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Journal articles on the topic 'Organizational techniques'
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Bailey, James R. "Organizational Techniques for Educational Reform." Academy of Management Learning & Education 2, no. 3 (2003): 296. http://dx.doi.org/10.5465/amle.2003.10932153.
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Alipour, Mohammad Jannat. "Negotiation Techniques to Solve Organizational Problems." Oman Chapter of Arabian Journal of Business and Management Review 2, no. 5 (2012): 42–49. http://dx.doi.org/10.12816/0002267.
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SIAU, KENG L. "Electronic Creativity Techniques for Organizational Innovation." Journal of Creative Behavior 30, no. 4 (1996): 283–93. http://dx.doi.org/10.1002/j.2162-6057.1996.tb00774.x.
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Lawrence, Elaine, Duncan Andrews, Brian Ralph, and Chris France. "Applying organizational environmental tools and techniques." Corporate Social Responsibility and Environmental Management 9, no. 2 (2002): 116–25. http://dx.doi.org/10.1002/csr.18.
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Indahyati, Nurul, and Desak Ketut Sintaasih. "The relationship between organizational justice with job satisfaction and organizational citizenship behavior." International research journal of management, IT and social sciences 6, no. 2 (2019): 63–71. http://dx.doi.org/10.21744/irjmis.v6n2.611.
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This study aims to explain the effect of organizational justice on job satisfaction and organizational citizenship behavior. The technique used to test the research hypothesis used Structural Equation Modeling (SEM) analysis techniques using SMARTPLS assistance, using IBM SPSS Statistics 22, and 65 respondents in this study, taken using Purposive Sampling techniques. The results of the study show that (1) distribution justice has a positive and significant effect on job satisfaction. (2) procedural justice has a positive and not significant effect on job satisfaction. (3) interactional justice has a positive and not significant effect on job satisfaction. (4) justice distribution has a positive and insignificant effect on organizational citizenship behavior. (5) procedural justice has a positive and insignificant effect on organizational citizenship behavior. (6) interactional justice has a positive and insignificant effect on organizational citizenship behavior. (7) job satisfaction has a positive and significant effect on organizational citizenship behavior.
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GHIBANU, Ionut Adrian. "Strategies and Techniques of Organizational Image Building." Postmodern Openings 10, no. 1 (2019): 193–99. http://dx.doi.org/10.18662/po/62.
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Vasconcelos, Isabella Freitas Gouveia de, and Flávio Carvalho de Vasconcelos. "ISO9000, consultants and paradoxes: a sociological analysis of quality assurance and human resource techniques." Revista de Administração Contemporânea 7, no. 1 (2003): 173–94. http://dx.doi.org/10.1590/s1415-65552003000100009.
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This article analyses ISO9000 normalization processes as sources of organizational isomorphism according to the new institutional theory. We present two in-depth case studies in the French computer industry showing that there are two manners to implement ISO9000 standards: an in-depth procedure (concerned with organizational effectiveness and with external legitimacy) and an instrumental one (only concerned with external legitimacy). Our findings show that resistance to change is a common phenomenon in ISO9000 implementation programs having high impact on organizational power games and informal structures. In order to face these issues we suggest that consultants must go beyond engineering consultation methods that are only concerned with the structural fit between the organizational standards and the ISO9000 requirements. The paradox HRM model shows that information that threatens an organization's collective self-concept is often ignored, rejected, reinterpreted or hidden. The manifestation of social defenses - the ways of groups of people deal with non-contained forms of anxiety and fear, can be seen as sources of behaviors blocking organizational change.
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Katper, Naveeda K., Naveed Iqbal Chaudhry, Muhammad Nawaz Tunio, and Muhammad Athar Ali. "Impact of Leadership Style and Organizational Culture on Organizational Commitment." Sukkur IBA Journal of Management and Business 7, no. 1 (2020): 92. http://dx.doi.org/10.30537/sijmb.v7i1.560.
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The purpose of this study is to explore the relationship between leadership style, organizational culture and organizational commitment in Pakistani manufacturing companies. The data were collected through questionnaire distribution and online form filling by 520 middle and senior managers of the manufacturing companies through simple random sampling technique. The findings of the study are the transformational leadership style has a significant impact on organizational commitment, transactional leadership style has a low significant impact on organizational commitment. Bureaucratic organizational culture has the lowest impact, innovative organizational culture has the second-highest impact and supportive highest culture has the highest impact on organizational commitment.Although his study is conducted in Pakistan, it is expected that the results of our study may have relevance to the other countries. By reproducing this study in different contexts and countries our results would be very helpful to develop a new model of leadership and organizational culture with implementation techniques that can be easily operationalized in a cross-cultural context.
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Rahman, Hakikur. "Organizational Sustainability." International Journal of Business Intelligence Research 5, no. 2 (2014): 17–38. http://dx.doi.org/10.4018/ijbir.2014040102.
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An organization with its capacity to endure, add value and promote value chain could be seen as a sustainable organization. Sustainability could be in the form of short-medium-and-long term effect to an entity. To an organization, in this global economic crisis and increased competition, long term sustainability means to be able to compete, gain margin, and add knowledge, notwithstanding mere survival. Through the utilization of the information and communication technology, organizations are now can adopt various business techniques to tackle or minimize risks, reduce costs, and make profit. Among many such techniques, this particular research looks into the aspects of agility within organizations that may lead to sustained business platform. This paper tries to argue that an organization with this characteristic, in the longer run, can lead to sustainability and elevate the business intelligence. In discourse, through a vertical literature review, this study has tried to construct a framework of sustainability with this aspect of an organization and thereby proposed a business model for ideation and future implementation. The research intends to add values to operational capability of an organization, especially considering challenging situations, such as lack of awareness, low financial capability, and high risk of investment within the social and organizational eco-systems.
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Chernyaeva, Tatiana I. "“Dark Sides” of Organization’s Life: the Opportunities of Drawing Techniques." Inter 12, no. 21 (2020): 39–64. http://dx.doi.org/10.19181/inter.2020.21.3.
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The study of organizations and organizational behavior proceeds from a rational understanding of the tasks and resources of personnel management. At the same time, the phenomena of organizational disruption remain a marginal topic of organizational research. The history of studying the phenomena of the “dark side” has about twenty years, but the question of recursive methodology remains open. The study used the “Metaphor” drawing technique proposed by A.I. Prigozhin. The participants were employees and heads of inspection divisions of the Federal Tax Service of Russia (239 people). An analysis of the drawings of organizations revealed the “dark sides” of organizational life: the conflict between official rhetoric and organizational reality; anxiety and alienation, decisions of the corruption plan, inconsistency of theory and practice, poor meaningfulness of organizational processes, powerful subject-object organizational communications, practices of domination, submission and organizational violence.
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Moura-Paula, Marcos Júnior de, Patricia Aparecida Abreu Moreira, and Deise Luiza da Silva Ferraz. "Management techniques and organizational silencing: a manager’s account." Organizações & Sociedade 27, no. 93 (2020): 216–30. http://dx.doi.org/10.1590/1984-9270933.
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Abstract this study analyzes the changes in the relations established in the work environment conditioned by the implementation of management techniques characterizing a Toyotist model and that produced the phenomenon of organizational silence. The story of a financial system worker was used as a guide for structuring our argument. Observations and documents mediated the understanding of the individual story along with the general social relations. Guided by the categories singularity, particularity and universality, we established the links among the worker’s situation, the company’s management techniques and the productive restructuring movement. The results show that the various management techniques were means of silencing built up throughout the worker’s career, as frustrations accumulated and the needs of the work process changed. What in the life of a manager is frustration and silence, in the totalization movement are changes in the being manager marked by the emptying of planning and controlling functions.
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Walck, Christa L., and Ann T. Jordan. "Using Ethnographc Techniques in the Organizational Behavior Classroom." Journal of Management Education 17, no. 2 (1993): 197–217. http://dx.doi.org/10.1177/105256299301700205.
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Rao, M. S. "Tools and techniques to resolve organizational conflicts amicably." Industrial and Commercial Training 49, no. 2 (2017): 93–97. http://dx.doi.org/10.1108/ict-05-2016-0030.
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Purpose The purpose of this paper is to offer tools and techniques to resolve organizational conflicts amicably. Design/methodology/approach The paper explains types, merits and demerits of conflicts. It outlines innovative tools and techniques to resolve conflicts. It unveils five conflict management styles. It draws a blueprint to resolve conflicts amicably. Findings It enlightens that conflicts cannot be eliminated in organizations. They can only be minimized if leaders adopt proactive attitude. Practical implications The tools and techniques to resolve conflicts can be applied in any industry and in any size of organization. Social implications The social implications of this research suggest that leaders can resolve conflicts amicably with people-orientation without compromising their goals and objectives. Originality/value It offers appropriate conflict-handling styles and modes as per the conflict and context. It offers practical ideas and innovative tools and techniques to resolve conflicts.
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Cartaya, Vanessa, and Ernesto Medina. "New organizational techniques: A case study from Venezuela." Technovation 9, no. 6 (1989): 519–30. http://dx.doi.org/10.1016/0166-4972(89)90031-x.
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Kurniadi, Roni, Bukman Lian, and Achmad Wahidy. "Visionary Leadership and Organizational Culture on Teacher’s Performance." Journal of Social Work and Science Education 1, no. 3 (2021): 249–56. http://dx.doi.org/10.52690/jswse.v1i3.112.
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This study determined the effect of Visionary Leadership and orgazitional culture on the performance of Vocational High School Teacher in Prabumulih City. This research uses quentitative approach with Survey Method. This study population of 125 people, namely vocational High School teacher in Prabumulih city. The research sample of 30 people. The sampling technique in this study is random sampling. Data collectional technique using documentational and questionnaire. Data were analyzed using simple regression techniques and Multiple regression techniques. The result showed that: (1) visionary leadership had a positive and significant effect on the performance of Vocational High Shcool Teachers in Prabumulih City; (2) organization culture had a positive and significant effect on the performance of Vocational High Shcool Teachers in Prabumulih City, and (3) visionary leadership and Organization culture jointly have a positive and significant effect on the performance of Vocational High Shcool Teachers in Prabumulih City.
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Maimunah, Mutiara, and Novita Febriany. "Pentingnya nilai informasi laporan keuangan pada bisnis halal di Pondok Pesantren Kota Palembang." Journal of Business and Information Systems (e-ISSN: 2685-2543) 2, no. 2 (2020): 75–84. http://dx.doi.org/10.36067/jbis.v2i2.68.
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This study aims to analyze and determine the influence of organizational culture, human resource capacity, and the use of information technology on halal business on the value of financial statement information in Palembang Islamic boarding school. This type of research is quantitative research. The population in this study were all Islamic boarding schools in Palembang. The sampling technique uses saturated sampling technique. Data collection techniques using survey techniques by distributing questionnaires that contain a list of questions to respondents directly and data analysis techniques used are multiple regression analysis techniques. The results showed that organizational culture, human resource capacity, and the use of information technology had a positive effect on the value of financial statement information.
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Suhermin, Suhermin. "PEMBERDAYAAN KERJA PROFESIONAL SEBAGAI MEDIASI DUKUNGAN ORGANISASI DAN PERTUKARAN PEMIMPIN-ANGGOTA (LMX) TERHADAP KOMITMEN ORGANISASIONAL." EKUITAS (Jurnal Ekonomi dan Keuangan) 16, no. 2 (2012): 209. http://dx.doi.org/10.24034/j25485024.y2012.v16.i2.2322.
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The purpose of this study to examine and analyze the influence of organizational support and leader-member exchange (LMX) on work empowerment and its impact on improving organizational commitment Functional Medical Staff of Government General Hospital in Jakarta. The research was conducted using quantitative approach that forms the causal relationship between variables. There are 2 General Government Hospital and 2 Centre for Local Government General Hospital, Medical Staff by Functional analysis unit (SMF). The number of samples used in this study amounted to 92 SMF with census sampling technique. The data analysis techniques are used in this study are grouped into two, namely descriptive statistics analysis techniques and inferential statistical analysis techniques by using PLS (Partial Least Square). This study found that high support for the organization (Perceived Organizational Support) and leader-member exchange quality (Leader Member Exchange) is high, can provide an increase in job empowerment Functional Medical Professional Staff (SMF) General Hospital Central and Local Government in Jakarta which ultimately impact on increasing the organizational commitment. High perceived organizational support by SMF unable to increase organizational commitment directly. However, the application of SMF in a professional job empowerment was found to improve organizational commitment.
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Mihailović, Dobrivoje. "ORGANIZATIONAL STRESS." Tourism and hospitality management 9, no. 1 (2003): 113–30. http://dx.doi.org/10.20867/thm.9.1.11.
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Contemporary organizational psychology very often lakes problem of organizational stress as one of its subjects. It is a phenomenon with which almost every profession must deals, but some of them are more exposed to its jeopardizing influences. For some professions stress is part of almost every work aspect. Nevertheless, it is usual to connect stress with the problem of conflicts. The importance of studying stress is especially actualized in situations of social and economics crisis that are characteristic for modem age and our environment. This paperwork is an attempt to give a theoretical explanation of work stress through identification and systematization of sources of stressias it is an attempt to describe far-reaching and complexity of its consequences on person and organization. Also, there is an idea to show methods that can be sued for managing stress, through organizational measures, or through techniques for individual coping with stress. We started from the hypothesis that it is possible to look for sources of organizational stress in organization itself, connected with the nature of work, organizational role that one has, in the degree of his responsibility, work relations, dynamics and psychological climate in organization, and if factors outside the organization (in family, life difficulties, personal conflicts). The consequences of stress can be seen on the level of physiological and psychological interruptions, and on the level of organizational problems. Consequently, on one side the importance of adequate professional selection and education, and adequate organizational culture is seen as important measure for stress prevention, and there us an emphasizing of personal techniques for protecting, mitigation and recovering of the stress, on the other side.
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Gambi, Lillian Do Nascimento, Harry Boer, Mateus Cecilio Gerolamo, Frances Jørgensen, and Luiz Cesar Ribeiro Carpinetti. "The relationship between organizational culture and quality techniques, and its impact on operational performance." International Journal of Operations & Production Management 35, no. 10 (2015): 1460–84. http://dx.doi.org/10.1108/ijopm-12-2013-0563.
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Purpose – The purpose of this paper is to investigate if a firm’s organizational culture affects the set of quality techniques it uses, and if these quality techniques affect the relationship between organizational culture and operational performance. Design/methodology/approach – Based on data collected from 250 firms in Brazil and Denmark, structural equation modeling is used to investigate the relationship between organizational culture and the use of quality techniques, and its impact on operational performance. Four quality technique groups, four cultural profiles adopted from the Competing Values Framework and a set of operational performance indicators are used to operationalize the study. Findings – Culture does not appear to be an unequivocal predictor of the use of quality techniques. Furthermore, while most quality technique groups contribute indirectly to the total effect on operational performance in the developmental, group and hierarchical cultures, the performance effects are insignificant for all four groups in the rational culture. Practical implications – Managers need to be actively aware of the cultural characteristics of their organization before adopting quality techniques, in order to benefit most from the use of these techniques. Originality/value – Most previous studies address the relationships between culture, quality management and performance at the level of quality practices. This study takes the unitarist-pluralist discussion to the level of quality techniques and extends that discussion to what should be its core, namely, the influence of quality techniques on the performance impact of culture.
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Corradini, Flavio, Andrea Polini, and Barbara Re. "Inter-organizational business process verification in public administration." Business Process Management Journal 21, no. 5 (2015): 1040–65. http://dx.doi.org/10.1108/bpmj-02-2014-0013.
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Purpose – Public services can be modelled, analysed and implemented using notations and tools for the business process (BP) abstraction. Applying such an explicit approach public administrations (PAs) can better react to the undergoing transformation in service provisioning and they can continuously improve service quality in order to satisfy citizens and business requests, while coping with decreasing budgets. The purpose of this paper is to discuss these issues. Design/methodology/approach – The proposed approach relies on using formal methods, in particular unfolding to analyse the correctness of BP. The paper also compares and selects mapping rules from semi-formal to formal modelling languages; these techniques are presented in the context of the BP Modelling Languages and Petri Net (PN). Findings – Main aim of this paper is to raise the need for formal verification of BP governing the interactions among PAs, which more and more need to be supported by ICT mechanisms, and then are not so much tolerant to errors and imperfections in the process specification. The paper illustrates the main motivations of such a work and it introduces a verification technique of a BP using a mapping of a high-level notation (such as BPMN 2.0) to a formal notation (such as PNs) for which formal analysis techniques can be adopted. In particular the verification step is implemented using an unfolding-based technique. Originality/value – The paper answers a call for further development of the body of knowledge on effective analysis of BPs, a rapidly emerging field of interest for large and ultra large scenarios, where a clear gap in literature exists. Than the paper shows that formal techniques are mature enough to be applied on real scenarios.
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Sholikhah, Eni Istikhomah, and Septi Kurnia Prastiwi. "The Impact Of Leadership To Serve And Organizational Commitments To Employee Performance With Behavior Organizational Citizenship as Mediation Variable." Journal of Business Management Review 1, no. 1 (2020): 028–41. http://dx.doi.org/10.47153/jbmr.v1i1.8.
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The aim of this study was to determine the influence of servant leadership and organizational commitment on employee performance with Organizational Citizenship Behavior (OCB) as a mediating variable (case study of the Center for Social Rehabilitation Prof. Dr. Soeharso Surakarta). The population in this study were employees of civil servants BBRSBD Prof. Dr. Soeharso Surakarta. With a sample used as many as 100 respondent. The technique of taking sample used is saturated sampling, where all populations are sampled entirely. Data collection techniques by distributing questionnaires. Data analysis techniques using Structural Equation Modeling (SEM) with the help of Partial Least Square (PLS) version 3.0.
 The results of the study show that 1) there is no significant influence of leadership variables that serve organizational citizenship behavior; 2) There is a significant influence of organizational commitment variables on organizational citizenship behavior; 3) There is influence of leadership variables that serve employee performance; 4) There is no influence on organizational commitment variables on employee performance; 5) There is an influence of organizational citizenship behavior variables on employee performance.
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Kobayashi, Vladimer B., Stefan T. Mol, Hannah A. Berkers, Gábor Kismihók, and Deanne N. Den Hartog. "Text Classification for Organizational Researchers." Organizational Research Methods 21, no. 3 (2017): 766–99. http://dx.doi.org/10.1177/1094428117719322.
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Organizations are increasingly interested in classifying texts or parts thereof into categories, as this enables more effective use of their information. Manual procedures for text classification work well for up to a few hundred documents. However, when the number of documents is larger, manual procedures become laborious, time-consuming, and potentially unreliable. Techniques from text mining facilitate the automatic assignment of text strings to categories, making classification expedient, fast, and reliable, which creates potential for its application in organizational research. The purpose of this article is to familiarize organizational researchers with text mining techniques from machine learning and statistics. We describe the text classification process in several roughly sequential steps, namely training data preparation, preprocessing, transformation, application of classification techniques, and validation, and provide concrete recommendations at each step. To help researchers develop their own text classifiers, the R code associated with each step is presented in a tutorial. The tutorial draws from our own work on job vacancy mining. We end the article by discussing how researchers can validate a text classification model and the associated output.
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Cahyadi Putra Aditya, Dwi. "Leadership, Organizational Culture, Organizational Justice on Organizational Commitments and Employee Performance Contract in Private Hospitals." Jurnal Manajemen Bisnis 16, no. 3 (2019): 151. http://dx.doi.org/10.38043/jmb.v16i3.2238.
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ABSTRACTThe purpose of this study was to analyze the variables of Leadership, Organizational Culture, Organizational Justice Against Organizational Commitment and Contract Employee Performance at Private Hospitals. This researcher was conducted at the Premagana Hospital in Gianyar. Data collection techniques using questionnaires and interviews with a sample of 150 respondents. This research technique with Amos for Windows 23.0 analysis process, starts from the evaluation process of SEM assumptions through evaluation of data normality, Confirmatory factor analysis (CFA) and influence analysis with SEM. The results of this study indicate that the CR value of 2.704> 2,000 and Probability = 0.007 <0.05 indicates that the effect of leadership variables on organizational commitment is a significant positive effect CR value 3.459> 2,000 and Probability = *** <0.05 indicates that influence the organizational culture variable on organizational commitment is a significant positive effect. CR value 4.181> 2,000 and Probability = *** <0.05 indicates that the influence of organizational justice variables on organizational commitment is a significant positive effect. The value of CR 2.165> 2,000 and Probability = 0.030 <0.05 indicates that the influence of leadership variables on employee performance is a significant positive effect. CR value 4.527> 2,000 and Probability = *** <0.05 indicates that the influence of organizational culture variables on employee performance is a significant positive effect. The CR value of 0,233 <2,000 and Probability = 0,823 <0,05 shows that the influence of organizational justice variables on employee performance is a positive and insignificant effect. CR value of 2.193> 2,000 and Probability = 0.002 <0.05 indicates that the influence of organizational commitment variables on employee performance is a significant positive effect.
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Puri, Aninda, Hafidha Putri S, Adita Nurshabrina, and Susi Hardjati. "ANALISIS FAKTOR KINERJA ORGANISASI BADAN KESATUAN BANGSA DAN POLITIK KOTA SEMARANG." Journal Publicuho 4, no. 2 (2021): 433. http://dx.doi.org/10.35817/jpu.v4i2.18076.
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This study aims to analyze performance and determine organizational performance factors in the National and Political Unity Body of Semarang City. This research uses descriptive qualitative research methods. Qualitative data were obtained through various kinds of data collection techniques, including through interviews, document analysis, literature study and selection of informants using purposive techniques, the quality of the data was tested using the Triangulation Technique. In this study, innovation as a process of organizational learning and knowledge creation related to organizational capacity to respond to environmental changes. This research is based on the application of Organizational Ecology Theory and The Punctuation Model and Theory of Strategic Adaptation and Sustainable Change. Based on this theory, organizational innovation can be generated by technological innovation and increased organizational learning capacity and transformation. The results of the study explained that the organizational performance of the National Unity and Political Body of the City of Semarang was not optimal, so there was still much that needed to be improved so that the public's assessment of the level of performance of the office organization would increase.
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Wu, Hao. "Management Accounting and the Control of Organizational Performance." Asian Business Research 5, no. 1 (2020): 10. http://dx.doi.org/10.20849/abr.v5i1.733.
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The increased emphasis upon the value chain and a growing focus on value adding activities has led to several new developments in management accounting. Critically evaluate these contemporary techniques and discuss the extent to which they offer improvements compared to traditional accounting techniques. Furthermore, management accounting will improve accounting techniques when value chain and add value-adding activities develop in the enterprise that searches for new accounting skills in the operation of the company. Generally, parts of traditional accounting techniques are not suitable for use in the current field of accounting, because these traditional accounting techniques could not provide the accurate index of cost, profit, depreciation and other factors considered by managers for operation. So, this essay would discuss several new accounting techniques in order to promote the performance of management and make manager will recognize what accounting techniques they should utilize for gaining better efficient management in the future.
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Giraldo, Sobeida Margarita, Luis Joyanes Aguilar, Lillyana María Giraldo, and Iván Darío Toro. "Techniques for the identification of organizational knowledge management requirements." Journal of Knowledge Management 23, no. 7 (2019): 1355–402. http://dx.doi.org/10.1108/jkm-08-2018-0479.
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Purpose This paper aims to explore the requirements of organizational knowledge management initiatives using requirements engineering techniques, identifying the optimal techniques configuration and serving as a management tool for knowledge engineers. Design/methodology/approach The method is selection attributes. Knowledge management enablers are characterized and mapped with the coverage capabilities of requirements engineering techniques, using the attributes of the elicited object and a box-plot analysis. The information is gathered from 280 references, 32 companies and 16 experts in requirements engineering. Findings Requirements of organizational knowledge management initiatives are got optimally by combining interviews, use cases, scenarios, laddering and focus group techniques. The requirements of structure and processes are more complex to identify, while culture requirements are the best covered. Research limitations/implications Knowledge management enablers are analyzed according to the current studies and comprehension of engineering techniques. Practical implications Knowledge engineers need to consider the coverage capabilities of engineering techniques to design an optimal requirement identification and meet the objectives of organizational knowledge acquisition initiatives. Requirement engineers can improve the requirements identification by a staged selection process. Social implications The requirements of knowledge management initiatives that impact the community can be identified and traced to ensure the knowledge objectives. Requirements related to culture and people, like shared values, beliefs, and behaviors, are also considered. Originality/value To the best of the authors’ knowledge, this is the first study about formal requirement identification of knowledge management initiatives in the organizational context, providing the optimal configuration. A novel staged process is proposed for requirements engineering techniques selection, analyzing the enablers at component level and identifying the attributes associated with the elicited object.
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Xu, Lida, Huimin Liu, Song Wang, and Kanliang Wang. "Modelling and analysis techniques for cross-organizational workflow systems." Systems Research and Behavioral Science 26, no. 3 (2009): 367–89. http://dx.doi.org/10.1002/sres.978.
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Morell, Jonathan A. "The organizational consequences of office automation: refining measurement techniques." ACM SIGMIS Database: the DATABASE for Advances in Information Systems 19, no. 3-4 (1988): 16–23. http://dx.doi.org/10.1145/65766.65769.
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Widjajani, Susi, Fitri Rahmawati, and Eka Yulianti. "Organizational Justice and Organizational Citizenship Behavior: The Mediating Effect of Work Satisfaction." Jurnal Analisis Bisnis Ekonomi 19, no. 1 (2021): 1–14. http://dx.doi.org/10.31603/bisnisekonomi.v19i1.3843.
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 The use of village funds in 2020 is prioritized to finance the implementation of programs and activities in the field of development and empowerment of village communities. In order for the use of village funds to be managed optimally, organizational citizenship behavior (OCB) from the Village Apparatus is needed as the implementer. OCB behavior willemerge if Village Apparatus feel the existence of organizational justice and are satisfied with their work. This study aims to examine the mediating role of job satisfaction on the effect of organizational justice on OCB. The study population was 94 village apparatus in the Village Government of Padureso District, Kebumen Regency. The sampling technique used census techniques and data analysis using Path Analysis. The questionnaire used was adopted from previous research and its validity and reliability were tested. The results showed that there was an indirect influence between organizational justice on OCB, with job satisfaction as the mediating variable. The implication of this research is that there is a positive relationship between employees (village apparatus) and the organization if employees feel justice in the organization and job satisfaction
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Sumual, Tinneke Evie. "Pengaruh Kompetensi Kepemimpinan, Budaya Organisasi terhadap Kinerja Pegawai di Universitas Negeri Manado." MIMBAR, Jurnal Sosial dan Pembangunan 31, no. 1 (2015): 71. http://dx.doi.org/10.29313/mimbar.v31i1.1296.
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This study aimed to analyze the direct and indirect influence between leadership competencies, organizational culture on employee performance at the State University of Manado. The method used is survey data collection techniques using a questionnaire circulated to 79 employees of class II and III were taken by proportional random sampling technique. Data analysis using regression analysis techniques with Path Analysis models. The results showed that in total there are significant Leadership Competencies to employee performance through organizational culture at the State University of Manado
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Mardian, Sepky, Izzatun Nissa, and Nursanita Nasution. "THE DETERMINATION OF SHARIA GOVERNANCE ON BAITUL MAAL WA TAMWIL (BMT) IN DEPOK CITY." Jurnal Ekonomi dan Bisnis Islam (Journal of Islamic Economics and Business) 5, no. 2 (2019): 102. http://dx.doi.org/10.20473/jebis.v5i2.10970.
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This study aimed to examine the influence of organizational culture, organizational commitment and internal control over sharia governance. The object in this study was BMT in Depok City, West Java. Sampling was done by purposive sampling technique to obtain a sample of 5 BMTs. While respondent sampling was done by simple random sampling technique. Data collection techniques in the study were conducted by questionnaire. The type of research was associative by using methods of Partial Least Square (PLS). The study found that organizational culture and internal control have a significant positive influence on sharia governance. While organizational commitment has a positive but not significant effect on sharia governance.
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Zainuddin, Zainuddin, Badrudin Badrudin, and Erni Haryanti. "KEPEMIMPINAN TRANSFORMASIONAL KEPALA SEKOLAH DAN KOMUNIKASI ORGANISASI PENGARUHNYA TERHADAP KOMITMEN ORGANISASI GURU." MANAGERE : Indonesian Journal of Educational Management 2, no. 3 (2020): 345–53. http://dx.doi.org/10.52627/ijeam.v2i3.43.
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This study was conducted to reveal the principal's transformational leadership and organizational communication its effect on teacher organizational commitment. This study uses a quantitative approach with a survey method with a total sample of 28 teachers. The data collection technique used a questionnaire with a Likert scale. Data were analyzed using simple and multiple correlation and regression techniques. The results of this study indicate that the principal's transformational leadership and organizational communication have a joint effect on the variable of teacher organizational commitment by 92.2% which means very strong. So it can be concluded that the better the principal's transformational leadership and organizational communication, the better the teacher's organizational commitment.
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Hilmiyanti, Nabila Dwi. "The Influence of Organizational Learning Capability and Organizational Creativity on Organizational Innovation (Study At PT XYZ)." Hasanuddin Economics and Business Review 4, no. 3 (2021): 13. http://dx.doi.org/10.26487/hebr.v4i3.2542.
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Technology changes make the organization forced to be flexible and quickly adapt to the fickle innovation and environment. Learning and creativity are the things that can support the realization of innovation. This study aims to determine the influences of organizational learning capability and organizational creativity on organizational innovation at PT XYZ through the individual perception. This research uses quantitative methods with data collection through surveys distributed by questionnaire and uses total sampling with 101 employees. To find out the relationship between variables, this study uses multiple regression analysis techniques. The results of this study indicate that there is a relationship between organizational learning capability and organizational creativity on organizational innovation at PT XYZ.
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Yulianingsih, Ni Luh Sintya, and Agoes Ganesha Rahyuda. "KEPUASAN KERJA MEMEDIASI PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KOMITMEN ORGANISASIONAL KUTABEX BEACH FRONT HOTEL BALI." E-Jurnal Manajemen Universitas Udayana 9, no. 5 (2020): 2003. http://dx.doi.org/10.24843/ejmunud.2020.v09.i05.p18.
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Organizational commitment is an attitude that shows employee loyalty and ongoing process of how they expresses their attention to organization's success. Purpose of study is to analyze the role of job satisfaction in mediating effect of transformational leadership on organizational commitment of KutaBex Beach Front Hotel Bali employees. The population was 113 people and the sample are 54 people using proportionate random sampling method. Data are analyzed using path analysis techniques. Data collection through interviews and questionnaires. The results showed that transformational leadership had a positive and significant effect on job satisfaction and organizational commitment. In addition, job satisfaction has a positive and significant effect on organizational commitment and job satisfaction mediates the effect of transformational leadership on organizational commitment partially. The implication of this research is that high job satisfaction owned by employees will increase employee organizational commitment through the influence of transformational leadership.
 Keywords: transformational leadership, job satisfaction, organizational commitment
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Hochstrasser, Beat. "Evaluating IT Investments — Matching Techniques to Projects." Journal of Information Technology 5, no. 4 (1990): 215–21. http://dx.doi.org/10.1177/026839629000500406.
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This paper presents part of a three-year Kobler Unit study into current practices of managing IT investments involving 60 managers from 34 British companies. Guidelines were collected to assess the true costs of deploying IT, taking into account technological costs, human costs and organizational costs. By identifying examples of best practice, an evaluation methodology was then developed which concentrates on both the primary objectives of systems and on the inevitable second-order effects resulting from the broader human and organizational impact. The methodology is eclectic in that it matches specific evaluation techniques to distinct classes of IT projects.
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Nugroho, Atfa Suryo, and Desti Ranihusna. "A Model for Enhancing Innovative Work Behavior." Management Analysis Journal 9, no. 2 (2020): 132–39. http://dx.doi.org/10.15294/maj.v9i2.36885.
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This study aims to examine and determine the relationship between organizational learning and perceived organizational support for innovative work behavior through work engagement mediation. The study was conducted on 210 employees of CV. Laksana the sampling technique using incidental sampling technique. This study uses data collection techniques using a questionnaire. Using analysis tools, namely SmartPLS 3.0. Researchers tested the relationship with various tests, namely the validity test, reliability test, hypothetical and simultaneous hypothesis testing. From the results of this study it can be concluded that organizational learning has a significant effect on innovative work behavior. While the perception of organizational support has no significant effect on innovative work behavior. Work engagement mediates the relationship between organizational learning and perceived organizational support for innovative work behavior. Suggestions for further research can use other variables to improve employees’ innovative work behavior.
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Murray, Micah M., and John Antonakis. "An Introductory Guide to Organizational Neuroscience." Organizational Research Methods 22, no. 1 (2018): 6–16. http://dx.doi.org/10.1177/1094428118802621.
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The time is ripe for a renewed and interdisciplinary approach to organizational research that incorporates neuroscientific techniques. Like all methods, they have methodological, analytical, and interpretational limitations; however, the potential gains from using these techniques are far more considerable. We have therefore assembled a succinct yet authoritative collection of articles on the topic of neuroscience in organizational research, to serve as a solid introduction to the methods of neuroscience and what they can accomplish. The special topic is organized into two parts. The first includes a set of accessible reviews of the palette of brain imaging, mapping, and stimulation techniques (fMRI, fNIRS, EEG, MEG, and NIBS) as well as examples of the application of neuroscience methods to various disciplines including economics, marketing, finance, organizational behavior, neuroethology, as well an integrative translational critique on a variety of applications. The second is a collection of articles resulting from a competitive call for submissions that cover various neuroscience topics but also address important methodological and philosophical issues. The articles lay out a roadmap for the effective integration of neuroscientific methods into organizational research.
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Hou, Chung-Yi, and Matthew S. Mayernik. "Improving the Usability of Organizational Data Systems." International Journal of Digital Curation 16, no. 1 (2021): 21. http://dx.doi.org/10.2218/ijdc.v16i1.592.
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For research data repositories, web interfaces are usually the primary, if not the only, method that data users have to interact with repository systems. Data users often search, discover, understand, access, and sometimes use data directly through repository web interfaces. Given that sub-par user interfaces can reduce the ability of users to locate, obtain, and use data, it is important to consider how repositories’ web interfaces can be evaluated and improved in order to ensure useful and successful user interactions. This paper discusses how usability assessment techniques are being applied to improve the functioning of data repository interfaces at the National Center for Atmospheric Research (NCAR). At NCAR, a new suite of data system tools is being developed and collectively called the NCAR Digital Asset Services Hub (DASH). Usability evaluation techniques have been used throughout the NCAR DASH design and implementation cycles in order to ensure that the systems work well together for the intended user base. By applying user study, paper prototype, competitive analysis, journey mapping, and heuristic evaluation, the NCAR DASH Search and Repository experiences provide examples for how data systems can benefit from usability principles and techniques. Integrating usability principles and techniques into repository system design and implementation workflows helps to optimize the systems’ overall user experience.
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Kurniawan, Kusmayadi, Bedjo Sujanto, and Rugaiyah Rugaiyah. "Transformational Leadership and Trust on Organizational Commitment at State Senior High School." Jurnal Pendidikan Ekonomi Dan Bisnis (JPEB) 7, no. 1 (2019): 1–9. http://dx.doi.org/10.21009/jpeb.007.1.1.
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The purpose of this research is to know the effect of transformational leadership and trust toward organizational commitment teachers at state high school in the city of depok. The research was conducted using survey method with quantitative approach and path analysis technique. The population of this research is 256 teachers. Research samples selected as much as 156 teacher using simple random sampling technique. The data obtained through questionnaires and analyzed using path analysis techniques. Based on the result of data analysis in the research it is conclude: First, transformational leadership have positive direct to organizational commitment. Second, trust have positive direct to organizational commitment, and third, transformational leadership have positive direct to trust. Organizational commitment can be improve through improvement of transformational leadership and trust.
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Faisal, Nadhifa, and I. Gusti Ayu Manuati Dewi. "PENGARUH KOMPENSASI, LINGKUNGAN KERJA, DAN BUDAYA ORGANISASI TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 6 (2019): 3730. http://dx.doi.org/10.24843/ejmunud.2019.v08.i06.p16.
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and organizational culture on organizational commitment of employees. The population of this research is all employees of PT. Harum Indah Sari Tours & Travel Denpasar, amounting to 171 people. The sampling technique used was proportional incidental sampling with Slovin approach as the method of determining the sample, so the sample used was 63 people. Data collection was done through interviews and questionnaires. Data were analyzed using multiple linear regression analysis techniques. The results of data analysis show that compensation, environmental policy, and organizational culture have a positive effect on organizational commitment of employees. It can be indicated that the better the compensation, the better the work environment and the stronger the organizational culture, the higher the organizational commitment of employees of PT. Harum Indah Sari Tours & Travel Denpasar.
 Keywords: compensation, work environment, organizational culture, organizational
 commitment of employees.
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Aslani, Alireza, Marja Naaranoja, and Tauno Kekale. "Application of Creativity Techniques in the Creation of Organizational Strategies." International Journal of Engineering Business Management 4 (January 2012): 14. http://dx.doi.org/10.5772/51359.
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Fulton, Brad R. "Organizational Surveys: Using Response Enhancing Techniques and Conducting Nonresponse Analyses." Academy of Management Proceedings 2014, no. 1 (2014): 14059. http://dx.doi.org/10.5465/ambpp.2014.162.
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Migdadi, Mahmoud M. "Organizational learning capability, innovation and organizational performance." European Journal of Innovation Management 24, no. 1 (2019): 151–72. http://dx.doi.org/10.1108/ejim-11-2018-0246.
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Purpose The purpose of this paper is to introduce a comprehensive, delineated and integrated conceptual model which includes organizational learning capability, innovation and organizational performance (OP). Then, an empirical investigation is undertaken to test the relationships among the proposed study model variables. Design/methodology/approach In total, 274 questionnaires were completed and returned. Statistical techniques employed included confirmatory factor analysis to examine the validity of the measurement model, and structural equation modeling to test the hypotheses. Findings The findings of this study suggest that OLC influences innovation and innovation affects OP. Finally, the results show that OLC affects OP indirectly through innovation (mediator). Research limitations/implications Future research should pay more attention to the influence of different mixture (variables) of influences on innovation and also examine other consequences of introducing innovation in organizations. In addition, more empirical papers supporting (or rejecting) the results in different contexts would be welcomed, especially longitudinal studies. Practical implications The results of this study help managers to ascertain the managerial practices that can be employed as well as determine the level of effort and resources necessary to enhance OLC. Additionally, managers should shed additional light on the innovation’s positive implications for OP. Originality/value This study focuses on the conceptualization of OLC and effects of these capabilities on innovation. It conceptualizes innovation as a multidimensional construct and tests its relationship with OP. Finally, the relationship between learning capability and OP, although implied, needs to be addressed empirically in the research literature, an objective that this study tries to achieve.
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Kobayashi, Vladimer B., Stefan T. Mol, Hannah A. Berkers, Gábor Kismihók, and Deanne N. Den Hartog. "Text Mining in Organizational Research." Organizational Research Methods 21, no. 3 (2017): 733–65. http://dx.doi.org/10.1177/1094428117722619.
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Despite the ubiquity of textual data, so far few researchers have applied text mining to answer organizational research questions. Text mining, which essentially entails a quantitative approach to the analysis of (usually) voluminous textual data, helps accelerate knowledge discovery by radically increasing the amount data that can be analyzed. This article aims to acquaint organizational researchers with the fundamental logic underpinning text mining, the analytical stages involved, and contemporary techniques that may be used to achieve different types of objectives. The specific analytical techniques reviewed are (a) dimensionality reduction, (b) distance and similarity computing, (c) clustering, (d) topic modeling, and (e) classification. We describe how text mining may extend contemporary organizational research by allowing the testing of existing or new research questions with data that are likely to be rich, contextualized, and ecologically valid. After an exploration of how evidence for the validity of text mining output may be generated, we conclude the article by illustrating the text mining process in a job analysis setting using a dataset composed of job vacancies.
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Biswas, Soumendu, and Kanwal Kapil. "Linking perceived organizational support and organizational justice to employees’ in-role performance and organizational cynicism through organizational trust." Journal of Management Development 36, no. 5 (2017): 696–711. http://dx.doi.org/10.1108/jmd-04-2016-0052.
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Purpose The purpose of this paper is to study the mediating role of organizational trust in the relationship between perceived organizational support and organizational justice on the one hand and their consequences, namely employees’ in-role performance and their levels of organizational cynicism on the other. Along with this, accounting for organizational trust as a mediator and organizational cynicism as a critical consequence the authors aim to contribute to the literature pertaining to these variables. Design/methodology/approach Random sampling technique was applied. Data were collected from 237 managerial-level employees and 156 of their immediate supervisors of seven privately owned manufacturing and service sector organizations in India. A questionnaire comprising 49 items pertaining to the study constructs was administered. Item analyses were carried out to estimate the reliability of the instrument. A confirmatory factor analysis was conducted to establish the instrument’s construct validity and uniqueness of the study constructs. The hypotheses of the study were tested and competing path models were compared using structural equation modeling (SEM) techniques with maximum likelihood estimates. Findings All scales were found to have acceptable reliability estimates. Results of the confirmatory factor analysis established that the manifest variables loaded significantly on their latent constructs and that the latent constructs were empirically distinct. This established the scales’ construct validity. The results of the SEM procedures indicated that all hypotheses of the study could be accepted as statistically significant and that organizational trust mediates the path between the independent and the dependent variables. Research limitations/implications The study was cross-sectional in design and, as such precluded causal inferences. Data were collected from private sector firms operating in India, and hence, there was a limitation regarding the findings as far as cross-national generalization and generalizability among employees of state-owned enterprises were concerned. Practical implications The study identified some practical implications related to its findings. These include meeting the affiliative needs of employees, managers as organizational agents must manifest organizational support by regularly interacting with their subordinates, and that managers should address their reportees not as members of a given department but as members of teams and allocate job assignments accordingly. Social implications The findings of the study lend credibility to an interplay between social exchange ideologies, equity sensitivities, and fairness heuristics. Additionally, the results of this study extend the social exchange-equity theory literature which has placed social exchange variables as predictors of workplace outcomes in an Indian context. This, further leads to the enhancement of positive consequences such as task performance, and reduces negative outcomes such as cynical attitudes towards the organization. Originality/value The present research is among the first of its kind to examine the study variables vis-à-vis managerial employees working in India. This study would also qualify to be among the very few studies in India with reference to the social exchange, equity, and fairness heuristics theories.
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Sudewa, Anak Agung Gede Ari, and I. Gede Riana. "PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KOMITMEN ORGANISASIONAL PADA HOTEL VISESA UBUD." E-Jurnal Manajemen Universitas Udayana 9, no. 8 (2020): 3145. http://dx.doi.org/10.24843/ejmunud.2020.v09.i08.p13.
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The purpose of this study was to determine the effect of transformational leadership, organizational culture and motivation on the dependent variable of organizational commitment. Samples taken as many as 107 respondents, using random sampling techniques. Data collection was carried out by distributing questionnaires. The analysis technique used is the PLS test. The analysis shows that transformational leadership has a positive and significant effect on work motivation. Organizational culture has a positive and significant effect on work motivation. Transformational leadership has a positive and significant effect on organizational commitment. Organizational culture has a positive and significant effect on organizational commitment. Work motivation has a positive and significant effect on organizational commitment. Efforts to increase organizational commitment, the management and HRD can make policies that make employees comfortable, provide rewards in accordance with their performance, have attitudes that can motivate employees, and conduct regular communication with each employee to achieve goals at the Visesa Hotel Ubud.
 Keywords: Transformational leadership, organizational culture, work motivation and organizational commitment.
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Almohaimmeed, Bader M. A. "Training and Performance: A Sign from Saudi Service Organizations." International Business Research 10, no. 11 (2017): 148. http://dx.doi.org/10.5539/ibr.v10n11p148.
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The aim of this study is to explore the effect of training on organizational performance. Training techniques were categorized into two types: behavioural training techniques (on-the-job training) and cognitive training techniques (off-the-job training). Three behavioural techniques were selected – monitoring, coaching, and job rotation – and three cognitive techniques – role playing, lectures, and computer-based training. Training as an independent construct was measured based on these behavioural and cognitive techniques. On the other hand, organizational performance was measured based on subjective items related to the operational dimensions of organizations’ performance. A questionnaire-based survey was used to collect data from a sample consisting of 600 employees working at service organizations in Saudi Arabia. Of the questionnaires distributed to the sample, 478 were returned complete and valid for the analysis process. The Statistical Package of Social Sciences (SPSS) version 20 was used to analyse the collected data. The findings of the study confirmed that both behavioural techniques of training were significantly and positively related to organizational performance. In fact, the results identified job rotation as a main practice of on-the-job training techniques that lead to improved organizational performance. There is a statistically significant influence of other dimensions, such as coaching, monitoring, role playing, lectures, and computer-based training, on organizational performance. Despite the positive and direct impact of on-the-job training and off-the-job training on the dependent variable, organizational performance, on-the-job training has a larger impact on this construct. The results are presented and discussed, and recommendations, limitations, and future research directions are provided.
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., Ratno. "RELATIONSHIP BETWEEN ORGANIZATIONAL CULTURE AND MOTIVATION TO WORK WITH THE COMMITMENT OF THE ORGANIZATION AT RSUD BOGOR." Management Journal of Binaniaga 2, no. 01 (2018): 1. http://dx.doi.org/10.33062/mjb.v2i01.20.
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The purpose of this study was to determine whether there is a relationship between organizational culture and work motivation and organizational commitment partially and simultaneously. The population for this study were permanent employees Bogor City Hospital with a population of as many as 533 employees are part of the medical and non medis.Sampel taken as many as 224 people by using techniques Slovin formula. Mechanical questionnaires using proportional random sampling technique. The research instrument was a questionnaire. Collected data is processed using correlation analysis technique with SPSS (Statistical Package for Social Science). The results showed that: First of organizational culture has a positive relationship with organizational commitment to the value of 0.782, this relationship into the category of a strong relationship. While the influence of organizational culture on organizational commitment of 61.1%. Both work motivation has a positive relationship with organizational commitment to the value of 0.766, this relationship into the category of a strong relationship. While the influence of work motivation on organizational commitment amounted to 58.7%. Third Culture organization (X1) and motivation (X2) simultaneously have a positive relationship with organizational commitment (Y) of = 0.841, this relationship indicates a very strong relationship between the variables of organizational culture and work motivation simultaneously with variable organizational commitment. The influence of organizational culture (X1) and motivation (X2) simultaneously with organizational commitment (Y) by 70.8% against organizational commitment (Y).
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Azizah, Nur, Murgiyanto Murgiyanto, and Riyadi Nugroho. "Pengaruh Kepemimpinan Transformasional, Motivasi Kerja Terhadap Komitmen Organisasional Dan Kinerja Guru Pada SMK Abdurrahman Wahid Lamongan." Equilibrium: Jurnal Ekonomi-Manajemen-Akuntansi 15, no. 2 (2019): 240. http://dx.doi.org/10.30742/equilibrium.v15i2.683.
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This research aims to find out the effect of Transformational Leadership, Motivation, Organizational Commitment and teacher performance at SMU Abdurrohman Wahid Banjarmadu Karanggeneng Lamongan. The method used in this research is a quantitative approach. The population in this research were all SMK Abdurrohman Wahid Teachers. The sampling technique using census techniques with 42 samples. Technique of data analysis used in this study is analysis using Software smart PLS (Partial Least Square). The results of this study indicate that transformational leadership variables have no positive effect on organizational commitment, work motivation does not have a positive effect on organizational commitment, transformational leadership has a positive effect on teacher performance, work motivation does not have a positive effect on teacher performance, and organizational commitment has no positive effect on teacher performance.
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Priskila, Ellen, Melitina Tecoalu, Saparso, and Hery Winoto Tj. "The Role of Employee Engagement in Mediating Perceived Organizational Support for Millennial Employee Organizational Citizenship Behavior." Journal of Sosial Science 2, no. 3 (2021): 258–65. http://dx.doi.org/10.46799/jsss.v2i3.129.
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The era of globalization is a time when competition becomes increasingly tight, employees are required to be able to show extra work behavior that can exceed the expectations of the organization (extra role behavior). The existence of high initiative from employees is able to improve the effectiveness of an organization, while employees who have good organizational support will also form positive behavior as a form of reciprocal support to the organization. Through employee engagement is expected to strengthen the behavior of the organization's citizenship. In Indonesia is currently entering the era of demographic bonuses, the condition makes this research interesting to do in millennials. The purpose of this study is to test the influence of employee engagement in mediating perceived organizational support to the organizational citizenship behavior of 83 millennial employees of PT Tatalogam Lestari. Structural Equation Modelling (SEM) analysis techniques using SmartPLS were used in this study. The results of the analysis stated that there is an influence perceived organizational support, employee engagement and organizational citizenship behavior. Employee engagement is also proven to mediate the influence of perceived organizational support on organizational citizenship behavior. This study found that the higher the perception of organizational support in employees, the higher the sense of attachment of employees with the organization, so as to encourage the occurrence of organizational citizenship behavior in employees.