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Journal articles on the topic 'Topic organization'
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1
Babatunde, Osabiya. "Importance of Effective Communication in Public Organisations." Issues in Social Science 3, no. 2 (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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Bekker, Peter H. F. "The Work of The International Law Commission on “Relations between States and International Organizations” Discontinued: an Assessment." Leiden Journal of International Law 6, no. 1 (1993): 3–16. http://dx.doi.org/10.1017/s0922156500001618.
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The UN General Assembly has recently decided to delete from the agenda of the International Law Commission the topic ‘Relations between States and International Organizations’.Over a period of 31 years, fourteen Reports by two successive Special Rapporteurs studied the topic in two parts. The First part of the topic (1963–1975) dealt with the privileges and immunities of representatives of states to international organizations, and resulted in a Convention, that has, however, not yet entered into force; the Second part of the topic (1976–1992) concentrated on the legal status and immunities of organizations themselves.The author analyzes the Draft Articles that have been submitted in the course of the ILC's study of the Second part. This is done by way of a three-step application of the functional necessity concept of organizational immunities:(1) Status, dealing with an organization's functions, legal personality and capacity-(2) Selection, defining a scale of organizational immunities for which an organization may be eligible - and (3) Scope, determining the extent of selected immunities. Finally, the author employs the two statutory functions of the ILC -the codification of international law and the progressive development of international law- to assess the contribution by the ILC to this field of international institutional law.
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Zhang, Chengzhi, Hua Zhao, Xuehua Chi, and Shuitian Ma. "Information Organization Patterns from Online Users in a Social Network." KNOWLEDGE ORGANIZATION 46, no. 2 (2019): 90–103. http://dx.doi.org/10.5771/0943-7444-2019-2-90.
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Recent years have seen the rise of user-generated contents (UGCs) in online social media. Diverse UGC sources and information overload are making it increasingly difficult to satisfy personalized information needs. To organize UGCs in a user-centered way, we should not only map them based on textual topics but also link them with users and even user communities. We propose a multi-dimensional framework to organize information by connecting UGCs, users, and user communities. First, we use a topic model to generate a topic hierarchy from UGCs. Second, an author-topic model is applied to learn user interests. Third, user communities are detected through a label propagation algorithm. Finally, a multi-dimensional information organization pattern is formulated based on similarities among the topic hierarchies of UGCs, user interests, and user communities. The results reveal that: 1) our proposed framework can organize information from multiple sources in a user-centered way; 2) hierarchical topic structures can provide comprehensive and in-depth topics for users; and, 3) user communities are efficient in helping people to connect with others who have similar interests.
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Gea, Antonius. "Personal Integrity and Leadership." Humaniora 7, no. 3 (2016): 359. http://dx.doi.org/10.21512/humaniora.v7i3.3590.
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Generally, integrity is associated with leadership, especially in the organization or company. Integrity in leadership becomes a growing concern in business and organizations. The aim of this study was to find out the connection that could be shaped between personal integrity and the skill of leadership especially in the performance of work. This study used a library research, a literature study that done by using the available resources and relevant literature, related to the topic being discussed by the author. Books or journal articles related to topics were used as background reading to understand well about the problems of integrity and leadership, especially in the organization or company. This study finds out that the leader integrity is related to follower work role performance and that this effect is fully mediated through follower affective organizational commitment.
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Koswara, Iwan. "Da'wah Organization Development Strategy Through Organizational Culture." Ilmu Dakwah: Academic Journal for Homiletic Studies 14, no. 1 (2020): 21–38. http://dx.doi.org/10.15575/idajhs.v14i1.8830.
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This study seeks to examine and analyze how the development of the Muhamadiyah Islamic organization, through the Organizational Culture that takes place in it. The study was conducted using a qualitative approach that took the locus of Muhammadiyah organization. The data was obtained through observation and study of literature from books, journals and sites that are relevant to the research topic.. The results showed that organizational Culture for members of the Muhammadiyah organization was an important matter of how they adapted themselves to the organization's environment engaged in the religious field and built their integrity and commitment to the organization. Organizational Culture is a reflection of the existence of the organization itself. What is reflected in organizational Culture is the beliefs, values, norms, to the behavior of the members of the organization that is concerned. Research has an impact on the development of theory and the development of Islamic da'wah organizations in a practical way in the life of public and nationality.Penelitian ini mengkaji dan menganalisis tentang strategi pengembangan organisasi Islam Muhamadiyah melalui Budaya Organisasi. Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus, teknik pengumpulan data dilakukan melalui observasi, wawancara, dan dokumentasi. Hasil penelitian menunjukkan bahwa, Budaya organisasi bagi anggota organisasi Muhammadiyah merupakan hal penting dalam mengadaptasikan diri terhadap lingkungan organisasi yang bergerak dalam bidang keagamaan serta membangun integritas dan komitmen diri terhadap organisasi. Budaya organisasi merupakan refleksi dari keberadaan organisasi yang berkaitan dengan keyakinan, nilai, norma, hingga perilaku para anggota organisasi yang bersangkutan. Penelitian berdampak pada pengembangan teori dan pembangunan organisasi dakwah Islam secar praktis dalam kehidupan keummatan dan kebangsaan.
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Estrada, Liliana M. Melgar. "Topic Maps from a Knowledge Organization Perspective." KNOWLEDGE ORGANIZATION 38, no. 1 (2011): 43–61. http://dx.doi.org/10.5771/0943-7444-2011-1-43.
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Abubakar, Mohammed Ibrahim. "Management Processes as Antecedents of Organizational Performance: A Literature Review." TEXILA INTERNATIONAL JOURNAL OF MANAGEMENT 7, no. 1 (2021): 1–6. http://dx.doi.org/10.21522/tijmg.2015.07.01.art001.
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The purpose of this study is to critically analyse previous studies on management processes as antecedents of organizational performance. The study summarizes the level of understanding as regards the topic presently because of the importance of the information to the performance of organizations. The author searched Emerald, ScienceDirect.com, EBSCO and Google Scholar using a series of combinations of the following keywords: organizational management, performance management, high-performance organizations, management processes, management tools, influences of management processes, strategic management, marketing management, services marketing mix, , business organization and performance. This literature review has shown that performance is critical for the survival of the organization. It has also revealed that strategic management processes, marketing management processes and services marketing are key to organizational performance.
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Bakken, Tore, and Eric Lawrence Wiik. "Ignorance and Organization Studies." Organization Studies 39, no. 8 (2017): 1109–20. http://dx.doi.org/10.1177/0170840617709312.
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The article discusses ignorance and organization studies, both as a topic of study and a basic problem of organization theory understood as design theory. How should we regard knowledge not yet known? Is the development of knowledge a straightforward illumination of a defined box, or does knowledge also have a dark side, growing even faster than the illuminated side? In this article, we propose that more extended research into ignorance in organization studies is needed. And since ignorance is a product of inattention, we draw on Herbert Simon’s investigation into the science of the artificial. Among the topics we explore are unpredictable environments, the interface between inner and outer environments, vagueness and unspecified ignorance.
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Ardiyasa, I. Putu. "Kepercayaan Interpersonal: Keberlanjutan Pengelolaan Organisasi Papermoon Puppet Theatre." JURNAL TATA KELOLA SENI 2, no. 1 (2017): 31–38. http://dx.doi.org/10.24821/jtks.v2i1.1812.
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Bagaimana membangun kepercayaan organisasi seni pertunjukan? Sebagai organsiasi yang memberdayakan “jasa” pertunjukan, pengelolaan organisasi selalu mengacu pada kehadiran penonton, sehingga sangat membutuhkan hadirnya kepercayaan penonton kepada organisasi yang berkelanjutan. Organisai seni pertunjukan cenderung tidak memperhatikan aspek kepercayaan, organisasi lebih fokus pada karya. Oleh sebab itu, penelitian ini mengajukan suatu klasifikasi model kepercayaan interpersonal pada keberlanjutan pengelolaan organisasi Papermoon Puppet Theatre. Sembilan orang narasumber diwawancarai untuk mendapatkan informasi terkait topik penelitian tersebut. Hasilnya menunjukkan terdapat kepercayaan internal dan eksternal organisasi. Terdapat tiga aspek penting yang harus diberdayakan dalam membangun kepercayaan, yaitu seniman, kesenian, dan masyarakat. How to build the trust of a performing arts organization? As an organization that empowers the services of the show, organizational management always refers to the presence of the audience, thus requiring the presence of trust in the audience to a sustainable organization. The performing arts organizations tend not to pay attention to the aspect of trust, the organization focuses more on the work. Therefore, this study proposes a classification of interpersonal trust models on the sustainability of the Papermoon Puppet Theater organization. Nine resource persons were interviewed for information related to the research topic. The results show there are internal and external organizational confidence. There are three important aspects that must be empowered in building trust, namely artists, art, and society.
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Vasconcelos, Anselmo Ferreira. "The Spiritually-Based Organization: A Theoretical Review and its Potential Role in the Third Millennium." Cadernos EBAPE.BR 13, no. 1 (2015): 183–205. http://dx.doi.org/10.1590/1679-395110386.
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This paper examines whether the spiritually-based organization (SBO) can be regarded as an imperative for the third millennium. As a result, it draws on the literature review of organizational spirituality, psychology of religion, positive psychology, and spirituality leadership theory in order to support its conclusions, as well as it offers some research propositions. Overall, the evidence gathered throughout this paper suggests that the spiritual paradigm starts to play a key role alongside with the concept of SBOs. Rather, it concludes that these topics can be regarded as authentic imperatives for this millennium. Nonetheless, it argues that is likely to take some time until the spirituality topic may mold, so to speak, organizations' character regarding that spiritual theme is starting to become a noteworthy topic. Furthermore, it argues that the logic that has prevailed on business enterprises has been largely economic, except some honorable initiatives. The findings also indicate that the material paradigm is not suited to deal with germane problems that shape our today's world. Finally, it suggests that the concept of SBO embraces positive changes and, as such, it may be potentially conducive to improving people lives and the planet's health and equilibrium.
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Luhn, André. "The Learning Organization." Creative and Knowledge Society 6, no. 1 (2016): 1–13. http://dx.doi.org/10.1515/cks-2016-0005.
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AbstractWhy do organizations need to learn? This question will be discussed in this article, as well as the definition and characteristics of learning organizations. The reader will get a comprehensive description of a learning organization based on Peter M. Senge “The fifth discipline” to understand how a learning organization differs from traditional organizations. The final chapter will get an outlook that future learning processes within networks will have a stronger role, since it allows a better understanding between intraorganizational and interorganizational learning processes. Purpose of the article: This article will lead you within the topic of learning organizations. It will set a first input to different approaches how a learning organization can be defined and get established.Through this the reader will get an impression that a common vision is very important for these approches. So this article will set a first trigger for the interested reader for learning organisazations. Methodology/methods: Literature study for creation of new knowledge due to scientific work.Scientific aim: The reader will get a comprehensive description of a learning organization based on Peter M. Senge “The fifth discipline” to understand how a learning organization differs from traditional organizations due to literatur study. The article will show that there is still a lot of research potential to create a role model concept for the implementation of a learning organizsation. Findings: Due to the inconsistent research results further multifaceted approaches remain to gather further research results. As more people will be employed in organizations, communication will become a more important component within a learning organization. Furher more a common vision is very important to establish a learning organization. Conclusions (limits, implications etc): Core issue lies in questioning how learning processes of individuals and within organizations are working. The various concepts for “learning organization” describing organizational learning, to constantly expand the learning ability of organizations and, consequently, the skills to solve problems from individuals and organizations itself. Here the integrative approaches e.g. the fifth discipline try to close the research gap and clarify the phenomenon of organizational learning. (cf. Liebsch 2011:124). Due to the inconsistent research results further multifaceted approaches remain to gather further research results. As more people will be employed in organizations, communication will become a more important component within a learning organization. (cf. Unger 2002: 38). Different approaches showed the importance of communication within learning organizations as a fundamental component of those. Following the results of these concepts, it is important to promote collective learning processes so that organizational learning can occur. (cf. Unger 2002: 39). In future learning within networks will get a more and more important role, as it allows to forster the understanding between intraorganisational and interorganizational learning processes. (cf. Liebsch 2011: 124).
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Grueso-Hinestroza, Merlin Patricia, Mónica López-Santamaría, Javier L. González, Wilmer Salcedo, and Marysella Amaya. "Organizational Culture Artifacts and Compassionate Human Resources Practices in a Healthcare Organization." Asian Social Science 14, no. 4 (2018): 90. http://dx.doi.org/10.5539/ass.v14n4p90.
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Compassion in organizations and their determinants is a research topic that is still underdeveloped, in consequence, a study was carried out with a sample of 112 employees in a health services organization in Bogotá (Colombia). To achieve this goal, the Organizational Culture Artifact Questionnaire -OCSA- and the Compassion Organizational Practices Questionnaire were administered. The results show that the organizational culture through its artifacts predicts in a significant way the adoption of compassion organizational practices. In analyzing the type of culture that has the greatest predictive power over compassionate organizational practices, it has been found that progressive culture has the greatest effect, in contrast to traditional culture. The conclusions discuss the practical implications of the study and its limitations.
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Reda, Hussein M. "Organizational Culture: A Case Study Measuring the Importance and Presence of Organization Values at a Higher Education Organization in Saudi Arabia." Engineering Management Research 7, no. 1 (2018): 56. http://dx.doi.org/10.5539/emr.v7n1p56.
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This paper presents the findings of a study that was conducted to investigate the levels of organizational culture values that are present in students and instructors in a higher education organization in Saudi Arabia. A Survey was prepared and conducted to obtain primary data from students and instructors perception of thirty two basic and common values that are relevant to the study of organizational culture. The study findings gives valuable insights into how students and instructors see the importance and presence of organizational values and beliefs in the organization. Moreover, the enthusiasm of instructors and students gave a clear indication of how significantly important the surveys were to them. Higher education organizations may look at this paper’s findings and may choose to apply its methodology to their organization and utilize its outcomes to better understand and then improve their organizational culture. Finally, this study provide a thorough investigation of a higher education organization culture by ranking the thirty two common values and measures their presence in the students and instructors community. The study will hopefully open an area of interest that could provide considerable insight for researchers interested in this topic.
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Arora-Jonsson, Stefan, Nils Brunsson, and Raimund Hasse. "Where Does Competition Come From? The role of organization." Organization Theory 1, no. 1 (2020): 263178771988997. http://dx.doi.org/10.1177/2631787719889977.
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Although an ever-increasing number and types of organizations are expected to compete, the origins of competition have been a neglected topic. By assuming that competition simply emerges, organization theory currently lacks an understanding of when and why organizations compete. In this article we critically review and extend existing literatures on competition to offer an organizational theorization of the origins of competition. We argue that competition is the social construction of its four constitutive elements: actors, relationships, scarcity and desire. Furthermore, we show that three types of actors – those who compete, those who adjudicate the competition, and those who have an interest in creating competition – can construct competition independently or in concert. We also discuss different types of organized competition; the role of rankers, prize givers and other actors interested in creating competition; and competition as an unintended consequence of organization. Finally, we outline future research on competition and organization that follows from our conceptualization, along with some normative implications.
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Anderson, Stuart. "The End of Publicness?" International Journal of Public and Private Healthcare Management and Economics 3, no. 3 (2013): 44–61. http://dx.doi.org/10.4018/ijpphme.2013070104.
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When Wallace Sayre declared that ‘public and private organizations are alike in all unimportant respects' a quest began to establish the truth or otherwise of this assertion. Researchers have been investigating the topic for over sixty years. They have focused on two key questions; what is meant by a public or private organization? And what constitute ‘important respects' and ‘unimportant respects' respectively? This paper reviews current evidence relating to the testing of Sayre's statement, focusing on the healthcare sector. It is concluded that research has failed to provide unequivocal evidence that particular aspects of publicness impact aspects of organizational performance in particular ways. Sayre got it wrong; public and private organizations are alike in all important respects. It is argued that it is time to call a halt to publicness studies; what matters is management and organization, and it is on these issues that public organization researchers should now concentrate.
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Anunciação, Pedro Fernandes, Duarte Xara Brasil, Jane A. Marques, Agatha Peres Nunes Matias, and Camila Pires Garcia. "Sustainability Reporting." International Journal of Sustainable Economies Management 5, no. 4 (2016): 10–24. http://dx.doi.org/10.4018/ijsem.2016100102.
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Environmental, social and economic disasters became sustainability a central topic in global agenda during the twentieth century. It generates more society's awareness regarding environmental problems and companies concerns on the topic, causing the inclusion of sustainability issues as one of the priorities in their strategic plans. Organizations' components of sustainability have been created with different focus and priorities, it originated significant differences in how organizations approach sustainability in terms of objectives, policies and initiatives chosen (EIRIS, 2012). Sustainable reports publications have been the main communication vehicle of organization approaches. This study aims, through an exploratory approach, to understand sustainability metrics adopted in organizational environment and to analyze how the top ten Brazilian and Portuguese companies – listed on the BOVESPA and EURONEXT Lisbon – internalize sustainability practices and utilize their sustainability reports as a marketing tool.
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Petkov, Rossen. "Artificial Intelligence (AI) and the Accounting Function—A Revisit and a New Perspective for Developing Framework." Journal of Emerging Technologies in Accounting 17, no. 1 (2019): 99–105. http://dx.doi.org/10.2308/jeta-52648.
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ABSTRACT In this paper, we evaluate the current ability of the accounting function to accommodate the introduction of Artificial Intelligence (AI) in the organization. This topic has been widely discussed in the past with no substantive collective outcomes on the organization level across companies. In this paper, we revisit this controversial topic and provide a more substantive example for the introduction of AI into the financial accounting function of organizations in general. That is, we provide specific accounting tasks or recordings that can be delegated to AI. This could be used as a model for companies to form and structure their systems to accommodate AI as a starting point in their organizations.
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Whyte, Shona. "Specialist Knowledge and Interlanguage Development." Studies in Second Language Acquisition 17, no. 2 (1995): 153–83. http://dx.doi.org/10.1017/s0272263100014145.
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This study investigates learner's construction of oral texts on topics of specialization. Using the framework of the discourse domain hypothesis, which holds that second language proficiency is acquired with reference to individual, specialized contexts of production, termed discourse domains, the study tests the prediction that learners will construct more independent and coherent texts on such topics. Data were elicited from advanced ESL learners at a U.S. university: Discourse domain talk on academic major topics by five invested subjects is compared with the performance of the same subjects on a general topic and with a control group who talked on two comparable general topics. Analysis focuses on discourse organization, including turntaking patterns and episode structure. Results suggest that text construction is facilitated by learners' expertise and investment in the topic of conversation. Invested subjects constructed more coherent episodes and, in some cases, more independent turns on their topics of specialization. In the absence of such expertise, however, recent rehearsal of topics by some control subjects appeared to permit similarly enhanced discourse organization. Thus, the study reveals a complex relationship between specialized knowledge and text construction that suggests new avenues for future research into topic-related interlanguage variation.
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Konyakova, A. V., V. I. Timofeev, and D. K. Shcheglov. "Organizational and Technical Support for Remote Work of Employees in the Conditions of Industrial Production Diversification." Administrative Consulting, no. 10 (November 27, 2020): 91–108. http://dx.doi.org/10.22394/1726-1139-2020-10-91-108.
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The article is devoted to the analysis of a very relevant topic at present: the process of transferring employees (employees) of an organization (company, firm, Department etc.) to a remote (remote) mode of operation, and thus creating a so-called virtual office. For the most part, the translation algorithm and organizational and technical support of the virtual office creation process are typical (universal). However, there is certain specificity in the organization and implementation of this process in relation to engineering organizations and high-tech industrial enterprises, due to the peculiarities of their activities in modern conditions of diversification of industrial production at the enterprises of the defense-industrial complex.
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Geiger, Daniel. "Revisiting the Concept of Practice: Toward an Argumentative Understanding of Practicing." Management Learning 40, no. 2 (2009): 129–44. http://dx.doi.org/10.1177/1350507608101228.
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In recent years, the topic of organizational practices has come to the fore in organization studies. A practice perspective is meant to provide a new method for studying organizations beyond the formal, quantifiable and abstract. But despite, or because of, its prominence the concept of practice has been used in a variety of ways and to evoke different associations. This article is intended to critically review the current approaches of practice-based studies in organizational analysis. The discussion shows that approaches that understand practice simply as `what actors do' are not unfolding much critical power in organization studies, as opposed to epistemic-normative conceptions of practice which open a non-cognitive, non-positivist and non-rationalist avenue in organizational analysis. In order to enrich our understanding of practices in organizations—particularly in circumstances of breakdowns and conflicting ethical values—a Habermasian conception of practice is introduced which distinguishes between life-world practices following a narrative mode of communication and discourses which are argumentative in nature.
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Kirin, Snežana, Gordana Gavrić, and Sandra Kirin. "Organizational Culture in Serbian Companies According to the Denison Model." Economic Analysis 52, no. 1 (2019): 97–108. http://dx.doi.org/10.28934/ea.19.52.12.pp97-108.
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Organizational culture is an important research topic of modern management science. The results of research conducted in order to cast light on organizational culture in Serbia are shown in the following paper. Since finding a balance between the demands for consistency of an organization and its required adaptability to change is a major challenge in managing organizations in the contemporary world, the Denison Model was applied to the research. The essence of the model is consisted of four dimensions of organizational culture: mission, consistency, involvement of employees, and ability of an organization to change thus including its need for stability as well as for flexibility. The obtained results specifically point to aspects of organizational culture the advancement of which will improve the efficiency and competitive advantage of enterprises in Serbia, which can serve as useful information to policy creators for making better decisions.
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Мошнинова, Т. М. "Организация научно-исследовательской работы школьников по теме «Поливинилацетат»". ТЕНДЕНЦИИ РАЗВИТИЯ НАУКИ И ОБРАЗОВАНИЯ 70, № 2 (2021): 19–22. http://dx.doi.org/10.18411/lj-02-2021-42.
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The article deals with the organization of research work on the subject of chemistry on the topic "Polymers" studied in the 9th grade on the basis of the textbook of O. S. Gabrielyan.This paper describes the importance of research work in school. The topics of research works for students on the topic "polyvinyl Acetate"are presented.
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Azmy, Ahmad. "Pengembangan Kompetensi Sumber Daya Manusia untuk Mencapai Career Ready Professional di Universitas Tanri Abeng." Binus Business Review 6, no. 2 (2015): 220. http://dx.doi.org/10.21512/bbr.v6i2.971.
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This article discusses the development of competence in achieving organizational goals. This research discusses how the competence development of human resources in achieving the organization's motto, that is Career Ready Proffesional in Tanri Abeng University. This research objective is to analyze the organization's role in developing the human resource competencies in achieving organizational goals. The method used is descriptive. This research compared the theories related to the topic of research with applications that have been carried out and reinforced by previous studies. The results showed that development of human resource competencies needs to be done in achieving organizational goals. Organizational development and change must be done simultaneously and measured the results within a certain time. Both processes require competencies that are required by all members of the organization. Increased competence can be done by providing the process of knowledge transfer between members of the organization. The key of success is the commitment and communication.
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Onețiu, Darius Daniel. "The Impact of Social Media Adoption by Companies. Digital Transformation." Studia Universitatis „Vasile Goldis” Arad – Economics Series 30, no. 2 (2020): 83–96. http://dx.doi.org/10.2478/sues-2020-0014.
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AbstractThis article highlights the adoption of social media by organizations and its consequences on the company’s performance. These topics of debate are becoming more and more common in the business environment. In fact, it is the main argument for which this paper relates the particularly important aspects of the adoption of social media (social networks) by organizations. In the following, important aspects that bring value to the organization, both by acquiring and by adopting social media in sales performance, have been structured. This research is built on a theoretical study, including as main terms of discussion: social media adoption and digital transformation. In the last part of the article, we have summarized and concluded these factors. We have identified how they can contribute to a more efficient orientation of sales performance, to increase the organizational management of the relationship and the connection between customers and the organization. Referring to the orientation towards “use of social networks” by organizations, we demonstrate that organizations are required to give high importance to understanding the organization’s customers and, of course, a high degree of relational performance. Another factor encountered in this theoretical research is ―digital transformation”. We debated this topic in order to easily make the transition to the adoption of “social media” by organizations. Following the theoretical research, we can say that today, digital transformation has special importance in the organization and the fact that a strong link has been created among social media, reality management and performance in relational sales.
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Kövecses, Zoltán, and Szilvia Csabi. "Lexicography and cognitive linguistics." Revista Española de Lingüística Aplicada/Spanish Journal of Applied Linguistics 27, no. 1 (2014): 118–39. http://dx.doi.org/10.1075/resla.27.1.05kov.
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The lexicon of a language is not an unstructured list of words. In this paper, we exemplify some of the basic conceptual structures that cognitive linguists work with and we discuss their potential applications to lexicographic work. Specifically, we focus on the possible advantages of using cognitive linguistics as a theoretical background in the structuring of entries, meanings, and idioms in dictionaries. In connection with these organizational issues, we discuss the knowledge-based organization of the mental lexicon (known as conceptual frames), and a type of organization of the mental lexicon that seems to be much more characteristic of Hungarian than of English: organization according to certain “root morphemes.” We also deal with the conceptualization of an element within a topic area through another element within the same topic area (known as conceptual metonymy), the conceptualization of a topic area in terms of another topic area (known as conceptual metaphor); and the internal organization of the various senses of a word-concept (known as polysemy). We devote a section to idioms and their role as well as possible arrangement in the dictionary. Such thematic structures have, on the whole, remained outside the focus of everyday lexicographic practice. Here, we hope to demonstrate their importance and usefulness.
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Paek, Seungsu, Taehun Um, and Namhyoung Kim. "Exploring Latent Topics and International Research Trends in Competency-Based Education Using Topic Modeling." Education Sciences 11, no. 6 (2021): 303. http://dx.doi.org/10.3390/educsci11060303.
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Recently, there has been growing educational interest in competency. Global organizations, such as the United Nations (UN) and Organization for Economic Co-operation and Development (OECD), which are leading the discourse on education reform, are undertaking the lead in spreading awareness regarding competency education. Since 2015, the number of published articles on competency education has been rapidly increasing. This paper aims to provide significant implications for creating a sustainable future of competency education. A topic modeling method was used to empirically analyze latent topics and international research trends in 26,532 articles published on competency-based education (CBE). As a result of the analysis, 15 topics were derived, including “approach to competency development.” In addition, five topics including “learning skills” and “teacher training” were found to be hot topics with the increasing article publication. The rapidly changing modern society is calling for a transformation in education. We hope that the results of this study paves the way for further research exploring new directions for education, such as competency education.
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Berkowitz, Héloïse, and Sanne Bor. "Why Meta-Organizations Matter: A Response to Lawton et al. and Spillman." Journal of Management Inquiry 27, no. 2 (2017): 204–11. http://dx.doi.org/10.1177/1056492617712895.
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In a recent issue in this journal, Lawton et al. and Spillman argue for the importance of studying trade associations, also referred to with the broader term meta-organization. They discuss why meta-organizations matter and why more research is needed on the topic. We fully concur with the authors that meta-organizations constitute an inflating, diverse, and undeniable phenomenon of collective action among organizations and that collective scholarly efforts are necessary to improve our understanding of meta-organizations in their multiplicity. In this article, we shed some light on a body of work already investigating the matter. They constitute what we call the “European School” of meta-organization. We show the relevance of this recent European work for the US–UK-oriented trade association research and aim to bridge the gap between these research traditions by proposing a common research agenda on key topics of resources, forms’ differentiation, coopetition, and their role in sustainability governance.
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Castillo-Camarena, Nadia, and Eugenio López-Ortega. "Technological foresight as support for the planning of research and development centers: the case of EI-UNAM." foresight 23, no. 4 (2021): 457–76. http://dx.doi.org/10.1108/fs-09-2020-0100.
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Purpose This study aims to present a method to carry out technological foresight exercises in university technological research and development centers (TRDCs). The results support the organizational planning process. Design/methodology/approach The authors review the literature on the frameworks of foresight. The authors propose the use of quantitative (bibliometrics) and qualitative (expert meeting, Delphi) techniques. The authors apply this method to each research topic of interest of the TRDCs. Findings The application of the method to a research topic allows us to analyze the relevant knowledge areas for the development of that topic and its global trend. For each area, the authors identify the specific lines of research with the greatest growth and relevance. Considering these lines, the authors make a diagnosis of the TRDC situation regarding how to provide knowledge to decision-makers. Research limitations/implications The paper reviews the results of the application in the Engineering Institute of the National Autonomous University of Mexico and in the research topic “Seismic risks in civil engineering.” It is necessary to adjust the application of the method in other TRDCs to the conditions of the organization and to the development achieved by the TRDCs in the analyzed research topic. Originality/value There is no detailed literature on technological foresight exercises in university TRDCs that support the planning process of the organization. The method represents a proposal to establish priority research topics and specific research lines in research institutes, particularly universities. The authors present the application in a university TRDCs in Mexico.
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Santos, Jane Lucia Silva, and Andrea Valéria Steil. "Organizational learning and power dynamics: a study in a Brazilian University." Learning Organization 22, no. 2 (2015): 115–30. http://dx.doi.org/10.1108/tlo-10-2011-0055.
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Purpose – This paper aims to describe and analyze organizational learning processes and power dynamics during the adoption and use of an information system (IS) at a Brazilian public organization. Design/methodology/approach – A case study was chosen as the research method. Data were gathered from documents and interviews with key informants. Findings – The results indicate the existence of two learning cycles during the adoption of the IS at the organization. In the first cycle, learning occurred only at the individual level. In the second cycle, cognitive and social processes of individual and group learning were associated with power dynamics, enabling learning at the organizational level. These results reveal a relationship between the organizational learning process and the specific modes of power, notably discipline, influence, force and domination. Originality/value – The study presents empirical evidence about the conceptual relation between the organizational learning process and different forms of power in organizations. There has been limited empirical research on this topic worldwide to date, and none in the context of Brazilian organizations published in Brazil or abroad.
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Flink, Carla M. "Ordering Chaos: The Performance Consequences of Budgetary Changes." American Review of Public Administration 48, no. 4 (2017): 291–300. http://dx.doi.org/10.1177/0275074016687072.
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Literature on punctuated equilibrium theory has aimed to explain the causes of policy punctuations. What remain unknown are the consequences of those punctuations (and other size changes) for organizations. Specifically, this study analyzes how budgetary changes affect organizational performance. While the connection between financial resources and organization outcomes has been examined before, the analyses here expand upon previous work by considering the full spectrum of budgetary changes from negative punctuations to positive punctuations. This topic is important given today’s fiscal uncertainty. For managers and bureaucrats, they are expected to stabilize organization outputs no matter what policy inputs are established in the organization. At times, inputs can be erratic and unstable—successful organizations can find a way to maintain performance despite these obstacles. In the context of school districts, this study examines the performance consequences (measured by annual changes in the statewide standardized test pass rate) of different size alterations in instructional expenditures. Results indicate that, generally, organizations are able to dampen the impact of negative financial changes and improve upon budgetary increases in the translation to outcomes.
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Vasilenko, Ekaterina. "Sexist hate speech: Topical organization of intolerant discourse." Językoznawstwo 14, no. 1(14)/2020 (2021): 47–60. http://dx.doi.org/10.25312/2391-5137.14/2020_03ev.
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The article is aimed at determining the topical structure of sexist hate speech as a form of intolerant discourse. Sexist hate speech is viewed as a type of gender-based hate speech that is influenced by the same social, political and legal, cultural and ethical factors as sexual orientation-based or gender identity-based hate speech. The article proposes a topical structure of hate speech in general and provides examples of sexist hate speech topics and subtopics in Belarusian online discourse. Keywords: hate speech, sexist hate speech, gender-based hate speech, discourse of hate, intolerant discourse, online discourse, topic.
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Rofiqi, Erfan, Rahayu Tri Nuritasari, and Pipit Festi Wiliyanarti. "Factors Affecting the Organizational Commitment of Nurses in Comprehensive Health Services: A Systematic Review." Jurnal Ners 14, no. 3 (2020): 195. http://dx.doi.org/10.20473/jn.v14i3.17056.
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Introduction: Organization commitment is an important variable in understanding employee behavior that has a serious effect on organizational performance. Employees not only have to have expertise, empowerment and competence, but they also have to have organizational commitment. Therefore, the level of attachment and commitment of the nurses to their organization can influence their clinical competence. The research was conducted to identify the factors that influence nursing organizational commitment.Methods: The literature review employed the Scopus, ScienceDirect, Pubmed, Ebsco and CINAHL databases to retrieve original articles published between 1999 and 2017. The method used to arrange the literature review started with the topic selection and then the reviewer determined the following keywords: organization commitment, commitment, nursing, health and factors of commitment. Out of the 2.134 articles found, there were 15 journals with a cross-sectional study design that discussed the organizational commitment of nurses.Results: The organizational commitment of care is influenced by many factors, both internal and external. These factors include leadership style, compensation, career development, organizational culture /climate, spiritual health and learning organizations.Conclusion: The factors found above can increase the commitment of nurse organizations in comprehensive health services.
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Savage, Paul, Joep P. Cornelissen, and Henrika Franck. "Fiction and Organization Studies." Organization Studies 39, no. 7 (2017): 975–94. http://dx.doi.org/10.1177/0170840617709309.
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The topic of fiction is in itself not new to the domain of organization studies. However, prior research has often separated fiction from the reality of organizations and used fiction metaphorically or as a figurative source to describe and interpret organizations. In this article, we go beyond the classic use of fiction, and suggest that fiction should be a central concern in organization studies. We draw on the philosophy of fiction to offer an alternative account of the nature of fiction and its basic operation. We specifically import Searle’s work on speech acts, Walton’s pretense theory, Iser’s fictionalizing acts, and Ricoeur’s work on narrative fiction to theorize about organizations as fictions. In doing so, we hope that we not only offer an account of the “ontological status” of organizations but also provide a set of theoretical coordinates and lenses through which, separately or together, the notion of organizations as fictions can be approached and understood.
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Tunin, Sergey Alexandrovich, Alexander Vitalievich Frolov, and Konstantin Akakievich Dzhikiya. "Accounting of production of finished products in agricultural organizations." Buhuchet v sel'skom hozjajstve (Accounting in Agriculture), no. 2 (February 1, 2021): 29–38. http://dx.doi.org/10.33920/sel-11-2102-03.
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The activity of agricultural organizations involves the implementation of the production process in order to obtain finished products on the basis of expanded reproduction as the main source of funds for the organization. An important point here is the correct accounting of finished products, taking into account the specifics of the activities of agricultural organizations. The significance of this area of accounting work of an agricultural organization was the fundamental point in choosing the topic of the research.
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Seifollahi, Sattar, Massimo Piccardi, and Alireza Jolfaei. "An Embedding-Based Topic Model for Document Classification." ACM Transactions on Asian and Low-Resource Language Information Processing 20, no. 3 (2021): 1–13. http://dx.doi.org/10.1145/3431728.
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Topic modeling is an unsupervised learning task that discovers the hidden topics in a collection of documents. In turn, the discovered topics can be used for summarizing, organizing, and understanding the documents in the collection. Most of the existing techniques for topic modeling are derivatives of the Latent Dirichlet Allocation which uses a bag-of-word assumption for the documents. However, bag-of-words models completely dismiss the relationships between the words. For this reason, this article presents a two-stage algorithm for topic modelling that leverages word embeddings and word co-occurrence. In the first stage, we determine the topic-word distributions by soft-clustering a random set of embedded n -grams from the documents. In the second stage, we determine the document-topic distributions by sampling the topics of each document from the topic-word distributions. This approach leverages the distributional properties of word embeddings instead of using the bag-of-words assumption. Experimental results on various data sets from an Australian compensation organization show the remarkable comparative effectiveness of the proposed algorithm in a task of document classification.
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Shkurti, Ludmilla. "Structure, Strategy and Organizational Design in Albanian Context." European Journal of Multidisciplinary Studies 1, no. 1 (2016): 233. http://dx.doi.org/10.26417/ejms.v1i1.p233-248.
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This research paper will try to understand and explain how much and how is understood the nature, the importance and factors that affect the business organizational structure and design in Albanian Organizations, compared with theoretical factors researched from the literature. How a business does structure in our country, knowing how important are the theoretical factors in business organization performance and therefore how much and how the principles of organizational design are applied in Albanian Organizations. Why structure, strategy and organizational design? Organizational design and organizational restructuring remains one of the most important issues that management of organizations, in the global era and information technology, must deal with, for the fact that businesses today face some unprecedented challenges: increased competition, globalization, growing of social responsibility, technological changes, changes in taste and consumer’s exigency, new strategic thinking, etc. Referring the literature and contemporary researchers, a constant topic during these recent years has been the one of how globalization and economic crisis have obliged the organizations to review their strategies and to change the way they operate, trying often therefore to structure for surviving and achieving success. These challenges should be carefully managed in order to build and hold a high performance organization, to deal with tough competition and endless problem that this era we live does bear. It is also important to understand correctly that organizational structure and design, by dictating roles connection in an organization and consequently how people function, may often be the main cause of the problems, but also one more reason of success. The way that organizations structure or the specific model of business, may constitute their competitive advantage, or special strategic skills, so it can make a business organization unique and competitive in the market. For many researchers the prevailing conclusion is that the organizations either neglect the importance of organizational design, or they just do not know what to do about it and therefore they evolve in an indirectly, spontaneous or intuitive way. From what the paper identifies, most of organizational structuring in Albania are made in a hasty way, without seeing or paying attention to full frame or circumstances. This may result in some partial and fragmentary initiatives instead of aiming in organizational designing and general structuring. This is not surprising as the subject is complex, often poorly explained and not rightly understood even though the academics and the consulters have made a great work to address the organizational design topic. However the paper shows that entrepreneurs and managers still lack a practical and systematic framework in order to guide their choices of organizational structure. To find a practical approach for the organizational design, can be difficult, even though some business schools have tried to simplify the things. The study will try to achieve this task, through careful research, in order to diagnose the organizational design process and restructuring situation in Albania, highlighting the effect of the current challenges which have an impact on this difficult process, mainly based on a survey of 200 organizational businesses in Albania.
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Mitrofanova, Aleksandra, and G. Manvelyan. "Motivation and Incentives As the Main Tool for Retention of Personnel in the Organization." Management of the Personnel and Intellectual Resources in Russia 10, no. 1 (2021): 24–29. http://dx.doi.org/10.12737/2305-7807-2021-10-1-24-29.
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The article examines the use of various motivation factors in order to retain personnel in the organization. The relevance of the research topic is due to the fact that the complexity of today's business environment is constantly changing the settings in which organizations compete for survival, with the result that special attention is paid to the acquisition and retention of quality employees, as this is seen as a key factor underlying organizational success. While many other resources are required to run a business, people are the most valuable resource that determines the success of every organization. The article considers rewards and compensation, career management, work-life balance, staff engagement, and job satisfaction as the main factors affecting staff retention. The practical significance of the study lies in the fact that its results will help organizations use both modern and traditional methods of human resource management in order to retain employees.
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Kennedy, Mary R. T. "Topic Scenes in Conversations With Adults With Right-Hemisphere Brain Damage." American Journal of Speech-Language Pathology 9, no. 1 (2000): 72–86. http://dx.doi.org/10.1044/1058-0360.0901.72.
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Eight adults with right hemisphere damage (RHD) and seven non-brain-damaged (NBD) matched controls participated in first-encounter conversations. The incidence and nature of topic scenes, as well as their location in the conversation, were investigated based on the notion that topic scenes are organized into “memory organization packets” (MOPs). A conversation MOP is a mental superstructure that provides organization for topics that are discussed in order to achieve the goal of the conversation. No significant group differences in the overall proportion of topic scenes contributed were found, and all participants produced more topic scenes in the maintenance phase than in the initiation or termination phase. Participants with RHD produced larger proportions of topic scenes during the termination phase than NBD participants. The majority of topic scenes discussed by participants with RHD and all the topic scenes discussed by NBD participants and partners belonged to the first-encounter conversation MOP. However, some participants with RHD generated topic scenes that differed in nature and location from the first-encounter conversation MOP, whereas NBD adults did not generate topic scenes that differed. These results are discussed in relation to differences in the relationships between the RHD participant/partner dyad and the NBD participant/partner dyad, research findings that some adults with RHD produce statements that are out-of-context, and research findings that suggest that adults with RHD may have difficulty suppressing secondary information during discourse comprehension tasks.
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Rebelo, Teresa, Paulo Renato Lourenço, and Isabel Dórdio Dimas. "The journey of team learning since “The Fifth Discipline”." Learning Organization 27, no. 1 (2019): 42–53. http://dx.doi.org/10.1108/tlo-10-2019-0144.
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Purpose This paper is focused on team learning, the fourth discipline proposed by Senge (1990) in his seminal book The Fifth Discipline: The Art and Practice of the Learning Organization. This paper aims to provide a reflection upon the journey that this construct has made since this book’s publication, in terms of conceptualization, research and its link to organizational learning and learning organizations. Design/methodology/approach This paper is based on a review of Senge’s (1990) conceptualization of team learning and on a literature review of team learning research that has been produced since then. Findings Since the first edition of Senge’s book in 1990, team learning has been growing as an autonomous research topic with numerous papers centered on learning at this level of analysis. Senge’s proposals concerning team learning remain present in the way team learning is now conceptualized, but this research stream has led to advancements in its conceptualization and on the understanding of its antecedents and consequences. Nevertheless, the authors observed a lack of research centered on the link between team learning and organizational learning, as well as between team learning and the concept of the learning organization. Originality/value This paper offers a review of research on team learning, suggesting some avenues for further research on this topic and its contribution to learning organizations. As teams are nowadays the building blocks of most organizational structures, and learning is a key process for effectiveness, research on learning at this level of analysis will remain valuable.
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Allan, Rutger J. "Changing the Topic." Mnemosyne 67, no. 2 (2014): 181–213. http://dx.doi.org/10.1163/1568525x-12341050.
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AbstractIn Ancient Greek, topics can be expressed as intra-clausal constituents but they can also precede or follow the main clause as extra-clausal constituents. Together, these various topic expressions constitute a coherent system of complementary pragmatic functions. For a comprehensive account of topic organization, therefore, a limited focus on the clause proper is insufficient. In this paper, I will argue that it is possible to distinguish five different structural positions in which topic constituents may appear in Ancient Greek. These are: (i)Theme, (ii)clause-initial, (iii)postverbal in Setting, (iv)postverbal in main clauseand (v)Tail.Each of these positions in the sentence is associated with a specific pragmatic function: Resumed Topic, Contrastive/New Topic, Given Topic or clarification of Given Topic. In linguistic theory, topic and focus are often seen as independent aspects of information structure instead of complementary functions. It is, therefore, attractive to posit two separate sets of constructional templates: on the one hand, a topic set comprising the aforementioned topic constructions and, on the other hand, a focus set containing two (narrow and broad) focus-constructions. This results in a flexible system in which the word order of each sentence is determined by a combination of a focus construction plus one or more topic constructions.
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Oliva Abarca, Jesús Eduardo. "The Cultural Entrepreneur: Constitution, Organization and Ways of Operating." International Journal of Entrepreneurial Knowledge 6, no. 1 (2018): 5–15. http://dx.doi.org/10.2478/ijek-2018-0001.
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Abstract Cultural entrepreneurship is proposed as a working alternative for the graduates and the professionals who are involved in the cultural production, either as artists or writers, or as cultural promoters, managers, or cultural merchandisers. Although cultural entrepreneurship is a frequent practice in developed economies, in developing countries, such as México, it is an emerging process. Therefore, an inquiry about cultural entrepreneurs was necessary in order to comprehend their organizational and working ways. This study was limited to a local analysis of cultural entrepreneurs in visual arts, audiovisual production, and graphic design in the Mexican state of Nuevo León. The study was structured on the basis of the following research question: how is an entrepreneurial initiative in visual arts, audiovisual production and graphic design established, organized, and operated in the Mexican state of Nuevo León? The research results were categorized into three main topics: the first one is the constitution of the cultural initiatives, a theme which comprises the motives, the expectations and the starting resources of the cultural entrepreneurs interviewed. The second topic refers to the organization of their projects, which consists of the structure of the initiatives of the cultural entrepreneurs. The third topic refers to their operational modes, which includes the main activities of the cultural entrepreneurs and their promotional practices.
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Bentes, Anna Christina, and Vivian Cristina Rio. "“Razão e rima”: reflexões em torno da organização tópica de um rap paulista." Cadernos de Estudos Lingüísticos 48, no. 1 (2011): 115–24. http://dx.doi.org/10.20396/cel.v48i1.8637259.
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Our main objective in this article is to describe the discursive topic organization of a brazilian rap. This rap lyrics presents a main discursive topic which is “the life story of a young thug”. This topic derives four topic frames: “narrator”, “narrator’s crimes”, “Guina” (narrator’s best friend) and “narrator’s murder”. The discursive topic organization shows that it is possible to construct a different image of a young” thug”: as someone who has a complex subjectivity and is not all the time only a “bad men”.
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Morales Allende, Manuel, Cristina Ruiz-Martin, Adolfo Lopez-Paredes, and Jose Manuel Perez Ríos. "Aligning Organizational Pathologies and Organizational Resilience Indicators." International Journal of Production Management and Engineering 5, no. 2 (2017): 107. http://dx.doi.org/10.4995/ijpme.2017.7423.
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<p>Developing resilient individuals, organizations and communities is a hot topic in the research agenda in Management, Ecology, Psychology or Engineering. Despite the number of works that focus on resilience is increasing, there is not completely agreed definition of resilience, neither an entirely formal and accepted framework. The cause may be the spread of research among different fields. In this paper, we focus on the study of organizational resilience with the aim of improving the level of resilience in organizations. We review the relation between viable and resilient organizations and their common properties. Based on these common properties, we defend the application of the Viable System Model (VSM) to design resilient organizations. We also identify the organizational pathologies defined applying the VSM through resilience indicators. We conclude that an organization with any organizational pathology is not likely to be resilient because it does not fulfill the requirements of viable organizations.</p>
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Hornsby, Adam N., Thomas Evans, Peter S. Riefer, Rosie Prior, and Bradley C. Love. "Conceptual Organization is Revealed by Consumer Activity Patterns." Computational Brain & Behavior 3, no. 2 (2019): 162–73. http://dx.doi.org/10.1007/s42113-019-00064-9.
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Abstract Computational models using text corpora have proved useful in understanding the nature of language and human concepts. One appeal of this work is that text, such as from newspaper articles, should reflect human behaviour and conceptual organization outside the laboratory. However, texts do not directly reflect human activity, but instead serve a communicative function and are highly curated or edited to suit an audience. Here, we apply methods devised for text to a data source that directly reflects thousands of individuals’ activity patterns. Using product co-occurrence data from nearly 1.3-m supermarket shopping baskets, we trained a topic model to learn 25 high-level concepts (or topics). These topics were found to be comprehensible and coherent by both retail experts and consumers. The topics indicated that human concepts are primarily organized around goals and interactions (e.g. tomatoes go well with vegetables in a salad), rather than their intrinsic features (e.g. defining a tomato by the fact that it has seeds and is fleshy). These results are consistent with the notion that human conceptual knowledge is tailored to support action. Individual differences in the topics sampled predicted basic demographic characteristics. Our findings suggest that human activity patterns can reveal conceptual organization and may give rise to it.
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Hussein Alkahtani, Ali. "Investigating Factors that Influence Employees’ Turnover Intention: A Review of Existing Empirical Works." International Journal of Business and Management 10, no. 12 (2015): 152. http://dx.doi.org/10.5539/ijbm.v10n12p152.
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Why employees leave their organizations or companies has been a topic of interest to both researchers and managers. There is no doubt that turnover is costly; thus, it is important to understand what leads to such a phenomenon. Is it job satisfaction? Is it the lack of organizational commitment? Is it the lack of training? Is it the employees’ perceived support of both the supervisor/manager and the organization as a whole? Is it organizational climate? Is it organizational justice? This conceptual paper sheds some light on the relevant literature and identifies the antecedents of employees’ turnover. The paper proposes a theoretical framework that shows the variables that explain the phenomenon of turnover intention.
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Ullah, Rezwan, Syed Zubair Ahmad, and Sahibzada Yaseen Ahmad. "Organization Justice and Organization Citizenship Behaviour: Employee Trust Acting as Mediator." Sukkur IBA Journal of Management and Business 3, no. 2 (2016): 78. http://dx.doi.org/10.30537/sijmb.v3i2.100.
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Justice in the organizations mostly focused on two perspectives, fairness of results and fairness of techniques is used to determine that outcomes and the perspectives were called as distributive justice and procedural justice respectively. The organizational justice covers everything on versatile concept from system of payment to treatment of your boss. Researchers of organizational behaviour recognized four types of organizational justice that is procedural, distributive, interactional and informational justice. Procedural justice perceptions considered to be one of the most crucial variables of organizational justice perceptions. The effect of different level of organizational justice on organizational citizenship behaviour is a widespread researched topic and explains the importance of organizational justice in an organization. The purpose of this quantitative study is to investigate the impact of employee trust on the relationship between organizational justice and organizational citizenship behaviour in the perspective of call centre industry in Pakistan. The sample size covered 160 employees of different call centres of Islamabad. A total of 38 questions were asked based on a 5 point Likert scale responses. For accurate data processing, SPSS Statistics software package is used for statistical analysis. Regression is used to test the hypothesis. The results show that there is a positive relationship between Organizational Justice and OCB (Accepted), there is a positive relationship between Procedural Justice and OCB (Rejected), there is a positive relationship between Distributional Justice and OCB (Accepted), there is a positive relationship between Interactional Justice and OCB (Accepted) and employee trust does not mediate the associations between Organizational Justice and OCB, which is a positive effects on OCB.
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Poprawski, Marcin. "Cultural education organizations and flexible individualization of taste." Journal of Organizational Change Management 28, no. 2 (2015): 165–76. http://dx.doi.org/10.1108/jocm-01-2015-0018.
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Purpose – The purpose of this paper is to identify and discuss structure, essence, and quality of a current organizational frameworks for the arts and culture, institutions, NGO’s and enterprises that are core playgrounds for flexible individualization of taste, cultural literacy, individuals’ expressions and their cultural identity. Design/methodology/approach – Paper design initiates with an analysis of the organizational landscape of cultural sector, including special focus on cultural education. This subject will be studied with a use of a case of cultural education organization leaders. The paper epilogue brings to the discussion inspirations from aesthetics and marketing studies. Findings – In cultural education organizations, there is: an urgency: for more hybrid and flexible organizational forms; cross-sectorial synergy; for more focused leaders competencies fitting into expected categories of: managerial, communicative, sensemaking, and entrepreneurial. Research limitations/implications – The paper is a stimulus for further research within cooperating disciplines of organization studies, cultural policy studies, marketing, and aesthetics. Practical implications – The text has practical implication for public administration, cultural policy makers and is an insight for cultural organizations leaders from public, private, and civil parts of cultural sector. Originality/value – The topic of flexible individuation of taste in relations to cultural education institution practices, is reflected in a complementary approach, from triadic perspective of cultural policy, marketing and aesthetics, bringing new insights for organization change research and practice.
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Van Puyvelde, Stijn. "Nonprofit Organization Governance." Voluntaristics Review 1, no. 3 (2016): 1–70. http://dx.doi.org/10.1163/24054933-12340011.
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Organizational governance has become a popular and important topic in the nonprofit sector literature. This review focuses on the governance of non-membership, paid-staff nonprofit organizations (also called nonprofit agencies), which are characterized by a hierarchical structure, where the board has the ultimate power and the responsibility to ensure that governance functions are carried out. Such agency boards are usually self-perpetuating, unlike the situation in voluntary membership associations, where the members usually elect the board. We contribute to the literature on the governance of nonprofit organizations in three major ways. First, we discuss research themes identified by previous review articles, analyze empirical and conceptual contributions from the recent nonprofit organization governance literature, and identify a number of governance challenges for nonprofit organizations. Second, we present a wide array of theoretical perspectives from different disciplines that may be useful when studying the governance of nonprofit organizations. From a practical viewpoint this is important, as it may assist researchers in the theoretical framing of their papers and help them in the formulation of theory-based hypotheses. Third, we integrate a number of theoretical perspectives by using a paradox perspective. We focus on four important contemporary governance challenges in nonprofit organizations: (1) stakeholder accountability, (2) environmental dependence, (3) volunteer reliability, and (4) board group dynamics. By using a multi-theoretical approach to analyze the ambiguities, paradoxes, and dilemmas associated with these governance challenges, we provide more general theory-based frameworks for the governance of nonprofit organizations than currently available in the literature.
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Becker, Karen. "Organizational unlearning: time to expand our horizons?" Learning Organization 25, no. 3 (2018): 180–89. http://dx.doi.org/10.1108/tlo-10-2017-0095.
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Purpose Interest in the topic of unlearning has grown in recent years, fueled by rapid changes in the business environment and resultant organizational change. This change challenges individuals and organizations to unlearn past knowledge and practice to embrace new organizational realities. However, much of the unlearning literature focuses on either individual or organizational factors that enable or hinder unlearning. This paper aims to look beyond the organizational boundary to question whether there are tensions between professionals and the organizations in which they work that influence organizational unlearning. Design/methodology/approach This is a conceptual paper analyzing how professions are established to identify the implications for organizational unlearning. The critical elements of a profession are explored to identify the potential impact that professionals within the organization may have on organizational learning and unlearning. Findings The paper argues that to facilitate unlearning, organizations must recognize not only internal factors but also external pressures on individuals and groups. In particular, professions with a strong identity may represent a significant force that can either engender or resist attempts to learn and unlearn by the organization. Originality/value Within the existing unlearning literature, individual and organizational factors that facilitate or hinder unlearning have been widely canvased. However, little attention has been given to the factors beyond organizational boundaries that may also impact unlearning, particularly for individuals and groups with strong professional identities. This paper offers some unique insights into this potential factor for consideration by those seeking to enhance organizational unlearning.
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Đorđević, Biljana, Maja Ivanović-Đukić, Vinko Lepojević, and Sandra Milanović. "The impact of employees' commitment on organizational performances." Strategic Management 25, no. 3 (2020): 28–37. http://dx.doi.org/10.5937/straman2003028d.
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This paper examines the impact of employees' commitment on the productivity of organizations in the Republic of Serbia. Employees' commitment represents the willingness of employees to make efforts for the benefit of the organization and the desire to remain in them. It can be seen as: affective, continuous and normative commitment. Affective commitment reflects a belief in the goals of an organization and a willingness to actively participate in its development; normative commitment reflects a sense of obligation on employees to remain in the organization while continuing commitment is due to employees' assessment that leaving the organization causes greater costs than benefits. Previous research shows that all types of commitment have a major impact on the performance of organizations. As the number of empirical studies on this topic in Serbia is limited, this paper examines the impact of each type of organizational commitment on the productivity of organizations in Serbia, as well as the impact of the overall commitment. The aim of the paper was to identify the types of organizational commitment that have the greatest impact on the performance of organizations in Serbia and to propose measures to HR managers whose implementation can improve the operations of domestic organizations. The starting point of the paper was that employees' commitment has a statistically significant effect on organizational performance. To verify the validity of this assumption, a primary survey was conducted. 169 employees of 17 organizations in Serbia were surveyed. By applying correlation and regression analysis methods, it has been proven that overall organizational commitment, as well as its certain types, have a positive impact on the productivity of organizations in Serbia, with the impact of normative commitment on performance greater than other types of commitment. At the same time, the contribution of continuous commitment to the performance of organizations in Serbia is negligible (statistically insignificant). In line with the obtained results, recommendations for human resources managers in Serbia are proposed. The theoretical implications of the paper are reflected in filling the gap in the national literature in the field of organizational commitment, while the empirical implications are reflected in the mechanisms and measures that are proposed at the end of the paper.