Dissertations / Theses on the topic 'Workplace culture'
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1
Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.
Abstract:
The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
2
Weyant, Jacob B. "Communicating organizational culture in the workplace through writing." Fairfax, VA : George Mason University, 2008. http://hdl.handle.net/1920/3149.
Abstract:
Thesis (M.A.)--George Mason University, 2008.Vita: p. 83. Thesis director: Douglas Eyman. Submitted in partial fulfillment of the requirements for the degree of Master of Arts in English. Title from PDF t.p. (viewed July 8, 2008). Includes bibliographical references (p. 80-82). Also issued in print.
3
Zeka, Luan. "Organizational Culture and Individuals' Experience of Workplace Bullying." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4699.
Abstract:
Workplace bullying is an epidemic in the United States. The purpose of this qualitative phenomenological study was to increase understanding of employees' lived experiences of bullying in an organizational culture. Schein's organizational cultural model provided the conceptual framework for the study. The research question addressed how individuals who were bullied or witnessed bullying in the New York State area perceived their experiences within the organizational culture. Data collection included a researcher's journal and in-depth interviews with 25 participants. Data were analyzed using Moustakas's modified van Kaam method of phenomenological analysis. From the data analysis process, three categories of bullying emerged and revealed nine themes that exposed the participants' experiences and perceptions of bullying and the organizational culture in the workplace. Findings indicated that witnesses and victims feel emotional, physical, and psychological effects from exposure to workplace bullying. Results also provided leaders with information that organizational culture, leadership, and management are related to workplace bullying. Organizational leaders and managers may use these findings to support positive social change by disclosing the effects that workplace bullying has on all members of the organization. Results may be used to develop interventions and anti-bullying policies to help employees address workplace bullying in their organizations, thereby ensuring a more positive work environment. Conducting additional research related to each of the themes may lead to a deeper understanding of how to address the many factors that facilitate bullying in the workplace.
4
Турчина, Тамара Василівна, Тамара Васильевна Турчина, and Tamara Vasylivna Turchyna. "Intercultural Communication in the Global Workplace." Thesis, Ukrainian Academy Of Banking, 2009. http://essuir.sumdu.edu.ua/handle/123456789/50957.
Abstract:
The need for intercultural communication skill is obvious - we are all working in an interconnected global economy and it is important to build good relationships with people from other cultures. This leads to better business.
5
Zhang, Dan. "Culture, workplace stress, and coping : a study of overseas Chinese." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0001/NQ39012.pdf.
6
Gulley, Tamala Lavelle. "Investigation into workplace culture for medication error reporting in pharmacy." [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002118.
7
Ferroff, Constantin Viacheslavovich. "Culture and its Impact on Flight Deck Management." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/365932.
Abstract:
The mixing of culture in any work place brings a series of challenges; the aviation industry is no different. The major down side to these challenges is the risk to safety in an industry that prides itself on being considered one of the safest industries in the world.
The issue of culture on the flight deck is of particular interest because for some time there have been negative outcomes when crews of mixed cultural backgrounds have been forced to deal with adverse situations. These situations may have many root causes but have often been far less relevant to the outcome than the cockpit dynamics at play (Kanki & Palmer, 1993). Kanki & Palmer (1993) suggest that culture plays a significant role in flight deck management. The procedures developed by aircraft manufacturers (who are predominately Anglo-European) may not be appropriate for airlines whose pilots are predominately from non-Anglo-European backgrounds. There is however little quantifiable evidence to support this line of argument.
This study was performed to investigate the role that culture plays on the flight deck, in particular flight crew performance (flight deck management) as it impacts on both safety and efficiency. Previous studies have discussed flight crew performance, demonstrating the interrelated nature of technical and non-technical skills and the relationship between the flight crew skill set and operational outcomes. This study seeks to expand knowledge in the area of flight crew performance by exploring the impact of culture on procedures, training and crew interrelationships.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Natural Sciences
Science, Environment, Engineering and Technology
Full Text
8
Klunk, Clare Dvoranchik. "Workplace Devaluation: Learning from Experience." Diss., Virginia Tech, 1999. http://hdl.handle.net/10919/27337.
Abstract:
Many successful professionals, recognized for their experience, knowledge, competence and commitment to their field, experience a contradiction when they realize that their contributions are no longer valued by decision-makers in their organizations. Professionals, regardless of gender, position, education, race or profession, who experience workplace devaluation agree that this experience devalues their contributions and demeans their sense of self.
This study illuminates the professionals' perspective of workplace devaluation through their experience. Within the framework of grounded theory methodology, this research examined three research questions: (a) What is the experience of professionals' workplace devaluation? (b) How did professionals learn from the experience? (c) What did professionals learn from the experience? The unit of analysis is the professional within an organization. Four participants were selected who (a) had several years experience with their organization; (b) were previously valued by the organization; (c) were current in their field; (d) had experienced workplace devaluation; and (e) were able to articulate insights, thoughts, and emotions on their experience. Multiple interviews with each participant provided the data.
A comparative, iterative analysis of the data yielded: (a) a seven-phase process of the experience; (b) six constructs embedded in the process, and (c) four categories of learning. The dialogic interview method facilitated the participants' apperception, reflection, and progress through the process. Three emotions--fear, powerlessness, anger--and their interaction with the other constructs (autonomy, communication, personalization, authority, and recognition) influenced coping strategies and actions taken by each participant. The four narratives explicate the interrelationships of the findings.
Three major conclusions are: (a) A rich description of the workplace devaluation experience offers a glimpse into the complexity of this topic and into the professionals' "lived world." (b) The learning process, grounded in the data, depicts how these four professionals used the power of their emotions to create balance within themselves as they attempted to explicate their situation of workplace devaluation. (c) The results indicate that greater learning occurred in organizational knowledge and intrapersonal knowledge for these professionals. Questions for further research are noted along with practical suggestions and recommendations for the praxis of adult educators, decision-makers, and professionals.Ph. D.
9
Chen, Ziyuan, and Dong Hua. "Evaluation of impact of organizational culture in workplace : an empirical study of Handelsbanken." Thesis, University of Gävle, Department of Business Administration and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-757.
Abstract:
A well established organization culture is necessary for the success of a company. In this study, we choose Handelsbanken to demonstrate how an international company develops its culture, and find out what are the important characteristics of that culture.
It was concluded that a successful company must have a well established organization culture, which can not only adapt to different outside environment but also bring solidarities in organizations. Further more, there is no culture is better or worse, there is only the culture that is most appropriate and efficient for the company.
This thesis demonstrates how an international company develops its culture, therefore, it will be valuable for those who want to create or improve their organization cultures.
10
Lakey, Eugene Pierre. "Spirituality in the workplace." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/820.
Abstract:
Thesis (MBA (Business Management))--University of Stellenbosch, 2007.ENGLISH ABSTRACT: This study project addresses the role spirituality in the workplace can play. The conclusion is that although people are different, in the working environment in an organisation, much time is spent together and creating an environment that is a joy to work in, will induce the employees to work with energy and be highly productive. A number of interviews were conducted and factual information was acquired to analyse the effects of spirituality in the workplace. A conclusion is reached that underlines the fact to counter low morale, low productivity and negative attitudes in the workplace it is imperative that we should address the spirituality in the workplace thus ensuring that a positive organisation culture is maintained within the organisation.
AFRIKAANSE OPSOMMING: Hierdie studie projek behandel die rol wat geestelikheid in die werkplek kan speel. Die gevolgtrekking wat gemaak kan word is dat alhoewel mense van mekaar verskil in die werksomgewing binne die organisasie, hulle ‘n groot gedeelte van die dag met mekaar spandeer en vir dié rede is dit van kardinale belang dat ‘n goeie werksklimaat geskep word wat sal bydra dat die werknemer energiek werk en hoë produktiwiteit handhaaf. ‘n Aantal onderhoude was gevoer en feitlike inligting was verkry om die effek van geestelikheid in die werksplek te ondersoek. ‘n Slotsom is bereik dat die feite van lae moraal, lae produktiwiteit en negatiewe ingesteldheid in die werksplek belangrik is om geadresseer te word ten einde te verseker dat geestelikheid in die werksplek toegepas word en dat ‘n positiewe klimaat in die organisasie handhaaf word.
11
Nung, Tai-fai Paul. "Subject department effectiveness the impact of work patterns and workplace culture /." Click to view the E-thesis via HKUTO, 2005. http://sunzi.lib.hku.hk/hkuto/record/B35718870.
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Nung, Tai-fai Paul, and 農大輝. "Subject department effectiveness: the impact of work patterns and workplace culture." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2005. http://hub.hku.hk/bib/B35718870.
13
Hale, Allison. "The Employee Experience in a Healthy High-Performing Workplace." Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/33190.
Abstract:
This study examines management and organizational models, specifically the Healthy Organization and High-Performing Workplace (HPW) models. Because a HPW can also be a Healthy Organization, the models are joined to create the Healthy High-Performing Workplace (HHPW) model. The experience of members within a particular organization, known herein as Company X, is examined. The study addresses the questions: does Company X display HHPW qualities? If Company X does display HHPW qualities, does it always exercise HHPW practices? Finally, what does this mean in terms of the workforce? Organizational culture theory is used to explain how expectations, norms, behaviours, and values are constructed and transmitted, and how organizational structures influence the environment and the employee experience. Data consists of interviews (n=12) and secondary sources. The findings support that Company X displays HHPW characteristics. However, when project deadlines are near or overdue and profit is at risk, certain HHPW practices are ignored.
14
Alaslawi, Hamad A. "WORKPLACE BULLYING IN KUWAIT." UKnowledge, 2017. https://uknowledge.uky.edu/csw_etds/18.
Abstract:
Workplace bullying (WPB) is a pervasive problem in contemporary society, inflicting detrimental repercussions upon employees, employers, and organizations alike. It affects the physical, psychological, and financial wellbeing not only of its victims, but also their families, their communities, and society as a whole.
Research into this phenomenon has evolved significantly over the past two decades. While related to the physically violent phenomenon of schoolyard bullying, WPB is primarily a psychological phenomenon, manifesting as abusive power in workplace relationships, rather than as interpersonal conflict. Bullying at work comes in many forms, has many faces, and occurs in many places. It ranges from subtle to overt acts, with subtle forms occurring more regularly. The rubric of bullying can include: harassment, mobbing, scapegoating, social exclusion, repudiation, humiliation, and/or workplace mistreatment or abuse. Corresponding to a lack of attention on bullying among adults, WPB seems to occur everywhere—from businesses and factories to colleges and hospitals.
To address this phenomenon, this study a) explored the prevalence of WPB in Kuwait and its association with employee demographics, b) evaluated the sample’s views regarding professional social workers in the workplace, and c) explored the relationship between these variables and absenteeism. This non-experimental, quantitative study employed a cross-sectional survey with correlational analyses and prediction research designs.
Using the snowball sampling method via social media platforms, the researcher distributed the Negative Acts Questionnaire-Revised (NAQ-R) survey and a demographic questionnaire to an anonymous, non-randomized sample of employees. The target sample included any adult, volunteer participant who was working in Kuwait for at least six months before receiving the survey. From a total of 8,531 recorded surveys, 3,725 surveys with missing data and 119 surveys that did not meet the inclusion criteria were excluded, leaving 4,687 (53.9%) complete surveys used for the analysis.
The majority of participants were males ranging between 30-39 years old. The vast majority were Kuwaiti, married, bachelor degree graduates, employed in lower-level positions within the governmental sector, earning 800-1,399 KD monthly income. Seventy percent of targets were dissatisfied with management, compared to 50% of the general participants. Similarly, 50% of targets were dissatisfied with their daily supervisors, compared to 35% of the general participants. Around two-thirds of both targets and general participants agreed with the importance of having a social worker or psychologist at the workplace to address WPB. The vast majority of targets were bullied by their immediate superiors (50%) or other superiors (45%).
Based on a criterion of a minimum of three negative acts monthly, the results of this study indicated a 39% prevalence rate of WPB in Kuwait. This percentage corresponded with the percentage of the targets who labeled themselves as victims. Regarding demographics, a large majority of targets reported being bullied by someone of the opposite gender. Among female targets, 92.7% were bullied by male perpetrators, and among male targets, 82.8% were bullied by female perpetrators. Females were more often reported as perpetrators, and males more often as targets. Non-Kuwaiti employees, the young, the divorced, those working in low-level positions, and those earning low income had the highest rate of exposure to WPB. Regarding prediction, those more likely to experience WPB included: females, the young, non-Kuwaiti employees, and workers in middle-level positions with low education or low income, who were dissatisfied with management, their daily supervisors, or their own jobs, and those who expressed a need for a counselor in the workplace. In terms of predicting WPB-related absenteeism, males, the divorced, and those working in lower-level positions with low income, low education, dissatisfaction with their job, or dissatisfaction with their daily supervisors were more likely to report high absenteeism.
The high rate of WPB has implications in the workplace, calling for concerted efforts to identify the elements that trigger and escalate WPB. This study was the first of its kind to measure such elements of WPB in Kuwait. By using the NAQ-R scale, the demographic questionnaire, and a modified operational definition of WPB, this study has provided a template for needed research in the Arabian Gulf region.
15
Sommerfeldt, Vernon. "An identification of factors influencing police workplace motivation." Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/34460/1/Vernon_Sommerfeldt_Thesis.pdf.
Abstract:
Police work tasks are diverse and require the ability to take command, demonstrate leadership, make serious decisions and be self directed (Beck, 1999; Brunetto & Farr-Wharton, 2002; Howard, Donofrio & Boles, 2002). This work is usually performed in pairs or sometimes by an officer working alone. Operational police work is seldom performed under the watchful eyes of a supervisor and a great amount of reliance is placed on the high levels of motivation and professionalism of individual officers. Research has shown that highly motivated workers produce better outcomes (Whisenand & Rush, 1998; Herzberg, 2003). It is therefore important that Queensland police officers are highly motivated to provide a quality service to the Queensland community.
This research aims to identify factors which motivate Queensland police to perform quality work. Researchers acknowledge that there is a lack of research and knowledge in regard to the factors which motivate police (Beck, 1999; Bragg, 1998; Howard, Donofrio & Boles, 2002; McHugh & Verner, 1998). The motivational factors were identified in regard to the demographic variables of; age, sex, rank, tenure and education. The model for this research is Herzberg’s two-factor theory of workplace motivation (1959). Herzberg found that there are two broad types of workplace motivational factors; those driven by a need to prevent loss or harm and those driven by a need to gain personal satisfaction or achievement. His study identified 16 basic sub-factors that operate in the workplace.
The research utilised a questionnaire instrument based on the sub-factors identified by Herzberg (1959). The questionnaire format consists of an initial section which sought demographic information about the participant and is followed by 51 Likert scale questions. The instrument is an expanded version of an instrument previously used in doctoral studies to identify sources of police motivation (Holden, 1980; Chiou, 2004). The questionnaire was forwarded to approximately 960 police in the Brisbane, Metropolitan North Region.
The data were analysed using Factor Analysis, MANOVAs, ANOVAs and multiple regression analysis to identify the key sources of police motivation and to determine the relationships between demographic variables such as: age, rank, educational level, tenure, generation cohort and motivational factors. A total of 484 officers responded to the questionnaire from the sample population of 960.
Factor analysis revealed five broad Prime Motivational Factors that motivate police in their work. The Prime Motivational Factors are: Feeling Valued, Achievement, Workplace Relationships, the Work Itself and Pay and Conditions. The factor Feeling Valued highlighted the importance of positive supportive leaders in motivating officers. Many officers commented that supervisors who only provided negative feedback diminished their sense of feeling valued and were a key source of de-motivation. Officers also frequently commented that they were motivated by operational police work itself whilst demonstrating a strong sense of identity with their team and colleagues. The study showed a general need for acceptance by peers and an idealistic motivation to assist members of the community in need and protect victims of crime. Generational cohorts were not found to exert a significant influence on police motivation. The demographic variable with the single greatest influence on police motivation was tenure. Motivation levels were found to drop dramatically during the first two years of an officer’s service and generally not improve significantly until near retirement age.
The findings of this research provide the foundation of a number of recommendations in regard to police retirement, training and work allocation that are aimed to improve police motivation levels. The five Prime Motivational Factor model developed in this study is recommended for use as a planning tool by police leaders to improve motivational and job-satisfaction components of police Service policies. The findings of this study also provide a better understanding of the current sources of police motivation. They are expected to have valuable application for Queensland police human resource management when considering policies and procedures in the areas of motivation, stress reduction and attracting suitable staff to specific areas of responsibility.
16
Allaway, Brian Moore. "Exploration of culture and change in the Scottish Fire Service : the effect of masculine identifications." Thesis, University of Edinburgh, 2010. http://hdl.handle.net/1842/7577.
Abstract:
This study examines the organisational culture of the Scottish Fire Service, and the political pressures for change emanating from the modernisation agenda of both the United Kingdom and Scottish Governments. Having completed a preliminary analysis of the Fire Service‟s culture, by examining the cultural history of the Scottish Fire Service and the process through which individuals are socialised into the Service, the study analyses the contemporary culture of the Service through research in three Scottish Fire Brigades. This research concludes that there is a clearly defined Fire Service culture, which is predicated on the operational task of fighting fire, based on strong teams and infused with masculinity at all levels. In these circumstances, the Service‟s cultural realities attempt to exclude women and are derisive in their regard for other more marginalised males. Following an analysis of Government driven imperatives for change, being applied to the Fire Service, it is further concluded that the resistance to change, evident within the cultural realities of the Service, can be defined as an attempt to defend one of the last bastions of male identification in the workplace.
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Lee, Aaron M. "An Exploratory Case Study of How Remote Employees Experience Workplace Engagement." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5569.
Abstract:
In the last 10 years, the number of remote workers has increased by 80%. Remote workers are more productive than their traditional in-office colleagues, cheaper to maintain for the organization because of the major decrease in overheard costs, and drastically increase organizational leaders' hiring options. The problem was that over half of the nation's disengaged employees work remotely, contributing significantly to associated annual costs of employee disengagement to businesses of upwards of $550 billion. The purpose of this exploratory case study, using a critical incident technique, was to create a taxonomy of responses to the incidents that are critical for maintaining, strengthening, or eroding the workplace engagement of 14 remote workers nationwide. The data collection method included in-depth interview questions, open and selective coding, and thematic analysis from the data provided by the 14 participants. The 9-step analysis process, triangulation, and member checking consisted of structure and credibility of the findings. The taxonomy derived from this study that strengthens and maintains the engagement of remote workers is directly related to the primary theme of connectedness and organizational culture; the taxonomy derived from this study that erodes workplace engagement is directly related to the secondary themes of organizational fit and disconnectedness. The findings suggested that remote workers experience strengthened and sustained levels of workplace engagement more when working environments where they have a personal connection to the organization's mission and vision and where they feel the work culture is familial. The taxonomy derived from this research could provide organizational leaders with techniques to engage and inspire the talent of remote workers to create positive and sustainable social change
18
Abou-Elkawam, Mohab. "Seafarers and growing environmental concerns : risk, trust, regulation and workplace culture and practice." Thesis, Cardiff University, 2015. http://orca.cf.ac.uk/73100/.
Abstract:
This research study offers a contribution to the field of framing environmental policies in several ways. First, it makes explicit the ways in which a nomadic professional group such as seafarers frame and interact with the growing demand to protect the environment in general and the marine environment in particular. Due to the nature of their profession, this group is able to roam the world and compare the effectiveness of environmental regulations in various countries. The shipping industry is composed of different types of shipping companies, some of which can be described as more environmentally aware than others, an issue which would affect the frames of seafarers regarding compliance to environmental regulations as discussed in this study. Moreover, this research opens up a social qualitative inquiry in areas scarcely attended to by previous scholars especially when focusing on the relationships and tensions between seafarers and their personal and professional commitments to their global work place; the marine environment. This study argues that such differences not only impact on the social construction of seafarers regarding environmental protection but also affects their framing of daily compliance practices as well. This allows us to review the institutional and instrumental policies carried out by different ship owners in different parts of the world and verify how this impacts on the compliance practices of this professional group in the context of a demanding and challenging regulatory environment.
19
Heritage, Brody John. "Clarifying the relationship between culture and values and their impact on workplace satisfaction." Thesis, Curtin University, 2012. http://hdl.handle.net/20.500.11937/366.
Abstract:
My research examines the measurement and properties of values and culture, specifically the integration of Finegan's (2000) four factor values model with Cameron and Quinn's (1999, 2006) Competing Values Framework (CVF). The aim of my research was to reduce the blurring between the constructs of values and culture which has led to ambiguities in both measurement and understanding, such that that the measurement of culture has become highly values-centric.Three hundred and twenty nine participants from Australian local government and private healthcare organizations were surveyed using a cross-sectional design with measures based on Cameron & Quinn’s (1999,2006) Organizational Culture Assessment Instrument and Finegan’s (2000) four factor values constructs, as well as measures of job satisfaction, organizational commitment and turnover intention. Examination of the differences and similarities between values predictors and holistic culture predictors with regards to a generalised measure of workplace outcomes (job satisfaction, organizational commitment, turnover intention) was conducted. Methodological comparisons between traditional hierarchical multiple regression analyses and multilevel modelling were conducted as part of this examination, to account for intra-organizational differences in workplace outcomes.Validation of the four factors of culture represented in the Organizational Culture Assessment Instrument (Cameron & Quinn, 1999; 2006) was broadly achieved for both individual and perceived organizational preferences data. Both individual and perceived organizational culture preferences significantly predicted organizational outcomes. Validation of the four factors of values based on Finegan's (2000) constructs was achieved, although solutions for individual preferences and perceived organizational preferences differed. Again, both individual and perceived organizational values preferences predicted organizational outcomes, as expected. Culture preferences, after accounting for values preferences, significantly predicted organizational outcomes for both individual preferences and perceived organizational preferences data. Perceived organizational preferences were considerably more representative of the variability in workplace outcomes in all analyses. Congruence testing using Edwards' (1994) methodology revealed congruence effects between Humanitarian values / Clan culture and Adherence to Convention values / Hierarchy culture preferences, reinforcing Schneider's (1987) Attraction-Selection-Attrition model predictions.While values and culture are entwined in the literature, my results demonstrated that values-centric explanation of organizational outcomes could not explain as much variability in organizational outcomes as a holistic interpretation of culture. As pointed out by Hofstede et al. (1990; 1998) previously, organizational practices add to the explanatory value of organizational culture. Accounting for intra-organizational differences in predicting organizational outcomes was also identified as important. Differences in specified models for values are possibly indicative of perceptual differences of values when applied to the self compared to values applied to the organization, which may warrant different measurement scales depending on how values are being applied. Congruence between Finegan's (2000) values factors and Cameron and Quinn's (1999; 2006) culture factors was noted, but it was not present between all values/factor pairings as originally predicted. A significant proportion of the variability in organizational outcomes could be explained by perceptions of organizational preferences alone. The results of the thesis indicate the importance of the management of employee perceptions of organization culture (including values) for employee wellbeing.
20
Jebb, Sarah E. "Reducing workplace safety incidents : bridging the gap between safety culture theory and practice." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/81626/1/Sarah_Jebb_Thesis.pdf.
Abstract:
This thesis explored safety culture in a large Australasian construction and mining organisation, with a view to understanding how theory and practice can be integrated to improve safety culture and related outcomes within the industry. The research comprised three studies that investigated the relationship between safety culture, safety motivation, leadership and safety behaviour, and examined differences in perceptions of safety culture across the organisation. Research methodologies and samples included a modified Delphi method with safety leaders (n=41), a quantitative survey with a cross-section of the organisation (n=2,957), and group interviews with frontline supervisors and workers (n=29).
21
Alshahrani, Ayedh Saeed. "The Role of National Culture on Safety Behaviour Among Petrochemical Employees in Saudi Arabia." Thesis, Griffith University, 2016. http://hdl.handle.net/10072/367899.
Abstract:
Saudi Arabia depends heavily on petroleum and its related industries, including petrochemicals and refining. The petrochemical industry in Saudi Arabia consists of multinational companies operating in 40 countries with over 40,000 employees. It can thus be regarded as the lifeblood of the Saudi economy. Because of this dependence, a major petrochemical accident can be catastrophic, not only for individuals and families, but also to the nation. Although the number of accidents in the petrochemical sector, including oil refineries and chemical production, had decreased from 17,741 in 2008 to 11,921 by the end of 2012, there is clearly room for improvement.
Unsafe behaviours are recognised as a major cause of occupational accidents. Thus, it is essential that safety professionals and researchers understand the events prior to an accident, together with the factors that might influence an individual’s behaviour at the workplace. Technology can help reduce work-related accidents; however, there is still a need to encourage safe behaviours especially in a high-risk industry such as petrochemical production.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith School of Engineering
Science, Environment, Engineering and Technology
Full Text
22
Gerber, Lise. "Perceptions of office gossip amongst diverse groups in the workplace." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/24854.
Abstract:
Purpose– The purpose of this study was to determine whether there is a difference in the perceptions of diverse individuals, from different racial groups and genders, regarding office gossip. Design– This paper followed a qualitative interpretivist research design, and content analysis was used to analyse the transcribed data. Findings– The findings indicate that the perceptions of office gossip are not gender specific, whereas there were indications of race specific perceptions related to office gossip. A definition of office gossip was compiled and the nature of and the participants in office gossip were identified, while the reasons why people gossip in the workplace and the impact of gossip on an organisation and its employees were emphasised. Furthermore, the characteristics that can be used to draw a line between healthy communication and gossip were identified. Research limitations– The limitations of this study were that the results were limited to the respondents and the specific work context used. In addition, seeing that the focus of this study was the diverse perspectives of individuals from different genders and racial groups, other factors, such as personal and organisational factors that could also have influenced their perceptions of office gossip, were not considered. Practical implications– The results of this study should alert employers to the need for controlling office gossip effectively. Also, formal channels of communication should be utilised effectively to ensure that the grapevine is not misused. Furthermore, employers need to develop a policy against malicious office gossip which should be contextsensitive and detailed. Because gossip is not gender specific, attention also should be given to gossip across genders. Lastly, culture-sensitivity training could prevent different cultures gossiping about one another. Originality– This paper makes a contribution to the literature on gossip in organisations, as there is little known research in South Africa or elsewhere that explores the diverse perceptions of office gossip among employees from different racial groups.Dissertation (MCom)--University of Pretoria, 2011.
Human Resource Management
unrestricted
23
Johnson, Sinsey Elaine. "Organizational Characteristics Influencing Workplace Bullying." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3038.
Abstract:
Walden University
College of Social and Behavioral Sciences
This is to certify that the doctoral dissertation by
Sinsey E. Johnson
has been found to be complete and satisfactory in all respects,
and that any and all revisions required by
the review committee have been made.
Review Committee
Dr. Gabriel Telleria, Committee Chairperson,
Public Policy and Administration Faculty
Dr. George Larkin, Committee Member,
Public Policy and Administration Faculty
Dr. Tanya Settles, University Reviewer,
Public Policy and Administration Faculty
Chief Academic Officer
Eric Riedel, Ph.D.
Walden University
2016
Workplace bullying is a source of distress and contributes to productivity losses and poor mental health among workers in the United States. Little, though, is known about how organizational structure and culture may impact the frequency of bullying within the context of federal public organizations. Using Schein's theory of organizational climate as the foundation, this correlational study examined the relationship between organizational size, type including protective services, the United States Postal Service, or other government agencies, and climate as defined by Schein. Survey data using the modifications of the Negative Acts Questionnaire and the Psychosocial Safety Climate Scale were used to collect data from a sample of 78 employees of the federal government. Data were analyzed using a linear regression technique. Results indicate that organizational size and type are not predictive of bullying behavior, but there is a statistically significant relationship between organizational climate and bullying (p = .001). The positive social change implications stemming from this study includes recommendations to federal government executives to explore organizational policies and rules to mitigate bullying behaviors through attention to organizational climate, thereby potentially increasing organizational efficiency and improving the work experience of federal employees.
24
Gunning, Barbara L. "The Role that Humor Plays in Shaping Organizational Culture." University of Toledo / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1101326392.
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Razavi, Tiffani D. B. "Values and occupational stress : the role of individual-organizational value congruence in the workplace." Thesis, University of Oxford, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342619.
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Lin, Cheng-Jung. "Exploration of social integration of people with intellectual disabilities in the workplace." Thesis, Kingston, Ont. : [s.n.], 2007. http://hdl.handle.net/1974/1020.
27
Lagan, Attracta. "Interiority and exteriority in the workplace : an exploratory journey into the realm of personal, workplace and societal values as they impact on each other." Thesis, View thesis, 2004. http://handle.uws.edu.au:8081/1959.7/46081.
Abstract:
This thesis explores the relationship between personal and organisational values in business workplaces and in a wider societal context. It does so from the perspective of the researcher as a meaning-seeking individual wanting to make sense of the contradictory situations and tensions in which I find myself. I also seek to understand the values tensions I regularly witness in my professional role as a change agent between organisational members' personal values and expectations and the values that get prioritised in their workplaces. For the purpose of this thesis: PERSONAL V ALUES refer to the values and underlying needs that people bring into their places of work and seek to have met there. These values typically originate in employees internal worlds and are used in a conscious or subconscious way to filter their experiences of their external workplace context. Such values typically include a desire to enjoy work, to be respected, to maintain self-esteem, to learn and have contributions recognised; ORGANISATIONAL VALUES refer to those values that are both espoused by organisations as being important to them, and, those values in use that can be deduced from the behaviours that get recognised and rewarded on a daily basis. Organisational espoused values and values in use are typically different. Such differences however are rarely openly acknowledged. SOCIETAL VALUES are those values seen to be important to the wider society in which business organisations are embedded. These values are evolving and increasingly becoming divergent from the values being promoted within organisations. This gap between societal and organisational values is recognised by external stakeholders (members of civil society) and is having adverse impacts on those organisational members who share society's values and experience their organisation's values to be out of step with these.
28
Worcester, Laura Sweet, and Laura Sweet Worcester. "Lateral workplace violence in nursing: best practice guidelines for creating a culture of civility." Thesis, The University of Arizona, 2017. http://hdl.handle.net/10150/626800.
Abstract:
This best-practice paper explores research on the phenomenon of lateral violence in the nursing
workplace. The research articles reviewed in this paper will discuss factors contributing to
workplace violence and possible strategies for mitigating incivility. Articles will focus on
student nurses and newly-licensed nurses who are often the primary recipients of bullying
behavior. The literature review will discuss the implications of lateral workplace violence
including high new nurse turnover, early burnout, inadequate patient care, and increased hospital
costs. Beyond the analysis of the current literature, this paper will identify evidence-informed
recommendations for best-practice protocols. A proposed implementation plan and evaluation
will be applied using the innovation-decision process theory. A five-stage process will be
outlined in the final chapter including the knowledge, persuasion, decision, implementation, and
confirmation of the proposed innovation.
29
Wang, Xue. "Women and equality in the People's Republic of China : workplace, culture and social system." Thesis, The University of Sydney, 1998. https://hdl.handle.net/2123/27679.
30
Grassman, Kelsey N. "Single and Working: A Content Analysis of Workplace Romance Policies." University of Dayton / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1430489925.
31
Soucie, Jeanine. "Contextual Creativity and the Experience of Cultural Pivoting in the Workplace." Antioch University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1596540211223212.
32
Rockett, Patrick Pearse. "The Cost of Workplace Bullying in Irish Universities." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1927.
Abstract:
Employees who demean and degrade coworkers cost organizations billions of dollars every year. Workplace bullying is a business problem that affects up to 15% of employees, and little empirical research is available to establish the extent of bullying in academia. Bullies flourish in decentralized structures, and universities can be particularly susceptible to bullying behavior because of their decentralized structures of teaching and research that promote the growth of microclimates in segregated silos, from laboratories to small departments. The purpose of this multiple-case, census sample study was to explore the cost-reduction strategies that university human resource (HR) leaders use to manage the consequences of workplace bullying across the 7 universities in Ireland. The conceptual framework focused on power, culture, and leadership, which are central to the discourse on workplace bullying. Data analysis involved using the interpreted interview data that all participants verified for accuracy through the member checking process. Seven themes emerged as the most important to reduce the cost of workplace bullying. Participants identified policy, informal versus formal procedures, and cost as the most important themes pertaining to workplace bullying in their organization. The findings of this study will be a source of valuable information to HR leaders in all Irish universities. In addition, the findings have implications for theory and practice that may help Irish university HR leaders promote positive social change by enabling them to manage the financial and human cost of workplace bullying in Irish universities.
33
Arnoldsson, Jonas. "”If you don't quite manage the job, it will be tough for you” : A qualitative study on chef culture and abuse in restaurant kitchens." Thesis, Stockholms universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-121534.
Abstract:
Media reports as well as existing (albeit limited) research suggest abusive work practices are common in restaurant kitchens. Kitchen abuse is explored in this case study, as ten experienced Swedish chefs were interviewed. Organisational culture theory is used to conceptualise the occupational culture of chefs, which is hypothesised to be of explanatory significance. The issue of abusive work practices is contrasted with workplace bullying literature. Results suggest abusive work practices do occur, but that certain rough jargon and authoritative management, that might be considered illegitimate in other workplace contexts, generally is expected and accepted among restaurant chefs. Contextual factors and the conditions of work, especially during intense service-periods, are thought to create certain demands on chefs, and particularly head chefs, that has formed various aspects of kitchen work. Chef culture seems adapted to these circumstances. A potential blind spot of the study is aspiring chefs that quit the profession shortly after entering. Not yet fully trained or accustomed to chef culture, this group faces an increased risk of ill-treatment, and they typically elude research. Overall, results suggest academic bullying concepts are problematic to apply on this case, and underscore the significance of contextual factors for understanding workplace abuse phenomena.
34
Lagan, Attracta. "Interiority and exteriority in the workplace : an exploratory journey into the realm of personal, workplace and societal values as they impact on each other /." View thesis, 2004. http://handle.uws.edu.au:8081/1959.7/46081.
Abstract:
Thesis (Ph.D.)--University of Western Sydney, 2004.A thesis presented to the University of Western Sydney, College of Arts, Education and Social Sciences, in fulfilment of the requirements for the degree of Doctor of Philosophy. Includes bibliographies. Electronic version is also available at: http://handle.uws.edu.au:8081/1959.7/46081.
35
Burke, Peter, and peter burke@rmit edu au. "A social history of Australian workplace football, 1860-1939." RMIT University. Global Studies, Social Science and Planning, 2009. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20100311.144947.
Abstract:
This thesis is a social history of workplace Australian football between the years 1860 and 1939, charting in detail the evolution of this form of the game as a popular phenomenon, as well as the beginning of its eventual demise with changes in the nature and composition of the workforce. Though it is presented in a largely chronological format, the thesis utilises an approach to history best epitomised in the work of the progenitors of social history, E.P. Thompson and Eric Hobsbawm, and their successors. It embraces and contributes to both labour and sport history-two sub-groups of social history that are not often considered together. A number of themes, such as social control and the links between class and culture, are employed to throw light on this form of football; in turn, the analysis of the game presented here illuminates patterns of development in the culture of working people in Victoria and beyond. The thesis also provides new insights into under-re searched fields such as industrial recreation and the role of sport in shaping employer-employee relations. In enhancing knowledge of the history of grass roots Australian football and demonstrating the workplace game's links with the growth of unionism and expansion of industry, the thesis therefore highlights the complexity and interconnectedness of economic development, class relations and popular culture in constructing social history.
36
Hartung, Faye. "How individualist and collectivist organizational cultures influence work processes, outcomes, and cooperation." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000hartungf.pdf.
37
Seo, Yoojeong Nadine. "The role of culture on workplace bullying : the comparison between the UK and South Korea." Thesis, University of Nottingham, 2010. http://eprints.nottingham.ac.uk/11367/.
Abstract:
This thesis begins by questioning the applicability of Western concepts and measures of workplace bullying to the Far East culture. Facing such an issue, the thesis aims to address the role of culture on workplace bullying by examining the emic and etic dimensions and developing an indigenous bullying scale. By emic was meant culturally specific dimension while by etic was meant culturally neutral dimension. Three studies were conducted which illustrated the emic and etic dimensions of workplace bullying. The first study was based on a questionnaire survey with 50 Korean and 43 UK employees and showed the extent of cultural differences in the employees’ concepts of and attitudes towards workplace bullying. Based upon these results, the qualitative part of the second study developed an indigenous bullying questionnaire (KBAQ: Korean Bullying Acts Questionnaire) through a repertory grid with 42 Korean participants. Then, the quantitative part of the study tested employees’ agreement of the KBAQ items being examples of bullying using a questionnaire survey with 76 Korean and 75 UK participants. Finally, the third study conducted a questionnaire survey utilising KBAQ and NAQ-R (Negative Acts Questionnaire-Revised). 193 Korean and 167 UK employees participated. The study highlighted cultural differences in the descriptive aspects of workplace bullying such as the prevalence rate, bully/perpetrator status, health outputs (e.g., job satisfaction and work-related burnout) and predictors (e.g., leadership style, role conflict, and interpersonal conflict). The results also evidenced the validity and reliability of KBAQ and revealed that KBAQ had a greater applicability for Korean employees and NAQ-R for UK employees. The consistent findings of cultural differences suggest the need for an indigenous approach in examining workplace bullying. This thesis makes a significant contribution to the literature on workplace bullying in the Far East and provides the ground for the advancement of the indigenous approach to workplace bullying research.
38
Lartey, Emmanuel. "The role of workplace culture in incidental learning : a study of a Ghanaian manufacturing firm." Thesis, University of Leicester, 2014. http://hdl.handle.net/2381/28559.
Abstract:
In the workplace, the prospect for learning occurs not only through formal training programmes but also effectively and prolifically through opportunities embedded in everyday work activities. This embeddedness raises still-unanswered questions about how such incidental learning is shaped by aspects of the workplace environment. From that view, the numerous means through which the general workplace environment can influence incidental learning arguably creates a significant gap in the theoretical understanding of the phenomenon. The specific gap addressed by this study is ‘How is incidental learning influenced by aspects of workplace culture?’ To investigate this gap, the study explored perceptions of employees on the impact of aspects of workplace culture on incidental learning within a manufacturing environment; specifically, the Volta Aluminium Company (VALCO) in Ghana. For this study, workplace culture refers to both organisational-wide cultures and subcultures within organisations. Thus this research examined employees’ means of incidental learning and ways the different aspects of organisation-wide cultures and subcultures support or suppress incidental learning. A phenomenological lens was employed to conduct in-depth interviews and focus group discussions with 30 employees selected through quota, purposive, and snowballing sampling methods. The data obtained were analysed through multiple theoretical lenses. The findings showed that employees acquire knowledge through participatory, inquisitorial, and observational means. The findings also provide specific cultural artefacts/practices, values, and assumptions toward a general understanding of the learning/culture relationship and for constructing models for learning-supportive and learning-inhibitive cultures and subcultures at the workplace. The study further demonstrates that employees may have overlapping or multiple identities, which sometimes makes the identification of cultures or subcultures problematic.
39
Kgodane, Margaret M. "Understanding workplace culture of midwives relating to pain management during the first stage of labour." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/63374.
Abstract:
Background
Pain during birth process is acknowledged for good progress of labour but severe,
unbearable pain cause reduced effectiveness of contractions and lead to maternal
exhaustion and fetal distress. Non pharmacological and pharmacological pain relief
methods can be implemented to assist the women to cope with pain during labour.
Non-pharmacological and pharmacological pain relief is available in the hospital, but
it is not understood when and how labour pain is assessed and pain relief
implemented.
Research questions
What is the current workplace culture relating to pain management during the first
stage of labour? What alternative strategies can be implemented to address the
current workplace culture relating to pain management during the first stage of
labour?
Research design and methods
A qualitative design was followed. Convenience sampling was used and 18
observations on pain management during labour were done. Midwives taking care of
women during labour took part in the research and their informed consent was
obtained beforehand. Data was collected during unstructured observations of pain
management during labour. Data was analysed by means of the creative
hermeneutic data analysis method.
Main findings
Four themes were derived from the data: pain assessment, isolation, therapeutic
environment and documentation. Based on these themes, strategies for improving
pain management during labour were identified collaboratively.Dissertation (MCur)--University of Pretoria, 2017.
Nursing Science
PhD
Unrestricted
40
Katz, Evie, and e. katz@latrobe edu au. "The anthropology of a workplace: the Victorian Land Titles Office." La Trobe University. School of Social Sciences, 1996. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20070309.104743.
Abstract:
This thesis uses a cultural perspective to explore the working life of employees in a government office during the 1980s. During that period three significant changes took place - in the promotion system, in management recruitment and policies, and in the introduction of computer technology. In comparing and contrasting these changes with past practices, we gain an understanding of the relationship between organisational culture and organisational change.
41
Mackavey, Maria Georgiopoulos. "Synectics as a planned change theory : understanding its applications in the workplace." Thesis, Boston University, 1988. https://hdl.handle.net/2144/38068.
Abstract:
Thesis (Ed. D.)--Boston University, 1988. Dept. of Administration, Training, and Policy StudiesPLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.
2031-01-01
42
Brown, Zofia Birgit. "Occupant comfort and engagement in green buildings : examining the effects of knowledge, feedback and workplace culture." Thesis, University of British Columbia, 2009. http://hdl.handle.net/2429/17490.
Abstract:
Buildings are seen as a key potential contributor to the mitigation of climate change, spurring increased attention in recent years to their design, performance and evaluation. The successful delivery of green buildings requires balancing energy and resource efficiency while providing a comfortable, healthy and productive environment within economic means. Occupant comfort and behaviour can have a significant impact on green building performance, and yet very little is known about how their comfort is shaped and behavioral patterns formed, particularly in the commercial setting. Through the post-occupancy evaluation of six Canadian office buildings, three green and three conventionally designed, this thesis examines the behavioural, socio-psychological and contextual factors that influence comfort and user engagement in green buildings. In Chapter 2, occupants’ knowledge of how the building performs and comfort is provided is compared to an expert baseline, and a gap identified between their expressed desire to learn and the information available to them. Comfort is viewed both as a trigger of changes to user behaviour (discomfort leads to action) and an outcome from changes to user behaviour (action leads to improved or diminished comfort). In Chapter 3, the incorporation of feedback into building design, implementation and use is compared for two green buildings, and found to influence occupants’ self-rated knowledge of the building, perceptions of building performance, and use of controls and complaints. Lack of effective feedback in one of the buildings leads occupants to view themselves as passive (rather than active) participants in establishing comfort conditions. In Chapter 4, a company’s move from a conventional to a green building is examined through the lens of cultural and contextual factors shaping design and operation decisions. These factors are shown to potentially significantly influence occupant comfort and behavior in the new building, with gains in satisfaction and productivity difficult to disentangle from green building or workplace design factors. Combined, these results provide evidence that knowledge, expectations, feedback and culture all play an important role in shaping occupant comfort and comfort-related behaviour in green buildings, and shed light on the limitations of current post-occupancy evaluation method to capture the complexities of user experience.
43
Staffansson, Frida, and Hanna Brännström. "The Prominence of Organizational Culture in Workplace Well-Being : A Qualitative Research on an International Organization." Thesis, Umeå universitet, Företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-92328.
44
Phelan, Simon Edward. "Organisational culture, knowledge and learning : a case study of workplace learning in a high performance centre." Thesis, University of Birmingham, 2016. http://etheses.bham.ac.uk//id/eprint/6599/.
Abstract:
This aim of this thesis was to critically examine the features of an elite performance centre in facilitating coaches’ professional learning experiences. In response to existing coach development literature that is negative about the formal education experiences coaches encounter, contemporary research has suggested a conceptual and practical shift towards professional learning (e.g. learning as form of social practice), which in turn has led to a greater focus on the workplace as a legitimate site for the development of professional knowledge. A focus on workplace learning requires an understanding of the social, structural, and cultural factors that facilitate or inhibit coach learning. Drawing on an ethnographic case study approach, 6 professional coaches and 3 administrative staff within an Olympic High Performance centre participated in the project over an 8 month period. Utilising a constructivist version of grounded theory, the findings build upon current understandings of coach education, suggested learning experiences are a condition of the interrelationship between negotiated personal engagement, workplace structures, and contextual mediating conditions. This relationship is captured within the model ‘Negotiated Community Transitions’, characterising coaches’ as individuals that move and participate across communities, each with its own distinct culture. As such, the coaching workplace is portrayed as a contested and fluid landscape.
45
Richendollar, Carolee. "How Do They Fit In?: Millennials In The Workplace." Master's thesis, University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5844.
Abstract:
In some organizations four generations work together creating a unique culture. Millennials are the second largest generation currently in the workforce. Organizational culture is affected by interpersonal communication. Interviews were conducted with 17 workers between the ages of 19 and 30. Interviews consisted of 22 open-ended questions regarding daily tasks, organized activities, and interpersonal interaction. The perspective of organizational culture was evaluated through personal, task, social, and organizational rituals. Membership categorization was used to determine common vocabulary used to identify with coworkers. Duck's theory on attraction was used to evaluate interpersonal behavior seeking to determine psychological attractors acting as catalysts for relationship building. Data found suggests that Millennials create a culture similar to the tribal example suggested in previous research. Rituals act as forms of cultural dissemination and strengthening. The use of membership categorization devices reflected the structure of the organization and relationships between coworkers. Using Duck's attraction theory, an analysis reflected the identification factors that act as catalysts for relationships. Psychological attraction was linked to common interests.M.A.
Masters
Communication
Sciences
Communication; Interpersonal Communication
46
Lertsirimongkolchai, Sirinthip, and Panotporn Phaiboonkit. "Cultural adaptation required for IKEA to increase the organizational effectiveness in Thailand." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-12609.
47
Bussey, Jennifer Amy. "The Implications of National Culture on American Knowledge Work Teams: A Model of a Collaborative Corporate Culture to Support Team Functioning." Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc2257/.
Abstract:
In order to remain competitive, many American businesses implement team-based work strategies. In many cases, however, teams fail in American organizations, which may be in part due to a conflict between American culture and the cooperative environment necessary for teams to function effectively. By comparing the literature regarding American culture, challenges faced by teams, and then corporate culture, it becomes evident that there are aspects of American culture that pose challenges but also that an appropriate corporate culture can mediate some areas of incompatibility. A collaborative corporate culture can induce cooperation among employees without asking employees to work in a manner that is counterintuitive, thus gaining the benefits of teams.
48
Anagnostopoulou, Kyriaki. "Learning in third space : the nature of non-formal learning opportunities afforded to e-learning leaders in the workplace." Thesis, UCL Institute of Education (IOE), 2014. http://eprints.ioe.ac.uk/18424/.
Abstract:
Institutional initiatives set up to meet the demands of a fast changing higher education (HE) landscape do not comfortably sit within a single academic or administrative department but instead require blended professionals, with a mixed portfolio of work, to operate in third space – between the administrative and academic domains of institutions (Whitchurch, 2008). Heads of e-Learning (HeLs) in UK HE institutions are one such group of professionals who lead the enhancement of learning and teaching through the use of technology. However, one must question how HeLs continue to learn and develop in their roles as transformational leaders to meet the continuous demands posed by the ever-changing HE environment and the evolution of technology. This research explored the affordances of third space as a learning environment, questioned how learning and leadership development take place through non-formal workplace experiences, and sought to relate these back to HeLs’ perceived developmental needs. The concept of liminality (van Gennep, 1960; Turner, 1969) was employed as a theoretical framework, learning was conceptualised as socially constructed identity formation and leadership development was deemed to be a result of learning. A mixed methodological approach was employed and a unique analytical framework shed light on data derived from nine in-depth interviews. Third space environments were found to be ‘expansive’ (Evans et al., 2006), with qualities which afforded transformational learning experiences that permanently altered the ways in which one understands the world around them. Liminal conditions in third space environments provided a means of reconciling a leader’s espoused theories and their theories-in-use, whilst leadership development was linked to learner readiness and the development of credibility. Underpinned by participatory practices, the theory of ‘possible selves’ (Ibarra, 2004) offered a means of understanding transformational learning and development in third space, and brought the concept of leadership closer to active citizenship.
49
De, Kock Daniël Jacobus. "An exploration of organisational culture : the perception of employment regulations in the workplace / Daniël Jacobus de Kock." Thesis, North-West University, 2010. http://hdl.handle.net/10394/8313.
50
nola, Oluremilekun Adunola Oluremilekun. "The inter-relationship between organisational culture and workplace stress : an empirical study of the Nigerian banking sector." Thesis, University of Surrey, 2006. http://epubs.surrey.ac.uk/592/.