Gotowe bibliografie tematyczne / Organisational behaviour

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Gotowa bibliografia na temat „Organisational behaviour”

Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 25 lipca 2025

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Artykuły w czasopismach na temat "Organisational behaviour"

Kallarackal, Tomy K. "Motivational Behaviour of Tourism Industry Employees in Relation to Organisational Culture." Atna - Journal of Tourism Studies 9, no. 2 (2014): 89–112. http://dx.doi.org/10.12727/ajts.12.5.

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The productivity and effectiveness of any organisation depends mainly on the performance level of the employees in the organisation. Human behaviour scientists over the years have conducted various studies and have concluded that, the performance of employees in any organisation depends largely on their motivational behaviour. Reviews of related literature confirm the role of various factors in the motivational behaviour of employees including organisational culture. The title of the present study is ―Motivational Behaviour of Tourism Industry Employees in Relation to Organisational Culture‖.

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Adamonienė, Rūta, Lienite Litavniece, Laima Ruibytė, and Evelina Viduolienė. "Influence of individual and organisational variables on the perception of organisational values." Engineering Management in Production and Services 13, no. 2 (2021): 7–17. http://dx.doi.org/10.2478/emj-2021-0008.

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Abstract A favourable organisational culture founded on the values of employees and organisation leaders must be created to achieve goals, innovate and maintain a well-functioning organisation. Knowing these values and how they are influenced by various factors, such as age, the length of service, and the nature of work, must help to change employee beliefs, norms and behaviour patterns in a way that helps to achieve greater organisational success and efficiency. The study sample size consisted of 172 employees of educational institutions and 242 employees from municipal organisations. Occupat

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Fasae, Felicia Bosede Kehinde. "Ethical Standards and Effective Communication for Fostering Sustainable Organizational Development." Advances in Multidisciplinary and scientific Research Journal Publication 11, no. 4 (2023): 75–86. http://dx.doi.org/10.22624/aims/humanities/v11n4p6.

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In an era where organisations are increasingly held accountable for their actions and their impact on society and the environment, ethical standards and effective communication behaviour have emerged as vital components of sustainable organisational development. This study examined the important place that morality and effective communication use occupy within organisations and their long-term sustainability. The paper explores quality character and organisational development; sustainable organisational development; indispensability of quality character in organisational development; effective

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Ababneh, Hayel, Alex Avramenko, Ahmed Abdullah, and Hasan Aleassa. "Examining the Foundation of Islamic Organisational Citizenship Behaviour in Jordanian Organisations." International Journal of Management and Applied Research 9, no. 1 (2022): 21–49. http://dx.doi.org/10.18646/2056.91.22-002.

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The purpose of this paper is to examine the role that religion plays in the working lives of Muslim employees, by exploring the influences of Islamic values on employees Organisational Citizenship Behaviour. This is a largely quantitative study conducted in Jordanian organisations. The study introduces a theoretical model drawing parallels between Organisational Citizenship Behaviour and Islamic Work Ethics. The participants, comprising of employees of Jordanian public and private sectors, have been randomly invited to express their views on the possible penetration of Islamic values in the wo

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Hayel, Ababneh, Alex Avramenko, Ahmed Abdullah, and Aleassa Hasan. "Examining the Foundation of Islamic Organisational Citizenship Behaviour in Jordanian Organisations." International Journal of Management and Applied Research 9, no. 1 (2022): 21–49. https://doi.org/10.18646/2056.91.22-002.

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Farkas, Johanna, János Sallai, and Ernő Krauzer. "The Organisational Culture of the Police Force." Internal Security 12, no. 1 (2020): 77–84. http://dx.doi.org/10.5604/01.3001.0014.3189.

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The concept of ’organisational culture’ can be described based on numerous approaches nowadays. This underlines the fact that it is a significant issue within work and organisational psychology. However, the growing scope of organisational culture and subculture types shows not only its significance, but also the appearance of its explanations in a wide spectrum. The extensive research of organisational culture is related to the trend that there is a growing interest of organisational development and human resource professionals in a deeper understanding of human behaviour in organisational se

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Al-Madadha, Amro, Ahmad Samed Al-Adwan, and Fida Amin Zakzouk. "Organisational Culture and Organisational Citizenship Behaviour: The Dark Side of Organisational Politics." Organizacija 54, no. 1 (2021): 36–48. http://dx.doi.org/10.2478/orga-2021-0003.

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Abstract Background and Purpose: Organisational politics can have a substantial negative effect on employees’ performance, however many organisations still do not pay attention to this organisational behaviour. In our study, we aim to examine the relationship between organisational culture and organisational citizenship behaviour through how employees perceive political behaviour within organisations. Methods: Convenience sampling technique has been employed, quantitative data were collected from 532 employees in the Jordan banking industry via online surveys. Structural equation modelling (SE

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Lu, Wenxue, Yuxin Wei, and Rui Wang. "Handling inter-organisational conflict based on bargaining power." International Journal of Conflict Management 31, no. 5 (2020): 781–800. http://dx.doi.org/10.1108/ijcma-06-2019-0092.

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Purpose This paper aims to reveal the effects of an organisation’s bargaining power on its negotiating behaviours (including integrating, obliging, compromising, dominating and avoiding) in the context of inter-organisational conflict in construction projects and investigate how organisational power distance orientation moderates the relationship between the organisation’s bargaining power and its negotiating behaviours. Design/methodology/approach The authors conducted a questionnaire survey among practitioners in the Chinese construction industry with the final sample consisting of 219 respo

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Uzoma Ononye. "PERCEIVED ORGANISATIONAL SUPPORT AND ORGANISATIONAL TRUST LINK TO INNOVATIVE WORK BEHAVIOUR BY THE MEDIATION OF TACIT KNOWLEDGE SHARING." International Journal of Business and Society 24, no. 3 (2023): 952–66. http://dx.doi.org/10.33736/ijbs.6392.2023.

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The aim of this study is to determine how perceived organisational support and organisational trust affect innovative work behaviour through the mediation mechanism of tacit knowledge sharing in a public organisation context in Nigeria. Using the cross-sectional research design, data were randomly collected from 258 employees from the Delta State Ministry of Health, which was subjected to the partial least square (PLS) analytical procedure for hypothesis testing. The PLS analysis results suggested that while tacit knowledge sharing mediates perceived organisational support and organisational t

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Akpan, Anietie Peter, Francis Chibueze Nnadozie, and Collins Omoruyi Yaruegbe. "Perceived Organisational Support (POS) and the Performance of Organisational Citizenship Behaviour: The Nigerian Sample." INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND MANAGEMENT RESEARCH 9, no. 7 (2024): 87–96. http://dx.doi.org/10.56201/ijssmr.v9.no7.2023.pg87.96.

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This was designed to examine the influence of perceived organisational support (POS) on organisational citizenship behaviour (OCB) of civil servants in Nigeria. The study was conducted in Akwa Ibom State, a state in the Niger Delta region of Nigeria. Two hypotheses were formulated for the study, and data were collected using a questionnaire adapted from an instrument that had previously been used in a study. A sample size of 800 was conveniently chosen, and the collected data were analysed using descriptive statistics, hierarchical multiple regression analysis, and partial correlation analysis

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Rozprawy doktorskie na temat "Organisational behaviour"

Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation." University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism a

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Turner, Paul Steven. "Aligning organisational coaching with leadership behaviour." Thesis, Birmingham City University, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.533142.

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Zhai, Xiaofeng. "The role of human resource practices in enhancing employees' behaviours and organisational learning in Chinese construction organisations." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/7104.

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Construction is complex and comprises a multitude of knowledge-driven activities and business interests from participating organisations with the people involved being subject to different organisational and disciplinary practices. People are fundamental to success because human capabilities in learning, innovating and changing creative directions are vital to long term development of organisations. In the last two decades, researchers have found that human resource (HR) management has positive effects on the organisational performance. However, the processes through which HR management lead t

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Wang, Tzu-Hui Clara. "Organisational citizenship behaviour : exploring enablers within organisational culture from an employment perspective." Thesis, University of Strathclyde, 2015. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=24857.

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In order to cope with unexpected service challenges, it is probably inevitable that frontline employees need to exercise extra-role behaviour during service encounters. According to Organ (2006), such extra-role behaviour is described as Organisational Citizenship Behaviour (OCB). Baum (2006) and Cheung (2006) suggest that the nature of organizational culture can foster and encourage this notion of Organizational Citizenship Behaviour (OCB) within a company. However, it has been argued that organisational culture studies still remain limited in service operations (e.g. Chen et al., 2012). The

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Veloen, Monita. "The influence of paternalistic leadership on organisational commitment and organisational citizenship behaviour at selected organisations in the Western Cape Province." Thesis, University of the Western Cape, 2016. http://hdl.handle.net/11394/5274.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>Achieving organisational effectiveness and sustainable growth is the ultimate goal of organisations in their quest to deliver the services required by society. The achievement of organisational effectiveness is not a random event; organisations rely on their employees' ability to go the extra mile by exhibiting some organisational citizenship behaviours. In order to elicit organisational citizenship behaviours, organisations need leaders who can cultivate some commitment in employees which can arguably lead to the enactment of organisat

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Chiboiwa, Malvern Waini. "The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.

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Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the na

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Ghamri, Nayef Salah. "Organisational behaviour in small business in Saudi Arabia." Thesis, Durham University, 1993. http://etheses.dur.ac.uk/989/.

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Meriton, Royston Francis. "Advancing a morphogenetic understanding of organisational behaviour : an investigation into the psychological mechanisms and organisational behavioural tendencies of autonomous reflexivity." Thesis, University of Leeds, 2016. http://etheses.whiterose.ac.uk/15461/.

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It has been argued that the inertial forces of traditional societies are being gradually eroded under the weight of the destabilising forces imbued in nascent globalisation. For the new cosmopolitans of late modernity, this means that forging a sense of self is therefore becoming increasingly a reflexive project. This thesis celebrates reflexivity as an emergent human power. Three dominant modes of human reflexivity have been identified; communicative, autonomous, meta. Fractured reflexivity on the other hand is considered as non-reflexive. Moreover, the contextual discontinuity favoured by la

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Brumme, Janet Kathleen. "The role of organisational behaviour in establishing a corporate academy in the construction industry." Thesis, University of Pretoria, 2013. http://hdl.handle.net/2263/39927.

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The purpose of the study was to explore the role of organisational behaviour in establishing a corporate university in a large corporate in the construction industry. Studies have been conducted regarding the process steps in establishing a corporate university but a gap exists in the cohesive presentation of the various relationships and the behaviours that drive the successful implementation and sustained operation of a learning academy. An understanding of organisational behaviour at three levels (individual, group and organisational) is a critical success factor that provides the superstru

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Mesani, Anele. "How organisational behaviour is influenced in an acquired firm." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/9925.

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In the current global market, companies are forming partnerships with other organisations with the aim of sustaining their competitive advantage. Most organisations participate in transactions such as mergers, acquisitions and joint ventures in order to maintain their competitive advantage (Sorge, 2002). South Africa forms part of the global market and is not immune towards the stipulated growth strategies. It is believed that South Africa has one of the highest unemployment rate internationally (Human Capital Mangement, 2005). There are various reasons that have contributed towards this perce

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Książki na temat "Organisational behaviour"

Cross, Christine, and Ronan Carbery. Organisational Behaviour. Macmillan Education UK, 2016. http://dx.doi.org/10.1057/978-1-137-42945-2.

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Maughan, Mike. Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3.

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Kehoe, Michele. Organisational behaviour. 2nd ed. Gill & Macmillan, 2013.

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Roger, Bennett. Organisational behaviour. 3rd ed. Pitman, 1997.

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Pettinger, Richard. Introduction to Organisational Behaviour. Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24683-0.

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Mullins, Laurie J. Management and organisational behaviour. 4th ed. Pitman, 1996.

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McLoughlin, Ian. Organisational behaviour II: MG202a. Brunel University, 1991.

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Cole, G. A. Organisational Behaviour. Continuum International Publishing Group, 2001.

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McShane, Olekalns. Organisational Behaviour. McGraw-Hill Australia, 2015.

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Alblas, Gert, and Ella Wijsman. Organisational Behaviour. Taylor & Francis Group, 2021.

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Części książek na temat "Organisational behaviour"

McGrath, Paul. "Organisational structure." In Organisational Behaviour. Macmillan Education UK, 2016. http://dx.doi.org/10.1057/978-1-137-42945-2_11.

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Maughan, Mike. "What is Organisational Behaviour?" In Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_1.

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Maughan, Mike. "Managing Change." In Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_10.

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Maughan, Mike. "The Future for Organisational Behaviour." In Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_11.

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Maughan, Mike. "Individual Differences." In Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_2.

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Maughan, Mike. "Perception, Beliefs and Attitudes." In Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_3.

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Maughan, Mike. "Motivation." In Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_4.

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Maughan, Mike. "Working in Groups." In Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_5.

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Maughan, Mike. "Leadership." In Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_6.

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Maughan, Mike. "Structuring the Organisation." In Organisational Behaviour. Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-31243-3_7.

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Streszczenia konferencji na temat "Organisational behaviour"

Babaei, Farshid, David B. Robins, Robert Milton, and Solomon F. Brown. "Agent-Based Simulation of Integrated Process and Energy Supply Chains: A Case Study on Biofuel Production." In The 35th European Symposium on Computer Aided Process Engineering. PSE Press, 2025. https://doi.org/10.69997/sct.101731.

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Despite the potential benefits of decision-level integration for process and energy supply chains (SCs), these systems are traditionally assessed and optimised by incorporating simplified unit operation models within a spatially distributed network. The desired organisational-level integration cannot be achieved without leveraging complex computational tools and concepts. This work proposes a multi-scale agent-based model to facilitate the transition from traditional practices to coordinated SCs. The proposed multi-agent system framework incorporates different enterprise dimensions of the proc

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Magomelo, Munyaradzi, Mohammed Kaosar, Fine Masimba, and Tranos Zuva. "The Impact of Organisational Culture on Employees' Information Security Behaviours." In 2024 4th International Multidisciplinary Information Technology and Engineering Conference (IMITEC). IEEE, 2024. https://doi.org/10.1109/imitec60221.2024.10850965.

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G, Rajini, and Barttanu Kumar Das. "Identification of Organisational Citizenship Behavior During Virtual Interview: Risk Management Using AI Based Deep Neural Network." In 2025 International Conference on Automation and Computation (AUTOCOM). IEEE, 2025. https://doi.org/10.1109/autocom64127.2025.10956339.

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Erić Nielsen, Jelena, Jelena Nikolić, Marko Slavković, and Dejana Zlatanović. "How to Make Health Organisations More Agile During the Pandemic? Challenges of Managing Entrepreneurial Behaviour." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.37.

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The COVID-19 pandemic has put health systems around the world under the ultimate pressure, unseen in the modern age. The main purpose of this research is to investigate how to make health organisations more adaptable in the pandemic circumstances, more precisely how the internal organisational climate affects entrepreneurial initiative on a daily basis. Entrepreneurial initiative thrives in an organisation with an organisational culture based on values promoted by entrepreneurial management, highlighting the possibility of individual initiative, through appropriate compensation mechanisms, giv

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Covacio, Silvia. "Misinformation: Understanding the Evolution of Deception." In 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2656.

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The ensuing discussion of the evolutionary principles surrounding misinformation describes how misinformation creates similar mindsets and behaviour patterns. The evolutionary process of misinformation is often a battle of opposing entities or forces - the rhythm of domination and subservience, altruism and egoism. For misinformation to succeed it requires all interrelated actors to remain, inadvertently or voluntarily, silent and cooperative with the misinformation sender. The negativity breeds negativity, which creates an unstable organisational environment leading to the collapse of the sys

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Pandey, Ravindra, and Jaya Chitranshi. "The impact of organisational culture on employees’ behaviour in research and development organisation." In 11TH ANNUAL INTERNATIONAL CONFERENCE (AIC) 2021: On Sciences and Engineering. AIP Publishing, 2023. http://dx.doi.org/10.1063/5.0110634.

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Heidrich, Balázs, Richárd Kása, and Tamás Németh. "Green or Yellow Light for Market F(l)avours? The Lecturer Perspectives of Market-Oriented Organisational Culture in the Changing World of Hungarian Higher Education." In 43rd International Conference on Organizational Science Development. University of Maribor Press, 2024. http://dx.doi.org/10.18690/um.fov.3.2024.20.

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This study focuses on the success factors of a Hungarian business university, highlighting an important pillar among the success criteria: a coherent and market-oriented organisational culture that can adapt to the changing conditions including transitions and sustainability-related challenges. Our research question is to what extent organisational culture helps or hinders market-oriented organisational behaviour, and to what extent it supports an organisation's success in higher education. Through the example of the Budapest Business University (BBU) the study shows how Cameron-Quinn's organi

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Martos, Manuel C. Vallejo, José M. Antequera Solís, and M. Carmen Ruiz Jiménez. "Are Family Firms More Harmonious Organisations?: An Analysis of the Effects of Organisational Harmony on Their Performance." In 3rd Annual International Conference on Business Strategy and Organizational Behaviour (BizStrategy 2013). Global Science and Technology Forum Pte Ltd, 2013. http://dx.doi.org/10.5176/2251-1970_bizstrategy13.09.

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Arslanparcasi, Yusuf. "The Importance of Well-Being for Organisational Culture." In 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003084.

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The culture of an organisation is an abstraction that unfolds in social and organisational situations. Following Schein’s (1984) 3-level-model, organisational culture reflects the behaviour of all members of an organisation. However, an important concept in organisational culture research that is often neglected is well-being in the work context, which is often conceptualised in a hedonic and context-free way (Taris & Schaufeli, 2014). This paper argues that well-being allows the exploration of individual aspects of organisational culture and serves to capture an overall picture. To do so,

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Cram, Robert Stewart, and Julie-Ann Sime. "Behaviour, the final frontier. A proven approach to changing organisational behaviour." In SPE/IADC Middle East Drilling Technology Conference and Exhibition. Society of Petroleum Engineers, 2011. http://dx.doi.org/10.2118/148443-ms.

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Raporty organizacyjne na temat "Organisational behaviour"

Dasgupta, Anuttama, and Smitha N. Capacity Development Forum 2024 Proceedings. Indian Institute for Human Settlements, 2024. http://dx.doi.org/10.24943/cdf10.2024.

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The Capacity Development Forum (CDF) is an initiative of the Indian Institute for Human Settlements (IIHS) that aims to bring together diverse stakeholders involved in capacity development in India into a ‘community of practice’ to consolidate learnings from across the country and around the world into a strong and value-added network to consolidate learnings across the country and from around the world. The longer-term objective of the forum is to collaborate on Capacity Development practices and create a repository of knowledge on Capacity Development. The third convening of the IIHS Capacit

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Patricio Javier, Saavedra Morales. PhD supervisors and faculty members might help to avoid burnout as well as enhance engagement and organisational citizenship behaviour (OCB) among PhD students. University of Sussex, 2019. http://dx.doi.org/10.20919/psych(2019).001.

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Lam, Terence, and Keith Gale. Construction frameworks in the public sector: Do they deliver what they promise? Property Research Trust, 2021. http://dx.doi.org/10.52915/sbuk7331.

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We demonstrate that the use of Performance Frameworks for the procurement of construction projects by public sector organizations in the UK (specifically, in England) leads to significantly improved outcomes in terms of time, cost, quality, sustainability and closer relationships, than the traditional ‘open tender’ approach of procuring discrete projects, individually. We identify the factors that lead to such improvements. We label these: supplier’s task performance factors (project staff, execution approach, competence of firm and structure of firm); supplier’s contextual performance factors

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Megersa, Kelbesa. Tax Transparency for an Effective Tax System. Institute of Development Studies (IDS), 2021. http://dx.doi.org/10.19088/k4d.2021.070.

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This rapid review examines evidence on the transparency in the tax system and its benefits; e.g. rising revenue, strengthen citizen/state relationship, and rule of law. Improvements in tax transparency can help in strengthening public finances in developing countries that are adversely affected by COVID-19. The current context (i.e. a global pandemic, widespread economic slowdown/recessions, and declining tax revenues) engenders the urgency of improving domestic resource mobilisation (DRM) and the fight against illicit financial flows (IFFs). Even before the advent of COVID-19, developing coun

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Peñaloza, Blanca. Do external inspections of compliance with standards improve quality of care in healthcare organisations? SUPPORT, 2016. http://dx.doi.org/10.30846/161111.

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External inspection systems are used in healthcare to improve adherence to quality standards. They are intended to promote changes in organizational structures or processes, in healthcare provider behavior and consequently in patient outcomes.

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Coleman, Sarah, and Mike Bourne. Project leadership: skills, behaviours, knowledge and values. Association for Project Management, 2018. http://dx.doi.org/10.61175/wwes1121.

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This research has sought to draw out project leadership competences from the perspective of practising project leaders, aspiring project leaders, heads of profession, project sponsors and clients. The aim of this research report is to help focus, develop and refine our understanding of project leadership so we can support continued capability building for project professionals and their organisations. To compile this report, the authors Sarah Coleman and Professor Mike Bourne conducted in-depth interviews with 38 individuals across five multinational organisations (BAE Systems, IQVIA, Jacobs,

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Østergaard, Sigrid, and Jessica Aschemann-Witzel. SAVING THE WORLD, ONE PLATE AT A TIME? Aarhus University, 2025. https://doi.org/10.7146/aul.549.

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The PlantPro project aimed at researching the acceleration of an efficient green consumer behaviour transition in the food sector, with a major focus on more plant-rich diets. It is a research project funded by Innovation Fund Denmark which ran from the first of April, 2021 to December, 2024. Social scientists focusing on the food sector from three Danish universities, including Aarhus University, Copenhagen Business School, and the University of Copenhagen, collaborated with 16 partners – sector representatives from large and small companies, retailers, NGO´s, think tanks, and network organis

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David, Raluca. Advancing gender equality and closing the gender digital gap: Three principles to support behavioural change policy and intervention. Digital Pathways at Oxford, 2022. http://dx.doi.org/10.35489/bsg-dp-wp_2022/02.

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Worldwide, interventions and policies to improve gender equality or close gender gaps often struggle to reach their targets. For example, women lag considerably behind in use of even simple digital technologies such as mobile phones or the internet. In 2020, the gap in mobile internet use in low- and middle-income countries was at 15%, while in South Asian and Sub-Saharan African countries, it remained as high as 36% and 37% respectively (GSMA, 2021). Use of the internet for more complex activities shows an even wider gap. In Cairo, in 2018, only 21% of female internet users gained economicall

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Laidlaw, Maggie, and Doga Atalay. UK Arts & Sports as Resolution Media: Activities Report on How Arts and Sports Related Activities Assist Social Inclusion Across the UK. Glasgow Caledonian University, 2025. https://doi.org/10.59019/xqqzrw92.

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This report outlines the main insights from United Kingdom, focusing on the key themes of collaborative arts and sports media as avenues to challenge ideas of othering and difference in communities. It explores how creative arts and sports organisations across the UK can contribute to dialogue, collaboration, and everyday practices that create a framework around reconciling the grievances that can lead to radicalisation. The report demonstrates the potential for partnerships that bring people from very different backgrounds together to make better and more resilient collective futures. To begi

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Unterhitzenberger, Christine, and Kate Lawrence. Fairness and unfairness in projects: A study exploring what individuals perceive as fair or unfair treatment. Association for Project Management, 2022. http://dx.doi.org/10.61175/ejnb1873.

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“Life is not fair, get used to it” – A quote often attributed to Bill Gates, but originally by Charles J. Sykes, which we believe should be challenged. Life should not be about getting used to unfairness, but about how we can create an environment that provides a fairer experience for everyone. The motivation for this is not only about being good and decent humans, but also about the negative impact unfair treatment has on individuals, organisations and projects. This study, conducted by Christine Unterhitzenberger and Kate Lawrence (both University of Leeds), explores what individuals perceiv

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