Relevant bibliographies by topics / Organization study

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  1. Journal articles
  2. Dissertations / Theses
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Academic literature on the topic 'Organization study'

Author: Grafiati
Published: 4 June 2021
Last updated: 12 February 2022

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Journal articles on the topic "Organization study"

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Yi-wei, Chu, and Ho Meng-chian. "Dynamics in Organization: Comparison Study of Learning Organization with Adaptive Organizations." Journal of Asian Multicultural Research for Social Sciences Study 2, no. 1 (2021): 1–6. http://dx.doi.org/10.47616/jamrsss.v2i1.85.

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This article discusses the dynamics in organizations, specifically about the comparison of organizational learning with adaptive organizations. This study used a survey method by relying on observational reviews of Organizations X and Y. Data collection was carried out on all staff from 2 organizations totaling 100 people each, 50 respondents each. The results showed the level of activity in the use of Organizational Technology, especially during the COVID-19 era, the role of information technology was a challenge and an opportunity for organizational performance owners to adapt so that their organizational performance could remain productive and effective. The results showed that the dynamics of the organization require adaptive technology, information technology has an influence on organizational development. This condition requires organizations to continue to learn and provide training in accordance with the times, this is certainly relevant to the concept of learning organization with the impact that requires organizations to acquire and transfer organizational knowledge to individuals in the organization.
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Sadeghi, Ghasem, Masoud Ahmadi, and Maryam Taghvaee Yazdi. "The relationship between organizational citizenship behavior and market orientation in organizations (case study: Agricultural Jihad Organization of Mazandaran Province)." Problems and Perspectives in Management 14, no. 3 (2016): 372–79. http://dx.doi.org/10.21511/ppm.14(3-si).2016.10.

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The main purpose of this study is analyzing the relationship between organizational citizenship behavior and market orientation. This study is an applied research in terms of the purpose based on a descriptive correlational method. The statistical population included all employees of Agricultural Jihad Organization of Mazandaran province consisting of 1923 persons. 391 people (male and female) were selected using random stratified sample. Data were collected through two standard questionnaires: Podsakoff’s (2003) organizational citizenship behavior and Kohli, Jaworski, Narver, and Slater’s (1990) market orientation. Validity of questionnaires was confirmed by experts and reliability of them was confirmed using Cronbach’s coefficient alphabet. Cronbach’s alpha for the organizational citizenship behavior and market orientation was calculated by 0.80 and 0.91. Components of organizational citizenship behavior included civic virtue, altruism, conscientiousness, sportsmanship, and courtesy. Components of market orientation included customer orientation, competitor orientation, and intra-functional coordination. Data were analyzed using descriptive and inferential statistics through SPSS software. The results of the study showed that there is a significant relationship between organizational citizenship behavior and market orientation in organizations. Keywords: organizational citizenship behavior, market orientation, employees, Agricultural Jihad, Mazandaran Province. JEL Classification: D23, M10, M12, M31
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Bhattacharya, Dr Swaha, and Dr Monimala Mukherjee. "Organizational Climate and work Motivation - A Study on Private Sector Organization." Paripex - Indian Journal Of Research 2, no. 1 (2012): 136–38. http://dx.doi.org/10.15373/22501991/jan2013/50.

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Desivilya, Helena Syna, and Dalit Yassour-Borochowitz. "The Case of CheckpointWatch: A Study of Organizational Practices in a Women's Human Rights Organization." Organization Studies 29, no. 6 (2008): 887–908. http://dx.doi.org/10.1177/0170840608088708.

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The present study aims to discern the ways whereby gender-role perceptions and women's perspectives on political conflict and peace processes inform the organizational development process, reflected in organizational structure and processes. In order to achieve this we studied CheckpointWatch, a women's voluntary organization devoted to monitoring and reporting human rights violations of Palestinians crossing Israeli military checkpoints. The research is a qualitative study. Data gathering was designed to collect information from two sources: (1) interviews with key informants in the organization, and (2) documents transmitted over the organization's internal communications network. The findings illustrate the complexities involved in the organizational development processes of a women's peace and human rights organization, its vacillation between transition into a more formalized NGO and its holding on to the social movement organization, grassroots stage. The study also demonstrates the significance of feminist ideology with its embedded complexity and internal paradoxes, which infiltrates into organizational structure, operational processes and activities. Finally, this research highlights the fundamental role of the cultural and sociopolitical context in women's organizational practices. Overall, the study contributes to organization studies by shedding light on the intricacies of organizational dynamics in women's Peace and conflict resolution organizations.
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Tilley, Elizabeth. "Management, Leadership, and User Control in Self-Advocacy: An English Case Study." Intellectual and Developmental Disabilities 51, no. 6 (2013): 470–81. http://dx.doi.org/10.1352/1934-9556-51.6.470.

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Abstract This paper presents findings from a qualitative research project on an English self-advocacy organization. In light of recent political and economic developments that have threatened the sustainability of a number of self-advocacy groups for people with intellectual disability, I seek to explore how one particular organization managed to survive and grow. In particular, the paper explores themes of management, leadership, and user control, linking these to external perceptions about self-advocacy organizations. The organization in my study developed an “interdependent” governance model based on key organizational roles for nondisabled advisors and self-advocates, which proved popular with external funders. Despite the organization's notable achievements, its success raises questions for the wider self-advocacy movement, notably how leadership capacity can be developed among self-advocates.
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GÜVEN, Bülent. "A RESEARCH ON DETERMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Business & Management Studies: An International Journal 6, no. 3 (2018): 275–92. http://dx.doi.org/10.15295/bmij.v6i3.304.

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Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational citizenship behaviors and perceived organizational support. In this context, as the perceptions of organizational support increase, the exhibitions of organizational citizenship behaviors towards the organization and individual also increase.
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Sadeghi, Ghasem, Masoud Ahmadi, and Maryam Taghvaee Yazdi. "The relationship between organizational citizenship behavior and organizational performance (case study: Agricultural Jihad Organization of Mazandaran Province)." Problems and Perspectives in Management 14, no. 3 (2016): 317–24. http://dx.doi.org/10.21511/ppm.14(3-si).2016.03.

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The main purpose of this study is analyzing the relationship between organizational citizenship behavior and market orientation. This study is an applied research in terms of the purpose based on a descriptive correlational method. The statistical population included all employees of Agricultural Jihad Organization of Mazandaran province consisting of 1923 persons. 391 people (male and female) were selected using random stratified sample. Data were collected through two standard questionnaires: Podsakoff’s (2003) organizational citizenship behavior (24 questions) and Fazel’s (2012) organizational performance (13 questions). Validity of questionnaires was confirmed by experts and reliability of them was confirmed using Cronbach’s coefficient alphabet. Cronbach’s alpha for the organizational citizenship behavior and organizational performance was calculated by 0.80 and 0.87. Components of organizational citizenship behavior included civic virtue, altruism, conscientiousness, sportsmanship, and courtesy. Components of organizational performance included customer satisfaction, employee satisfaction, organizational effectiveness, and financial results and the market. Data were analyzed using descriptive and inferential statistics through SPSS software. The descriptive statistics included frequency, percentage, mean, and standard deviation and inferential statistics included Kolmogorov-Smirnov, Spearman’s rank correlation coefficient, Fisher’s z-distribution using SPSS software. Keywords: organizational citizenship behavior, employees, organizational performance, Agricultural Jihad, Mazandaran Province. JEL Classification: D23, M12, M10
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Ghosh, Saumyendu, Lauren Buckler, Mirosław J. Skibniewski, Sam Negahban, and Young Hoon Kwak. "ORGANIZATIONAL GOVERNANCE TO INTEGRATE SUSTAINABILITY PROJECTS: A CASE STUDY." Technological and Economic Development of Economy 20, no. 1 (2014): 1–24. http://dx.doi.org/10.3846/20294913.2014.850755.

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Sustainable development represents a major challenge of the 21st century. Organizations use projects to implement strategic corporate objectives, exploring sustainable development from a project management perspective is imperative. While current project management techniques are well defined in terms of content and process to manage the budget-scope-time constraint, availability of organization resources and ability to adopt project governance strategies in a changing business environment, like incorporating sustainability in business process is ambiguous, literature has not explored how to cope with a normative situation like sustainability. We consider Small-to-Mid-Size-Construction-Organizations (SMSCOs), which makes up the largest portion of the project-based industry and are most impacted by new government regulations, as our population of interest. This paper addresses two primary objectives in relation to organizational resources available for SMSCOs: to identify an organization's shortcomings in undertaking a sustainable project, and to identify means for improving organizational readiness to cope with governance of sustainable projects. A case study with a SMSCO to understand activities, resource availability, and how to improve organization readiness to undertake projects related to sustainability is discussed. A conceptual framework is presented for the adoptive project governance process to ensure resource constrained organizations like SMSCO's can align better to govern such projects.
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HISAMUNE, Shuji, Koya Kishida, Yasushi Iwata, Tohru Ikegami, and Fumiko Matsuda. "The organizational ergonomics study on organization accident." Japanese journal of ergonomics 41, Supplement (2005): 338–39. http://dx.doi.org/10.5100/jje.41.supplement_338.

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Junita, Audia, and Muhammad Hermansyur. "Learning Organization Sebagai Prediktor Kesiapan Berubah Organisasi." Jurnal Dinamika Akuntansi dan Bisnis 1, no. 2 (2014): 107–18. http://dx.doi.org/10.24815/jdab.v1i2.3579.

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As a public service organization, health center changes required to provide quality health services to the community better. One of the factors that affect the formation of organizational readiness for change is a learning organization. Ideally a learning organization can be a learning facility for its members on an ongoing basis and may direct the member to keep the environment abreast. The transform research is performed to assess whether the health center in the city of Medan has been transformed into a learning organization and how it affects the formation of learning organization change readiness of the organization. This research was the study of causality. Location of the study conducted in 13 health centers Inpatient scattered in the district in the city and sample Medan. Population of health workers in health centers is as much as 195 respondents. Data sourced from primary data and were collected using a questionnaire. The analysis technique used is regression technique. The research proves that the health center in the city of Medan has become a form of organizational learning organizations that do good, so too has the readiness to turn into public service organizations in the health sector in accordance with the demands of the times. Dimensions of organizational learning simultaneously changed significantly influence organizational readiness; with dimensions connecting the organization to its environment is the most dominant influence in shaping the organization's readiness for change.
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Dissertations / Theses on the topic "Organization study"

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SA, VANESSA BURJACK MARANHAO GOMES DE. "ORGANIZATION FIT AND SOCIALIZATION ORGANIZATIONAL: A CASE S STUDY." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2012. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=21541@1.

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Este estudo teve como objetivo analisar se os valores transmitidos pela Companhia foram internalizados pelos empregados. Foi realizado um estudo de caso em uma empresa de economia mista cujo processo de recrutamento e seleção ocorre via concurso público. Os recém-chegados passam por um período de iniciação, conhecido por Ambientação, a partir do qual valores, comportamentos e normas da Empresa são transmitidos. Depois, participam do Curso de Formação com o objetivo de alinhar conhecimentos básicos e técnicos. Em seguida, ocorre a alocação efetiva na área, a partir da qual os empregados passam a ter contato mais direto com a cultura da Empresa. Durante este estudo, foram realizadas dezesseis entrevistas em profundidade, com empregados que já possuem aproximadamente seis anos de casa e que participaram juntos da Ambientação e do Curso de Formação, objetivando verificar se as táticas de socialização contribuíram para alinhar as expectativas dos empregados às necessidades da Empresa bem como os valores individuais aos valores organizacionais. Os principais resultados da pesquisa sugerem: a) com base nas expectativas dos entrevistados, os empregados ao aceitarem entrar na empresa, enxergavam que poderiam se encaixar no perfil desejável pela Companhia; b) com relação aos valores declarados explicitamente pela Companhia, especialmente, durante a Ambientação e o Curso de Formação, os entrevistados, em geral, compartilham desses valores. Nesse caso, o processo de socialização teve seu papel fundamental em prol do alinhamento cultural; c) com relação aos valores não explícitos, mas presentes na Cultura da Companhia há divergência entre os valores individuais e os organizacionais. A Companhia - ainda que defenda que privilegia competências técnicas, transparência, mobilidade e meritocracia - na prática - apresenta práticas organizacionais diferentes do Discurso.<br>With this study, we try to analyze if the employees learned about the organizational values. A case s study was conducted in a Brazilian mixed economy Company, where the recruiting process occurs by a public contest. The new employees have to go through a period of initiation, known as Ambientação, from which values, behaviors and rules are transmitted by the Company. Afterwards, they have a training course to get acquaintance with basic and technical issues. Then, they start working on a specific area where, for the first time, they really have contact with the Company s culture. During this study, there have been 16 in-depth interviews with the newcomers who have already worked for 6 years in the Company and attended the same training course when they joined the organization. These interviews were the instrument to measure if the socialization tactics were sufficient to achieve the expectations of the newly employees and the Company needs and also the individual values and organizational values. The results that were achieved suggest: a) based on the employees expectations, they figured that they could fit the company s employees profile; b) according to the Company s explicit values informed during Ambientação and the Training Course the employees accept these values. In this case, the socialization process was important to the cultural alignment; c) concerning the inexplicit values, there is some disagreement between individual and organizational values. The Company although defends technical practices, transparency, mobility and meritocracy really uses different organizational practices.
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Montenegro, Adauto de Vasconcelos. "Study about organizational commitment, leadership styles and organizational culture at a cearense organization." Universidade Federal do CearÃ, 2016. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=18510.

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CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior<br>The organizational commitment can be conceived as a meaningful liaison between individual and organization, assuming the existence of psychological bonds and significant exchange relationships between both individual and organization. Rego (2003) proposes a study model regarding the organizational commitment and presents six psychological ties between individual and organization, namely: affective commitment, common future, normative commitment, enormous sacrifices, lack of alternatives and psychological absence. Feitosa (2008) adds a tie to the model proposed by Rego (2003): performance expectations or commitment absence. In the study here presented, it was investigated the relation among these psychological bonds and the leadership styles. It was also took in consideration to this analyses the organizational culture. The specific goals of the current research were: to investigate which psychological bonds are significantly related to the leadership styles (transformational leadership, transactional leadership and leadership absence) and in which degree the organizational culture moderate this relationship, as well as to develop a theoretical-methodological model which allows to investigate the interplay among the addressed constructs. The study consists on a cross-sectional survey applied in a large size organization located in the Brazilian city of Fortaleza. The data else collected: a sociodemographic questionnaire; a organizational commitment scale; a leadership scale and organizational culture scale. The study had 205 respondents. The results were statistically analyzed with the support of the Statistical Package for Social Sciences (SPSS) software, using the following statistical technics: linear correlation, linear regression and moderation analysis. Regarding the results, the following positive and significative correlations were attested: transformational leadership and affective commitment bonds, common future and normative commitment, transactional leadership and the bond of normative commitment; leadership absence and the bonds of alternative lack and psychological absence. Besides, it was observed that the clan type organizational culture was a moderating variable that mitigates the effects of the following relations: transformational leadership and affective commitment, transformational leadership and common future. In addition to the aforementioned results, a theoretical-methodological model was developed with all the elements surveyed. It was also concluded that can be taken in consideration to the elaboration of leadership development programs and human resources management policies aiming their efficacy.<br>O comprometimento organizacional pode ser compreendido como um vÃnculo significativo entre indivÃduo e organizaÃÃo, pressupondo um elo psicolÃgico e relaÃÃes de trocas entre ambos. Rego (2003) propÃe um modelo de estudo do comprometimento organizacional e apresenta seis laÃos psicolÃgicos entre indivÃduo e organizaÃÃo, a saber: comprometimento afetivo, futuro comum, comprometimento normativo, sacrifÃcios avultados, escassez de alternativas e ausÃncia psicolÃgica. Feitosa (2008) acrescenta um laÃo ao modelo proposto por Rego (2003): expectativas pelo desempenho ou ausÃncia de compromisso. No atual estudo, à investigada a relaÃÃo entre esses laÃos psicolÃgicos e estilos de lideranÃa, considerando tambÃm a funÃÃo da cultura organizacional nessa relaÃÃo. Os objetivos especÃficos da atual pesquisa podem ser descritos como: investigar quais desses laÃos psicolÃgicos se relacionam de maneira significativa aos estilos de lideranÃa (lideranÃa transformacional, lideranÃa transacional e ausÃncia de lideranÃa) e em que grau a cultura organizacional modera essa relaÃÃo, bem como desenvolver um modelo teÃrico-metodolÃgico que possibilite a investigaÃÃo da relaÃÃo entre os construtos abordados. O estudo se constituiu como survey, de corte transversal, aplicado em uma organizaÃÃo de grande porte, localizada em Fortaleza/CE. O instrumento de coleta de dados à composto de: questionÃrio sociodemogrÃfico; escala sobre comprometimento organizacional; escala sobre lideranÃa e escala sobre cultura organizacional. AlcanÃou-se uma amostra de 205 trabalhadores da referida organizaÃÃo. Os resultados foram analisados com base em procedimentos estatÃsticos exploratÃrios e explicativos, utilizando o Statistical Package for Social Sciences (SPSS), com as seguintes tÃcnicas estatÃsticas: correlaÃÃo linear, regressÃo linear e anÃlise de moderaÃÃo. No que concerne aos resultados obtidos, foram atestadas as seguintes correlaÃÃes positivas e significativas: lideranÃa transformacional com os laÃos de comprometimento afetivo, futuro comum e comprometimento normativo; lideranÃa transacional com o laÃo de comprometimento normativo; ausÃncia de lideranÃa com os laÃos de escassez de alternativas e ausÃncia psicolÃgica. Ademais, observou-se que a cultura organizacional tipo clà atuou como variÃvel moderadora reduzindo os efeitos nas relaÃÃes seguintes: lideranÃa transformacional e comprometimento afetivo e entre lideranÃa transformacional e futuro comum. AlÃm dos resultados apontados, foi desenvolvido um modelo teÃrico-metodolÃgico com todos os elementos pesquisados. Observou-se que tais resultados podem ser considerados para a elaboraÃÃo de programas de desenvolvimento de lideranÃa e polÃticas de gestÃo e de recursos humanos da organizaÃÃo visando sua eficÃcia.
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Padilla, Carla Raineri. "An archival study of leadership requirements of combined emergency management/fire departments." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3712785.

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<p> A nation-wide study of the leadership requirements for combined emergency management and fire departments from medium-sized municipalities was conducted. It has been widely recognized by the emergency management community and the federal government that emergency management should be professionalized. The first step in professionalization is standardization. The study disclosed that there was an extremely high variability in the training, education and experience requirements for each of the leadership ranks. Not only was there high variability in the requirements for holding each of the ranks, the ranks themselves varied greatly from department to department. The single rank present in all departments was that of chief, and even for that rank, 30% were appointees with no concrete position requirements. Furthermore, the actual requirements for each of the leadership ranks was compared to recommendations from three professional organizations, the International Association of Emergency Managers, the International Association of Fire Chiefs and the National Fire Protection Association. Not only did the actual requirements for each rank vary greatly from the recommendations from each organization, the recommendations between the organizations varied greatly. It is quite clear that even the professional organizations have not come to a consensus of opinion or agreement on requirements, nor are they even close to doing so. Two departmental models were also examined, and once again there was a high variability of requirements for each leadership rank. Although standardization is the first step in professionalization, there has been little movement in that direction. Emergency management has a long way to go if it is to be professionalized, and the safety of the public and nation stand in the balance.</p>
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Lovgren, Laurie J. "Communication training in the organization : an overview." Thesis, Kansas State University, 1985. http://hdl.handle.net/2097/9863.

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

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<p> Research and development (R&amp;D) innovation has become an important competitive advantage that is essential to the biopharma industry and critical to drug development (Bennani, 2012; Cuatrecasas, 2006; Douglas, et al., 2010; Garnier, 2008; Hine &amp; Kapeleris, 2006; McKelvey, 2008; Pisano, 2006, 2010). Cultivating R&amp;D innovation carries a distinct challenge of balancing between fostering conditions for creativity while at the same time managing for technical, scientific and operational efficiencies. However, the trend in the industry is toward using more process management techniques focused on formalization, standardization, control and efficiency in order to accelerate drug discovery efforts (Brown &amp; Svenson, 1998; Cardinal, 2001; Cuatrecasas, 2006; Hine &amp; Kaperleris, 2006; Johnstone et al., 2011; Paul et al., 2010; Scannell et al., 2012; Sewing et al., 2008; Ullman &amp; Boutellier, 2008). </p><p> This study was designed to explore how early drug discovery scientists experience creativity in a highly coordinated and managed work environment. The research questions were as follows: <i>How do scientists working in the early discovery phases of the R&amp;D pipeline experience creativity; and how does a highly managed and coordinated work environment influence scientists&rsquo; experience of creativity?</i> The basis for understanding their experiences was captured through detailed stories and reflections about their personal background, early influences and professional experiences as a scientist. </p><p> The sample included 10 early drug discovery scientists who work for either a pharmaceutical, biotech or bio-pharmaceutical company based in the United States of America (USA). A basic qualitative study was conducted with in-depth interviews as the primary method of data collection. Data were analyzed using multiple iterations of coding, describing and classifying to interpret what creativity means, how scientists experience creativity within their work environment and what factors influence this experience. Conclusions and implications about what creativity means, how scientists experience creativity and the various dynamics that shape this experience are presented in the following pages.</p><p>
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Ehteshami, Sheba. "The Happiness Design| An Innovation Study." Thesis, University of Southern California, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10748221.

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<p> This study investigated the knowledge, motivation, and organizational elements necessary for understanding the implications of happiness on performance in the workplace. Using the Clark and Estes (2008) gap analysis, a set of knowledge, motivation, and organizational assumed influences were documented based on the support of literature and generated hypotheses. Subsequently, data was collected through interviews and surveys and triangulated via observations. A subset of the assumed influences were validated based on collected data, indicating that while happiness is not a clear indicator of performance, it does have a direct correlation with an individual&rsquo;s desire to go above and beyond expected responsibilities, particularly as it relates to embedding creativity in assignments.</p><p>
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Jumara, John J. Sturgeon James I. "A case study of the influence of organization theory on organizational change." Diss., UMK access, 2005.

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Thesis (Ph. D.)--Dept. of Economics and Dept. of Sociology/Criminal Justice & Criminology. University of Missouri--Kansas City, 2005.<br>"A dissertation in economics and social science." Advisor: James I. Sturgeon. Typescript. Vita. Title from "catalog record" of the print edition Description based on contents viewed March 12, 2007. Includes bibliographical references (leaves 137-149). Online version of the print edition.
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Fredriksson, Sofia. "Organizational adaptation towards artificial intelligence : A case study at a public organization." Thesis, Karlstads universitet, Fakulteten för hälsa, natur- och teknikvetenskap (from 2013), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-67821.

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Artificiell intelligens har blivit kommersialiserad och har skapat en stor efterfrågan på marknaden. Trots detta är det få som vet vad teknologin innebär och till och med forskare kämpar med att hitta en universell definition. Teknologin är komplex och mångfacetterad och delar av tekniken gör den kontroversiell. Artificiell intelligens som koncept har blivit studerat utifrån ett tekniskt perspektiv och flera publikationer har gjort ett försökt att förutspå hur teknologin kommer att påverka samhällen i framtiden. Även fast efterfrågan är stor, saknas det empiriska data för hur tekniken påverkar organisationer. Det finns därför ingen nuvarande forskning till hjälp för organisationer som måste anpassa sig till teknologin.Syftet med denna studie är att börja täcka detta forskningsgap med empiriska data för att hjälpa organisationer förstå hur de påverkas av detta paradigmskifte i teknik. Studien är utförd som en fallstudie vid en offentlig organisation med medel teknologiska kunskaper. Data har samlats in via intervjuer, observationer och granskning av styrdokument. Sjutton intervjuer hölls med medarbetare från olika delar av organisationen. Data analyserades sedan utifrån ett kombinerat ramverk inkluderande teknik, organisatorisk anpassning och social hållbarhet.Studien visade att organisationen är reaktiv i sin anpassningsprocess och saknar en förståelse för tekniken. Resultatet visar att konceptet artificiell intelligens är svårt att förstå men tillämpbara exempel underlättar processen. Ett bättre informationsflöde skulle hjälpa organisationen att bli mer proaktiv i sin anpassning och bättre kunna utnyttja sin personal. Resultaten visar också att det finns etiska aspekter kring teknologin som behöver behandlas av organisationen innan artificiell intelligens kan implementeras. Forskaren argumenterar också för vikten av att använda ett sammansatt ramverk vid analys av organisatorisk påverkan av artificiell intelligens på grund av dess komplexitet.<br>Artificial intelligence has become commercialized and has created a huge demand on the market. However, few people know what the technology means and even scientist struggle to find a universal definition. The technology is complex and versatile with elements making it controversial. The concept of artificial intelligence has been studied in the technical field and several publications has made efforts to predict the impact that the technology will have on our societies in the future. Even if the technology has created a great demand on the market, empirical findings of how this technology is affecting organizations is lacking. There is thus no current research to help organizations adapt to this new technology.The purpose of this study is to start cover that research gap with empirical data to help organizations understand how they are affected by this paradigm shift in technology. The study is conducted as a single case study at a public organization with middle technological skills. Data has been collected through interviews, observations and reviewing of governing documents. Seventeen interviews were held with employees with different work roles in the administration. The data was then analyzed from a combined framework including technology, organizational adaptation and social sustainability.The study found that the organization is reactive in its adaptation process and lacking an understanding of the technology. The findings show that the concept of artificial intelligence is hard to understand but applicable and tangible examples facilitates the process. A better information flow would help the investigated organization to become more proactive in its adaptation and better utilize its personnel. The findings also show that there are ethical issues about the technology that the organization needs to process before beginning an implementation. The researcher also argues the importance of a joint framework when analyzing the organizational impact of artificial intelligence due to its complexity.
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Hawkins, Jenny Rae. "Essays in Industrial Organization." Diss., The University of Arizona, 2011. http://hdl.handle.net/10150/202519.

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This dissertation consists of three essays evaluating topics in industrial organization. The first essay investigates a market structure or property regime in which a final good exists only by assembling multiple, monopoly-supplied components. In such dynamic settings, any sunk cost results in an outcome of hold-up, also known as tragedy of the anticommons. I design a model showing conditions for which two factors that reduce sunk cost, refunds and complementarities, mitigate hold-up. If the first component purchased has positive stand alone value or the first seller offers a full refund, hold-up is mitigated. My results suggest several policies that can mitigate inefficient outcomes in assembly problems, including legal requirements on full refunds, regulation on the purchasing order of components, and prohibition of price discrimination. The second essay applies Bayesian statistics to single-firm event studies used in securities litigation and antitrust investigations. Inference based on Bayesian analysis does not require an assumption of normality that potentially invalidates standard inference of classical single-firm event studies. I investigate ten events, five from actual securities litigation cases. Various Bayesian models, including replication of the frequentist approach, are examined. A flexible Bayesian model, replacing parametric likelihood functions with the empirical distribution function, also is explored. Our approach suggests an alternative, valid method for inference with easy implementation and interpretation. The third essay, motivated in the context of pharmaceutical advertising, analyzes demand rotations caused by an exogenously determined advertising parameter under Cournot oligopoly competition. We find that firms and consumers prefer extreme levels of advertising, but preferences for which extreme do not necessarily align. However, these differences can be alleviated with few or many firms in the market or cheap or expensive technologies. Therefore, advertising levels, regulated or not, might not serve consumers' best interests unless certain market attributes hold.
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Johnson, Sandhya Raichur. "Innovation Adaptation| A Study of Indian OD Practitioners Implementing Appreciative Inquiry in For-Profit Organizations." Thesis, Fielding Graduate University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10181968.

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<p> Diffusion of innovation across cultures is a broad field of study, especially when considering the adaptation of organizational development (OD) innovations into multicultural environments. Although OD interventions are often adapted to fit unique circumstances of each organization&rsquo;s culture, this study explored whether there were specific adaptations that occur when OD interventions are applied to Indian organizations by Indian practitioners. The purpose of this qualitative study was to discover how appreciative inquiry (AI) as an OD intervention was received and adapted by OD practitioners in India with particular focus on for-profit organizations.</p><p> A thematic analysis of 17 implementations shared by Indian practitioners was conducted to examine the fidelity and extensiveness of AI adaptation. Toward this end, the study was tailored to ensure the intervention was localized and situated more specifically in the organizational and leadership contexts. Results revealed that AI, when applied to India-based for-profit organizations, exhibited a level of adaptation that could be applied on a global scale. It is anticipated that understanding the factors that drive AI adaptation in India will assist scholars and practitioners to establish guidelines for successfully transferring organizational innovations.</p>
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Books on the topic "Organization study"

1

Károly, Lapis, Eckhardt S, and International Union against Cancer, eds. Education, nursing, organization. Akadémiai Kiadó, 1987.

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M, Baranek Patricia, and Chan Janet B. L, eds. Visualizing deviance: A study of news organization. University of Toronto Press, 1987.

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M, Baranek Patricia, and Chan Janet B. L, eds. Visualizing deviance: A study of news organization. Open University Press, 1987.

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Seth, Meera. Change: A case study special. ABP, 2010.

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Marwa, Mohamed Buba. Grand tactics: A case study. Spectrum Books, 1998.

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Kelleher, Olga. Leisure in organizations: A case study. University College Dublin, 1991.

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Public organization in ancient Greece: A documentary study. American Philosophical Society, 1987.

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Processor organization and microprogramming: A project case study. Science Research Associates, 1985.

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National Library of Canada. Systems Responsibilities Study Team. Systems responsibilities study: Recommended changes to systems organization. National Library of Canada, Systems Responsibilities Study Team, 1991.

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Maina, Anthony. Macadamia production and market organization study in Kenya. Regional Land Management Unit, Swedish International Development Cooperation Agency, 1999.

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Book chapters on the topic "Organization study"

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Strumińska-Kutra, Marta, and Izabela Koładkiewicz. "Case Study." In Qualitative Methodologies in Organization Studies. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-65442-3_1.

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Mühl, Johannes Karl. "Organization A: Investigative Study." In Contributions to Management Science. Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-04069-1_5.

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Mühl, Johannes Karl. "Organization B: Investigative Study." In Contributions to Management Science. Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-04069-1_6.

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Bercea, Oana-Bianca, Elena-Simina Lakatos, and Laura Bacali. "Comparative Study Regarding Organizational Culture: Nonprofit Organization and Profit-Oriented Organization." In Civil Society: The Engine for Economic and Social Well-Being. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-89872-8_3.

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D’Andrade, Roy. "The Organization of Values." In A Study of Personal and Cultural Values. Palgrave Macmillan US, 2008. http://dx.doi.org/10.1057/9780230612099_5.

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Semenza, Gregory M. Colón. "Organization and Time Management." In Graduate Study for the Twenty-First Century. Palgrave Macmillan US, 2005. http://dx.doi.org/10.1057/9781403979346_4.

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Semenza, Gregory M. Colón. "Organization and Time Management." In Graduate Study for the Twenty-First Century. Palgrave Macmillan US, 2010. http://dx.doi.org/10.1057/9780230105805_4.

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Reinvang, Ivar. "Approaches to the Study of Aphasia." In Aphasia and Brain Organization. Springer US, 1985. http://dx.doi.org/10.1007/978-1-4757-9214-0_1.

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Morrell, Kevin. "What Is ‘Public Interest’?: A Case Study." In Organization, Society and Politics. Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137026880_12.

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Love, Tyron Rakeiora. "People, Place, and Time in the Study of Indigenous Organization." In Indigenous Organization Studies. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-030-01503-9_4.

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Conference papers on the topic "Organization study"

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"Business Priorities Driving BYOD Adoption: A Case Study of a South African Financial Services Organization." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4284.

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[This Proceedings paper was revised and published in the 2019 issue of the journal Issues in Informing Science and Information Technology, Volume 16] Aim/Purpose: Bring your own device (BYOD) provides opportunities for both the organization and employees, but the adoption of BYOD also introduces risks. This case study of an organization’s BYOD program identifies key positive and negative influences on the adoption decision. Background: The consumerization of IT introduced the BYOD phenomenon into the enterprise environment. As mobile and Internet technologies improve employees are opting to use their personal devices to access organizational systems to perform their work tasks. Such devices include smartphones, tablets and laptop computers. Methodology: This research uses a case study approach to investigate how business priorities drive the adoption of BYOD and how resulting benefits and risks are realized and managed by the organization. Primary empirical data was collected using semi-structured interviews with 15 senior employees from a large South African financial services organization. Policy documents from the organization were analyzed as secondary data. Contribution: Thematic analysis of the data revealed six major themes: improving employee mobility; improving client service and experience; creating a competitive industry advantage; improving business processes; information security risks; and management best practices. Findings: The themes were analyzed using the Technology-Organization-Environment (TOE) framework, showing the key positive and negative influences on the adoption decision. Recommendations for Practitioners: Organizations need to clearly understand the reasons they want to introduce BYOD in their organizations. The conceptual framework can be applied by practitioners in their organizations to achieve their BYOD business objectives. Recommendations for Researchers: BYOD remains an important innovation for organizations with several aspects worthy of further study. The TOE framework presents a suitable lens for analysis, but other models should also be considered. Impact on Society: The findings show that organizations can use BYOD to improve client service, gain competitive advantage, and improve their processes using their digital devices and backend systems. The BYOD trend is thus not likely to go away anytime soon. Future Research: The applicability of findings should be validated across additional contexts. Additional models should also be used.
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Hanaoka, Sho. "A Study on the Relevance between the Progress of IT and Business Ethics in Typical Japanese Organizations." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2682.

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Each lower-level organization within in most Japanese companies has its own implicit code of conduct based on its own organizational culture. The structure of the ordinary Japanese organization is expressible as a closed space surrounded by higher walls on all four sides. Also the walls are expressible as roll-away fences, changing their positions by adapting to the changes in the environment. The position of each wall becomes more indefinite by adapting to new business models such as SCM, ERP, ASP, etc. As a consequence, some of these walls become to invisible from time to time, and most companies are confronted with unconformity and confusion between the organizations in doing business. Moreover, the progress of internationalization adds momentum to the confusion. In this paper, first, the author elucidates the peculiar characteristics of the Japanese organization's culture and problems it poses in bus iness ethics. Then, the issue of using IT on business ethics is discussed. Finally, a "wall-in model" expressing the gaps of the adjacent organizations is proposed. Then we discuss the effective use of IT for solving the problems of business ethics.
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Kendir, Vasfi, Bahaddin Sinsoysal, and Hasan Boztoprak. "A Study on the Relationship Among Organizational Culture, Learning and Innovativeness: A Survey Study at a University Hospital." In International Conference on Eurasian Economies. Eurasian Economists Association, 2017. http://dx.doi.org/10.36880/c09.01962.

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This study aims to explain the effect of organizational culture on both organizational learning and innovativeness. A large literature exists based on comparative studies on these concepts, which we addressed in a triangular relationship here. We conducted a survey consisting of three scales; Ogbonna and Harris (2000)-organization culture, Calantone et al (2002)-organizational learning and Wang and Ahmed (2004)-innovativeness, at a university hospital. We found that three concepts show high correlation, and organization culture has an effect on both organizational learning and innovativeness. We also found that organizational learning clearly effects the organizational innovativeness. Results show that organization culture is essential for organizational knowledge generation and use.
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Yan-Liang, Chen, and Gao Chuang. "Study on Replication of Routines in Organizations Based on Organization Ambidexterity Competence." In 2014 International Conference on Economic Management and Trade Cooperation (EMTC 2014). Atlantis Press, 2014. http://dx.doi.org/10.2991/emtc-14.2014.34.

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Fitzgerald, Brian, and Karen Neville. "Mid-Career Employees Embracing Technology (MEET): A Case Study." In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2479.

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The importance of information technology (IT) for modern business and, indeed, research in general cannot be questioned, as its sheer pervasiveness adequately attests. However, simplistic views of technological utopianism are now being offset by accounts of technological dystopianism. Clearly organizational management have wholeheartedly subscribed to an IT future as a staggering 41 percent of total capital expenditure in US organizations currently goes on IT. However, organizations face enormous difficulty in trying to achieve successful training programmes in the use of IT. This research study involved the construction and implementation of an IT training programme for mid-career employees in a large multinational organization. Davis (1989) identified two constructs as relevant to user acceptance of technology, namely ease of use (EOU) and perceived usefulness (PU). These constructs were operationalised into a set of principles to underpin the training programme which was delivered in two phases, each specifically addressing one of Davis’ constructs.
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Steinar Saetre, Alf, Jan Oddvar Soernes, Larry D. Browning, and Keri Stephens. "Organizational Members’ Enactment of Organizational Environments and Media Use: A Study of ICT Practices in Norway and the United States." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2694.

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This paper uses the concept of scripts to couple Weick’s notion of enactment and Langer’s theory of mindfulness/mindlessness with empirical data on the use of ICTs in organizations. Our research is based on 72 in-depth interviews of advanced ICT users in the United States and in Norway. The findings: (1) show that the notion of clear-cut boundaries between an organization and its “environment” is problematic, and illustrate how organizational members indeed enact—or co-create—the environments of their organizations; (2) validate the assertion that mindfulness is required for media richness theory to be predictive; and (3) illustrate how organizational members construct the richness of one media through the use of other media. This study not only enriches our understanding of Weick’s theories but also has important implications for organizational practice since it expands media richness and social-information-processing theories.
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Rabelo, Jacilane de Holanda, Edson Cesar Cunha de Oliveira, Davi Viana, et al. "Knowledge Management and Organizational Culture in a Software Organization -- A Case Study." In IEEE/ACM 8th International Workshop on Cooperative and Human Aspects of Software Engineering (CHASE 2015). IEEE, 2015. http://dx.doi.org/10.1109/chase.2015.27.

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Li, Maishou. "Empirical Study on Relations between Organizational Justice, Employees affection and Organization Performance." In 2015 International Conference on Economics, Management, Law and Education. Atlantis Press, 2015. http://dx.doi.org/10.2991/emle-15.2015.40.

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Zubr, Václav. "Be a Learning Organization – The Pilot Study of Organizations in the Czech Republic." In Hradec Economic Days 2018, edited by Petra Maresova, Pavel Jedlicka, and Ivan Soukal. University of Hradec Kralove, 2018. http://dx.doi.org/10.36689/uhk/hed/2018-02-056.

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Handastya, Nita, Levi Nilawati, and Andy Susilo Lukito Budi. "Exploratory Study on Learning Organization : A Case Study in Faculty of Economics of a Private University in Jakarta, Indonesia." In 3rd International Seminar and Conference on Learning Organization. Atlantis Press, 2016. http://dx.doi.org/10.2991/isclo-15.2016.14.

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Reports on the topic "Organization study"

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Powell, Hedy-Jo. A follow-up study of community organization concentrators. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.1764.

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Feher, Bela, and Mark F. Levine. Organization Redesign for Productivity Improvement: Method and Case Study. Defense Technical Information Center, 1985. http://dx.doi.org/10.21236/ada161236.

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McDaniel, Delora M., and Linda M. Doherty. Total Quality Management Case Study in a Navy Headquarters Organization. Defense Technical Information Center, 1990. http://dx.doi.org/10.21236/ada219412.

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Lehrman, Douglas. A descriptive study of participants in the Evergreen Community Organization. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.2118.

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EASTPORT STUDY GROUP MARINA DEL REY CA. Eastport Study Group: Summer Study 1985. A Report to the Director, Strategic Defense Initiative Organization. Defense Technical Information Center, 1985. http://dx.doi.org/10.21236/ada351613.

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Zinschlag, Bryan. Cultivating Common Ground? A Case Study of a Community Garden Organization in Northeast Portland, Oregon. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.1827.

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Bergeron, Timothy N. Inpatient Obstetric Care at Irwin Army Community Hospital: A Study to Determine the Most Efficient Organization. Defense Technical Information Center, 2001. http://dx.doi.org/10.21236/ada420872.

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Dor, Avi, Mark Pauly, Margaret Eichleay, and Philip Held. End-stage Renal Disease and Economic Incentives: The International Study of Health Care Organization and Financing. National Bureau of Economic Research, 2007. http://dx.doi.org/10.3386/w13125.

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Weddle, Donna C. The Lord's Will Be Done": A Study of Organization in the U.S. Army Chaplaincy During the Civil War". Defense Technical Information Center, 1999. http://dx.doi.org/10.21236/ada363553.

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Stuhmiller, James H. Modeling for Military Operational Medicine Scientific and Technical Objectives (Boot Study I: Data Organization and IISYS Session) (User's Manual). Defense Technical Information Center, 2000. http://dx.doi.org/10.21236/ada395585.

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