Dissertations / Theses: 'Organizational culture and social norms'

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Váňová, Jana. "Systém symbolů a jeho vztah k sociálním normám a standardům jednání ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-76970.

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This thesis is focused on survey of important symbolic agents, with that the organizational culture is presented in the chosen organization. Part of this thesis deals with the identification of social norms and standards of behaviour, that are thought to be important in this organization. Purpose of this thesis is verify, the relation of symbolic agents to strong embedded and sharable social norms and standards of behaviour in organization in randomly chosen research sample of employees. At the end of the thesis are the results and recommendations for lead of organization.

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Tse, Chi-tai Willie. "Developing a norm of organizational climate in Hong Kong /." [Hong Kong : University of Hong Kong], 1990. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12792664.

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Nardon, Luciara. "The role of culture in coping with uncertainty /." view abstract or download file of text, 2005. http://wwwlib.umi.com/cr/uoregon/fullcit?p3181117.

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Thesis (Ph. D.)--University of Oregon, 2005.
Typescript. Includes vita and abstract. Includes bibliographical references (leaves 107-116). Also available for download via the World Wide Web; free to University of Oregon users.

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Jägare, Lindvall Amanda. "Informella normer : Organisationskulturers påverkan på yrkesverksamma socionomer." Thesis, Umeå universitet, Institutionen för socialt arbete, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-183088.

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Studien undersöker informella normer inom familjerätten och tillståndsenheten, och hur de kan påverka yrkesverksamma socionomer i sitt arbete. Undersökningen innefattar fyra intervjudeltagare, två socionomer från familjerätten och två socionomer från tillståndsenheten. Genom att undersöka de yrkesverksamma socionomernas förhållningssätt gentemot formella strukturer, handlingsutrymme och samarbete med kollegor kan de informella normerna, som styr de anställdas sätt att tänka, känna och agera, identifieras och analyseras. Med hjälp av teorier om kultur, organisationskultur och informella normer analyseras yrkesverksamma socionomers sätt att tänka, känna och agera utifrån vad som för organisationskulturen anses vara det korrekta sättet. Genom att studera likheter och skillnader i de anställdas uttryckande av sina inställningar och attityder, så är tanken att man ska kunna utläsa deras individuella sätt att tänka och känna, gentemot det sätt som organisationskulturens informella normer försöker styra dem till. Resultatet i undersökningen visar på att det finns informella normer i både tillståndsenheten och familjerätten som påverkar de yrkesverksammas samarbete med kollegor och tillhörighet till gruppen, vilket tycks påverka deras inställningar och attityder gentemot olika delar i yrkesutövandet. Resultatet visar ett samband mellan grupptillhörighet och positiva attityder och inställningar till samarbete med kollegor, och ett samband mellan negativa attityder och inställningar till utanförskap/exkludering ur gruppen. Resultatet visade att de informella normerna påverkade de yrkesverksamma socionomernas praktiska arbete, vilket gjorde sig påtagligt i deltagarnas konflikthantering, samarbete med kollegor och självständighet i handläggning och beslutsfattande.

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Sandberg, Jenny, and Ramona Malmberg. "Chefen som normsändare : En kvalitativ studie ur chefs - och personalperspektiv." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-9397.

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The aim of our study is to explore which norms that exists in the home care service, who is sending those norms, how are they maintained and how do they affect the interactions between staff and manager? We want to deep en our knowledge about home care service as an organization and increase our understanding for the psychosocial work environment and also the importance of leadership. We mean to read the organizational culture that exists which allows us to deal with the values that influence the behavior in the organization. The study is based on a qualitative method. The data consists of two focus group interviews, one with managers from the home care service - organization and one with staff from the same organization. T he interview with the managers consisted of five participants and the corresponding figure for the second interview with the staff was eight participants. The theoretical viewpoints have been communication - theory, organizational theory and Foucault´s th eory of power. Our result indicate that norms are something that unconsciously controls us and that we have learned that there are consequences when you step out of what is normative for the group. The result also indicate that norms within the own group i s difficult to recognize and a bit forbidden to talk about. One of the most important findings where that for our two interview - groups there where normative to talk about the care - takers perspective, but at the same time it was normative to base thoughts and acts from their own perspective. An important discovery is also that both managers and staff experience stress, have feelings of inadequacy and that nobody listens to their point of view. Both parts also have the experience of being powerless and not to be able to make decisions. According to them it seems like it is all about implement what they are ordered, which can be seen as the democracy is just a facade. The power exists and is being used but there are no subjects because no one experiences them selves to have any power.

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Rosengren, Calle. "Arbetstidens symbolvärde : om historisk kontinuitet och förändring i synen på arbetstid samt normers inverkan på arbetstidens gestaltning." Doctoral thesis, KTH, Industriell arbetsvetenskap, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-10614.

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The point of departure of the present thesis is what happens to working time in sections of the labor market where the content of production is becoming more knowledge-intensive, that is, where production is largely based on creativity, knowledge development and communication – processes that are difficult to control and locate in time. Paired with the rise in information and communication technology (ICT), room for interpretation is created by necessity as concerns the boundaries of work and what constitutes a satisfactory work effort. The thesis argues for the need to pay attention to social norms if we are to comprehend what guides action in such ”free” job situations – free in the sense that there is room for individual control of work hours. From a historical perspective, an understanding is sought of what constitutes the social norms surrounding working time and in what way they contribute to the temporal patterns the worker gives to his/her workday. In order to grasp the nature of temporal norms, two papers presented in the thesis study historical sources reflecting the way in which working time has been valued and debated in Sweden during the 20th century. In order to elucidate the relationship between work and work hours in knowledge-intensive jobs, two groups of wage earners with great influence over when, how and where their work is to be carried out have been studied. On the basis of these two cases, the thesis discusses on what grounds work expectations are created and how these expectations are handled. The results indicate that, in a historical perspective, working hours have been surrounded with normative conceptions. However, it was not until the formal employment contract was loosened that these norms had any real impact on the temporal pattern the individual gives to his/her working day. This is explained by the fact that, under this kind of loose contract, the worker is exposed to social expectations in a more direct way. The title, “On the symbolic side of working time”, implies that in giving working time a specific temporal pattern, the individual is expressing his/her identity, loyalty, commitment and status. Further, the thesis increases our understanding of the ways in which social norms both facilitate and limit our relation to working life; how these norms are refracted against a changing world, and how they are manipulated, debated and ever changing in content. At the same time, the thesis shows how different forces are working to restructure our conception of what is to be viewed as a satisfactory work effort and in the long run also how and when we work.
Avhandlingen tar sin utgångspunkt i frågan om vad som händer med arbetstiden i de delar av arbetsmarknaden där innehållet i produktionen blir mer kunskapsintensivt? Kunskapsproduktion som i mycket utgår från kreativitet, kunskapsutveckling och kommunikation, processer som är svåra att kontrollera och tidfästa. Tillsammans med framväxten av informations- och kommunikationsteknologin (IKT) har utvecklingen bidragit till att de tidsliga och rumsliga dimensionerna av arbete har förändrats. Ramarna för vad som utgör en fullgod arbetsinsats är många gånger är tve- och mångtydiga och inte alltid explicita. I avhandlingen framhålls vikten av att, i detta sammanhang, betrakta arbetstidens gestaltning som ett utslag av sociala förväntningar på beteende.Ur ett historiskt perspektiv söks en förståelse för hur de normer som omgärdar arbetstiden skapas, samt i förlängningen vilket inflytande de har på arbetstidens gestaltning. I syfte att sätta in vår syn på tid i ett större perspektiv genomförs i avhandling två delstudier av historiskt källmaterial vilket reflekterar hur arbetstid värderats och debatterats i Sverige under 1900-talet. I syfte att belysa förhållandet mellan arbete och arbetstid i kunskapsintensiva arbeten studeras två grupper lönearbetare vars arbete kännetecknas av ett stort inflytande över när, hur och var arbetet skall utföras. Utifrån dessa två case diskuteras dels hur förväntningar på arbetet skapas, dels hur arbetaren hanterar dessa förväntningar.Resultatet av avhandlingens delstudier visar att arbetsdagens längd sedd i ett historiskt perspektiv, varit förknippad med normativa föreställningar, men det är först när det formella avtalet luckras upp, som dessa föreställningar får ett större genomslag i praktiken. Detta då vi på ett mer direkt sätt exponeras för olika normer. Begreppet ”Arbetstidens symbolvärde” söker fånga hur individen i relation till omgivningens förväntningar uttrycker identitet, lojalitet och hängivenhet samt status beroende av hur arbetstidens hanteras. Avhandlingen bidrar till en ökad förståelse för normer som möjliggör och begränsar vårt förhållande till arbetslivet; hur dessa normer bryts mot en ständigt föränderlig värld, hur de manipuleras, debatteras och byter innehåll. Samtidigt visas tydligt hur olika krafter verkar för att omstrukturera synen på vad som ska betraktas som en fullgod arbetsinsats och i förlängningen även hur och när vi arbetar.
QC 20100806

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Botelho, Caitlin C. "Social Identities and Meanings in Correctional Work." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etd/3170.

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This study focuses on correctional officers’ values and perceptions of their workplace, the people they work with and for, and members of the general public. Although prior research has investigated correctional staff members’ feelings about their occupation, far fewer studies have implemented a comprehensive qualitative, microsociological approach. The author conducted 20 in-depth interviews with current and former correctional officers (COs) in public-supported facilities. Additional data were collected through two public Facebook pages designated for COs and citizens interested in the criminal justice system. The study offers insights about the significance of COs’ feelings about their work and how the correctional environment affects their lives at work and away from the workplace among the non-incarcerated public. How COs contend with the devalued nature of correctional work and how female COs deal with a male-dominated workplace are primary analytical themes.

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Hampton-Farmer, Cheri. "Creation and Adaptation of Norms in a Tire-Mold Manufacturing Organization." Bowling Green State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1182771508.

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Arikan, Elif. "The Relationship Between Organizational Citizenship Behavior, Organizational Culture And Organizational Commitment." Thesis, METU, 2011. http://etd.lib.metu.edu.tr/upload/12613784/index.pdf.

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Organizational citizenship behaviors are extra-role behaviors that are neither enforced on the basis of formal role obligations nor guarantee compensation such as promotion or salary. Previous researches focused on organizational commitment as an antecedent and a predictor and organizational culture as a predictor of organizational citizenship behavior. However, there has not been any detailed research exploring the relationship between organizational citizenship behavior, organizational commitment, and organizational culture
which is the main purpose of this study. Moreover, this study searched the mediating effect of organizational commitment on the relationship between organizational culture and organizational commitment, organizational commitment as being one of the most prominent and potential mediators of the relationship between job characteristics and organizational citizenship behavior. A sample of 125 academicians from Middle East Technical University (METU), Ankara, was selected and conducted a survey. In accordance with the hypotheses, the results indicated, organizational culture with its several dimensions predicted organizational citizenship behavior and its dimension of civic virtue and sportsmanship. Organizational commitment predicted organizational citizenship behavior, whereas, only affective commitment dimension of organizational commitment predicted organizational citizenship behavior and the dimensions of OCB
altruism, civic virtue, conscientiousness, sportsmanship but not courtesy. The effect of organizational culture on organizational commitment was partially supported. It is supported that organizational culture and only its dimension of mission predicted organizational commitment, and its dimensions of affective and normative commitment. Finally, for the mediating role of organizational commitment, only affective commitment has a mediating role between organizational culture and organizational citizenship behavior.

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Outmane, Saïd. "Contribution à une étude des transformations de la fonction ressources humaines et de la culture organisationnelle dans un contexte de fusion-acquisition: approche par l'analyse des normes et des représentations des acteurs sociaux (cas de Fortis Banque)." Doctoral thesis, Universite Libre de Bruxelles, 2009. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210292.

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Les changements qui caractérisent le secteur bancaire belge par le processus des fusions-acquisitions constituent un point de départ de notre recherche. Cet environnement mouvant dans lequel se situent les banques, est contraignant et les force à chercher de nouveaux modes d’adaptations sur tous les plans, technique, gestionnaire, organisationnel et humain.

Cette recherche s’est consacrée à une réflexion sur la normalisation des organisations et à l’étude de la problématique de la normalisation comme instrument de régulation. En particulier, il s’agit de s’interroger sur les mécanismes d’ajustements tels que la normalisation et la régulation d’une organisation issue d’une fusion bancaire. Nous nous intéressons principalement aux ajustements relatifs aux pratiques de gestion des ressources humaines et aux transformations des cultures organisationnelles.

Ainsi, l’objectif principal que nous nous étions assigné dans cette étude consistait à appréhender le processus de transformation du système de gestion des ressources humaines et de cerner les mutations de la culture d’une entreprise, inscrite dans une problématique de modernisation et de changement organisationnel. Il s’agissait, en particulier, d’étudier en profondeur le cas la C.G.E.R. et la Générale de Banque, ayant fusionnées en vue de la création d’une entité unique :la Fortis Banque et de s’interroger sur les rôles de normalisation et de régulation qu’avait cette dernière.

Nous nous sommes attachés, tout d’abord dans la première partie, à expliciter l’histoire de deux banques – C.G.E.R. et Générale de Banque – ayant donné naissance à Fortis Banque. Nous avons essayé de mettre en exergue les différentes étapes de leur développement depuis leur origine jusqu’à leur fusion, en reprenant les grands événements ayant jalonné leur histoire et ayant joué, directement ou indirectement, un rôle dans leur transformation au fil du temps :les évolutions économiques, les transformations socio-organisationnelles, les réformes structurelles, les modifications au sein du top management, les périodes de crises, les tentatives de réforme qui s’y sont succédées, les routines de comportement qui s’y sont cristallisées, etc.

Et pour compléter cette perspective historique, nous avons mobilisé concepts et théories développés dans d’autres champs notamment la théorie des représentations sociales, l’approche par les normes. Nous avons souhaité montrer l’utilité des recherches sur les représentations sociales et les normes sociales pour le management interculturel.

De point de vue empirique ou le plan d’application, cette étude a permis de savoir de quelle manière les représentations collectives propres à chacune des deux organisations étudiées se comparaient. La mise en commun de ces deux banques fusionnées a révélé des différences majeures dans leur contexte et dans leur fonctionnement interne, ce qui laissait présager d’entrée en jeu, une intégration difficile.

D’abord, afin de rendre compte des perceptions des acteurs par rapport à des pratiques de gestion (dont la GRH), nous avons défini un ensemble de questions qui portent sur les représentations que les individus sont amenés à exprimer au sujet du rôle de la gestion des ressources humaines aux travers un ensemble de dimensions. Ces dernières sont rapportées à plusieurs rôles assignés à la GRH :rôle stratégique et d’innovation, rôle de médiation normative, rôle de maintien des règles et rôle de soutien des personnes.

Nos résultats ont mis en exergue un écart entre les trois catégories de sujets retenues - Ex-C.G.E.R. Ex-Générale de Banque et Nouveaux Fortis -, dans leurs représentations sociales des pratiques de gestion des ressources humaines et ont montré l’existence dans l’entreprise des sous-groupes, aux pratiques hétérogènes. Étant donné que c’est la diversité des individus dans l’organisation qui nous a intéressée, nous avons jugé préférable que le regroupement entre ces individus se fasse en fonction de leur communauté de représentation. L'objectif consistait en la compréhension différentielle conjointe des représentations des acteurs. En effet, l’étude a fait ressortir les représentations ambivalentes des acteurs concernés face au changement mis en œuvre au sein de la banque étudiée.

Doctorat en sciences sociales, Orientation sciences du travail
info:eu-repo/semantics/nonPublished

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Akter, Ruzlin, and Shashiprabha Rathnayaka. "The Impact of Organizational Culture and Leadership on Organizational Innovation." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29257.

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Abstract Title: The Impact of Organizational Culture and Leadership on Organizational Innovation Level: Final assignment for Master Degree in Business Administration Authors: Ruzlin Akter and Shashiprabha Rathnayaka Supervisor: Zahra Ahmadi, PhD Examiner: Maria Fregidou-Malama, PhD Date: 2019 – January Aim: The aim of the study is to explore the impact of organizational culture and leadership in the development of organizational innovation. Method: The study is based on twelve qualitative interviews from six different organizations. The organizations have been selected randomly but with consideration of innovativeness. Two of the organizations have been selected from Sri Lanka and four organizations from Sweden. This study has been conducted by following an inductive qualitative research method using structured and semi-structured interview. Inductive approach has been followed to analyze the data. Result & Conclusion: Organization culture and leadership together have an influence for developing innovation. The findings of the study suggest that process and job oriented culture, and transactional leadership has both positive and negative impact in developing innovation. Our findings suggest that result oriented culture, employee oriented culture, pragmatic culture, open system and transformational leadership are more effective than process oriented, job oriented, normative culture and transactional leadership for developing innovation. Suggestion for Future Research: Though this study has used six organizations, the numbers of participants is low for each organization. This study has not focused on any specific industry and national culture. Therefore the suggestion for further study is to use more participants and to be industry specific. Researcher can also go in depth to identify which factors are particularly the reasons for the failure and success of innovativeness to this particular industry through comparing the national culture. Contribution: This study has made a theoretical contribution by connecting organizational culture and leadership with innovation and provides a new reflection regarding the impact of ii process oriented culture and job oriented culture. This study contributes to the implication to managers where managers can serve best for the culture while knowing about the influential result of the culture and leadership on innovation. With the help of this study, organizations will be able to identify the factors that may help them to be innovative and competitive in market. Ultimately the organization will be able contribute to the national economy of its country. Key words: Organizational Innovation, Leadership, Organizational Culture.

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Paddock, Elizabeth Layne. "The Influence of Social Norms on Procedural Fairness Self-Perceptions and Behaviors." Diss., Tucson, Ariz. : University of Arizona, 2005. http://etd.library.arizona.edu/etd/GetFileServlet?file=file:///data1/pdf/etd/azu%5Fetd%5F1241%5F1%5Fm.pdf&type=application/pdf.

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Trittman, Anna, and Renee Öström. "Alkohol -en socialt given dryck? : Hur omgivning, kontext och identitet kan påverka studenters uppfattning av alkoholbruk." Thesis, Umeå universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-81734.

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The overall aim of this study is to gain an understanding of how student’sexperiences influence their perceptions about the use of alcohol during the study years. We focused on various factors that might have an impact on the individual’sperception and alcohol intake. These are: environmental influences such as family, school and friends and their dominant norms, context such as place and time in life and how individual and social identity affects student’sperceptions. The study is based on six empirical interviews, where quota sampling has been used for selecting participants. The theoretical framework is predominantly established in terms of norms, social deviance, group and self identity. Our findings show that the perception of alcohol and thereby the alcohol use has a connection to group identification, family relations, the student culture and that there are certain patterns related to individual and social identity aspects. We also noticed a difference in the perception of alcohol use over time, the primary focus of the differentiation suggesting that alcohol played a more significant part in the early stages of university studies.

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Coultas, Christopher. "Unintentionally unethical: How uncivil leaders violate norms and hurt group performance." Master's thesis, University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5619.

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Incivility is a common form of low-grade aggression that lacks a clear intent to harm, that violates community norms and values for interpersonal conduct, and is often chronic in nature (Andersson & Pearson, 1999; Cortina, Magley, Williams, & Langhout, 2001). Because of its subtleties, it is difficult at times to detect and even more difficult to prevent. However, it is an essential phenomenon to research, due to its ubiquity and negative impact on worker outcomes such as job satisfaction and psychological health (Cortina et al., 2001). Incivility instigated by those in authority may be an even bigger problem, due to victims' fear of retaliation in the event that they choose to report the incivility (Estes & Wang, 2008). Furthermore, as the global economy shrinks and intercultural interactions become the rule rather than the exception, the norms for “good interpersonal conduct” become blurred, leading to even greater and more frequent incivility (Milam, Spitzmueller, & Penney, 2009; Pearson & Porath, 2005). Yet while it logically follows that incivility may be defined differently across different cultures, little research has been done on this topic. Furthermore, it is unclear how to “fix” the incivility problem in the workplace. Pearson and Porath (2005) suggested that organizational norms strongly endorsing civility could mitigate the occurrence of workplace incivility. The purpose of this research is to test the effects of internal cultural values and external group norms on perceptions of and reactions to leader incivility in a group setting. To test this, I manipulated leader incivility, cultural values, and group civility norms in a laboratory setting. Participants were exposed to a cultural value prime in which they were primed to endorse either high or low power distance values. Then, in a group setting, participants were presented with either a pro-civility or neutral group norm, and proceeded to engage in a group iv discussion with a confederate leader. This confederate leader was inconspicuously selected from among the participants and followed a script in which he consistently engaged in incivility towards both group members while conducting the group discussion. After completing the group discussion, the leader left for leader training and the participants engaged in an interdependent business simulation. At periodic segments throughout the experiment, I assessed participants' affective states as well as their perceptions of interactional justice and intragroup conflict. Regression analyses generally supported hypotheses regarding the moderating effect of values on perceptions of and reactions to incivility. Power distance predicted individuals' assessment of justice in the face of leader incivility; the interaction effect of power distance values and civility norms approached (but did not achieve) significance. Justice perceptions were strongly negatively correlated with participants' experience of anger; anger was found to mediate the relationship between participants' justice assessments (when the leader was present) and their perceptions of intragroup conflict (when the leader was absent). Power distance values and civility norms both moderated the relationship between anger and individual-level perception of intragroup conflict. At the group level of analysis, relationship conflict negatively predicted group performance, but task conflict positively predicted group performance, when there were pro-civility norms in place. These findings have implications for diverse organizations attempting to promote justice, harmony, and civility within their organizations. Incivility is a nuanced phenomenon and one that is perceived and responded to differently across individuals. Cultural values play a role, but so do organizational norms. Future research is needed to explore further the interactive effects of cultural values and organizational norms, and how organizations can leverage these to prevent the occurrence and negative consequences of workplace incivility.
M.S.
Masters
Psychology
Sciences
Industrial Organizational Psychology

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Hedlund, Lisa. "Thinking Outside the Box : Taking Contextualization and Interpretation of Corporate Social Responsibility to the Next Level." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-19166.

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Globalizationhas lead to a condition of an ever increasing role of the Multinational Corporations(MNCs) acting on the global arena. This development has further resulted in thecreation and wide recognition of Corporate Social Responsibility (CSR). WhileCSR is thought to enhance quality of life and promote human rights, at timesthe norms which is often referred to as universal and that are building up thefoundation of CSR clashes with culturally manifested practices. This study aimsat providing a discussion of how we can address CSR and thus norms consideredas universal when they clashes with practices regarded as culturally embedded.This study will conduct the practice of guanxi – a Chinese custom oftenconfused with corruption – and explore the possibility to think outside the boxby making use of postcolonial theory when approaching the problem of culturalrelativism, ethnocentrism and moral dilemmas.

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Cassaignard-Viaud, Louis-Alassane. "From Culture to Behaviour: How Can a Culture of Violence Affect Organized Conflict?" Thesis, Uppsala universitet, Institutionen för freds- och konfliktforskning, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-445355.

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The reasons why some countries suffer from high levels of violence are still poorly understood despite the important attention they have received in academia. One of the potential drivers explaining spatial and temporal differences in organised conflict is the culture surrounding violence. This paper specifically attempts to explain: How does a culture of violence impact the likelihood and intensity of organised conflict? I build a theoretical framework which describes a culture of violence constituted of (at least) four dimensions. I propose that a society with a stronger culture of violence is more likely to experience armed conflict and less likely to have non-violent conflicts. I also hypothesize a positive effect on conflict intensity. I perform an exploratory factor analysis to investigate the dimensions of a culture of violence and use zero-inflated Poisson regressions to test its effect on organized conflict. The exploratory factor analysis reveals the existence of not four but at least five dimensions of culture of violence. A culture of violence does not appear to influence the likelihood of conflict. However, when conflict does occur, culture of violence seems to increase the intensity of conflicts. Unfortunately, this paper does not find sufficient support to reject the null hypotheses.

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Sarris, Aspasia. "Australians in Antarctica : a study of organizational culture." Title page, contents and abstract only, 2002. http://web4.library.adelaide.edu.au/theses/09PH/09phs247.pdf.

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Includes Organisational Culture Inventory (OCI) and 6 item subscales adapted from the OCI as appendices. Bibliography: leaves 240-255. Investigates the culture of isolated Australian Antarctic stations using qualitative and quantitative research methods. The research also investigated the assessment of person-culture fit within the context of Antarctic station life and culture. Five studies were undertaken on returned Australian Antarctic expeditioners and the results reflect a historical overview of Antarctic station culture from 1950 to 1999.

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Williams, Jeanne Pauline. "The Evolution of Social Norms and the Life of Lois Lane: A Rhetorical Analysis of Popular Culture." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1225217886.

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Chuwa, Lucia, and Ukpemeobong Ibokette. "The Role of Organizational Culture on Green Marketing." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32805.

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Title: The Role of Organizational Culture on Green Marketing Level: Final Thesis for Master’s Degree Program Authors: Lucia Gido Chuwa and Ukpemeobong Usen Ibokette Supervisor: Dr. Daniella Fjellström Examiner: Dr. Maria Fregidou-Malama Date: June 2020 Aim: The aim of this study is to explore the influence of organizational culture on green marketing. Method: This study applies a qualitative research approach on seven selected companies in Sweden and Nigeria. We interviewed seven people using seven semi-structured interview questions and we carried out thematic data analysis by grouping the findings into common themes to guide our discussion. Result & Conclusions: This study concludes that organizational culture influence implementation of green marketing as it dictates what happens within the organization and how it happens. The organization that embraces environmental values in its culture needs to disseminate it to all employees to create common understanding and commitment towards its implementation. We also discovered a lower level of customer awareness on green marketing which requires more efforts by organizations and stakeholders to create this awareness or advocacy which will help firms investing on green marketing to sell their products. Suggestions for future research: We suggest a future study which could complement this study using a bigger sample size. We also propose a comparative future study which may help to highlight how implementation of green marketing in developed countries like Sweden differs from the developing countries like Nigeria. Furthermore, we suggest an explorative study on how best the customer awareness on green marketing can be enhanced so that to support green marketing. Contribution of the thesis: This study contributes to the body of knowledge about organizational culture, environmental sustainability and green marketing through highlighting how organizational culture influence implementation of different components of green marketing mix, which was an underexplored area. We also contribute that customer awareness is an important aspect to encourage green marketing Key words: Green marketing, green marketing mix, organizational culture, Sweden, Nigeria, environmental sustainability and Natural Resource Based View Theory.

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Tok, Mehtap, and Yasemin Gül. "Hur de anställda ser på företagskulturen inom MTR Stockholm." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-24245.

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Problem: The great interest towards the company’s values has contributed to it becoming more common for individuals to seek out organizations that have a strong corporate culture. Where you work and whom you work for has thus become the dominant factors instead of what you are working with. Purpose: The purpose of this study is to examine how the corporate culture, the rational and emotional benefits are experienced by the employees of the company. The aim is also to examine whether the corporate culture can become a management control measure by good communication between employees within the organization. Methodology: The essay is based on a qualitative research method and empirical data were collected through interviews from the company MTR Stockholm. Theoretical Frame of reference, Edgar Schein, Three Levels of Culture, Seven dimensions. Results: The study has shown that there are different cultures within the company. But also that there is a strong corporate culture within the business, the respondents feel an affinity with working within the underground rather than working for the company MTR Stockholm.

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Högberg, Felicia. "Managers’ perspectives on the gendered organizational culture in a Social Welfare Office." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-20913.

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Reger, Joanne Eileen. "Social movement culture and organizational survival in the National Organization for Women /." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1333120128.

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Perley, Mary Jo. "Organizational culture and social power : an analysis of a health care organization /." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu14872675469815.

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Lynch, Owen Hanley. "Humor at work: using humor to study organizations as a social process." Diss., Texas A&M University, 2005. http://hdl.handle.net/1969.1/2390.

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Humor is usually associated with trivial or non-serious banter; it is however a significant factor in the construction of organizational culture. This work provides an experience based organizational account of how organizations are produced and reproduced, as well as how organizational interaction is coupled with structure. This dissertation is based on two ethnographic studies: the first, a year-long study of a hotel kitchen, and the second, a three-year study of a private boarding school. This long term examination of an organization??s interaction is used to illustrate how organizational interaction produces the duality of organizational structuration overtime. An ethnographic communication-focused approach provides methods for recognizing multiple sites and levels of the Structuration process. As a result, this approach provides a major contribution to understanding the process of Structuration through agents?? actions in the context of their organizational culture.

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Williams, Jeanne Pauline. "The evolution of social norms and the life of Lois Lane : a rhetorical analysis of popular culture /." Connect to resource, 1987. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1225217886.

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Dlamini, Phiwase Marilyn. "Impact of organizational culture on perceived job satisfaction of mid-level social workers /." The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487844948075587.

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Evans, Amanda. "SOCIAL WORK VALUES AND HOSPITAL CULTURE: AN EXAMINATION FROM A COMPETING VALUES FRAMEWORK." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3499.

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The purpose of this study is to assess the perceptions of social workers employed in Florida hospitals in relation to the core values of their profession and the alignment of those values within the culture of their current work setting. The conceptual framework for the study was from organizational behavior theory specific to culture, values, and trust. The Competing Values Framework (Cameron & Quinn, 1999) provided a method to distinguish co-existing competing values within an organization. The research findings indicated that 65% of the professional social workers who participated in the study perceived that the core values of their profession are very much in alignment with the written mission statement of their hospital. However, less than half of the respondents (42%) stated the daily business of the hospital strongly reflected the mission statement. The social workers perceived the current culture of hospitals in Florida as being closely clustered among four cultures: clan, adhocracy, market, and hierarchy. However, they would prefer a stronger clan culture and less of a market culture in the future. A large majority (85%) of all respondents communicated that their work assignments allowed them to demonstrate their professional values on a regular basis. However, only 63% stated that they trusted that their hospital valued the knowledge and skills of their profession.
Ed.D.
Department of Educational Research, Technology and Leadership
Education
Educational Leadership

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Foreman, Kready Sharon. "Organizational Culture and Partnership Process: A Grounded Theory Study of Community-Campus Partnerships." VCU Scholars Compass, 2011. http://scholarscompass.vcu.edu/etd/2489.

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Community engagement initiatives have experienced an increase in attention, appreciation, and participation among those in academic, nonprofit, and other community-based organizations over the past two decades. The purpose of this study is to explore the meanings of community-campus partnerships among stakeholders in the community and in academia towards the goal of generating a theory grounded in these data that will concomitantly contribute to the social work profession and the community engagement movement. Using as its foundation the shared interest among the social work profession and the community engagement movement on values and ethics, this study utilizes a traditional grounded theory methodology as a means to systematically examine the question “What does it mean to be involved in a community-campus partnership?” The theory that emerged from the data in this study is about what it takes to sustain partnerships between community and campus organizations. The final five themes found in this theory are: A strong foundation upon which the relationship is built; navigating the process of a partnership project; goodness-of-fit for all involved; resources; and impact. Overall, the theory of partnership sustainability draws the attention of partnership practitioners and stakeholders to the importance of relationships as being the core for any partnership activity. When contemplating how a particular resource, impact, process-related challenge and issue of partner match was addressed within their partnership, the participants continually came back to the idea that partnership sustainability can be traced back to the relationship between partners. Implications for further research involve a deeper study of the nature of relationships within community-campus partnerships; the organizational culture dynamics that are unique to academia; the nature, value, and perceived importance of research done in the community; and the intersectionality of student engagement and community engagement, particularly in an age of assessment and benchmarking.

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Chenot, David. "ORGANIZATIONAL CULTURE AND RETENTION IN PUBLIC CHILD WELFARE SERVICES ORGANIZATIONS." Case Western Reserve University School of Graduate Studies / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=case1169849653.

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Browder, R. M. "Organizational Culture: How Changes Impact Attitudes Toward Job Satisfaction." Digital Commons @ East Tennessee State University, 1993. https://dc.etsu.edu/etd/2642.

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The purpose of the study was to examine how a shift in elements of organizational culture impacted attitudes toward job satisfaction in a medium-sized, consumer-owned electric utility over a period of 13 years. The unit of analysis was a municipal utility distributing electrical energy to approximately 27,000 customers. Data collection included the Science Research Associate Employee Inventory, a review of the organization's documents, and a subjective Job Satisfaction Questionnaire. A one-tailed z-test was performed to test whether or not the proportion of employees answering favorable in one survey was greater than the proportion answering favorable in the other survey. It was also used to analyze certain cultural changes. The elements of job satisfaction assessed were: job demands, working conditions, pay, employee benefits, friendliness and cooperation of fellow employees, supervisor/employee interpersonal relations, confidence in management, technical competence of supervision, effectiveness of administration, adequacy of communication, security of job and work relations, status and recognition, identification with the company, and opportunity for growth and advancement. Elements assessed depicting culture were attendance, safety, United Way participation and turnover. Conclusions of the study emphasized that long-term cultural aspects including attendance, safety and United Way participation may be changed positively while maintaining or improving attitudes toward certain aspects of job satisfaction. Areas of attitude improvement were pay, benefits, and effectiveness of administration. It was also concluded that employees with higher education levels and more behavioral training may have higher expectations of their supervisors.

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Bischoff, Lena. "Organizational culture persistence versus change : How organizational culture is interpreted and formulated in the work life of a company with a cultural focus." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-67408.

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Background: Organizational culture is one of the most prominent topics in academia and has gained its status due to the transferability from academia into managerial practice. Today, organizational culture has become an institutionalized topic and scholars call for a need to revive the topic (Chatman & O'Reilly, 2016). Inconsistency with organizational culture and organizational vision, external market pressure and a changing composition of the workforce ask to adapt organizational culture to current times. Research question: How is culture formulated and the evolution of cultural values interpreted in the work life of a company with a cultural focus? Purpose: The purpose of this thesis is to describe how a multinational company with a strong focus on the management of culture and values re-interprets their core cultural values in the face of modernization and internationalization. At the same time, the preservation of the cultural core is investigated by looking at how culture is expressed at the case company. Method: The research design of this study is a qualitative case study with the collection of empirical data through interviews, observations, and organizational documents. Abductive reasoning was employed to serve the exploratory layout of the study. A constructivist ontological and interpretivist epistemological position was taken. Quality criteria, relevant for qualitative research studies were considered. Conclusion: The findings of my study show that organizational culture change and preservation ask for a differentiated point of view between promoted modification in cultural content such as formalized communication, and the degree of modification in cultural consensus, behavior and intensity of expression.The data shows a dissonance between communicated and exhibited change, where behavior does not meet the stage of textualized modification. The organizational culture at IKEA is characterized by stability and persistence with a notion of ethnocentricity. It is still expressed and experienced in the same way that it has been for many years despite attempts to reinvigorate it.

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Muleya, Cedrick. "Interorganizational relationship management: managing across hierachies, markets and networks." University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_1931_1189593862.

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This study focused on understanding inter-organizational relationships (IOR) of a dynamic nature. A dynamic process that has repetitive sequences of negotiation, commitment, and execution stages is central to inter-organizational relationships. The dynamic process is a tool that is used by management through collaboration, co-operation, and coordination to engender formation, governance, and performance of inter-organizational relationships. This report looked into how the resource-dependency theory gives insight into the formation of an inter-organizational relationships and how the transaction-cost theory contributes to the understanding ofinter-organizational relationships governance.

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Porter, Mark Reginald. "The Correlation of Leader Traits and Learning Organizational Culture." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2099.

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Many researchers in numerous studies have focused on leadership style and organizational cultures, but there is an absence of research regarding leader personality traits and productive work cultures in Alberta's oil and gas industry. The purpose of this correlational study was to assess the relationship between leader traits and preestablished learning organization culture benchmarks within Alberta's oil and gas industry. Learning organization culture is an extension of Senge's learning organization theory. Simple random sampling was used to attain a population comprised of 52 employees in Alberta's oil and gas industry who were accountable to an organizational supervisor. Data were collected via the NEO-FFI-3 and the Learning Organization Survey; summarization was accomplished by means of an online third party survey administration service. Regression analyses revealed that each of the 5-factor traits was correlated to learning organization culture. When the model was changed to multiple regression using all traits together, only 2 traits remained significant. Openness to experience positively correlated with learning organization culture, whereas neuroticism was negatively correlated with learning organization culture. The implication for social change is that human resource personnel in Alberta's oil and gas industry can institute information provided in this research to identify and develop leaders who promote innovation in a learning organization culture. Innovation in Alberta's oil and gas industry assists to overcome environmental sustainability, augment technology inefficiencies, and decrease workplace personnel issues.

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Sarac, Cakil. "The Association Between Organizational Culture And Individual Factors On Medical Practice." Master's thesis, METU, 2007. http://etd.lib.metu.edu.tr/upload/12608501/index.pdf.

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The aim of the present research was to investigate the relationships between patient safety culture within hospitals and individual factors on medical practice among physicians. A total of 240 physicians from ten different hospitals completed the Medical Practice Questionnaire, Hospital Survey on Patient Safety Culture, Maslach Burnout Inventory and Eysenck Personality Questionnaire Revised- Abbreviated Form. In order to assess frequency and types of medical errors, Medical Practice Questionnaire was developed by the author. Factor analysis of this Questionnaire demonstrated the existence of four subscales named as Patient Management/Information Delivery Errors, Execution Errors, Procedure Related errors and One Source Errors. ANOVA results revealed that males conduct more Procedure Related Errors than females. In support of the hypothesis, a number of differences observed on patient safety culture between types of institutions that public hospitals received lower scores on most of the safety dimensions. Regression analysis results revealed that personality dimensions and burnout levels were significantly related to types and frequency of errors. Considering significant predictors, while the extravert participants were found to report more Patient Management/Information Delivery, Execution and Procedure Related errors, Neurotics were found to report lower levels of errors on these three dimensions. Regression analysis of burnout levels showed that depersonalization were also associated with these three error dimensions.The level of depersonalization were found to increase the frequency of Patient Management/Information Delivery, Execution and Procedure Related Errors. The research findings however, did not support the assertion in a manner that safety culture dimensions were not found to have main effects on types of errors. The limitations of the current research and implications for further research were discussed.

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Brooks, Jacqueline Denise. "Congregations and social services an analysis of inter-organizational networks /." Columbus, Ohio : Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1205871447.

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Baptiste, Amankwa, Jean-Baptiste Krishma Eloise, and Sevgi İlgezdi. "Organizational Learning for the Development of Sustainability Culture in Life Science Organizations in Oresund Region." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-23138.

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This research sought to understand the role of organizational learning and the experience of the use of organizational learning for the development of sustainability culture in life science companies. Therefore, the study utilized a phenomenological qualitative approach to find out the perspectives of life science companies and life science non-governmental organizations (NGOs) about the subject matter. Furthermore, this study was exploratory and inductive and used a combination of research methods (triangulation). It was found that organizational learning creates sustainability awareness and engagement which contributes to the development of sustainability culture. This in turn would lead to the organization becoming a learning organization that focuses on sustainability. Government policies, quality management systems and internal standards serve as factors that create awareness of sustainability issues and encourage life science small-medium enterprises (SMEs) to continuously engage in sustainability business practices. It was found that various learning methods can be used internally and externally to learn about sustainability. However it is important that learning that is done externally or on an individual level be shared with the organization in a group or organizational level. The study acknowledged a heightened awareness for more sustainability focused practices within the operations of life science companies, however the financial constraints negatively influence how they prioritize their actions. It also identified how collaborations with life sciences NGOs help facilitate the implementation of a long-term sustainability vision and strategies into life science companies.

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Barbery, Julie. "Changement de cadre légal dans le secteur social et médico-social et impacts sur la culture organisationnelle et les pratiques professionnelles." Thesis, Montpellier 3, 2010. http://www.theses.fr/2010MON30097/document.

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Ce travail de thèse considère la culture organisationnelle comme une variable dépendante, à la croisée d’influences multiples, susceptible d’être impactée par les changements issus de la mise en œuvre de la loi du 02 janvier 2002 rénovant l’action sociale et médico-sociale. Il ne cherche pas à extraire des lois universelles, mais s’inscrit dans une perspective idiographique et poursuit un double objectif : -1- décrire les transformations de la culture d’un établissement selon le modèle des valeurs concurrentes de Quinn (Quinn et Cameron, 1983 ; Quinn et Rohrbaugh, 1983, Cameron et Quinn, 2006), -2- qualifier et quantifier la mise en œuvre des outils de la loi et leurs impacts sur la perception des agents à leur égard. Nous avons donc suivi un établissement a priori représentatif du secteur durant trois années au cours desquelles les outils ont été élaborés puis mis en œuvre. Considérant que le secteur social et médico-social présentait une culture professionnelle de type modèle de service public (Sainsaulieu, 1985, Francfort et al, 1995), nous postulions que la culture organisationnelle de cet établissement serait orientée vers le soutien lors du premier temps de recueil de données. Nous postulions également qu’elle s’orienterait progressivement vers la règle avec la déclinaison des outils de 2002 davantage représentatifs d’organisations dont la culture est orientée vers la règle. La recherche met en évidence que la culture organisationnelle est composite, que la règle est prégnante dès le premier temps de recueil de données et plus valorisée que la dimension soutien. D’autre part, les cultures professionnelles ainsi que les préférences personnelles sont orientées vers le soutien. Au gré de la mise en œuvre des outils, grâce à des pratiques managériales considérées comme respectant les principes de la justice organisationnelle et favorisant le développement de l’engagement comportemental, on observe une intégration du profil culturel au niveau des préférences personnelles et des cultures professionnelles
The work of this thesis considers the organizational culture as a dependent variable, crossing multiple influences, possibly impacted by the changing of the law of January 02nd, 2002 renewing the medical and medical-social action. Il does not try to extract universal laws, but joins rather in an idiographic prospect and pursues a double objective: -1- describe the transformation of the culture of an establishment according the model of the competing values of Quinn (Quinn and Cameron, 1983; Quinn and Rohrbaugh, 1983; Cameron and Quinn, 2006), -2- qualify and quantify the implementation of the tools’slaw as well as the perception of the agents in this respect. Whereas the social and medical- social sector presented a professional culture of model type of public utility ( Sainsaulieu , 1985; Francfort and al , 1995). For this prospect, we have observed an institution that we think representative of this sector during three years while the tools laws have been elaborated then implemented. We postulated that the organization culture of this institution would be directed towards human relations during the first collecting data. We postulated also that it will go progressively toward the rules with the implementation of the tool’s law: this one is more representative of organizations that are guide to the rules values. The research proves that organizational culture is mixed, that the rule takes the lead before human relations, as early as the first collecting data. In another way, the professional cultures and the personal preferences are oriented toward human relations. During the implementation of the tool’s law, according managerial practices that respect the principles of organizational justice, and that favor organizational commitment, we observe an integration of the cultural pattern on a level of personal preferences and professional cultures

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Naipaul, Zachary, and Daniel Svahn. "Natural Wine: A Developing Community : A study into norms and marketing within sweden." Thesis, Umeå universitet, Institutionen för kost- och måltidsvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-172701.

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Naturvin växer som ett koncept och som ett samfund, särskilt i Sverige betraktas det till en stor del som något nytt. Syftet med denna studie var att identifiera normerna som definierar samfundet och analyserar hur de människor som arbetar med naturvin varje dag marknadsför och presenterar det som en produkt för konsumtion. För att besvara dessa frågor genomfördes fyra intervjuer med människor som arbetar med naturvin dagligen. Två sommeliers på välkända restauranger i Stockholm som primärt arbetar med naturvin som dryck. Samt två importörer av naturvin som är verksamma över hela Sverige. Denna studie visar att naturligt vin har vuxit mycket under de senaste tio åren i Sverige och att ett samfund har byggts runt det. Det visade också att normer som ärlighet och öppenhet är viktiga i samhället. Storytelling verkar också vara en stor del i försäljningen av produkten och som ett sätt att introducera nya människor till naturligt vin som ett koncept. Hållbarhet är också en stor del av debatten som för närvarande äger rum kring naturligt vin. Slutligen upptäckte vi att naturligt vin kan ha det svårt i framtiden på grund av bristen på tydlig juridisk definition av produkten. Medans alla de fyra personerna som intervjuades i stort sett var överens med varandra om definitionen av naturligt vin, kan bristen på en definitiv definition skada tillväxten framöver.

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Zhang, Chenyi. "Cultural values reflected within Chinese children's stories." Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/5723.

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Thesis (M.S.)--University of Missouri-Columbia, 2008.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 19, 2009) Includes bibliographical references.

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Ifie, Kemefasu. "An investigation of the antecedents of service delivery and organisational performance : a service culture perspective." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/6705.

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Service quality has been shown to be critical for the success of service organisations. However, the quality of service delivered by an organisation is dependent on the behaviours of organisational members. Therefore, understanding the various processes that foster desirable service behaviour is important. While there have been many studies which deal with antecedents of service delivery, research adopting a cultural perspective and focusing on elements such as shared values and norms have been somewhat sparse. This is quite surprising given the amount of reference to the importance of a service culture. Recently, there have been calls for research into the cultural determinants of service quality and in particular service culture. This study answers the call by testing a multi-layer model of service culture and performance. The key objectives of the study relate to understanding how service culture leads to both customer-based and financial performance, as well as investigating the process of culture transmission from managers to employees. On the basis of data collected from management and employees, the study assesses service culture at the management and the employee levels, focusing simultaneously on assumptions, value, norms and behaviours. Two routes for culture transmission: the social contagion and behavioural routes are hypothesised and tested. The key findings are that shared service norms are the key impact point of culture transmission from management to employees as well as the key determinant of employee service delivery behaviour. The findings also show that proximity among managers and employees is crucial in the diffusion of service culture and hence in the leadership influencing process. Based on the findings, managerial implications for managing service employees are discussed as well as limitations and suggestions for future research.

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Vice, President Research Office of the. "Culture Clash." Office of the Vice President Research, 2008. http://hdl.handle.net/2429/2769.

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Bowen, Jessica A. "Exploring Similarities and Differences in Perceptions of Organizational Culture by Generations Present in The Ohio State University Extension Organization." The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1440107349.

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Jenkins, Antoinette Carter. "An Exploration of the Relationship Between a Black-Owned Radio Station's Organizational Culture and its Social Impact." Thesis, The George Washington University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3615212.

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The purpose of this study was to explore the relationship between a Black-owned radio station's organizational culture and its social impact. Although these constructs have been researched in isolation, there are no known studies that have considered whether a relationship exists between the two constructs. Furthermore, there is no evidence that either construct has been studied within the context of a Black-owned business. Businesses owned by Black Americans represent an important and fast-growing segment in the American economy and, therefore, warrant further investigation in order to contribute diverse perspectives to research and theory building in organizational science.

The primary research question guiding this study was, "what is the relationship between a Black-owned radio station's organizational culture and its social impact?" Secondary research questions examined social impact in relation to specific elements of organizational culture and how listeners experience the radio station's social impact. The study was conducted using case study methodology. The site of this study was WHUR-FM (WHUR), the commercial radio station owned by Howard University. Interview participants included 10 purposefully selected Black Americans: 8 current and former employees and 2 listeners of WHUR. Other sources of evidence analyzed for the study included observations, documentation, archival records, and physical artifacts.

This study found evidence of a synergistic relationship between the organizational culture and social impact of WHUR. The findings were based on consistencies observed between the radio station's values-based organizational culture and its impact on internal and external communities.

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Chabrová, Olga. "Organizační kultura a její vazba na organizační strukturu." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-192572.

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The work describes the organizational structure and analyze the organizational culture in a particular organization. Searches ties that these two areas interlink and finds them in the standards of behavior. Identifies common factors shared values, norms of behavior and identifies them with appropriate typologies of culture. Proposes joint measures that would considered organization secondly eliminate the negative effects of fragmentation of values and norms of behavior of individual members, as well as better utilize their strengths, ie. Compactness values and norms of behavior. All this in order to facilitate efficient management of the organization and the shared goals of the organization.

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Kim, HyunSoo. "Organizational culture and mental health service engagement of transition age youth: Service provider perspectives." Case Western Reserve University School of Graduate Studies / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=case1329495087.

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Herrmann, Andrew F. ""Saving People. Hunting Things. The Family Business": Organizational Communication Approaches to Popular Culture." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/439.

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Book Summary: Popular culture helps construct, define, and impact our everyday realities and must be taken seriously because popular culture is, simply, popular. Communication Perspectives on Popular Culture brings together communication experts with diverse backgrounds, from interpersonal communication, business and organizational communication, mass communication, media studies, narrative, rhetoric, gender studies, autoethnography, popular culture studies, and journalism. The contributors tackle such topics as music, broadcast and Netflix television shows, movies, the Internet, video games, and more, as they connect popular culture to personal concerns as well as larger political and societal issues. The variety of approaches in these chapters are simultaneously situated in the present while building a foundation for the future, as contributors explore new and emerging ways to approach popular culture. From case studies to emerging theories, the contributors examine how popular culture, media, and communication influence our everyday lives.

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Danner-Odenwelder, Tracey. "Impact of Corporate Social Responsibility on an Organization's Culture| A Multisite Case Study of a Global Nonprofit Organization." Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3703705.

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This multi-site case study explored the role that a global nonprofit organization plays in decreasing the gap of inequality and contributing to the greater society. This research identified what processes were used to implement, increase, or alter the global CSR efforts. This research identified how global CSR efforts impact and is impacted by the organizational culture. In addition, the study explored how CSR efforts have changed or expanded to meet the demands of a globalized society, with a particular focus on the mutual relationship between these expanded efforts and the organizational culture. It studied the internal impact of the CSR efforts as well as how the organization relates externally. This qualitative study made use of three sources of data: semistructured interviews, document and artifact analysis, and observations. The use of various methods of data collection ensures reliability and trustworthiness and adds to the thick description of the case. The findings in this multi-site case study provided an understanding of how a global non-profit organization implements or expands social responsibility efforts.

This exploratory study yielded seven major conclusions. The conclusions operationalize to meet the organizational needs and the processes used to implement. The seven conclusions are 1) The organization's CSR efforts impact organizational culture including artifacts espoused values and basic assumptions 2) The impact was reciprocal as the organizational culture impacted their CSR efforts 3) CSR efforts reflect the needs of society and adapt to meet societal needs to balance the organization's internal culture and external image 4) Senior leadership and policy volunteers are instrumental to the implementation of CSR efforts throughout the organization as well as to the organizational culture 5) Partnering with organizations increases their CSR efforts and result in better serving their community and organizational needs 6) CSR processes increase awareness and impact to promote goodwill locally and globally and 7) CSR efforts need to be included in the organization's strategic plan and align with the mission and vision of the organization.

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48

Li, Wanwan. "A research about the impact of organizational culture on work efficiency and health lifestyle." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-38235.

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Abstract:

It is well known that Nordic countries are among the world’s happiest countries. Because of the high welfare, social equality, more freedom and so on. But there are also many people living outside the Nordic countries, and there is a big question about why people in such a comfortable country would want to work, because the state provides good welfare to the poor even if they do not work. Therefore, the aim of this thesis is to understand what motivates people work in Nordic countries and what affects their work efficiency, how work and life can achieve a balance. Whether a person is willing to work or not depends on his/her attitude and thoughts, which comes not only from the social environment but also from the organizational environment. When people are in a fair and free society, their attitudes about work are more from organization. The organizational environment is influenced by the organizational culture. Therefore, there is no doubt that organizational culture influences employees’ work attitudes. A good organizational culture stimulates employees to work harder, thus improving their work efficiency. A bad organizational culture reduces work efficiency by making people more negative about their work. In real life, people’s lives revolve not only around work, but also other aspects that require investment of energy and time. For example, how to run a good life, how to maintain a healthy lifestyle. This takes into account a person’s role at different times and places. Concentrate on finishing work at work and take care of your family and yourself in life. Therefore, only by harmonizing work and life balance can we improve work efficiency and maintain a healthy lifestyle. Therefore, this thesis adopts the case analysis method to investigate an personal assistance organization. Through the investigation of this organization, we learned about employees’ views on organizational culture, the influence of organizational culture on their work efficiency and their choice of both work and life. After that, qualitative analysis was used to further analyze the research results, so as to find out the influence of organizational culture on work efficiency and how to balance work and life, so as to have a healthy lifestyle. In what follows I will review the previous literature and relevant theory, in order to understand the current status of organizational culture and work efficiency and lifestyle. After that I will present the results can conduct interviews to find out the impact of organizational culture on work efficiency and lifestyle.

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Meluch, Andrea Lauren. "Understanding the Organizational and Institutional Origins of Social Support in a Cancer Support Center." Kent State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=kent1466944822.

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Jones, Laura Blake. "Social norms, environmental management, campus culture and context : a case study of the dynamics shaping high-risk drinking behaviors of college students /." view abstract or download file of text, 2004. http://wwwlib.umi.com/cr/uoregon/fullcit?p3136426.

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Abstract:

Thesis (Ph. D.)--University of Oregon, 2004.
Typescript. Includes vita and abstract. Includes bibliographical references (leaves 162-168). Also available for download via the World Wide Web; free to University of Oregon users.

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Dissertations / Theses on the topic 'Organizational culture and social norms'

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