Relevant bibliographies by topics / Public organization

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Public organization'

Author: Grafiati
Published: 4 June 2021
Last updated: 10 March 2023

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Journal articles on the topic "Public organization"

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Babatunde, Osabiya. "Importance of Effective Communication in Public Organisations." Issues in Social Science 3, no. 2 (November 20, 2013): 78. http://dx.doi.org/10.5296/iss.v3i2.8596.

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<p>Communication has crucial impacts within or among workgroups in both private and public organizations. Communication can be a channel to flow information, resources, and even policies. Given the importance of organization communication and its managerial impacts, further research is needed to explore this topic as it relates to both private and public administration field. To this end, this study assesses the impacts of organizational communication on the perception of red tape by comparing internal communication with external, especially client-oriented, communication in both public and non-profit organizations. <br />Utilizing current literature, this paper will examine effective organizational communication within a private and public organization. Many organizations today often look at communication and leadership as one-dimensional; the inability of leaders in small organizations to adapt to a leadership style that effectively communicates with the employee hinders organizational performance. This study examines the communication exchange within a private and public organization and its effects on the organizational culture and employee performance.<br />This study summarizes the increasing importance of organizational communication, the basic theoretical perspectives that guide the study of communication and the key distinctions that guide the study of organizational communication, the key functions of communication in organizations. Because organizational communication has become such a big topic, this study is limited to addressing internal and external organizational communication.</p>
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Saptefrati, Tatiana. "Public administration science - neoclasic organizational theories and approaches." Administrarea Publica, no. 3(111) (September 2021): 28–37. http://dx.doi.org/10.52327/1813-8489.2021.3(111).02.

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In this article the author analyzes the contribution of neoclassical organizational theories in the development of organizations and their management process. Are identified differences in classical and neoclassical approaches to organization. Are studied behaviorists' research on the rational model of administration based on the role of human behavior in the establishment and functioning of organization. There are studied the theory of systems and the dynamic elements of the organization are highlighted. The paper analyzes the approaches of organizational humanism in the organization and functioning of public administration.
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Bidabad, Bijan. "Public Administration: An Islamic Sufi Approach." International Journal of Shari'ah and Corporate Governance Research 2, no. 2 (June 15, 2019): 22–40. http://dx.doi.org/10.46281/ijscgr.v2i2.318.

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Along with comparing public administration affairs in traditional political, genuinely religious, patrimonial, and charismatic systems, we deal with decision-making problem, and along with mentioning decision-making methods in modern mathematics, the decision making process on the basis of personal value system will be under considerations. If the human beings’ value system moves from caring material affairs towards concerning spiritualties, the consequences of decision-making process would be improved. In establishing management and making hierarchical organization, the more the rate of discipline and ration, the organization framework would become more consolidated. The basic skeleton of an organization includes division of labor, authority, and responsibility, hierarchical relationships of different job categories in the organization, and the qualifications of relationships are of the other items that are being considered in this paper. Mutual understandings and beliefs of members of the organization in approaching organizational goals and their moral commitments to preserve organization's benefits would reduce the costs of supervision and control in organizations including visible and invisible costs, and methods for providing these conditions in Sufism are achieved via purification of the self for every single of the individuals. Meritocracy and favoritism are other discussed topics in this paper. In conclusion, fifty rules for public administration affairs are presented which have been raised by His Excellency Haj Zein ul-Abedin Shirvani, a Sufi Master of two centuries ago.
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Sumarto, Rumsari Hadi. "KOMUNIKASI DALAM KEGIATAN PUBLIC RELATIONS." INFORMASI 46, no. 1 (June 14, 2016): 63. http://dx.doi.org/10.21831/informasi.v46i1.9650.

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Organizations in maintaining the sustainability of life requires communication. Good established communication will affect the harmonious and harmony relations between the organization and its publics. A positive image is represented if there is a harmonious interaction between an organization and its publics. Imaging of anorganization is usually attached to public relations. Imaging can be awakened/built if there is a harmonious and pleasant communication between an organization and its publics. To support public relations activities, organization requires communication to be able to interact with the public in two-way communication. A PR practitioner should be able to make other people understand the message delivered so as to create mutual symbiosis between the two parties. Thus, the impression captured by the public is a positive impression of the organization. Public relations also allows feed back to the public so that the public can freely response the message from the organization and express what they want and what they complaint. The public response will be followed up so that the public will be satisfied on what the organization done to the public. Publicrelations is also constantly evaluating so that public opinion can be well controlled. Thus, public relations is an activity which essentially directs the organization to gain public recognition. Further public relations stride motion seeking to form public opinion that benefit the organization so that a positive image of the public will be given to an organization.Organisasi akan tetap langgeng saat terbangun komunikasi yang baik. Komunikasi yang baik akan mempengaruhi hubungan yang harmonis dan selaras antara organisasi dan publiknya. Sebuah citra positif terbangun jika ada interaksi yang harmonis antara organisasi dan publiknya. Untuk mendukung kegiatan public relations, organisasi membutuhkan komunikasi dua arah. Seorang praktisi PR harus mampu membuat oranglain memahami pesan yang disampaikan sehingga tercipta simbiosis antara kedua belah pihak. Dengan demikian, kesan yang ditangkap oleh masyarakat adalah kesan positif dari organisasi. PR juga memungkinkan umpan balik kepada publik sehingga masyarakat dapat dengan bebas mendapat pesan dari organisasi dan mengekspresikan apa yang mereka inginkan dan apa yang mereka keluhan. PR juga perlu terus mengevaluasi sehingga opini publik dapat dikontrol dengan baik. Dengan demikian,PR adalah kegiatan yang pada dasarnya mengarahkan organisasi untuk memperoleh pengakuan publik. PR berusaha untuk membentuk opini publik yang menguntungkan organisasi sehingga citra positif terbangun dengan sendirinya.
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Kurniasih, Denok, and Anggara Setya Saputra. "Mendesain Ulang Organisasi Pelayanan Publik Melalui Digitalisasi Proses Bisnis." Jurnal Ilmu Administrasi Negara ASIAN (Asosiasi Ilmuwan Administrasi Negara) 5, no. 2 (April 2, 2018): 21–30. http://dx.doi.org/10.47828/jianaasian.v5i2.2.

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This study aims to analyze the design changes of public service organizations by taking cases on licensing service organizations in Banyumas Regency. The results show that merging and pruning organizational structure becomes the only way in organizational design changes. This has led to public service organizations stuck on simplifying organizational structures and neglecting business processes. Therefore, through this research obtained an explanation of the importance of redesigning public service organizations by prioritizing the simplification of key business processes within the organization. The integrated organizational design becomes the best choice to realize more responsive and accountable public services. To integrate the process of integration between units within the organization, technology plays a very important role. Any organization that wants to go forward needs to develop a digital-based organization design rather than using a hierarchical mechanism for control and coordination. Such designs require strategic alignment and the culture of digital technology within the organization. The "actors-oriented" principle is central to the design of a digital-based integrated organization. If this is implemented correctly, then the workplace where the members of the organization are located can become more productive
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Zona, Mega Asri. "EMPLOYEE ATTITUDES TOWARD CHANGE IN PUBLIC SECTOR ORGANIZATION." Managament Insight: Jurnal Ilmiah Manajemen 15, no. 1 (June 6, 2020): 19–32. http://dx.doi.org/10.33369/insight.15.1.19-32.

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This research aim to examine four constructs that represent employee attitudes towards organizational change; readiness for change, commitment to change, openness to change and cynicism about organizational change. This research would help the public organization to overcome changes.. This research is a type of descriptive research that aims to describe the nature of something that is ongoing at the time the research is conducted and examine the cause of a particular symptom. The population in this study are employees of public sector organizations that are undergoing organizational changes in the Province of West Sumatra. The sampling technique in this study uses purposive sampling where the sampling technique is based on a certain criterion. In this case the criteria for sampling are employees with organizations that are undergoing changes. The data collection technique used was a survey by distributing questionnaires to employees of public sector organizations in West Sumatra. The number of respondents in this study were 100 respondents. The result shows that openness to change have the highest mean, followed by readiness to change, commitment to change and cynicism about organizational change. It means that employees in public organization in West Sumatra are willing to accommodate and accept change. Keywords: employee attitudes towards organizational change; readiness for change; commitment to change; openness to change; cynicism about organizational change
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Horák, Martin, Lukáš Danko, and Filip Kučera. "Rethinking Group Dynamics in Public Organizations: Starting Point for Behavioral Public Strategy Research." Organizacija 55, no. 4 (November 1, 2022): 272–87. http://dx.doi.org/10.2478/orga-2022-0018.

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Abstract Purpose: The paper aims to explore group dynamics in the management and administration of the selected public organization. Specific interest is given to two fundamental domains of group dynamics: 1) communication processes and interaction patterns; 2) group cohesion and climate. Methods: The approach is based on in-depth interviews with public employees representing various departments of a public organization. A total of 34 subjects participated in this study and provided primary data for coding and finding patterns. Both investigator and data triangulation are used to conceptualize group dynamics in the public organization. Results: Public organizations’ employees face hardships in knowledge sharing and tend to misunderstand the agenda between various departments and citizens. The participation of citizens in decision making could be seen as a ‘double edged sword’ that contributes to the implementation of public projects, but often derails efficient organizational processes. Public organizations struggle with employee turnover, insufficient treatment of employee wellbeing, and unwillingness to pursue personal development. Conclusion: Understanding and further defining the level of group dynamics among public employees is the first step towards adopting innovation approaches. The paper highlights the implications for public organizations with an overview of the behaviors needed for a smooth strategy process in development planning based on organizational forces that leads to a better understanding of group dynamics.
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Ottensmeyer, Edward J., and Barry Bozeman. "All Organizations Are Public: Bridging Public and Private Organization Theories." Administrative Science Quarterly 33, no. 3 (September 1988): 469. http://dx.doi.org/10.2307/2392724.

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Fayaz Ahmad, Sayed, Muhammad Ibrahim, and Abid Hussain Nadeem. "IMPACT OF ETHICS, STRESS AND TRUST ON CHANGE MANAGEMENT IN PUBLIC SECTOR ORGANIZATION." March 2021 37, no. 01 (March 30, 2021): 43–54. http://dx.doi.org/10.51380/gujr-37-01-05.

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The aim of the study is to find out a successful way of managing the organizational change in public sector organizations. The research is based on a structured questionnaire survey. The data was collected in some of the top public sector organizations in Pakistan. The study suggests that Stress, Trust, and Ethics have a strong relationship with Organizational Change Management. Organizations must minimize the workplace stress, maximize trust of workers on management and organization and ensure ethics for organization change management. The managerial implication of the research is, bringing and making any organizational change is very difficult without employee-friendly working environment of the organization. The results of the study make it easy, how to put employees on the right track for achieving organizational goals and objectives in any Organizational Change by using Facilitation.
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Whitford, Andrew B., H. Brinton Milward, Joseph Galaskiewicz, and Anne M. Khademian. "A Place at the Table: Organization Theory and Public Management." Perspectives on Public Management and Governance 3, no. 2 (March 20, 2020): 77–82. http://dx.doi.org/10.1093/ppmgov/gvaa008.

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Abstract In November 2018, the University of Arizona’s School of Government and Public Policy hosted an international workshop on the role of organization theory in public management. The intention was to renew interest in organization theory in public management research. Scholars such as Herbert Simon, Herbert Kaufman, and Richard Selznick made seminal contributions to organization theory through the study of public organizations from the 1940s through the 1960s. In our estimation, organization theory is underrepresented in public administration scholarship for the last several decades. There are natural reasons for this trend, including the discipline’s turn towards organizational behavior and the ascendancy of techniques that advance the study of large datasets and those that allow for experimental control. The recent emergence of “behavioral public administration” is a prominent example of this evolution. This symposium is an attempt to make a place at the table of public management for organization theory. The articles in this symposium contain articles from scholars who operate in the tradition of classic organization theory in new and innovative ways to lend intellectual purchase to studies of public organizations and public organizational networks.
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Dissertations / Theses on the topic "Public organization"

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Fonseca, Rivera Cherisse. "Public Perceptions of Organizational Culture and Organization-Public Relationships." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3105.

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Almost 30 years ago, public relations scholars began to process the idea that the concept of culture was important to public relations practices. In particular, scholars questioned what influence culture might have on the communication process and relationship building between organizations and their stakeholders. Yet, today culture is still an understudied concept in the public relations literature. The purpose of this study is to analyze how of organizational culture, as defined by Sriramesh, J. E. Grunig, and Dozier (1996), is significant to the relationship outcomes in public relations. The theoretical framework for this study consists of organizational culture theory and organization-public relationship theory. A quantitative survey was used to measure an external public's perceptions of organizational culture and organizational-public relationships within an academic department. The research measures of authoritarian/participative culture to determine how it is related to the dimensions of organizational-public relationships, including control mutuality, trust, satisfaction, commitment, communal relationships, and exchange relationships. The results suggest how an organization can utilize perceptions of organizational culture and relationship management from external publics to develop and implement effective communication strategies.
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Larsson, Tatiana. "Communication in Organizational Change : Case of a public organization." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96613.

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Communication is usually seen as a tool for success with organizational change. What makes communication so important is that it lays the foundation for the understanding and perception of the organization and the process of change. This study is about communication between the manager and the employee at times of change. The purpose of this study is not primarily to streamline communication in organizational change, but first and foremost to understand how communication works, what perceptions and reactions create communication between both the manager and the employee. The most important lessons come from six people: three managers and three employees' experiences and perceptions of communication in organizational change in a public organization.  In this study, I explore how managers and employees perceive organizational change, what roles they have in change itself, how their communication works. Here I also discuss what it means to lead change for a manager and to follow the leader for an employee. The results of this study show that there are uncertainties in communication and the desire to improve it. Thanks to this study, it is possible to understand how a lack of communication affects the employee in organizational change, while good communication creates the conditions for successful organizational change.
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Yang, Sungun. "The effects of organization-public relationships on organizational reputation from the perspective of publics." College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/2735.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2005.
Thesis research directed by: Communication. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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King, Ivis Renee. "Organization Sustainability Strategies among Small Nonprofit Organizations in Metropolitan Atlanta." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2017. http://digitalcommons.auctr.edu/cauetds/87.

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The primary purpose of this study is to explore financial management strategies among administrators of small nonprofit social services organizations. This study addresses the gap in empirical literature with a specific focus on small nonprofit organizations. This study avers that the available literature on social service organizations is fundamentally flawed. It argues for a reevaluation of the available literature based on apparent errors in methodology and research design. The literature reveals that nonprofit organizational empirical research excludes small nonprofit organizations and disproportionately presents a representation of large- and medium-sized nonprofit organizations as the norm for social service organizational financial operations. Previous studies that explore nonprofit organizational sustainability select organizations with annual revenues or assets at a minimum of $100,000. Furthermore, the empirical research excludes small non-profit organizations by design and offers findings that include generalizations that are erroneously attributable to all nonprofit organizations. This dissertation outlines the aforementioned errors in the first two chapters. In order to appropriately investigate the aforementioned, this study draws upon the Afrocentric Perspective to supplement the dominate focus of the available literature on small nonprofit financial management. In chapter three, this study explains the study’s design rationale and presents this study’s significance to the field of social work administration. Additionally, chapter three elucidates this study’s contributions to nonprofit social service organizational research and knowledge. The research questions consider possible correlations between small nonprofit organizations’ sustainability strategies and social work mangers’ education and experience. The study’s research questions also consider how financial management strategies affect organizational sustainability. The research design notation O occurs through the developed questionnaire titled “Nonprofit Organization Sustainability Survey.” Statistical procedures examined grouped questions by themed content and computed the group variables scales: financial management, business experience, educational influence, organization sustainability strategies, entrepreneur activities, and budget planning. More than two-thirds of respondents reported that they had experiences with establishing a nonprofit organization; however, they are more comfortable working with clients than conducting financial management tasks. Additionally, while nearly all of the respondents believed that they can secure funding for the organization, 60% reported that their organization had challenges with securing funding.
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Chenot, David. "Organizational culture and retention in public child welfare services organization." online version, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=case1169849653.

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Winter, Anja, and Anne Bartens. "Translating Sustainability : Sustainable Public Procurement Practices in Swedish and German Public Organizations." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-227775.

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The idea of sustainability is widespread, but it often remains unclear how the idea travelled and how it is translated into practice. In this thesis it is analysed how public organizations translate sustainability into action through Sustainable Public Procurement (SPP). First, an overview of translation theory and previous research on SPP is given. Basing on an empirical analysis, two cases of public organizations in Sweden and Germany that integrated SPP in their strategies are described and analysed. It is revealed that translation theory applies to the two cases and that the theory is useful to explain how the concept of sustainability is acted upon. Characteristics of processes of translation can be observed in both cases, indicating that the translation of the same idea can result in different practices and outcomes. It is found that although both public organizations use the same term, the way SPP is implemented and practiced differs highly. The thesis includes reflections on this different outcome and considers the importance of local contexts and actors.
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Leong, Sok I. "Managerial FAD or organizational enhancement? ISO 9000 certification in a public organization." Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636748.

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Fredriksson, Sofia. "Organizational adaptation towards artificial intelligence : A case study at a public organization." Thesis, Karlstads universitet, Fakulteten för hälsa, natur- och teknikvetenskap (from 2013), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-67821.

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Artificiell intelligens har blivit kommersialiserad och har skapat en stor efterfrågan på marknaden. Trots detta är det få som vet vad teknologin innebär och till och med forskare kämpar med att hitta en universell definition. Teknologin är komplex och mångfacetterad och delar av tekniken gör den kontroversiell. Artificiell intelligens som koncept har blivit studerat utifrån ett tekniskt perspektiv och flera publikationer har gjort ett försökt att förutspå hur teknologin kommer att påverka samhällen i framtiden. Även fast efterfrågan är stor, saknas det empiriska data för hur tekniken påverkar organisationer. Det finns därför ingen nuvarande forskning till hjälp för organisationer som måste anpassa sig till teknologin.Syftet med denna studie är att börja täcka detta forskningsgap med empiriska data för att hjälpa organisationer förstå hur de påverkas av detta paradigmskifte i teknik. Studien är utförd som en fallstudie vid en offentlig organisation med medel teknologiska kunskaper. Data har samlats in via intervjuer, observationer och granskning av styrdokument. Sjutton intervjuer hölls med medarbetare från olika delar av organisationen. Data analyserades sedan utifrån ett kombinerat ramverk inkluderande teknik, organisatorisk anpassning och social hållbarhet.Studien visade att organisationen är reaktiv i sin anpassningsprocess och saknar en förståelse för tekniken. Resultatet visar att konceptet artificiell intelligens är svårt att förstå men tillämpbara exempel underlättar processen. Ett bättre informationsflöde skulle hjälpa organisationen att bli mer proaktiv i sin anpassning och bättre kunna utnyttja sin personal. Resultaten visar också att det finns etiska aspekter kring teknologin som behöver behandlas av organisationen innan artificiell intelligens kan implementeras. Forskaren argumenterar också för vikten av att använda ett sammansatt ramverk vid analys av organisatorisk påverkan av artificiell intelligens på grund av dess komplexitet.
Artificial intelligence has become commercialized and has created a huge demand on the market. However, few people know what the technology means and even scientist struggle to find a universal definition. The technology is complex and versatile with elements making it controversial. The concept of artificial intelligence has been studied in the technical field and several publications has made efforts to predict the impact that the technology will have on our societies in the future. Even if the technology has created a great demand on the market, empirical findings of how this technology is affecting organizations is lacking. There is thus no current research to help organizations adapt to this new technology.The purpose of this study is to start cover that research gap with empirical data to help organizations understand how they are affected by this paradigm shift in technology. The study is conducted as a single case study at a public organization with middle technological skills. Data has been collected through interviews, observations and reviewing of governing documents. Seventeen interviews were held with employees with different work roles in the administration. The data was then analyzed from a combined framework including technology, organizational adaptation and social sustainability.The study found that the organization is reactive in its adaptation process and lacking an understanding of the technology. The findings show that the concept of artificial intelligence is hard to understand but applicable and tangible examples facilitates the process. A better information flow would help the investigated organization to become more proactive in its adaptation and better utilize its personnel. The findings also show that there are ethical issues about the technology that the organization needs to process before beginning an implementation. The researcher also argues the importance of a joint framework when analyzing the organizational impact of artificial intelligence due to its complexity.
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Karakurum, Muge. "The Effects Of Person-organization Fit On Employee Job Satisfaction, Performance And Organizational Commitment In A Turkish Public Organization." Master's thesis, METU, 2005. http://etd.lib.metu.edu.tr/upload/12606110/index.pdf.

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The notion of person-organization fit (P-O fit) is concerned with identifying the antecedents and consequences of compatibility between employees and the organizations in which they work, as part of interactional psychology. Literature on consequences of P-O fit has demonstrated significant relationships with various individual outcomes. The main purpose of the present study was to examine the effects of P-O fit operationalized as value congruence between the employee and the organization, on job satisfaction, organizational commitment and performance of employees working in a public organization at both individual-level and cross-level analysis by utilizing multiple measures of fit. The secondary purpose was to compare multiple measures of fit in terms of their power in predicting individual outcome variables and investigate the level of association between direct and indirect fit and whether direct fit contributed to prediction over and above indirect fit measures. One hundred and eighty employees of a public organization filled out the questionnaire. Cross-level analysis could not be performed because of inadequate level of agreement between respondents. Results revealed that both direct and indirect fit measures were significant predictors of individual outcome variables at individual-level analysis except for supervisor ratings of task performance and overall performance, which were solely predicted by direct fit. Direct fit was the most consistent and effective predictor of individual outcome variables and made a consistent unique contribution to prediction of outcome variables over and above indirect fit measures. The results and implications of the study were discussed and limitations of the study were addressed.
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Forsén, Folger, and Louise Grewin. "Organizational Effects of Public Cloud : How the Implementation of Public Cloud Affects an Organization with Substantial IT Legacy." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-264198.

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Migrating from IT legacy systems to Cloud Computing, is a complex task for an organization to undertake since changes of both technical end organizational aspects are required to take advantage of all capabilities that Public Cloud offer. A limited number of studies have been conducted exploring the organizational perspective of the migration process to Public Cloud for larger organization, which are bounded to their IT legacy. This thesis aims to contribute with knowledge to this gap by addressing the following purpose: investigate how the migration to Public Cloud affects an organization with large IT legacy. Anchored in a case study at an incumbent enterprise, the thesis bridges literature on Cloud Computing, organizational change management and organizational aspects of the migration process. Findings from empirics indicate that the case company is experiencing multiple layers of complexity of change management such as: change management, culture, internal processes, IT legacy and security, are essential to be managed to successfully migrate to Public Cloud. These findings suggest that the challenges are constraining the migration towards Public Cloud and especially the development of the IT environment, and therefore inhibit the essential value-creation processes. Another challenge is the generalized view of security being a great risk which further inhibits the evolvement and process towards Public Cloud. The thesis presents that although the migration to Public Cloud is primarily of technical concern, the migration process is also a major organizational change management process with large challenges that needs to be considered for a successful migration. Hence, the thesis contributes to better understanding of how an organization with substantial IT legacy can prepare for the emerging changes of a potential technology shift.
Att migrera från ett IT arv med förlegade IT system till molnbaserad datahantering är en komplex uppgift för en organisation eftersom stora förändringar krävs för att utnyttja alla möjligheter som publika molntjänster erbjuder. Ett begränsat antal studier har genomförts som undersöker migrationsprocessens till publikt moln från ett organisationsperspektiv, för större organisation som är begränsad till föråldrad IT infrastruktur. Detta examensarbete syftar till att bidra med kunskap till detta gap genom att uppfylla följande syfte: undersöka hur övergångsprocessen till publikt moln påverkar en organisation med stort IT arv. Förankrat i en fallstudie hos ett etablerat företag, förenar uppsatsen litteratur om molnbaserad datahantering, organisationsförändringshantering och organisatoriska aspekter av migrationsprocessen. Resultat från studien på företaget visar flera lager av komplexitet i förändringshantering som till exempel: förändringsledning, kultur, interna processer, IT arv och säkerhet, vilka är viktiga områden att kunna hantera för en framgångsrik migrering till Public Cloud. Detta resultat tyder på att dessa utmaningar begränsar migrationen mot publika moln och utvecklingen av IT miljön som hämmar de väsentliga värdeskapande affärsprocesserna. En annan utmaning är att den allmänna uppfattningen om säkerhet utgör en stor risk som ytterligare hämmar utvecklingen och processen mot publika moln. Examensarbetet presenterar, att trots övergångsprocessen mot publikt moln är av tekniskt intresse, är migrationsprocessen en viktig organisationsförändringsprocess med stora utmaningar som måste beaktas för en lyckad transformation. Med detta bidrar avhandlingen till bättre förståelse för hur organisationer med betydande IT arv kan förbereda sig för de framväxande förändringarna av ett potentiellt tekniskt skift.
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Books on the topic "Public organization"

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Heffron, Florence A. Organization theory and public organizations: The political connection. Englewood Cliffs, N.J: Prentice Hall, 1989.

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W, Hays Steven, ed. Managing the public organization. Washington, D.C: CQ Press, 1986.

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Kernaghan, Kenneth. The new public organization. Toronto: Institute of Public Administration of Canada, 2000.

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W, Hays Steven, ed. Managing the public organization. 2nd ed. Washington, D.C: CQ Press, 1993.

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Kernaghan, Kenneth. The new public organization. Toronto, Ont: IPAC =IAPC, 2000.

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Theories of public organization. 5th ed. Belmont, CA: Thomson/Wadsworth, 2008.

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Theories of public organization. 4th ed. Belmont, CA: Thomson/Wadsworth, 2004.

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Theories of public organization. 2nd ed. Belmont, Calif: Wadsworth, 1993.

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Denhardt, Robert B. Theories of public organization. 3rd ed. Fort Worth: Harcourt Brace College Publishers, 1999.

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Organization, Gallup. The Gallup Organization. Washington, D.C: Gallup Organization, 2002.

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Book chapters on the topic "Public organization"

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Rosenbloom, David H., Robert S. Kravchuk, and Richard M. Clerkin. "Organization." In Public Administration, 153–214. 9th ed. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003198116-6.

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Uechi, Edward Y. "IT Organization." In Public Service Information Technology, 27–52. Boca Raton : Taylor & Francis, 2020.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429059568-2.

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Henry, Nicholas. "The Threads of Organization: Theories." In Public Administration and Public Affairs, 56–77. Thirteenth edition. | New York : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315530536-5.

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Oppelmayer, Anna, and Birgit Moser-Plautz. "Nonprofit Organization Accountability." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–7. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-31816-5_2143-1.

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Morrell, Kevin. "The Public Good." In Organization, Society and Politics, 49–68. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137026880_5.

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Dixit, Sunil K., and Murali Sambasivan. "Multitheoretical Public Healthcare Organization." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–10. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-31816-5_3894-1.

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George, Ken. "Public Ownership Versus Privatisation." In Studies in Industrial Organization, 163–85. Dordrecht: Springer Netherlands, 1991. http://dx.doi.org/10.1007/978-94-011-3326-5_8.

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Bland, J. Travis. "Leading the Ethical Organization." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 3718–25. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_2389.

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Antonucci, Gianluca. "Definition of Nonprofit Organization." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1336–48. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_3043.

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Bland, J. Travis. "Leading the Ethical Organization." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–8. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_2389-1.

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Conference papers on the topic "Public organization"

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Amarullah, Rustan, and Fani Heru Wismono. "Reward For Public: A Public Service Engineering." In Eastern Regional Organization for Public Administration Conference (EROPA 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/eropa-18.2019.9.

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Iskhak, Hardi Warsono Sundarso, and Ida Hayu Dwimawanti. "The Model Organization of Early Childhood Education in Organizational Capacity Development." In 2016 International Conference on Public Management. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/icpm-16.2016.139.

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Taiyong, Wan. "Performance Evaluation in Nonprofit Organization." In 2012 International Conference on Public Management. Paris, France: Atlantis Press, 2012. http://dx.doi.org/10.2991/icpm.2012.17.

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Mufidatun, Ikhtiarisca Olifia, Didik Gunawan Tamtomo, and Bhisma Murti. "The Influence of Job Satisfaction and Organization Commitment on the Performance of Family Planning Counselors in Yogyakarta." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.50.

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ABSTRACT Background: Theoretically, organizational commitment mediates the relationship between job satisfaction and job performance. An organization with more satisfied employees tends to be more effective and productive. The purpose of this study was to investigate the influence of job satisfaction and organization commitment on the performance of family planning counselors in Yogyakarta. Subjects and Method: A cross sectional study was conducted at 50 family planning counselor offices in Yogyakarta, from January to February 2020. A sample of 200 family planning counselors was selected by stratified random sampling. The dependent variable was job performance. The independent variables were job satisfaction and organizational commitment. The data were collected by questionnaire and analyzed by a multiple logistic regression. Results: Family planning counselor who had good job performance was 57.00%, high job satisfaction was 64.50%, and high commitment was 45.50%. Family planning counselor job performance increased with high satisfaction (OR= 8.84; 95% CI= 1.49 to 3.22; p<0.001) and strong organizational commitment (OR= 4.84; 95% CI= 0.89 to 2.47; p<0.001). Conclusion: Family planning counselor job performance increases with high satisfaction and strong organizational commitment. Keywords: job performance job satisfaction, organization commitment Correspondence: Ikhtiarisca Olifia Mufidatun. Masters Program in Public Health, Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java. Email: riscaolifia@gmail.com. Mobile: +6282220030006. DOI: https://doi.org/10.26911/the7thicph.04.50
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Yuanni, Yang. "Non-Governmental Organization and Public Crisis Management." In 2012 International Conference on Public Management. Paris, France: Atlantis Press, 2012. http://dx.doi.org/10.2991/icpm.2012.2.

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Sahid, Abdul, Indriati Amirullah, Yusriadi, Abdul Azis, Anne Abdul Rachman, and Saidna Zulfiqar Bin-Tahir. "Application of Bureaucratic Accountability in Public Service." In Eastern Regional Organization for Public Administration Conference (EROPA 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/eropa-18.2019.11.

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Romanelli, Mauro. "Advancing Ethics within Public Administration." In 3rd International Conference Global Ethics -Key of Sustainability (GEKoS). Lumen Publishing House, 2023. http://dx.doi.org/10.18662/lumproc/gekos2022/01.

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As agents of change between communities and organization, public managers help advancing ethics within public organizations. Rethinking the importance of ethics within public organizations helps to strengthen public managers as supporters of commitment and motivation at work of employees, and enablers of public values within society. Public managers help to drive public organizations towards future, promoting ethical behaviours and public values that contribute to maintaining public trust and improving democratic life. Rediscovering the value and practice of ethics enables the organisational dimension, leading to public managers as facilitators of collaborative processes that involve the citizenry and the community. Today, driving effective ethics-led public administration relies on the role of public managers as proactive supporters of ethical and socially responsible behaviours at work, within public administration and within society, driving the conduits that open up to shaping shared pathways for value creation and building wealthy communities and public spaces.
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Ma, Guo-fang. "Non-Governmental Organization and Public Crisis Management." In Public Administration in The Time of Regional Change. Paris, France: Atlantis Press, 2013. http://dx.doi.org/10.2991/icpm.2013.26.

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Silva, Dyego Alves da, Edgard Costa de Oliveira, Edna Dias Canedo, and Hugo Ferreira Martins. "Adapted Software Requirements Management for Public Organization." In 13th CONTECSI International Conference on Information Systems and Technology Management. TECSI, 2016. http://dx.doi.org/10.5748/9788599693124-13contecsi/ps-3832.

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Zawadzka-Pąk, Urszula K. "Model of Public Accountability for Public Debt Reduction in Public Interest." In XVI International Scientific Conference "The Optimization of Organization and Legal Solutions concerning Public Revenues and Expenditures in Social Interest". Temida 2, 2018. http://dx.doi.org/10.15290/oolscprepi.2018.23.

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Reports on the topic "Public organization"

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Kingsbury, Penelope. Analysis of Learning Organization Theories and their Application to Public Organizations. Fort Belvoir, VA: Defense Technical Information Center, April 1999. http://dx.doi.org/10.21236/ada364145.

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Melnyk, Yuriy. Kharkiv Regional Public Organization “Culture of Health”. KRPOCH, 2005. http://dx.doi.org/10.26697/krpoch.

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Pérez-Seijo, S., M. Melle Goyanes, and FJ Paniagua Rojano. Innovation in European public broadcasters: immersive narratives and organization of 360-degree contents on digital platforms. Revista Latina de Comunicación Social, May 2018. http://dx.doi.org/10.4185/rlcs-2018-1299en.

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Warin, Thierry. The World Health Organization in a Post-COVID-19 Era: An Exploration of Public Engagement on Twitter. CIRANO, June 2022. http://dx.doi.org/10.54932/ehuh4224.

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This article analyses the conversations on Twitter related to the World Health Organization (WHO). We collect the text of the discussions as well as the metadata associated with each tweet. Our dataset is exhaustive as it includes all the tweets produced by WHO. Likes, retweets, and replies capture the level of engagement. The goal is to quantify the balance of likes, retweets, and replies, also known as “ratios”, and study their dynamics as proxy for the collective engagement in response to WHO’s communications. Our results demonstrate a higher engagement of the public receiving the information pushed by WHO. This engagement translates into a more balanced reaction with still a more likely favorable opinion vis-à-vis WHO, but with also more challenges. This protocol based on quantitative measures to serve as a proxy to the legitimacy concept seems to hold its promises. In particular, we also perform a simple sentiment analysis to check the robustness of our conclusions.
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Borges, Vera, Pedro Costa, and Susana Graça. Artistic work and structural organization of theater groups in Lisbon area. Five empirical standpoints to inform public policies. DINÂMIA'CET-IUL, 2013. http://dx.doi.org/10.7749/dinamiacet-iul.wp.2013.02.

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Rocha, Camila. The New Brazilian Right and the Public Sphere. Maria Sibylla Merian International Centre for Advanced Studies in the Humanities and Social Sciences Conviviality-Inequality in Latin America, 2021. http://dx.doi.org/10.46877/rocha.2021.32.

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This paper traces the origins of the New Brazilian Right, regarding the emergence of new leaders, new forms of expression and organization, as well as new sets of ideas, namely libertarianism and anti-globalism. Based on more than thirty in-depth interviews, conducted between 2015 and 2019 with right-wing leaders and activists; on a collection of historical data from right-wing organisations’ archives between 2015 and 2018, and on public data, I argue that this phenomenon started in the mid-2000s, after the onset of a corruption scandal related to the Partido dos Trabalhadores (PT) and the dissemination of the pioneering social network Orkut in Brazil. This social network, founded in 2004, preceded Facebook’s popularity in Brazil and enabled the creation of alternative and disruptive spaces of debate, referred to here as “counterpublics”. By mid- to late 2010s, during the 2014 protests for the impeachment of Dilma Rousseff and Jair Bolsonaro’s 2018 presidential campaign, this emerging new right would be at full throttle.
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Roslaya, N. A., N. V. Nozhkina, A. А. Kosova, I. V. Rusakova, I. A. Cherniaev, and A. S. Nechitaylo. Organization of health care and public health: basic provisions (for residents of the enlarged group of specialties 3.32.00.00"HEALTH SCIENCES AND PREVENTIVE MEDICINE")". SIB-Expertise, December 2022. http://dx.doi.org/10.12731/er0659.15122022.

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Электронное учебно-методическое пособие «Организация здравоохранения и общественного здоровья: основные положения (для ординаторов УГС 3.32.00.00 «Науки о здоровье и профилактическая медицина»)» разработано в соответствии с квалификационными требованиями ФГОС ВО по укрупненной группе специальностей 3.32.00.00 «Науки о здоровье и профилактическая медицина» с учетом профессиональных стандартов и предназначено для самостоятельной аудиторной и внеаудиторной работы ординаторов укрупненной группы специальнстей «Науки о здоровье и Профилактическая медицина)». В 6 тематических модулях предложен информационный материал, формирующий знания о понятиях общественного здоровья, правовой основе и организации системы здравоохранения в Российской Федерации, организации контроля качества и безопасности медицинской деятельности, анализу состояния здоровья населения, управлении и экономике в здравоохранении. Каждый модуль сопровождается практическими работами, контрольными вопросами, необходимыми для оценки уровня подготовки ординаторов к практическим занятиям. Модули включают видеолекции и интерактивные элементы, для самоконтроля и закрепления информации ординаторами каждый модуль снабжен оценочными средствами в виде тестовых заданий и ситуационных задач. Материалы электронного учебно-методического пособия соответствуют требованиям основных образовательных программ высшего образования – программ ординатуры всех специальностей «Науки о здоровье и профилактическая медицина» со сроком освоения 72 академических часа и способствуют формированию у ординаторов компетенций, необходимых для осуществления организационно-управленческой деятельности.
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SUN, JUNJIANG, GUOPING QIAN, Shuqi Yue, and Anna szumilewicz. Factors influencing physical activity in pregnant women from the perspective of a socio-ecological model: A systematic review. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, November 2022. http://dx.doi.org/10.37766/inplasy2022.11.0073.

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Review question / Objective: The main aim of this review is to analyse the impact factors of material physical activity in an ecological model and to analyse differences in influencing factors between pregnant women's PA and moderate-to-vigorous intensity physical activity (MVPA) , provide a reference for the research, intervention, and policy designation of maternal physical activity. Rationale: In combination with McLeroy et al. (1988)behavior is viewed as being determined by the following: (1) Personal level: the internal factors of the individual characteristics,(sociodemographic and biological, behavior, psychological ); (2) interpersonal level: interpersonal processes and primary groups-formal and informal social network and social support systems,(eg: family、public, etc.); (3)organization level: social institutions with organizational characteristics, such as health services, gyms and may also include influences from health care providers and Physical activity consultant, etc.; (4) community level: relationships among organizations, institutions, and informal networks within defined boundaries，（eg： appropriate facilities、living environment, etc.); and finally (5) public policy level: local, state, and national laws and policies.
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Kokurina, O. Yu. VIABILITY AND RESILIENCE OF THE MODERN STATE: PATTERNS OF PUBLIC-LEGAL ADMINISTRATION AND REGULATION. Kokurina O.Yu., February 2022. http://dx.doi.org/10.12731/kokurina-21-011-31155.

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The modern understanding of the state as a complex social system allows us to assert that its resilience is based on ensuring systemic homeostasis as a stabilizing dynamic mechanism for resolving contradictions arising in society associated with the threat of losing control over the processes of public administration and legal regulation. Public administration is a kind of social management that ensures the organization of social relations and processes, giving the social system the proper coordination of actions, the necessary orderliness, sustainability and stability. The problem of state resilience is directly related to the resilience of state (public) administration requires a «breakthrough in traditional approaches» and recognition of «the state administration system as an organic system, the constituent parts and elements of which are diverse and capable of continuous self-development». Within the framework of the «organizational point of view» on the control methodology, there are important patterns and features that determine the viability and resilience of public administration and regulation processes in the state and society. These include: W. Ashby's cybernetic law of required diversity: for effective control, the degree of diversity of the governing body must be no less than the degree of diversity of the controlled object; E. Sedov’s law of hierarchical compensations: in complex, hierarchically organized and networked systems, the growth of diversity at the top level in the structure of the system is ensured by a certain limitation of diversity at its lower levels; St. Beer’s principle of invariance of the structure of viable social systems. The study was supported by the RFBR and EISI within the framework of the scientific project No. 21-011-31155.
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Peterson, Timothy. The Relationship Between a Private Voluntary Organization and the Government of a Developing Country in the Delivery of Public Education: A Case Study in Rural Guatemala. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1374.

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