large number of agricultural product from foreign country, agricultural product is not worthy year by year. In financial market, government is progressing to reform financial market that to result in bank circle to merge, several primary level farmer’s association and credit cooperative be take over. In retail market, shopping-mall and all-day business to hold most parts markets. 　　　The Primary Level Farmer’s Association search any advantage o

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Robertson, JENNIFER. "Greening Organizations: The Roles of Leadership and Organizational Citizenship Behaviors." Thesis, 2014. http://hdl.handle.net/1974/8631.

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Climate change is a serious global issue that poses one of the greatest challenges facing human kind (Kazdin, 2009; Stern, 2011; Swim et al., 2011). Given that organizations are often cited as the largest contributors to climate change (Trudeau and Canada West Foundation, 2007), research needs to investigate how organizations can positively affect climate change. Accordingly, the purpose of this dissertation is to investigate how organizations can positively affect climate change through workplace pro-environmental behaviors. To this end, three studies were conducted. The first study investiga

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