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Thèses sur le sujet « Organisational contexts »

Auteur : Grafiati
Publié le 4 juin 2021
Mis à jour le 4 février 2022

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1

Herfurth, Lorenz. "Organisations as artefacts : an inquiry into hidden design activities within situated organisational contexts." Thesis, Lancaster University, 2016. http://eprints.lancs.ac.uk/86225/.

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The overall aim of this PhD is to provide insights into the hidden and socially-distributed design activities and behaviours through which members of an organisation contribute to its shape. How do those who are part of the organisational artefact contribute to the design of the artefact? Looking at an organisation as an artefact on the one hand acknowledges the human-made process that brings organisations into existence and the possibility that an organisation is a product of human action. On the other hand it raises questions with regard to the properties of this artefact and the design acti
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2

Darling, Andrea Jean. "Understanding female-perpetrated child sexual abuse in organisational contexts." Thesis, Durham University, 2018. http://etheses.dur.ac.uk/12768/.

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Organisational child sexual abuse has received unprecedented attention over recent years with numerous local, national and international inquiries taking place. At the same time interest in female sex offenders has increased, however, despite this focus in both areas there is an almost total lack of research examining the phenomenon of female-perpetrated child sexual abuse in organisational contexts. This thesis combines these fields of inquiry and addresses this gap. Situational crime prevention theory framed the mixed methods approach examining 136 cases of sexual abuse perpetrated by women
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Chigwendere, Fungai Beaula. "Towards intercultural communication congruence in Sino-African organisational contexts." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/62395.

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Despite the prevalence of theories and research that could serve as guidelines for addressing intercultural communication challenges such as misunderstanding, ineffectiveness and inappropriateness in communication in Sino-African organisational contexts, the continued existence of these challenges suggests the inadequacy of such theories. Accordingly, in consideration of African and Chinese cultural perspectives, the aim of this study was to develop a hybrid intercultural communication congruence (HICC) framework in order to enhance intercultural communication and achieve intercultural communi
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4

Hartmann, Stefan. "The relevance of internal communication in contexts of organisational integration." Thesis, Sheffield Hallam University, 2007. http://shura.shu.ac.uk/19764/.

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This study has examined the relevance of internal communication in contexts of organisational integration ('merger communication'). Today, mergers and acquisitions represent a key means of growth. The fundamental impacts of mergers on the people within the affected organisations are, however, frequently underestimated. Many difficulties experienced in mergers appear to be the result of misguided communication founded on a lack of understanding of the underlying communication processes. Previous research and practice on merger communication may have relied too heavily on transmission-oriented a
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5

Arend, Susanne. "Exploring contemporary work contexts : the influence of careers in building organisational commitment /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18931.pdf.

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6

Chingwena, Tongesai. "Implications of complexity leadership on organisational adaptability in dramatic social change contexts." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80419.

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Organisations are deeply entrenched in complex contextual discontinuities where they have to deal with both internal and external stimuli by implementing practices and behaviours that direct them towards adaptation. A web of the forces that encapsulate the operating environment includes dynamic economic uncertainty, deepening regulative frameworks, evershifting employee empowerment-based labor practices, and entrenched geopolitical disruptions compounded by debilitating ecological disturbances. As such, given such tension saturated complex contexts, organisations need to create the capabilitie
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7

Palaiou, A. "From dawn to dusk : the role of personality in different organisational contexts." Thesis, University College London (University of London), 2016. http://discovery.ucl.ac.uk/1524862/.

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Robert Hogan was the first person who distinguished between the “bright” side and the “dark” side of personality. Hogan, Curphy and Hogan (1994) noted that the Five Factor Model (FFM) represented the bright side of personality. The dark side traits can be understood as those dysfunctional tendencies that tend to surface when people are under stress or are off their guard. The Hogan Development Survey (HDS) was designed in order to identify individuals who have the potential to be derailed (Hogan & Hogan, 2001). The characteristics of the bright and dark sides co-exist; individual differences h
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8

Gårlin, Karl, and Mathias Kostet. "Change Through Transformation : An exploratory case study on leadership in contrasting organisational contexts of IKEA Sweden." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-123230.

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As corporations have to adapt to an ever-faster spinning global environment they often turn to projects as a facilitator to positive change. With the increase in temporary projects more line managers are faced with leading projects in the permanent organisation, a task that can be widely different from leadership in the permanent organisation. Our purpose is to expand the theoretical and practical knowledge on how managers view the contrast on leadership in the temporary organisation in comparison with the permanent organisation in our case company IKEA and how organisational culture influence
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9

Richter, Ingrid. "Ordinary epiphanies : a narrative analysis of executive and organisational learning in multiple contexts." Thesis, Lancaster University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.414345.

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10

Altringer, Bethanne. "Team creative problem solving in multi-disciplinary, cross-cultural and inter-organisational contexts." Thesis, University of Cambridge, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.609513.

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11

Sheriff, Mohamed Abdul. "The value of information in organisations : a study of information use situations as contexts of value." Thesis, London School of Economics and Political Science (University of London), 2000. http://etheses.lse.ac.uk/1577/.

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The notion that the value of information is significantly dependent on the context of use is widely accepted in information systems research. Context is however often conceived as given and exogenous to the use activity and hence beyond the control of the user. This study takes a dynamic and holistic view of context in which the purposes, processes and effects of information use are seen as inextricable from the structural and environmental factors that mediate such use in organisations. The concept of Information Use Situation (lUS) is employed to represent this view of context. An lUS framew
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12

Breu, Karin R. T. "East German managers in transition : a study into individual change in transformative contexts." Thesis, Oxford Brookes University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.387810.

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The work looked at east German senior industrial managers in transition under the condition of radical environmental change that followed the introduction of the west German political, economic, and societal system in eastern Germany. The enhancement of the understanding of managers in change in the transitional economies of central and eastern Europe is significant to the improvement of the effectiveness of western support in the introduction of market forces. Of wider significance is the study's contribution to the understanding of the issues at individual level that might equally emerge wit
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13

Carnell, Eileen. "Understanding teachers' professional development : an investigation of teachers' learning and their learning contexts." Thesis, University College London (University of London), 1999. http://discovery.ucl.ac.uk/10018906/.

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The focus of my research is teachers' planned professional development experience and the effect of context on teachers' learning and changes to practice. It seeks to understand effective approaches to teachers' learning, contribute to knowledge and identify implications for practitioners and policy makers. The research begins with an investigation into young people's and teachers' perceptions of effective classroom work. A significant mis-match is found between what is experienced and what they perceive is effective . This is analysed in terms of inhibiting forces and contradictions influenci
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14

Ozkan, Sevgi. "Pb-isam: A Process-based Framework For Information Systems Effectiveness Assessment In Organisational Contexts." Phd thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/12607059/index.pdf.

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A number of approaches of assessment associated with IS effectiveness have been examined, fundamental guidelines for research in this area have been derived, and a novel model of IS effectiveness has been proposed. A process based assessment method (PB-ISAM) based on the proposed effectiveness model has been elaborated. The new model and the new assessment method have been evaluated via three case studies. Specific implications have been drawn concerning the relationships between processes and the information system assessed. The three case studies have provided insight into the IS effectivene
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Jevdokimova, Olga, and Siegmund Adanitsch. "Creating favourable contexts for nurturing and managing innovations in organisations." Thesis, University of Kalmar, Baltic Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-352.

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<p>This thesis gives an overview about innovations in organisations as well as the importance of a favourable organisational microclimate for the enhancement of creativity and innovation. Generating ideas is always a very fragile process for any organisation engaged in innovative activities. In order to support good and successful ideas the companies have to have a favourable organisational microclimate. This microclimate is discussed against the background of certain conditions which organisations or rather companies should obtain in order to prevail innovations and cope with them in a succes
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16

Van, der Mescht Hennie. "A phenomenological investigation into educational leaders' perceptions of themselves, their followers, and their organisational contexts." Thesis, Rhodes University, 1997. http://hdl.handle.net/10962/d1003580.

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Leadership is a richly researched ana widely covered topic, attracting the attention of virtually every discipline within the human sciences. Research which focuses on leadership within an educational context is, however, a relatively recent development. Most of the leadership research conducted in this century has been driven by the needs of industry. Consequently, leadership theories have tended to emphasise the instrumentality, measurability and effectiveness of leadership. Leadership models, intent on being prescriptive and 'learnable', have been inclined to oversimplify the complexity of
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17

Theodoraki, Eleni I. "An organisational analysis of the national governing bodies of sport in Britain : organisational structures and contexts, management processes and concepts and perceptions of effectiveness." Thesis, Loughborough University, 1996. https://dspace.lboro.ac.uk/2134/10521.

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Sports organisations in public, commercial and voluntary sectors in the mid 1990s are faced with an increasingly volatile environment. It has been claimed that there has been a move away from traditional, large-scale, bureaucratic, organisational structures in the commercial sector (which has predominantly led organisational and management fashions in the public, quasi-public and voluntary sectors), and this research project investigates whether such a shift away from traditionalist organisational forms is evidenced among Britain's national governing bodies of sport (NGBs). In addition, there
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18

Tyler, Graham Patrick. "Utility and validity of Western and Chinese models and measures of personality in Chinese and Western organisational contexts /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19288.pdf.

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19

Alvinius, Aida. "Bridging Boundaries in the Borderland of Bureaucracies : Individual Impact on Organisational Adaption to Demanding Situations in Civil and Military Contexts." Doctoral thesis, Karlstads universitet, Institutionen för sociala och psykologiska studier, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-26445.

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The purpose of this thesis is to reach a deeper understanding of how boundary spanners are bridging boundaries between uniformed bureaucratic organisations and their environment, characterised by demanding conditions. The main part of this thesis is based upon empirical data gathered through 71 interviews with Swedish civil and military informants from several uniformed organisations. Four articles have been included in this thesis in order to address the overarching aim. The results show that boundary spanners are crucial to the adaption of uniformed organisations to demanding conditions. A n
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20

Morton, Josh. "Legitimation through openness : managing organisational legitimacy through open strategy in a pluralistic context." Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/28410.

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This research explores how an open strategy approach can be used to manage organisational legitimacy in a pluralistic context, characterised by the competing demands of key stakeholders. Open strategy demonstrates an interest in strategising processes becoming more inclusive and transparent (Hautz et al., 2016). Open strategy work to date has focused on its uses and implications, and how strategic inclusion and transparency are being displayed in different organisational contexts. Much open strategy literature also associates the central purpose of open strategising activity with organisations
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21

Ross, Julie Jane. "The role of the artist in environmental change : an investigation into collaborative, interactive and participative art practice in organisational contexts." Thesis, University of Glasgow, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.366253.

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22

Cook, Roger. "Ethics at work : the discourse of business ethics : an investigation into ethical discourse in UK higher education and organisational contexts." Thesis, University of West London, 2014. https://repository.uwl.ac.uk/id/eprint/1102/.

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This thesis aims to make an original contribution to the development of effective ethical discourse at work through the development of a conceptual model which reframes existent philosophical ideas and moral perspectives. Its intention is both to facilitate better personal understanding, and to enable improved moral communication between individuals, workforce communities and organisations. This is needed because the impacts of the banking crisis, and continued incidences of corporate wrongdoing are exposing the weaknesses in managerial capitalism, and provide evidence that the rhetoric of bus
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23

Costa, Ana-Cristina, and Neil Anderson. "Team Trust." Willey-Blackwell, 2017. http://hdl.handle.net/10454/17883.

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No<br>This chapter seeks to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discussing the similarities and differences between interpersonal and team level trust. Research on interpersonal trust has shown that individual perceptions of others trustworthiness and their willingness to engage in trusting behavior when interacting with them are largely history‐dependent processes. Thus, trust between two or more interdependent individuals develops as a function of their cumulative interaction. The chapter describes a multilevel fra
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Costa, Ana-Cristina, and N. R. Anderson. "Team Trust." Willey-Blackwell, 2003. http://hdl.handle.net/10454/17883.

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No<br>This chapter seeks to clarify the definition of trust and its conceptualization specifically at the team or workgroup level, as well as discussing the similarities and differences between interpersonal and team level trust. Research on interpersonal trust has shown that individual perceptions of others trustworthiness and their willingness to engage in trusting behavior when interacting with them are largely history‐dependent processes. Thus, trust between two or more interdependent individuals develops as a function of their cumulative interaction. The chapter describes a multilevel fra
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25

Donohue, Kerry John. "A theoretical evaluation and empirical investigation into explanations for the escalation of commitment phenomenon in the particular organisational contexts of Expo 86 and Expo 88." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16517/.

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Escalation of commitment to failing investments is considered to be representative of biased forms of decision-making which may result in unproductive consequences. Decision makers adopt investment courses of action in initial conditions of uncertainty, which subsequently appear to lead to failure. When confronted with the prospect of their decisions producing losses, they commit decision errors thus escalating their commitment to their original courses of action. Several theories with rational and irrational antecedents have been developed in the literature to explain the escalation ph
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26

Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations." Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.

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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dyn
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27

Parker, Martin. "Organisational culture in context : a study of management in three organisations." Thesis, Staffordshire University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262037.

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28

Leivesley, Robert, and n/a. "Images of technology in organisation and society contexts." University of Canberra. Management, 1990. http://erl.canberra.edu.au./public/adt-AUC20060817.100531.

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An original project for a taxonomy of organisation-technology became over time an exploration of some of the meanings and contexts of technology. The exploration began with the critique of selected instances of landmark theorising and empirical research on the technology concept. The critique raised issues in epistemology and methodology which caused this writer to address the philosophy of the social sciences and the philosophy of technology at certain points: the question of technological determinism; language and metaphor; ideology; construct validity. Chapters One and Two of this thesis re
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29

Faisant, Jean-Paul Zardet Véronique. "Développement d'une gestion des compétences en contexte de changement organisationnel cas d'expérimentation industriel /." Lyon : Université Lumière Lyon 2, 2003. http://demeter.univ-lyon2.fr:8080/sdx/theses/lyon2/2003/faisant_jp.

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30

Richards, Jonathan David. "Implementing strategic decisions : an analysis of decision content, organisational context and managerial strategy." Thesis, University of Manchester, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.631235.

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The management of strategic change has come to be viewed as a complex and difficult area of organisational analysis, both from a theoretical academic and practical management point of view. However, much of the literature on the subject is typically characterised by high levels of normativism and a general lack of analytical depth or sophistication. Empirical studies attempting to capture the complex, dynamic and contextually-embedded character of strategic decision implementation are rare. Those that exist are typically long on description and short on analytical insight. Comparative studies
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31

Eneau, Jérôme. "La part d'autrui dans la formation de soi : autonomie, autoformation et réciprocité en contexte organisationnel /." Paris ; Budapest ; Torino : l'Harmattan, 2005. http://catalogue.bnf.fr/ark:/12148/cb39980943k.

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Faisant, Jean-Paul. "Développement d'une gestion des compétences en contexte de changement organisationnel : cas d'expérimentation industriel." Lyon 2, 2003. http://theses.univ-lyon2.fr/documents/lyon2/2003/faisant_jp.

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Face à la mondialisation des produits, la guerre des prix et les exigences de qualité réclamées par les clients, les entreprises françaises sont obligées de trouver en interne, les ressources nécessaires à leur survie. Ces mouvements entraînent une remise en cause des modes de fonctionnement organisationnel et de la gestion du potentiel humain. Comment, dans ces conditions, mobiliser le potentiel humain pour l'amener à accepter les transformations organisationnelles que ce contexte impose aux entreprises ? Quelles contributions les systèmes de classification et de rémunération peuvent-ils appo
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33

Ajayi, Oluseyi M. "The impact of employee ambidexterity on organisational and marketing innovations : organisational context for exploiting the present and exploring for the future." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12562.

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Research studies on innovation tend to focus more on Process and Product Innovations (PPIs), while both Organisational and Marketing Innovations (OMIs) have been under-researched. The lack of prior research on these non-technological innovations has been attributed to poor data availability. Theoretical opinions show that OMIs could be necessary prerequisites needed to optimally utilise and deploy these PPIs. Organisational Ambidexterity (OA) has emerged to be crucial in achieving long-term organisational success. Ambidexterity in an organisational context refers to the ability to concurrently
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Gurd, Bruce. "Activity based costing in its organisational context /." Title page, table of contents and abstract only, 1999. http://web4.library.adelaide.edu.au/theses/09PH/09phg978.pdf.

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35

Baptista, Joao M. N. de M. ""An organisation gets the intranet it deserves" : institutionalisation as a process of interplay between technology and its organisational context of use." Thesis, London School of Economics and Political Science (University of London), 2008. http://etheses.lse.ac.uk/2748/.

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This study contributes to the IS literature with a distinctive explanation of the process of institutionalisation of technology in organizations. The research analyses the role of micro level processes of interplay in embedding an intranet in the formal functioning of an organisation and in the habits and routines of its employees. Findings identify two types of processes of interplay underpinning this process of institutionalisation. The first operates at the level of constitutive expectations and refers to mutual changes to the governance, policy and control mechanisms which foster the perce
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Bageac, Daniel. "L'innovation ouverte dans un contexte organisationnel." Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM1065.

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Notre recherche étudie les modifications dans la structure de l’entreprise occasionnées par la mise en œuvre de l’innovation ouverte. Plus précisément, nous nous intéressons aux modifications qui ont lieu dans la structure organisationnelle profonde et formelle de l’entreprise. Nous étudions ces modifications en mobilisant des données primaires (entretiens semi-directifs) et secondaires (rapports annuels et articles de presse) issues de neuf entreprises. Les résultats consistent en une nouvelle définition de l’innovation ouverte entrante, en un modèle contingent de l’innovation ouverte au nive
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Charbonnier-Voirin, Audrey. "La dimension humaine de l'entreprise agile : rôle du management des ressources humaines sur la performance individuelle au travail dans un contexte d''agilité." Toulouse 1, 2008. http://www.theses.fr/2008TOU10036.

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En s'appuyant sur le modèle théorique de l'entreprise agile, cette recherche s'intéresse à l'influence des pratiques organisationnelles et managériales sur la performance individuelle au travail dans un environnement en mutation. En adoptant dans un premier temps une démarche qualitative, nous nous proposons de clarifier les pratiques de l'entreprise agile afin d'opérationnaliser le construit. Lors de cette phase, nous nous concentrons plus particulièrement sur les composantes de sa dimension humaine, c'est à dire les pratiques de gestion des ressources humaines ainsi que les comportements att
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Camus, Bruno. "L'adaptation des organisations par l'apprentissage collectif : un modele de processus d'apprentissage organisationnel dans le context de la distribution - vente automobile." Thesis, Lancaster University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340521.

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39

Steyn, Natasha. "Exploring experiential learning in the context of organisational competitiveness." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64822.

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Organisational competitiveness is a challenge to achieve and sustain in a complex business environment that is changing rapidly, constantly and unpredictably. The best leaders are agile enough to anticipate and respond to change, and are able to actively create competitive advantage which changes the business environment. Human capital development has been identified as one of the least replicable and most sustainable competitive advantages at the disposal of firms. This aim of this research was to seek insights into experiential learning and the potential implications that investment into ex
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40

Donald, Ian J. "Office evaluation and its organisational context: a facet study." Thesis, Aston University, 1987. http://publications.aston.ac.uk/12314/.

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41

Owen, Karen, and n/a. "Managing interorganisational relationships an in-depth study in a hospital context." Swinburne University of Technology, 2005. http://adt.lib.swin.edu.au./public/adt-VSWT20061206.115448.

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Can interorganisational relationships be managed for effective functioning? This is the problem investigated in this research. Organisations world-wide are adopting co-operative relationships with other organisations. These interorganisational relationships are viewed as a way to enhance their own business performance (Williamson 1985, 1991; Dyer 1997; Gulati 1998; Barringer & Harrison 2000; Das & Teng 2000; Quinn 2000; Stuart 2000; Johnson, Korsgaard & Sapienza 2002). Despite this, the success rate for interorganisational relationships is not high (Hutt, Stafford, Walker & Reingen 2000; Quinn
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Fernandez, Virginie. "L’émergence de la compétence collective en contextes extrêmes. Le cas des équipes de secours en montagne." Thesis, Université Côte d'Azur, 2020. http://www.theses.fr/2020COAZ0012.

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Contextes risqués, d’urgence ou disruptifs sont autant de qualificatifs employés pour les contextes dits « extrêmes » que l’on caractérise habituellement par l’incertitude, la pression temporelle et la présence de risques et/ou de dangers. Nombre d’auteurs et de praticiens estiment qu’ils sont désormais devenus les nouvelles conditions de normalité pour nombre d’organisations. Les premiers travaux ayant inspiré ces recherches considèrent que les accidents sont inéluctables alors que d’autres, comme ceux portant sur les organisations hautement fiables (porte-avions militaires, pompiers professi
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Zalani, Gholam Hossein Salehi. "Examining the relationship of learning organisation characteristics, employees' satisfaction, organisational commitment, and customer satisfaction in the context of health insurance organisastions of Iran." Thesis, Keele University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.545762.

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44

Erayja, Salem Ali S. "ICT activism in authoritarian regimes : organisation, mobilisation and contexts." Thesis, University of Leeds, 2016. http://etheses.whiterose.ac.uk/16292/.

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The world has witnessed many contentious political situations in recent years, such as the Arab Spring, in which information and communication technologies (ICT) have arguably played a critical role. Although there is wide scholarly agreement that ICT enable fast and low cost activism, their role in creating significant changes offline remains ambiguous. The research to date has focused on a more democratic context; however, in non-democratic contexts, the political and social environment is critically different, which could influence social movements’ use of ICT and their impact. Therefore, o
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Gwashure, Isidore. "Organisational performance in the context of Zimbabwe : an analysis of the impact of contextual factors on form, behaviour and performance of organisations in Zimbabwe." Thesis, City University London, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.367324.

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Sassoon, David. "The effects of authentic leadership and a positive organisational context." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/26039.

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This research concerns itself with the effects of authentic leadership and a positive organisational context. Gardner, Avolio, Luthans, May and Walumbwa’s (2005) authentic leader and follower development model suggests that authentic leadership within a positive organisational context leads to increased authentic followership, which in turn influences positive follower outcomes, and finally leads to sustainable and veritable organisational performance. A research contextual framework, based on Gardner et al.’s (2005) model, is developed with one significant change being the repositioning of a
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Aghila, Elarabi Ahmed. "Job satisfaction and work commitment in the context of Libya." Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322019.

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Kieffer, Bob. "L'Organisation mondiale du commerce et l'évolution du droit international public : regards croisés sur le droit et la gouvernance dans le contexte de la mondialisation." Université Robert Schuman (Strasbourg) (1971-2008), 2006. http://www.theses.fr/2006STR30012.

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Jadis centré sur l'Etat, le droit international public se transforme progressivement en un droit commun de la mondialisation. L'OMC vient bousculer la configuration de la matrice institutionnelle internationale, articulée autour de l'ONU. Dotée d'un mécanisme de règlement des différends inédit, elle est susceptible d'infléchir le développement de l'ensemble du droit international. Contribue-t-elle à l'accélération de ses fragmentations matérielles et institutionnelles, ou est-elle au contraire le vecteur d'une plus grande cohérence? Imposera-t-elle la logique marchande comme seule référence de
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Sawers, Andrew Campbell. "The Effects of Perceived Supervisor Support, Organisational Justice and Change Management Strategies in the Context of Organisational Restructuring." Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/5324.

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This study sought to further our understanding of the antecedents of employee perceptions of organisational justice in the context of organisational restructuring. As such, this study focussed on the previously under-researched change management practices of support for downsizing victims and organisational communication quality, and the similarly under-researched organisational justice dimensions of interpersonal and informational justice, while also hypothesising a moderating effect of perceived supervisor support between these two sets of variables. Using an online survey, a total of 234 em
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Malaika, Abdulaziz M. "Management characteristics and organisation context in Saudi Arabia." Thesis, Loughborough University, 1993. https://dspace.lboro.ac.uk/2134/7298.

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The purpose of this research was to compare the characteristics of both Western and Saudi senior management in Saudi Arabian business organisations. The author investigated management characteristics, and the differences between Saudi and Western managers in their styles and management practices. In addition, he investigated the underlying causes of ineffective management and ineffective organisational context and systems in Saudi Arabia. Some sources have claimed that Saudi managers are ineffective in their management styles. Yet no effort was made by these sources to compare Saudi and non-Sa
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