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Relevant bibliographies by topics / Organizational change cynicism scale

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Academic literature on the topic 'Organizational change cynicism scale'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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Journal articles on the topic "Organizational change cynicism scale"

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Grama, Blanca, and Ramona Todericiu. "Change, Resistance to Change and Organizational Cynicism." Studies in Business and Economics 11, no. 3 (2016): 47–54. http://dx.doi.org/10.1515/sbe-2016-0034.

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AbstractOver the past decades, the focus of the scientists has shifted towards the area of organizational change. The concept has been approached from several perspectives and studied by numerous disciplines and refers to a shift or transformation of an organization, of several components of the organization or of the processes that lie within. Being in an environment characterized by competitiveness and complexity, organizations are under a constant need of change, of progress, while the aim of each change is to improve the aspects that make this happen. The dynamics of the labour force marke

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Kharis, Abdul, Thatok Asmony, and Joko Suprayetno. "PENGARUH PERSEPSI KOMPETENSI DAN INTEGRITAS TERHADAP SINISME PERUBAHAN ORGANISASI DENGAN KEPERCAYAAN TERHADAP MANAJEMEN SEBAGAI MEDIASI." JMM UNRAM - MASTER OF MANAGEMENT JOURNAL 1, no. 1 (2015): 1–12. http://dx.doi.org/10.29303/jmm.v1i1.1201.

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The purpose of this study was to test the model cynicism on organizational change. Some research on organizational cynicism in this time was developed to determine the factors that affect organizational cynicism, both in the context of management, psychology and communication sciences. Based on previous research, this study developed a model that examines the effect of the perception of competence, integrity and trust in the management of the cynicism in organizational change at a private college in Mataram. Research conducted at ABC University in Mataram, with make changes of Academic Informa

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Kharis, Abdul, Thatok Asmony, and Joko Suprayetno. "PENGARUH PERSEPSI KOMPETENSI DAN INTEGRITAS TERHADAP SINISME PERUBAHAN ORGANISASI DENGAN KEPERCAYAAN TERHADAP MANAJEMEN SEBAGAI MEDIASI." JMM UNRAM - MASTER OF MANAGEMENT JOURNAL 1, no. 1 (2015): 1–12. http://dx.doi.org/10.29303/jmmunram.v1i1.1201.

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The purpose of this study was to test the model cynicism on organizational change. Some research on organizational cynicism in this time was developed to determine the factors that affect organizational cynicism, both in the context of management, psychology and communication sciences. Based on previous research, this study developed a model that examines the effect of the perception of competence, integrity and trust in the management of the cynicism in organizational change at a private college in Mataram. Research conducted at ABC University in Mataram, with make changes of Academic Informa

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Tekiner, Mehmet Ali, and Bekir Tavas. "Analysis of the organizational cynicism and organizational loyalty: Turkish Police Department Sample." Journal of Human Sciences 13, no. 1 (2016): 2338. http://dx.doi.org/10.14687/ijhs.v13i1.3751.

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In the research, it was aimed to evaluate organizational cynicism and organizational loyalty of Turkish Police Department. In the research 153 subjects, all of whom work in the police departments, has been attempted to be analyzed through 5-point Likert scale. The data gathered has been statistically analyzed and the results have been explained.According to results, it was found that organizational cynicism and organizational loyalty were changed based on demographic properties of participants. Results showed that different demographic properties have different organizational loyalty degree.

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Fauzan, Risky. "Upgrading at work: employee disposition and cynicism about organizational changes." International Journal of Organizational Analysis 28, no. 3 (2019): 677–97. http://dx.doi.org/10.1108/ijoa-07-2019-1826.

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Purpose The purpose of this study is to examine potential predictors and moderating relationships involving one type of organizational cynicism – cynicism about organizational transformation (CAOC). Design/methodology/approach A total of 137 subjects participated in this study. The participants had been in their current positions at work for an average of 4.77 years and had been with their current organization an average of 7.28 years. CAOC was measured using the 12-item scale (α = 0.86) from Wanous et al.’s (2000) study. The response scale had five points ranging from “strongly disagree” to “

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Greenglass, Esther R., and Ronald J. Burke. "Hospital Restructuring and Burnout." Journal of Health and Human Services Administration 25, no. 1 (2002): 89–114. http://dx.doi.org/10.1177/107937390202500106.

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Increasingly, organizations are experiencing changes as a result of extensive downsizing, restructuring, and merging. In Canada, government-sponsored medicine has been affected as hospitals have merged or closed, reducing essential medical services and resulting in extensive job loss for hospital workers, particularly nurses. Hospital restructuring has also resulted in greater stress and job insecurity in nurses. The escalation of stressors has created burnout in nurses. This study examines predictors of burnout in nurses experiencing hospital restructuring using the MBI-General Survey which y

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Holton, Judith A. "Social movements thinking for managing change in large-scale systems." Journal of Organizational Change Management 33, no. 5 (2020): 697–714. http://dx.doi.org/10.1108/jocm-05-2019-0152.

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PurposeThis study explores the efficacy of social movements thinking for mobilizing resources toward sustainable change in large-scale systems such as health and social services.Design/methodology/approachThe study proceeds from a critical realist perspective employing a qualitative multi-case study approach. Drawing on the tenets of grounded theory (i.e. constant comparative analysis and theoretical sampling), data from semi-structured interviews and field notes were analyzed to facilitate theoretical integration and elaboration.FindingsOne case study explores the emergence of social movement

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Wanous, John P., Arnon E. Reichers, and James T. Austin. "Cynicism about Organizational Change." Group & Organization Management 25, no. 2 (2000): 132–53. http://dx.doi.org/10.1177/1059601100252003.

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Prajogo, Wisnu, Heni Kusumawati, and Nikodemus Hans Setiadi Wijaya. "ORGANIZATIONAL CULTURE AS DETERMINANT OF EMPLOYEE-BASED ANTECEDENTS TO ORGANIZATIONAL CYNICISM." Humanities & Social Sciences Reviews 8, no. 1 (2020): 881–86. http://dx.doi.org/10.18510/hssr.2020.81105.

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Purpose of study: Organizational cynicism happens when employees show their distrust in their organization. Most research about organizational cynicism focuses on the influence of organization cynicism to employee attitudinal outcomes (absenteeism, counterproductive work behaviour, etc) and performance outcomes. This research focuses on exploring the antecedents of organizational cynicism: organizational based antecedent and employee-based antecedents. Supportive organization culture is the organizational based antecedent that is predicted to influence employee affective response to organizati

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Helvaci, Mehmet Akif, and Ali Kiliçoğlu. "The Relationship Between the Organizational Change Cynicism and Organizational Commitment of Teachers." Journal of Education and Training Studies 6, no. 11a (2018): 105. http://dx.doi.org/10.11114/jets.v6i11a.3806.

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Organizational change cynicism is the situation that includes negative attitudes of the employees towards the changes in the organizations. Organizational commitment means the involvement of the employees into the organizations by being identified within the organizations. The aim of this study is to determine the organizational change cynicism levels and organizational commitment levels of teachers and to find out the correlation between the organizational change cynicism levels and organizational commitment levels of teacher. 352 primary and elementary school teachers working in Denizli took

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Dissertations / Theses on the topic "Organizational change cynicism scale"

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Gerstle, Ben O. "Job Level and Cynicism about Organizational Change." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1460573950.

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Qian, Yuxia. "A Communication Model of Employee Cynicism toward Organizational Change." Ohio University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1195512463.

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Salessi, Solana, and Alicia Omar. "Validation of the organizational cynicism scale: A study with Argentinean workers." Pontificia Universidad Católica del Perú, 2014. http://repositorio.pucp.edu.pe/index/handle/123456789/102662.

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The aim of this study was to validate the Brandes´s Organizational Cynicism Scale in orderto use it with Argentinean workers. Functional equivalence of the instrument was analyzed. The adapted version was administered to a sample of 396 workers; who also answered a selection of instruments to explore organizational trust, organizational commitment and job satisfaction. Exploratory factor analysis showed a three-factor structure that explained 68.8% of the total variance. Confirmatory factor analysis led to re-specification of the model, eliminating three items. Construct validity was demonstra

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Stanley, David J. "Employee cynicism about organizational change, development and validation of a measure." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq30850.pdf.

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Cogan, Richard Brian. "Large-scale computer implementations and systemic organizational change." Case Western Reserve University School of Graduate Studies / OhioLINK, 2003. http://rave.ohiolink.edu/etdc/view?acc_num=case1054672515.

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Moormann, Tom E. "The influence of organizational identification on member responses in the context of large-scale organizational change events." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/29345.

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Nascimento, Vera Filipa Reis. "Resistência à mudança e cinismo em relação à mudança : análise numa amostra de jovens." Master's thesis, Instituto Superior de Economia e Gestão, 2012. http://hdl.handle.net/10400.5/4989.

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Mestrado em Gestão de Recursos Humanos<br>A mudança é um tema essencial para as organizações dos nossos dias. No entanto, várias iniciativas de mudança fracassam, encontrando-se a resistência à mudança e o cinismo dos colaboradores face à mudança entre as principais razões para esse fracasso. Este estudo analisa as relações que se estabelecem entre diferentes componentes da resistência à mudança e do cinismo face à mudança numa amostra de jovens. Vários autores têm defendido que as novas gerações têm uma visão diferente do trabalho, sendo mais flexíveis e aberto face à mudança. O estudo foi ba

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Lu, Lee-Hsing. "The readiness and willingness in China for OD change a mixed method study of Chinese management /." online access from Digital Dissertation Consortium access full-text, 2005. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3180740.

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Hutchinson, Frank DuBois. "The development and empirical test of a scale to measure organizational values for corporate excellence." Diss., This resource online, 1986. http://scholar.lib.vt.edu/theses/available/etd-02232010-020404/.

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Raei, Mohammed. "Development and Validation of the Adaptive Leadership with Authority Scale." Antioch University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=antioch153684122004308.

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Books on the topic "Organizational change cynicism scale"

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M, Mohrman Allan, ed. Large-scale organizational change. Jossey-Bass, 1989.

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C, Thompson Richard, United States. Office of Aviation Medicine., and Civil Aeromedical Institute, eds. Organizational change: Effects of fairness perceptions on cynicism. U.S. Dept. of Transportation, Federal Aviation Administration, Office of Aviation Medicine, 1999.

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C, Thompson Richard, United States. Office of Aviation Medicine., and Civil Aeromedical Institute, eds. Organizational change: An assessment of trust and cynicism. U.S. Dept. of Transportation, Federal Aviation Administration, Office of Aviation Medicine, 2000.

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Dannemiller, Kathleen D. Whole-scale change. Berrett Koehler Communications, 1999.

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Jean-François, Laugel, ed. Large scale organizational change: An executive's guide. Butterworth-Heinemann, 2000.

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Vláčil, Jan. Large-scale privatization: Social conflict and consensus. Institute of Sociology, Academy of Sciences of the Czech Republic, 1994.

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Hinrichs, Gina. Large scale change for non-profits: A playbook for social sector capacity building. Information Age Publishing Inc., 2015.

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Sink, D. Scott. By what method?: Are you, developing the knowledge and skills to lead large-scale quality ... Industrial Engineering and Management Press, 1995.

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Laszlo, Christopher. Large-Scale Organizational Change. Routledge, 2012. http://dx.doi.org/10.4324/9780080509990.

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Laszlo, Christopher, and Jean Francois Laugel. Large-Scale Organizational Change. Taylor & Francis Group, 2012.

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Book chapters on the topic "Organizational change cynicism scale"

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Levesque-Bristol, Chantal. "Institutional, Cultural, and Organizational Change." In Student-Centered Pedagogy and Course Transformation at Scale. Routledge, 2023. http://dx.doi.org/10.4324/9781003447214-9.

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Smite, Darja, and Nils Brede Moe. "The Role of Responsiveness to Change in Large Onboarding Campaigns." In Lecture Notes in Business Information Processing. Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-33976-9_9.

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AbstractOnboarding is a process of organizational socialization of the new hires, that includes recruitment, orientation, training, coaching and support. While onboarding individuals into an organization is a rather straightforward task, little is known about 1) onboarding hundreds of developers and 2) doing it on a distance in outsourcing situations. Furthermore, the subject of sustainable growth with respect to organizational capabilities and culture is often overlooked. This paper reports findings from an exploratory multi-case study of two large onboarding campaigns. We collected empirical

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Trihudiyatmanto, M., Ari Pranaditya, Heri Purwanto, and Alfian Yuda Prasetiyo. "An Anti-Fragile Personality in The Relationship of Transformational Leadership to Innovation Performance in Black Swan Events to Overcome Cynicism About Organizational Change." In Proceedings of 5th Borobudur International Symposium on Humanities and Social Science (BISHSS 2023). Atlantis Press SARL, 2024. http://dx.doi.org/10.2991/978-2-38476-273-6_5.

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Putta, Abheeshta, Ömer Uludağ, Maria Paasivaara, and Shun-Long Hong. "Benefits and Challenges of Adopting SAFe - An Empirical Survey." In Lecture Notes in Business Information Processing. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-78098-2_11.

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AbstractDuring the last two decades, turbulent business environments tempted firms to adopt agile methods to cope with the ever-changing customer demands. The success of agile methods in small and co-located teams inspired companies to apply them to large-scale endeavors. Agile scaling frameworks, such as the Scaled Agile Framework (SAFe), have been proposed by practitioners to scale agile practices to large projects and enterprises. Companies are increasingly taking these frameworks into use. However, the number of quantitative empirical studies assessing the benefits and challenges of adopti

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Tobisch, Franziska, and Florian Matthes. "Knowledge Sharing and Coordination in Large-Scale Agile Software Development – A Systematic Literature Review and an Interview Study." In Lecture Notes in Business Information Processing. Springer Nature Switzerland, 2025. https://doi.org/10.1007/978-3-031-94544-1_6.

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Abstract Due to their benefits regarding resilience to change and adaptability, agile methods are widely adopted in the software development industry. Despite being intended for small co-located teams, organizations have started to scale agile methods, e.g., applying them in multi-team projects. Consequently, effective and efficient knowledge sharing and coordination become more complex, and agile intra-team practices are not sufficient anymore. While several case studies investigate knowledge sharing and coordination in the scaled agile context, an overview across multiple organizations is mi

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Tuncel, Doruk, Christian Körner, and Reinhold Plösch. "Setting the Scope for a New Agile Assessment Model: Results of an Empirical Study." In Lecture Notes in Business Information Processing. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-78098-2_4.

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AbstractAgile software development methods have been increasingly adopted by many organizations at different organizational levels. Whether named agile adoption, agile transition, agile transformation, digital transformation or new ways of working, the success of embracing this change process mostly remains uncertain. This is primarily because there are many ways of evaluating success. Based on the existing agile assessment models, we developed a model of principles with associated practice clusters that serves as a core for a new agile assessment model that is capable of assessing agile organ

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Guilbaud, Auriane. "A Stress-Test for Global Health Multilateralism: The Covid-19 Pandemic as Revealer and Catalyst of Cooperation Challenges." In Crisis of Multilateralism? Challenges and Resilience. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-39671-7_3.

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AbstractBecause of its multidimensional nature, its global scale and the magnitude of measures taken by government and international organizations, the Covid-19 pandemic severely challenged global health multilateralism in 2020. It acted both as a revealer of long-term trends in global health cooperation and as a catalyst of the changes that it precipitated. This chapter will show that if the Covid-19 pandemic appeared as a crisis with the potential to reorder global health multilateralism, it did so precisely because it occurred in an environment marked by fault lines and an accumulation of i

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Thiele, Graham, Michael Friedmann, Vivian Polar, and Hugo Campos. "Overview." In Root, Tuber and Banana Food System Innovations. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-92022-7_1.

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AbstractRoot, tuber, and banana (RT&B) crops play a critical role in food and nutrition security in developing countries, increasingly so in sub-Saharan Africa (SSA). They have great potential to contribute to alleviate poverty, improve health and nutrition, and enhance the resilience of smallholder farmers to climate change. However, RT&Bs are characterized by unique challenges including vegetative propagation, genetic complexity, and postharvest constraints with bulkiness and perishability, compared to cereals. They are also characterized by a high yield potential and the ability to

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Torrejón Pérez, Sergio, Enrique Fernández-Macías, and John Hurley. "Why This Study Now?" In Global Trends in Job Polarisation and Upgrading. Springer Nature Switzerland, 2025. https://doi.org/10.1007/978-3-031-76228-4_1.

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Abstract The study of occupational and structural changes in employment has garnered significant attention within the social sciences since the 1970s, driven by early contributions from scholars like Daniel Bell and Harry Braverman, who explored the implications of transitioning to a post-industrial society and the impact of technology on labour, respectively. Since then, particularly from the 1990s onward, the field has expanded, focusing on how technological, organizational and other transformations affect workers based on their skill level or the task content of their jobs, with the common

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Yılmaz, Zehra, Fatma Kılçık, and Hüseyin Serin. "Examining the Relationship Between Teachers’ Organizational Ostracism and Organizational Cynicism Perceptions." In Güncel Eğitim Yönetimi Uygulamaları. Özgür Yayınları, 2024. https://doi.org/10.58830/ozgur.pub590.c2457.

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In this quantitative study which aims to reveal the relationship between teachers' perceptions of organizational cynicism and organizational ostracism, the relational survey model was used. 260 teachers randomly selected with disproportionate cluster sampling from the teachers working in official secondary schools in Karabağlar district of Izmir province in the 2019-2020 academic year constituted the sample of the research. "Organizational Cynicism" scale and adapted into Turkish by Kalağan and Güzeller (2008) and "Organizational Ostracism" scale adapted into Turkish by Keklik et al. (2013) we

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Conference papers on the topic "Organizational change cynicism scale"

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VOICA, Orlando, Cristina VEITH, and Iyad ISBAITA. "ASPECTS OF ORGANIZATIONAL COMMUNICATION INFLUENCING THE SUCCESS OF CHANGE." In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/05.03.

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This paper aims to analyse some organizational routines that can influence the success of organizational change. Thus, we analyse several communicational elements that influence the implementation of a change, from the perspective of their interdependence. The data were collected through an online questionnaire and statistically evaluated. The quantitative analysis was based on the responses to questionnaire from 258 organizations in both public and private sectors. We hypothesized that a successful change is reliant on some particular factors specific to the communication process. The analysi

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McGowan, Brian. "Systemic Levers That Support Broad-Scale Institutional Change for Equity-Based Teaching: An Organizational Landscape Analysis." In 2024 AERA Annual Meeting. AERA, 2024. http://dx.doi.org/10.3102/2112837.

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Muršec, Dominika, Urška Rozman, Miha Lavrič, and Sonja Šostar Turk. "Pregled mobilnih aplikacij s področja onesnaževanja okolja." In 43rd International Conference on Organizational Science Development. University of Maribor Press, 2024. http://dx.doi.org/10.18690/um.fov.3.2024.50.

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Onesnaževanje okolja je težava, ki ne vpliva samo na okolje ampak tudi na zdravje ljudi. Za zmanjšanje negativnih vplivov je pomembno okoljsko ozaveščanje ljudi, tudi z uporabo široko dostopnih mobilnih aplikacij. Mobilne aplikacije smo pregledali v mobilnih trgovinah Google Play in iOS app z uporabo ključne besede »pollution«. Pri pregledu smo sledili priporočilom PRISMA. Aplikacije smo ocenili z uporabo vprašalnika Mobile Application Ration Scale (user version). Mobilne aplikacije so obsegale različne tipe onesnaževanja. Po pregledu smo izbrali 8 aplikacij, ki so se nanašale na onesnaževanje

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Stephenson, Travis Wyatt. "Effective Data Visualization and Analytics: Unique Considerations for Large Scale Production Operations." In SPE Oklahoma City Oil and Gas Symposium. SPE, 2023. http://dx.doi.org/10.2118/213058-ms.

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Abstract There are many exciting and effective uses of digital technology in modern oil and gas operations. From drilling to completions, mid-stream to refining many advances have been made that are increasing compliance, safety, efficiency, and overall profit for many in our industry. One area that has been slower to change is onshore production operations. Many digital solution providers that have experience in the oil and gas industry have fallen short of this segment's needs. Multiple exploration and production (E&P) companies have attempted digital initiatives that have seen limited s

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Bîtca, Lucia. "Design of Experimental Research on the Formation of Nonverbal Communication Skills and Impression Management of Police Officers." In World Lumen Congress 2021, May 26-30, 2021, Iasi, Romania. LUMEN Publishing House, 2022. http://dx.doi.org/10.18662/wlc2021/06.

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Increasing competition in the organizational environment and strengthening human capital can greatly contribute to the ability to close existing gaps in the development process and ensure a more competitive level, and the professional development process includes not only setting career goals and training agreements, but also evaluations and the feedback needed to assess progress. By optimizing nonverbal skills and forming impression management strategies promoted by psychological training in enhancing the knowledge and skills of police employees, they serve as a basis for organizational proje

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Wimmer, Matthias. "Rock Engineering at Kiruna Mine – The Change Journey." In 58th U.S. Rock Mechanics/Geomechanics Symposium. ARMA, 2024. http://dx.doi.org/10.56952/arma-2024-1225.

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ABSTRACT: Kiruna mine, located in Northern Sweden, is well-known as a large-scale, highly technical advanced operation. The orebody is vast and the application of sublevel caving (SLC) in transverse layout is forgiving in terms of recovery. Work processes are rock-factory-like. However, over the past 15 years, rock mechanical conditions have become increasingly adverse. In May 2020, a major seismic event with a local magnitude of 4.2 caused severe damage to large parts of the mine. Only very few mines in the world have ever experienced such a large seismic event. Only the event timing prevente

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Al Waily, N. A., B. A. Al Riyami, and M. A. Al Mahrooqi. "PDO Flare Management Transformation Towards NZE Journey." In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216554-ms.

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Abstract The objective of this paper is to share insights of the best practices of Petroleum Development Oman (PDO's) in the energy sector as the leading organization in the country in the domain of flare management and transformation towards NZE journey. The scope of this paper shall entail both; soft initiatives and projects initiatives with examples of applications and post implementation with demonstrated results yielding tremendous step change improvements within the organization. Flare management is a key pillar in PDO's Decarbonization strategy, amounting to approximately 17% of its tot

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Werner Hermann Albert Sommerlatte, Tom. "Interrelation of organizational climate of trust, the trust profile of leaders and business performance." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002239.

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Recent research on the role of trust for productivity, innovativeness and the effectiveness of change of business organizations (1) has shown a significant interaction of the individual trust profile of leaders, the psychological contract between the leadership of an organization and its members, and the trust climate of the organization.Trust climate in turn has been shown by empirical studies to have a so far underestimated bearing on how effectively people work together in business processes, how innovative ideas and projects are treated, and how strong the buy-in is in strategic and organi

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Warg, Markus, Eric Schott, and Markus Frosch. "From Generative AI to Generative Organizations: A Service Lens on Organizational Learning and Development." In 15th International Conference on Applied Human Factors and Ergonomics (AHFE 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1005079.

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GenAI has conquered the world in flight. Balancing benefits and risks of introducing GenAI the question organizations are asking themselves is not whether to use GenAI, but how: integrate into the "run" of existing processes, "transform" the processes or "innovate" the organization at all (Spohrer, 2021, March, 1991)? On the other hand generative learning in the organizational context is in theory hardly characterized beyond rudimentary properties (Chiva et al., 2010, Senge, 1997). Our research focuses on building theoretical knowledge and practical implications of "how GenAI can be used to tr

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Рингер, T. М. "KEEPING THINKING ALIVE IN DISRUPTED TIMES." In Антология российской психотерапии и психологии. Crossref, 2025. https://doi.org/10.54775/ppl.2025.22.14.001.

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За последние пять лет контекст, в котором работают организации, претерпел значительные изменения. Вкратце: Радикальные нестабильные события стали нормой, тогда как раньше мы могли рассчитывать на непрерывность. Теперь мы можем ожидать регулярных климатических событий катастрофического масштаба. Международная политика и международные отношения становятся все более расколотыми и непредсказуемыми. Военные действия нарушают работу всех систем, включая финансовую, а масштабные перемещения людей приводят к сбоям на международном уровне. Все это приводит к всепроникающей неопределенности и повсеместн

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Reports on the topic "Organizational change cynicism scale"

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Nolan, Parker Stephen. Network Theory: How Can Its Application Cultivate the Conditions to Support Young Creatives? Creative Generation, 2021. http://dx.doi.org/10.51163/creative-gen004.

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As observers to the intersectional fields of culture, education, and social change, Creative Generation witnessed the chosen organizational structure of “networks” come into vogue – particularly as smaller, community-based organizations have begun to participate in larger-scale, collaborative initiatives. In almost all examples, the individuals and organizations involved do their collaborative work through a “network,” using any number of connections and patterns. This qualitative inquiry sought to understand how applying Network Theory to organizational structures can cultivate the conditions

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Futch Ehrlich, Valerie A. Leadership Development as a Lever for Social Change: An Evaluation Framework and Impact Storytelling Approach. Center for Creative Leadeship, 2022. http://dx.doi.org/10.35613/ccl.2022.2050.

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Founded with the mission to “advance the understanding, practice, and development of leadership for the benefit of society worldwide”, the Center for Creative Leadership (CCL) has served both the social and commercial sectors for over 50 years. Many of our programs across corporate, government, philanthropic, and social (e.g., NGOS, nonprofits, K12 institutions, higher education institutions, and population health organizations) sectors have the goal of improving outcomes for individual leaders and groups, and extending those outcomes to create impact at the organizational, community, or socie

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Carlsson, Magnus, Stefan Eriksson, and Dan-Olof Rooth. Language Proficiency and Hiring of Immigrants: Evidence from a New Field Experimental Approach. Linnaeus University, School of Business and Economics, Department of Economics and Statistics., 2023. http://dx.doi.org/10.15626/ns.wp.2023.1.

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Labor markets in advanced economies have undergone substantial change in recentdecades due to globalization, technological improvements, and organizational changes. Due tothese developments, oral and written language skills have become increasingly important evenin less skilled jobs. Immigrants – who often have limited skills in the host country languageupon arrival – are likely to be particularly affected by the increase in language requirements.Despite this increase in literacy requirements, little is known about how immigrants’ languageproficiency is rewarded in the labor market. However, e

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