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

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Abdelsalam, Yusri A. "Using the extended MARKOR scale in assessing market orientation and firm's performance : a study of Libyan manufacturing companies." Thesis, University of Gloucestershire, 2011. http://eprints.glos.ac.uk/3283/.

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Libya is seen by many investors from across the World as a market of immense potential even though the degree of openness of the Libyan market has until recently remained comparatively limited. There are signs now however, that the government is pursuing a more conciliatory approach towards foreign businesses. The Libyan authorities are now encouraging private-sector involvement and inward investment, but appreciate that a fundamental change in organisational culture will be necessary. Therefore the movement in Libya today, toward improvement in organisations and the Government has introduced

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12

KHAN, AREEBA ZAMAN, and SOPHIE ÅSTRÖM. "Large-Scale Agile Transformation : A Case Study Conducted in the Banking Industry with a Focus on Organizational, Managerial, and Cultural Aspects." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-299955.

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In today's competitive market, established organizations need to adapt in order to survive. One way to do this is by transforming to agile. Since its origin in the IT industry, the agile approach has been embraced by several different industries. One industry where several major players have undergone an agile transformation is the banking industry, an industry which is characterized by strict regulatory requirements, complex organizational structure, and extensive use of technology. By conducting a case study exploring the agile transformation inside three large banks in Sweden, the motivatin

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13

LeMaster, Cheryl Faye. "Leading Change in Complex Systems: A Paradigm Shift." Antioch University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1500033972019138.

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14

Lyshall, Linda. "Collaboration and Climate Action at the Local Scale." Antioch University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1303754240.

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15

Chesson, Dani. "Design Thinker Profile: Creating and Validating a Scale for Measuring Design Thinking Capabilities." Antioch University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1508246732653715.

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16

Rasch, Linnéa, and Victor Thun. "The Road to Become Agile : A case study of agile transformations in the retail market, including an organization development approach." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-279642.

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In today’s volatile market, retail companies struggle for survival as they have to become more flexible and dynamic. Thus, they change the organization, implementing agile methods. However agile is more than a set of practices and therefore the implementation process needs to be accompanied by organizational development to accomplish successful organizational change. This has been shown to be difficult for retail companies due to their size, defined silos, comfortable long-established ways of doing things and strong bureaucratic hierarchical culture. This thesis studies the implementation of a

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17

Ala-Mutka, Jonatan. "Powering Africa by Empowering its People : An Action Research study at a Zambian microgrid company building local capacity to reach large scale viability." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-261596.

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Despite recent advances in the global electrification rates, increasing from 76% in 1990 to 85% in 2012, the United Nations goal of universal access to electricity by 2030 is still far from achieved, with an estimated 1.1 billion people still without access to electricity. Over half of these live in Sub-Saharan Africa, with a majority in rural areas and extreme poverty. Major challenges are inert with the current electrification path of centralized grid extension, leaving these people without power in decades to come. Microgrids, a decentralized power system consisting of solar power generatio

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18

Hsang, Chang Chien Ying, and 張簡英翔. "The Effects of Bank Employee’ Organizational Change Perception on Organizational Citizenship Behavior: The Mediating of Organizational Cynicism and Organizational Politic Perception." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/50960893548116708971.

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碩士<br>國立高雄應用科技大學<br>人力資源發展系碩士班<br>95<br>In recent years, government continually adopts a series of policies like financial institution integration and financial reform to make Taiwan Financial Frame sound. Furthermore, these policies are much expected to increase the capital size of banks, enhance business performance of agility, flexibility, adaptation and competitiveness through mergers, acquisitions and consolidations. The purpose of this study is to explore the perception of organizational politics and organizational cynicism of bank’s employee, and how perception affect the organizational

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19

Tseng, Chu-chun, and 曾琡君. "A Multilevel Analysis of Spiritual Leadership and Cynicism about Organizational Change: The Mediating Effects of Positive Group Affection and Spiritual Well-Being." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/18702733094434457516.

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碩士<br>國立臺南大學<br>行政管理學系碩士班<br>99<br>The financial industry plays an important role in the Taiwan''s economic development. It contributed not only to the macroeconomics stability, but also has a significant impact on business activities in Taiwan. Enterprises toward the free of market, international and integrator trade economics with globalizations. Companies in order to enter new markets quickly, the access to new technologies or new business models, companies often take the way of mergers and acquisitions. However, Taiwan''s banking lack of thinking completely and defectiv

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20

Kuo-ChenTseng and 曾國楨. "The Study of Impact on Service Oriented Organizational Citizenship Behavior of Service Industry When Its Employees’ Facing Organizational Change Uncertainty and Psychological Contract Breach and Violation: The Mediating of Employee’ Cynicism." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/51057267152726309403.

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碩士<br>國立成功大學<br>高階管理碩士在職專班<br>98<br>In recent years, with the rapid development of the economy, service industries have had to change their structures regularly in order to remain profitable in the face of international competition. The purpose of this study is to explore the impact of service oriented organizational citizenship behavior of service industries when its employees facing organizational change uncertainty and psychological contract breach and violation, employee cynicism influence reactions to change. Meanwhile, we consider the different performance according to the demographic

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21

Koopman, Sharene Grace. "The experiences of senior leaders driving large scale change in a construction company." Diss., 2013. http://hdl.handle.net/10500/8590.

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A phenomenological study was conducted to explore and understand the personal experiences and meaning ascribed by senior leaders within a large multidisciplinary construction company. An effort was made to understand how they personally experienced leading others, what they learnt about themselves, what challenged them most, and what support, if any they had during their leadership of large-scale organisational change. The research found that there is a significant personal cost to the individual. This cost comes in terms of career, work-life balance and even reputation. It provides an o

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22

Veldsman, Dieter. "The stories that leaders tell during organisational change : the search for meaning during large-scale transformation." Diss., 2013. http://hdl.handle.net/10500/8600.

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Change has become the norm as knowledge economy organisations aim to build agile people, process, and technology practises to ensure future sustainability. Leaders have been criticised due to the inability to manage sustainable and meaningful change that will navigate the future success of the organisation. The research will explore leaders’ stories during an organisational change journey in order to determine the story type and subsequent meaning associated with leadership stories during organisational transformation. The research utilised a qualitative narrative inquiry research desig

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23

Goodwin, Shelagh. "A survey-feedback approach to the management of resistance to change." Diss., 1996. http://hdl.handle.net/10500/16857.

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The aim of this study was to explore the role of feedback in managing resistance to organisational change. A general systems theoretical model of individual resistance to change was developed. It describes the origin, function and outcomes of individual resistance to planned organisational change. The role of feedback within this process was identified as a central one and feedback was therefore identified as an important point of leverage in managing resistance to change. The survey feedback approach was adopted in a retail organisation undergoing significant change. Staff were asked to

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24

Govuzela, Sithembiso. "The contributions of organisational agility towards business performance within small and medium scale enterprises in Gauteng province." Thesis, 2018. http://hdl.handle.net/10352/427.

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D. Tech (Department of Human Resource Management, Faculty of Management Sciences), Vaal University of Technology.<br>Only one in ten newly established business enterprises survive for longer than ten years in the business environment. The reasons behind the failures of these small enterprises include the lack of access to financing, lack of financial and managerial skills, lack of expertise, as well as economic factors such as poor sales and weak growth prospects. The new norm in industry requires organisations to have a remarkable amount of agility to survive and succeed. This is important in

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