Creating Paths of Change: Under What Conditions Can Special Operations be the Supported Command

DTIC Science & Technology

2018-03-01

goals.” Daft, Essentials of Organization Theory and Design , 48); I. V. Gordon et al., Comparing US Army Systems with Foreign Counterparts: Identifying...CODE A 13. ABSTRACT (maximum 200 words) This thesis focuses on command and control for irregular warfare operations and the organizational design ...compound warfare, unconventional warfare, special action force, village stability operations, organizational design , conventional warfare

Organizational change theory: implications for health promotion practice.

PubMed

Batras, Dimitri; Duff, Cameron; Smith, Ben J

2016-03-01

Sophisticated understandings of organizational dynamics and processes of organizational change are crucial for the development and success of health promotion initiatives. Theory has a valuable contribution to make in understanding organizational change, for identifying influential factors that should be the focus of change efforts and for selecting the strategies that can be applied to promote change. This article reviews select organizational change models to identify the most pertinent insights for health promotion practitioners. Theoretically derived considerations for practitioners who seek to foster organizational change include the extent to which the initiative is modifiable to fit with the internal context; the amount of time that is allocated to truly institutionalize change; the ability of the agents of change to build short-term success deliberately into their implementation plan; whether or not the shared group experience of action for change is positive or negative and the degree to which agencies that are the intended recipients of change are resourced to focus on internal factors. In reviewing theories of organizational change, the article also addresses strategies for facilitating the adoption of key theoretical insights into the design and implementation of health promotion initiatives in diverse organizational settings. If nothing else, aligning health promotion with organizational change theory promises insights into what it is that health promoters do and the time that it can take to do it effectively. © The Author 2014. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

The Reciprocal Influence of Organizational Culture and Training and Development Programs: Building the Case for a Culture Analysis within Program Planning

ERIC Educational Resources Information Center

Kissack, Heather C.; Callahan, Jamie L.

2010-01-01

Purpose: The purpose of this paper is to demonstrate that training designers can, and should, account for organizational culture during training needs assessments. Design/methodology/approach: Utilizing the approach and arguments in Giddens' structuration theory, the paper conceptually applies these tenets to training and development programs…

The impact of a national strategy to increase physical activity among older adults on national organizations.

PubMed

Park, Chae-Hee; Chodzko-Zajko, Wojtek; Ory, Marcia G; Gleason-Senior, Jane; Bazzarre, Terry L; Mockenhaupt, Robin

2010-10-01

This study was designed to evaluate the impact of the National Blueprint (NB) on the policies, programs, and organizational culture of selected national organizations. The theoretical model selected to assess the impact of the NB on organizational behavior was Burke's system theory of organizational change. Three organizations, AARP, the American College of Sports Medicine (ACSM), and the Administration on Aging (AoA), were selected for the study. Two individuals in each of these organizations were selected for interview. Semistructured interviews and document reviews were used in the data-collection process. Findings showed that the publication and establishment of the NB resulted in changes in the operating procedures of AARP, ACSM, and AoA. The results were broadly consistent with Burke's system theory of organizational change. The publication of the NB was shown to affect the behavior of organizational leaders, organizational culture, policies, programs, and individual and organizational performance. The new information generated has increased our understanding of the impact of health campaigns on organizational behavior.

A Study of Birnbaum's Theory of the Relationship between the Constructs of Leadership and Organization as Depicted in His Higher Education Models of Organizational Functioning: A Contextual Leadership Paradigm for Higher Education

ERIC Educational Resources Information Center

Douglas, Pamela A.

2013-01-01

This quantitative, nonexperimental study used survey research design and nonparametric statistics to investigate Birnbaum's (1988) theory that there is a relationship between the constructs of leadership and organization, as depicted in his five higher education models of organizational functioning: bureaucratic, collegial, political,…

Teaching Theory X and Theory Y in Organizational Communication

ERIC Educational Resources Information Center

Noland, Carey

2014-01-01

The purpose of the activity described here is to integrate McGregor's Theory X and Theory Y into a group application: design a syllabus that embodies either Theory X or Theory Y tenets. Students should be able to differentiate between Theory X and Theory Y, create a syllabus based on Theory X or Theory Y tenets, evaluate the different syllabi…

Re-Defining the Radio Operator: Honing AFSOF’s Edge for the Joint IW Fight

DTIC Science & Technology

2011-02-16

Containment Before Korea. Westport, Connecticut. Greenwood Press. Daft , R. L. (2003). Essentials of Organization Theory and Design , Fourth...Managing Differentiation and Integration, p 213. 25 Ibid. 26 Daft , Essentials of Organization Theory and Design , Fourth Edition, p 18. 27 Ibid...classic 2 organizational and systems design theory to evaluate various approaches AFSOC could take to fill its need for worldwide dedicated airborne

Organizational transformation: a model for joint optimization of culture change and evidence-based design.

PubMed

Hamilton, D Kirk; Orr, Robin Diane; Raboin, W Ellen

2008-01-01

Healthcare organizations face continuous and accelerating external change and thus must be prepared to manage their own change initiatives proactively. Given that many believe that the U.S. healthcare system is broken and most healthcare organizations are dealing with pervasive problems, some organizations may choose to seek transformational change to achieve the six aims identified by the Institute of Medicine: healthcare that is safe, effective, patient-centered, timely, efficient, and equitable. Transformational change will almost certainly involve organizational culture. Culture change may be most effective when linked to other organizational change initiatives such as organizational strategy, structure, policies, procedures, and recruiting. Significant organizational change often requires accompanying facility change. There is an interdependent relationship between facility design and organizational culture. They affect each other and both impact organizational performance. Sociotechnical theory promotes joint optimization of the social (culture) and technical (facilities) aspects of an organization to achieve sustained positive change. To achieve organizational transformation and to sustain positive change, organizations must be prepared to adopt collaborative efforts in culture change and facility design. The authors propose a model for accomplishing joint optimization of culture change and evidence-based facility design.

The impact of workplace empowerment, organizational trust on staff nurses' work satisfaction and organizational commitment.

PubMed

Laschinger, H K; Finegan, J; Shamian, J

2001-01-01

A predictive, nonexperimental design was used to test Kanter's work empowerment theory in a random sample of 412 staff nurses selected from the professional registry list of a central Canadian province. Kanter argues that work environments that provide access to information, support, resources, and opportunity to learn and develop are empowering and influence employee work attitudes, productivity, and organizational effectiveness. Test results suggest that fostering environments that enhance perceptions of empowerment will have positive effects on organizational members and increase organizational effectiveness.

Using Theory to Guide Practice in Children's Pedestrian Safety Education

ERIC Educational Resources Information Center

Cross, Donna; Hall, Margaret; Howat, Peter

2003-01-01

Few pedestrian injury prevention programs appear to articulate the theory upon which their design and evaluation are based. This article describes how theory was used to plan, develop, implement, and evaluate the educational component of a comprehensive child pedestrian intervention. Organizational and planning theories were used to guide the…

Influencing Organizational Commitment through Office Redesign

ERIC Educational Resources Information Center

Morrow, Paula C.; McElroy, James C.; Scheibe, Kevin P.

2012-01-01

Prior research on the effects of office redesign on work-related outcomes has been largely a theoretical and yielded mixed and conflicting findings. Expanding on individual reactions to office design changes as specified by social interference theory, we propose that office redesign affects organizational commitment and this relationship is…

Establishing a Research and Evaluation Capability for the Joint Medical Education and Training Campus

DTIC Science & Technology

2011-01-01

20Handbook%20FINAL%20w%20 Covers%202-11-10.pdf Daft , Richard L., Organization Theory and Design , 6th ed., Cincinnati, Ohio: South-Western College... organizations is focused not simply on program improve- ment but on broader organizational improvement as well. Thus, eval- uations are designed and...strategic tool designed to assist its parent organization in achieving its mission by conducting activi- ties that foster individual and organizational

Organizational Systems Questionnaire (OSQ) Validity Study

ERIC Educational Resources Information Center

Billings, James C.; Kimball, Thomas G.; Shumway, Sterling T.; Korinek, Alan W.

2007-01-01

Marriage and family therapists (MFTs), who are trained in systems theory and consult with complex and difficult systems (e.g., couples and families), are uniquely suited to both assess and intervene in broader organizational systems. However, MFTs are in need of more systemically designed assessment tools to guide and inform their interventions…

Applying Organizational Commitment and Human Capital Theories to Emigration Research

ERIC Educational Resources Information Center

Verkhohlyad, Olga; McLean, Gary N.

2012-01-01

Purpose: This study aims to bring some additional insight into the issue of emigration by establishing a relationship between emigration and psychic return of citizens to their human capital investment in the country. Design/methodology/approach: The article adopts a quantitative research strategy. It applies organizational commitment and human…

Building a Context of Experience: Communication Audits to Teach Communication Concepts.

ERIC Educational Resources Information Center

Husband, Robert L.; Helmer, James E.

The research audit is an effective means for providing undergraduate students with relevant organizational experience through which they can integrate theory and practice. A course was designed to teach students to apply basic concepts in the field of organizational communication to "real life" communication problems in organizations.…

Electronic Performance Monitoring: An Organizational Justice and Concertive Control Perspective.

ERIC Educational Resources Information Center

Alder, G. Stoney; Tompkins, Phillip K.

1997-01-01

Applies theories of organizational justice/concertive control to account for contradictions inherent in electronic monitoring of workers by organizations. Argues that results are usually positive when workers are involved in the design and implementation of monitoring systems, and monitoring is restricted to performance-related activities with…

Understanding the Intentions of Accounting Students in China to Pursue Certified Public Accountant Designation

ERIC Educational Resources Information Center

Wen, Lei; Hao, Qian; Bu, Danlu

2015-01-01

Based on the theory of planned behavior [Ajzen, I. (1991). "The theory of planned behavior." "Organizational Behavior and Human Decision Processes," 50(2), 179-211], we examine the factors influencing the decisions of accounting students in China concerning the certified public accountant (CPA) designation. Surveying 288…

Using the theory of reasoned action to predict organizational misbehavior.

PubMed

Vardi, Yoav; Weitz, Ely

2002-12-01

A review of literature on organizational behavior and management on predicting work behavior indicated that most reported studies emphasize positive work outcomes, e.g., attachment, performance, and satisfaction, while job related misbehaviors have received relatively less systematic research attention. Yet, forms of employee misconduct in organizations are pervasive and quite costly for both individuals and organizations. We selected two conceptual frameworks for the present investigation: Vardi and Wiener's model of organizational misbehavior and Fishbein and Ajzen's Theory of Reasoned Action. The latter views individual behavior as intentional, a function of rationally based attitudes toward the behavior, and internalized normative pressures concerning such behavior. The former model posits that different (normative and instrumental) internal forces lead to the intention to engage in job-related misbehavior. In this paper we report a scenario based quasi-experimental study especially designed to test the utility of the Theory of Reasoned Action in predicting employee intentions to engage in self-benefitting (Type S), organization-benefitting (Type O, or damaging (Type D) organizational misbehavior. Results support the Theory of Reasoned Action in predicting negative workplace behaviors. Both attitude and subjective norm are useful in explaining organizational misbehavior. We discuss some theoretical and methodological implications for the study of misbehavior intentions in organizations.

Management Design Theories

NASA Astrophysics Data System (ADS)

Pries-Heje, Jan; Baskerville, Richard L.

This paper elaborates a design science approach for management planning anchored to the concept of a management design theory. Unlike the notions of design theories arising from information systems, management design theories can appear as a system of technological rules, much as a system of hypotheses or propositions can embody scientific theories. The paper illus trates this form of management design theories with three grounded cases. These grounded cases include a software process improvement study, a user involvement study, and an organizational change study. Collectively these studies demonstrate how design theories founded on technological rules can not only improve the design of information systems, but that these concepts have great practical value for improving the framing of strategic organi zational design decisions about such systems. Each case is either grounded in an empirical sense, that is to say, actual practice, or it is grounded to practices described extensively in the practical literature. Such design theories will help managers more easily approach complex, strategic decisions.

Representing the work of medical protocols for organizational simulation.

PubMed Central

Fridsma, D. B.

1998-01-01

Developing and implementing patient care protocols within a specific organizational setting requires knowledge of the protocol, the organization, and the way in which the organization does its work. Computer-based simulation tools have been used in many industries to provide managers with prospective insight into problems of work process and organization design mismatch. Many of these simulation tools are designed for well-understood routine work processes in which there are few contingent tasks. In this paper, we describe theoretic that make it possible to simulate medical protocols using an information-processing theory framework. These simulations will allow medical administrators to test different protocol and organizational designs before actually using them within a particular clinical setting. PMID:9929231

Interactional Psychology and Organizational Behavior.

DTIC Science & Technology

1982-02-01

effect and then argue, per- suasively, that situations control behavior. The fact that actual experimental treatments are typically non -representative of...Interactional psychology organizational design organization theory person x situation interaction work socialization person-environment interaction...and methodological underpinnings of situ- ationism, and (2) the presentation of the interactionist perspective. For purposes of the present paper

Are Agile and Lean Manufacturing Systems Employing Sustainability, Complexity and Organizational Learning?

ERIC Educational Resources Information Center

Flumerfelt, Shannon; Siriban-Manalang, Anna Bella; Kahlen, Franz-Josef

2012-01-01

Purpose: This paper aims to peruse theories and practices of agile and lean manufacturing systems to determine whether they employ sustainability, complexity and organizational learning. Design/methodology/approach: The critical review of the comparative operational similarities and difference of the two systems was conducted while the new views…

Learning Institution to Learning Organization: Kudos to Reflective Practitioners

ERIC Educational Resources Information Center

Yeo, Roland K.

2006-01-01

Purpose: The aim of this paper is to explore if reflective inquiry and action learning have an influence on job and organizational effectiveness. A reflective-action learning framework will be used as a prior theory to illustrate its link to organizational learning. Design/methodology/approach: The case organization is a Singapore higher learning…

The Student Affair Organizational Dissertation: A Bounded Qualitative Meta-Study

ERIC Educational Resources Information Center

Banning, James H.; Kuk, Linda

2009-01-01

The purpose of this study was to examine dissertations over the past five years that focused on student affairs organizational issues. A bounded qualitative meta-study was used and the methods, theories, and findings of the dissertations were examined. A variety of research methods were used including quantitative, qualitative and mixed designs.…

Bridging the Gap: A Career Workshop Informed by Vocational and Organizational Theory.

ERIC Educational Resources Information Center

Kiziah, J. Elaine

A brief, low-cost career intervention was designed to reduce employee turnover in the customer service call center of a financial institution. Through an extensive literature review, organizational commitment (OC) was identified as a primary predictor of employee turnover, and a list of research-supported OC antecedents was compiled. Antecedents…

Implementation Blueprint and Self-Assessment: Positive Behavioral Interventions and Supports

ERIC Educational Resources Information Center

Technical Assistance Center on Positive Behavioral Interventions and Supports, 2010

2010-01-01

A "blueprint" is a guide designed to improve large-scale implementations of a specific systems or organizational approach, like School-Wide Positive Behavior Support (SWPBS). This blueprint is intended to make the conceptual theory, organizational models, and practices of SWPBS more accessible for those involved in enhancing how schools,…

To Design or Not to Design: In Conclusion

DTIC Science & Technology

2011-05-09

planning performing bricolage and assembling components of Design into detailed planning logic, the military might consider reversing this process and...while incorporated into Design‟s holistic worldview. The process of bricolage would subsequently reverse, and those relevant components of detailed...production, defined as “ bricolage ” in organizational theory circles, turns one into „a handyperson who, rather than inventing a new theory or a new

You Can Have Your Cake and Eat It Too: A Successful Case of Theory Applied to the Real World.

ERIC Educational Resources Information Center

Rojas, Alicia M.; Mulkey, Jamie

1990-01-01

Describes methods used by instructional designers to help subject matter experts (SMEs) create effective courseware, balanced between theory and practical application, that meets organizational objectives. A case study is presented that explains how to develop student performance objectives (SPOs) through needs assessment, the design of job aids,…

Promoting strengths, prevention, empowerment, and community change through organizational development: lessons for research, theory, and practice.

PubMed

Evans, Scotney D; Prilleltensky, Ora; McKenzie, Adrine; Prilleltensky, Isaac; Nogueras, Debbie; Huggins, Corinne; Mescia, Nick

2011-01-01

SPEC Learning and Changing by Doing is a three-year, action research, and organizational change project designed to ultimately promote social justice and well-being in the community. SPEC is an acronym that stands for Strengths, Prevention, Empowerment, and Community Change. The project consists of five organizations tackling internal organizational change in order to better promote justice and well-being in their respective constituencies. In this article we present a formative evaluation of this multicase study of organizational change in human services. This article contributes to the empirical and theoretical literature on organizational change in the nonprofit human service milieu.

Strategic Distraction: The Consequence of Neglecting Organizational Design

DTIC Science & Technology

2013-08-01

Richard L. Daft , Organization Theory and Design , 10th ed. (Mason, OH: South-Western Cengage Learning, 2010), 59. 7. Ibid., 11. 8. Ibid., 14–18. 9. Richard ...managerial texts but often with shockingly little depth. Take for example Richard Daft’s capstone text Organization Theory and Design . One might consider...was dominated by his inbox.”2 Without the corrective emphasis on design within the organization , the DOD has begun what many

Extending Organizational Contingency Theory to Team Performance - An Information Processing and Knowledge Flows Perspective

DTIC Science & Technology

2007-09-01

University Press. Yin, R.K. 2003. Case study research : Design and methods (3rd ed.). Thousand Oaks, CA: SAGE Publications. Yukl, G. 2001...Contingency theory has retained a central place in organization studies research for over half a century. Beginning with the seminal works by Burns and...particularly useful for research designs grounded in contingency theory (Schoonhoven 1981 p. 351; Gupta & Govindarajan 1984; Venkatraman 1989), and

The Effects of Organizational Culture on Mental Health Service Engagement of Transition Age Youth.

PubMed

Kim, HyunSoo; Tracy, Elizabeth M; Biegel, David E; Min, Meeyoung O; Munson, Michelle R

2015-10-01

Nationwide, there is a growing concern in understanding mental health service engagement among transition age youth. The ecological perspective suggests that there are multiple barriers to service engagement which exist on varying levels of the ecosystem. Based on the socio-technical theory and organizational culture theory, this study examined the impact of organization-level characteristics on perceived service engagement and the moderating role of organizational culture on practitioner-level characteristics affecting youth service engagement. A cross-sectional survey research design was used to address the research questions. The data were collected from 279 practitioners from 27 mental health service organizations representing three major metropolitan areas in Ohio. Hierarchical linear modeling was used to address a nested structure. Findings revealed that location of organization, service setting, and organizational culture had significant effects on the continuation of services. In addition, the relationship between service coordination and resource knowledge and service engagement was moderated by organizational culture.

Information Seeking in Organizational Communication: A Case Study of Applied Theory.

ERIC Educational Resources Information Center

Grunig, James E.

An experimental seminar in corporate communication at the University of Maryland was designed to (1) develop a set of theoretical concepts useful to the organizational communicator who functions as a mediator between management and labor, (2) utilize a practical methodology for these concepts, and (3) conduct a case study in cooperation with an…

Person-based differences in pay reactions: A compensation-activation theory and integrative conceptual review.

PubMed

Fulmer, Ingrid Smithey; Shaw, Jason D

2018-06-07

Compensation research has focused traditionally on how pay design characteristics (e.g., pay level, individual or group incentives) relate to average employee outcomes and, in toto, on how these outcomes affect organizational performance. Recently, scholars have begun to pay more attention to how individuals vary in the strength of their reactions to pay. Empirical research in several disciplines examines how the interplay of pay systems and person-based characteristics (psychological individual differences, demographics, and relative performance or position in a group) relate to important work-related outcomes. We develop a compensation-activation theory that frames compensation design characteristics as workplace "situations" providing cues that activate individuals' corresponding fundamental social motives made salient due to chronic or transient person-based characteristics. Where activation occurs, stronger-than-average responses to the compensation "situation" are expected. Using the theory as a lens, we synthesize and reinterpret existing research on person-based reactions to pay characteristics, including sorting, incentive/motivational effects, and effects on collective pay system reactions and unit/organizational outcomes. We conclude with a research agenda aimed at refining compensation-activation theory and advancing the study of compensation as it affects individual and organizational outcomes. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Organizational impact of evidence-informed decision making training initiatives: a case study comparison of two approaches.

PubMed

Champagne, François; Lemieux-Charles, Louise; Duranceau, Marie-France; MacKean, Gail; Reay, Trish

2014-05-02

The impact of efforts by healthcare organizations to enhance the use of evidence to improve organizational processes through training programs has seldom been assessed. We therefore endeavored to assess whether and how the training of mid- and senior-level healthcare managers could lead to organizational change. We conducted a theory-driven evaluation of the organizational impact of healthcare leaders' participation in two training programs using a logic model based on Nonaka's theory of knowledge conversion. We analyzed six case studies nested within the two programs using three embedded units of analysis (individual, group and organization). Interviews were conducted during intensive one-week data collection site visits. A total of 84 people were interviewed. We found that the impact of training could primarily be felt in trainees' immediate work environments. The conversion of attitudes was found to be easier to achieve than the conversion of skills. Our results show that, although socialization and externalization were common in all cases, a lack of combination impeded the conversion of skills. We also identified several individual, organizational and program design factors that facilitated and/or impeded the dissemination of the attitudes and skills gained by trainees to other organizational members. Our theory-driven evaluation showed that factors before, during and after training can influence the extent of skills and knowledge transfer. Our evaluation went further than previous research by revealing the influence--both positive and negative--of specific organizational factors on extending the impact of training programs.

Organizational Economics: Notes on the Use of Transaction-Cost Theory in the Study of Organizations.

ERIC Educational Resources Information Center

Robins, James A.

1987-01-01

Reviews transaction-cost approaches to organizational analysis, examines their use in microeconomic theory, and identifies some important flaws in the study. Advocates transaction-cost theory as a powerful tool for organizational and strategic analysis when set within the famework of more general organizational theory. Includes 61 references. (MLH)

The Mayaguez Incident: An Organizational Theory Analysis

DTIC Science & Technology

2006-09-01

actors, and its effectiveness is obtained. Applying organizational theory to the Mayaguez incident demonstrates that decision processes at the executive...theories to take to battle, an organizational theory tool to use on the lessons learned may prove effective . Though it is not feasible in the heat of...AND SUBTITLE: The Mayaguez Incident: An Organizational Theory Analysis 6. AUTHORS Edward J. Lengel, Shelley A. Rodriguez, Michael D. Tyynismaa and

Theory X and Theory Y in the Organizational Structure.

ERIC Educational Resources Information Center

Barry, Thomas J.

This document defines contrasting assumptions about the labor force--theory X and theory Y--and shows how they apply to the pyramid organizational structure, examines the assumptions of the two theories, and finally, based on a survey and individual interviews, proposes a merger of theories X and Y to produce theory Z. Organizational structures…

Change of Mind: How Organization Theory Led Me to Move from Studying Educational Reform to Pursuing Educational Design

ERIC Educational Resources Information Center

Ogawa, Rodney T.

2015-01-01

Purpose: The purpose of this paper is for the author to recount how his use of organizational theory to understand educational reform in the USA led to a change of mind. Design/methodology/approach: My shift resulted from my conclusion, derived from the new institutionalism, that only marginal changes can be made in schools and, thus, fundamental…

Leadership as a Design Problem

DTIC Science & Technology

1977-10-01

Organizational Behavior and Human Performance, 1975, U, 264-280. Bennis, W. G. Leadership theory and administrative behavior: The problem of authority...Administrative Science Quarterly, 1959, 4, 259-301^ Calder, B. J. An attribution theory of leadership . In B. Staw & G, Salancik (Eds.), New directions...REPORT NUMBER TR #1 2. GOVT ACCESSION NO 3. RECIPIENT’S CATALOG NUMBER 4. TITLE (and Sublllle) LEADERSHIP AS A DESIGN PROBLEM 5

Theories of Levels in Organizational Science.

ERIC Educational Resources Information Center

Rousseau, Denise M.

This paper presents concepts and principles pertinent to the development of cross-level and multilevel theory in organizational science by addressing a number of fundamental theoretical issues. It describes hierarchy theory, systems theory, and mixed-level models of organization developed by organizational scientists. Hierarchy theory derives from…

Organizational trust and empowerment in restructured healthcare settings. Effects on staff nurse commitment.

PubMed

Laschinger, H K; Finegan, J; Shamian, J; Casier, S

2000-09-01

In today's dramatically restructured healthcare work environments, organizational trust is an increasingly important element in determining employee performance and commitment to the organization. The authors used Kanter's model of workplace empowerment to examine the effects of organizational trust and empowerment on two types of organizational commitment. A predictive, nonexperimental design was used to test Kanter's theory in a random sample of 412 Canadian staff nurses. Empowered nurses reported higher levels of organizational trust, which in turn resulted in higher levels of affective commitment. However, empowerment did not predict continuance commitment--that is, commitment to stay in the organization based on perceived lack of other job opportunities. Because past research has linked affective commitment to employee productivity, these results suggest that fostering environments that enhance perceptions of empowerment and organizational trust will have positive effects on organizational members and increase organizational effectiveness.

Organizational Theory and Leadership Navigation

ERIC Educational Resources Information Center

Brazer, S. David; Kruse, Sharon D.; Conley, Sharon

2014-01-01

Teaching organizational theory in a way that bridges to leadership practice is vital to preparing deft educational leaders who understand the organizational behavior of schools and districts. Organizational theory guides understanding of the complexities of schools and districts and can be a basis for collaborative and effective decision making.…

Communication and Conflict in Organizations: The State of the Art.

ERIC Educational Resources Information Center

Putnam, Linda L.; And Others

During the past 15 years, most studies dealing with communication and conflict in organizational settings have used a bargaining context while integrating assumptions from game theory, information processing, developmental approaches, and systems theory into their research designs. These studies also reflect four communication topic areas,…

Why E-Business Must Evolve beyond Market Orientation: Applying Human Interaction Models to Computer-Mediated Corporate Communications.

ERIC Educational Resources Information Center

Johnston, Kevin McCullough

2001-01-01

Considers the design of corporate communications for electronic business and discusses the increasing importance of corporate interaction as companies work in virtual environments. Compares sociological and psychological theories of human interaction and relationship formation with organizational interaction theories of corporate relationship…

Examining the Relationship between Organization Systems and Information Security Awareness

ERIC Educational Resources Information Center

Tintamusik, Yanarong

2010-01-01

The focus of this dissertation was to examine the crucial relationship between organization systems within the framework of the organizational behavior theory and information security awareness (ISA) of users within the framework of the information security theory. Despite advanced security technologies designed to protect information assets,…

When ICT Meets Schools: Differentiation, Complexity and Adaptability

ERIC Educational Resources Information Center

Tubin, Dorit

2007-01-01

Purpose: The purpose of this study is to explore the interaction between information communication technology (ICT) and the school's organizational structure, and propose an analytical model based both on Luhmann's system theory and empirical findings. Design/methodology/approach: The approach of building a theory from a case study research along…

Students' Self-Perceptions of Support

ERIC Educational Resources Information Center

Villalobos, Anna Marie

2013-01-01

The purpose of this dissertation was to examine students with disabilities self-perceptions of their academic and social supports in the general and special education classroom and the impact of the students' counterstories to inform the design of classroom supports. This study was anchored in organizational theory, critical race theory, and the…

A Workforce Design Model: Providing Energy to Organizations in Transition

ERIC Educational Resources Information Center

Halm, Barry J.

2011-01-01

The purpose of this qualitative study was to examine the change in performance realized by a professional services organization, which resulted in the Life Giving Workforce Design (LGWD) model through a grounded theory research design. This study produced a workforce design model characterized as an organizational blueprint that provides virtuous…

Racioethnicity, community makeup, and potential employees' reactions to organizational diversity management approaches.

PubMed

Olsen, Jesse E; Martins, Luis L

2016-05-01

We draw on the values literature from social psychology and the acculturation literature from cross-cultural psychology to develop and test a theory of how signals about an organization's diversity management (DM) approach affect perceptions of organizational attractiveness among potential employees. We examine the mediating effects of individuals' merit-based attributions about hiring decisions at the organization, as well as the moderating effects of their racioethnicity and the racioethnic composition of their home communities. We test our theory using a within-subject policy-capturing experimental design that simulates organizational DM approaches, supplemented with census data for the participants' home communities. Results of hierarchical linear modeling (HLM) analyses suggest that the manipulated instrumental value for diversity leads to higher perceptions of organizational attractiveness, in part through heightened expectations of merit-based hiring decisions. Further, the manipulated assimilative and integrative DM approach signals are positively related to organizational attractiveness and the effect of integrative DM is strongest for racioethnic minorities from communities with especially high proportions of Whites and Whites from communities with especially low proportions of Whites. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Evolution of Online Discussion Forum Richness according to Channel Expansion Theory: A Longitudinal Panel Data Analysis

ERIC Educational Resources Information Center

Fernandez, Vicenc; Simo, Pep; Sallan, Jose M.; Enache, Mihaela

2013-01-01

The selection and use of communication media has been the center of attention for a great number of researchers in the area of organizational communication. The channel expansion theory combines elements of the main theories in this area; however, these investigations have a static cross-sectional design rather than a longitudinal analysis. With…

Putting "Organizations" into an Organization Theory Course: A Hybrid CAO Model for Teaching Organization Theory

ERIC Educational Resources Information Center

Hannah, David R.; Venkatachary, Ranga

2010-01-01

In this article, the authors present a retrospective analysis of an instructor's multiyear redesign of a course on organization theory into what is called a hybrid Classroom-as-Organization model. It is suggested that this new course design served to apprentice students to function in quasi-real organizational structures. The authors further argue…

Navigating between Scylla and Charybdis: The Odyssean Leader in a Complex Environment

DTIC Science & Technology

2008-10-21

of action capable of being shared across the organization). See also David A. Kolb , Experiential Learning : Experience as the Source of Learning ...Army GHQ Maneuvers of 1941. Washington D.C.: United States Army Center of Military History, 1991. Kolb , David A. Experiential Learning : Experience...ABSTRACT See Abstract 15. SUBJECT TERMS Leadership, organizational design, complexity, organizational theory , learning organization 16. SECURITY

Organizational impact of evidence-informed decision making training initiatives: a case study comparison of two approaches

PubMed Central

2014-01-01

Background The impact of efforts by healthcare organizations to enhance the use of evidence to improve organizational processes through training programs has seldom been assessed. We therefore endeavored to assess whether and how the training of mid- and senior-level healthcare managers could lead to organizational change. Methods We conducted a theory-driven evaluation of the organizational impact of healthcare leaders’ participation in two training programs using a logic model based on Nonaka’s theory of knowledge conversion. We analyzed six case studies nested within the two programs using three embedded units of analysis (individual, group and organization). Interviews were conducted during intensive one-week data collection site visits. A total of 84 people were interviewed. Results We found that the impact of training could primarily be felt in trainees’ immediate work environments. The conversion of attitudes was found to be easier to achieve than the conversion of skills. Our results show that, although socialization and externalization were common in all cases, a lack of combination impeded the conversion of skills. We also identified several individual, organizational and program design factors that facilitated and/or impeded the dissemination of the attitudes and skills gained by trainees to other organizational members. Conclusions Our theory-driven evaluation showed that factors before, during and after training can influence the extent of skills and knowledge transfer. Our evaluation went further than previous research by revealing the influence—both positive and negative—of specific organizational factors on extending the impact of training programs. PMID:24885800

Implications of complex adaptive systems theory for the design of research on health care organizations

PubMed Central

McDaniel, Reuben R.; Lanham, Holly Jordan; Anderson, Ruth A.

2013-01-01

Background Because health care organizations (HCOs) are complex adaptive systems (CASs), phenomena of interest often are dynamic and unfold in unpredictable ways, and unfolding events are often unique. Researchers of HCOs may recognize that the subject of their research is dynamic; however, their research designs may not take this into account. Researchers may also know that unfolding events are often unique, but their design may not have the capacity to obtain information from meager evidence. Purpose These two concerns led us to examine two ideas from organizational theory: (a) the ideas of K. E. Weick (1993) on organizational design as a verb and (b) the ideas of J. G. March, L. S. Sproull, and M. Tamuz (1991) on learning from samples of one or fewer. In this article, we applied these ideas to develop an enriched perspective of research design for studying CASs. Methodology/Approach We conducted a theoretical analysis of organizations as CASs, identifying relevant characteristics for research designs. We then explored two ideas from organizational theory and discussed the implications for research designs. Findings Weick's idea of “design as a verb” helps in understanding dynamic and process-oriented research design. The idea of “learning from samples of one or fewer” of March, Sproull, and Tamuz provides strategies for research design that enables learning from meager evidence. When studying HCOs, research designs are likely to be more effective when they (a) anticipate change, (b) include tension, (c) capitalize on serendipity, and (d) use an “act-then-look” mind set. Implications for practice are discussed. Practice Implications Practitioners who understand HCOs as CASs will be cautious in accepting findings from studies that treat HCOs mechanistically. They will consider the characteristics of CAS when evaluating the evidence base for practice. Practitioners can use the strategies proposed in this article to stimulate discussion with researchers seeking to conduct research in their HCO. PMID:19322050

Implications of complex adaptive systems theory for the design of research on health care organizations.

PubMed

McDaniel, Reuben R; Lanham, Holly Jordan; Anderson, Ruth A

2009-01-01

Because health care organizations (HCOs) are complex adaptive systems (CASs), phenomena of interest often are dynamic and unfold in unpredictable ways, and unfolding events are often unique. Researchers of HCOs may recognize that the subject of their research is dynamic; however, their research designs may not take this into account. Researchers may also know that unfolding events are often unique, but their design may not have the capacity to obtain information from meager evidence. These two concerns led us to examine two ideas from organizational theory: (a) the ideas of K. E. Weick (1993) on organizational design as a verb and (b) the ideas of J. G. March, L. S. Sproull, and M. Tamuz (1991) on learning from samples of one or fewer. In this article, we applied these ideas to develop an enriched perspective of research design for studying CASs. We conducted a theoretical analysis of organizations as CASs, identifying relevant characteristics for research designs. We then explored two ideas from organizational theory and discussed the implications for research designs. Weick's idea of "design as a verb" helps in understanding dynamic and process-oriented research design. The idea of "learning from samples of one or fewer" of March, Sproull, and Tamuz provides strategies for research design that enables learning from meager evidence. When studying HCOs, research designs are likely to be more effective when they (a) anticipate change, (b) include tension, (c) capitalize on serendipity, and (d) use an "act-then-look" mind set. Implications for practice are discussed. Practitioners who understand HCOs as CASs will be cautious in accepting findings from studies that treat HCOs mechanistically. They will consider the characteristics of CAS when evaluating the evidence base for practice. Practitioners can use the strategies proposed in this article to stimulate discussion with researchers seeking to conduct research in their HCO.

Towards a Theory of Organisational Culture.

ERIC Educational Resources Information Center

Owens, Robert G.; Steinhoff, Carl R.

1989-01-01

The development of the paper-and-pencil instrument called the Organizational Culture Assessment Inventory (OCAI) is based on the theory of organizational culture. Recent literature and organizational analysis are combined with Schein's model of organizational culture to provide the background for metaphorical analysis of organizational culture…

Social Capital: Relationship between Social Capital and Teacher Job Satisfaction within a Learning Organization

ERIC Educational Resources Information Center

Chazon, Timothy Lee

2009-01-01

This dissertation was designed to study the relationship between Social Capital and teacher Job Satisfaction for 11 selected North Carolina Middle Schools. This study uses the learning organizational theory and social capital theory as theoretical constructs for studying the complex relationships between school as a Learning Organization (LO),…

Consultant Training Workshop for Change Agents. Participant's Manual.

ERIC Educational Resources Information Center

Carroll, Larry; And Others

This manual is designed for use in a workshop on leadership training. A discussion is given on the interaction between individuals that produces change in both personal behavior and gradual changes in organizational structures. Theories are presented on methods of bringing about desired change. The major theory under consideration is that of using…

The Power of the Frame: Systems Transformation Framework for Health Care Leaders.

PubMed

Scott, Kathy A; Pringle, Janice

Health care leaders are responsible for oversight of multiple and competing change interventions. These interventions regularly fail to achieve the desired outcomes and/or sustainable results. This often occurs because of the mental models and approaches that are used to plan, design, implement, and evaluate the system. These do not account for inherent characteristics that determine the system's likely ability to innovate while maintaining operational effectiveness. Theories exist on how to assess a system's readiness to change, but the definitions, constructs, and assessments are diverse and often look at facets of systems in isolation. The Systems Transformation Framework prescriptively defines and characterizes system domains on the basis of complex adaptive systems theory so that domains can be assessed in tandem. As a result, strengths and challenges to implementation are recognized before implementation begins. The Systems Transformation Framework defines 8 major domains: vision, leadership, organizational culture, organizational behavior, organizational structure, performance measurements, internal learning, and external learning. Each domain has principles that are critical for creating the conditions that lead to successful organizational adaptation and change. The Systems Transformation Framework can serve as a guide for health care leaders at all levels of the organization to (1) create environments that are change ready and (2) plan, design, implement, and evaluate change within complex adaptive systems.

The reciprocal relationship between work characteristics and employee burnout and engagement: a longitudinal study of firefighters.

PubMed

Ângelo, R P; Chambel, M J

2015-04-01

The paradigm of this study is positive occupational psychology, with the job demands-resources model as the research model and the Conservation of Resources theory as the general stress theory. The research design analyses the job demands-resources model's dynamic nature with normal and reversed causation effects between work characteristics and psychological well-being among Portuguese firefighters. In addition, we analyse a positive (engagement) dimension and a negative (burnout) dimension in the firefighters' well-being, because previously, studies have merely focused on the strain or stress of these professionals. The research questionnaire was distributed to a sample of 651 firefighters, and a two-wave full panel design was used. Cross-lagged panel analyses indicated that the causal direction of the relationship between organizational demands and burnout is reciprocal. Also, we found that the reciprocal model, including cross-lagged reciprocal relationships between organizational demands/supervisory support and burnout/engagement, respectively, is what fits the data best. Practical implications to develop organizational change programmes and suggestions for future research regarding the promotion of occupational health are discussed. Copyright © 2013 John Wiley & Sons, Ltd.

"High Stage" Organizing.

ERIC Educational Resources Information Center

Torbert, William R.

Although a psychological theory of stages of transformation in human development currently exists, organizational researchers have yet to elaborate and test any theory of organizational transformation of comparable elegance. According to the organizational stage theory being developed since 1974 by William Torbert, bureaucratic organization, which…

The Work Compatibility Improvement Framework: an integrated perspective of the human-at-work system.

PubMed

Genaidy, Ash; Salem, Sam; Karwowski, Waldemar; Paez, Omar; Tuncel, Setenay

2007-01-15

The industrial revolution demonstrated the limitations of a pure mechanistic approach towards work design. Human work is now seen as a complex entity that involves different scientific branches and blurs the line between mental and physical activities. Job design has been a traditional concern of applied psychology, which has provided insight into the interaction between the individual and the work environment. The goal of this paper is to introduce the human-at-work system as a holistic approach to organizational design. It postulates that the well-being of workers and work outcomes are issues that need to be addressed jointly, moving beyond traditional concepts of job satisfaction and work stress. The work compatibility model (WCM) is introduced as an engineering approach that seeks to integrate previous constructs of job and organizational design. The WCM seeks a balance between energy expenditure and replenishment. The implementation of the WCM in industrial settings is described within the context of the Work Compatibility Improvement Framework. A sample review of six models (motivation-hygiene theory; job characteristics theory; person-environment fit; demand-control model; and balance theory) provides the foundation for the interaction between the individual and the work environment. A review of three workload assessment methods (position analysis questionnaire, job task analysis and NASA task load index) gives an example of the foundation for the taxonomy of work environment domains. Previous models have sought to identify a balance state for the human-at-work system. They differentiated between the objective and subjective effects of the environment and the worker. An imbalance between the person and the environment has been proven to increase health risks. The WCM works with a taxonomy of 12 work domains classified in terms of the direct (acting) or indirect (experienced) effect on the worker. In terms of measurement, two quantitative methods are proposed to measure the state of the system. The first method introduced by Abdallah et al. (2004) identifies operating zones. The second method introduced by Salem et al. (2006) identifies the distribution of the work elements on the x/y coordinate plane. While previous efforts have identified some relevant elements of the systems, they failed to provide a holistic, quantitative approach combining organizational and human factors into a common framework. It is postulated that improving the well-being of workers will simultaneously improve organizational outcomes. The WCM moves beyond previous models by providing a hierarchical structure of work domains and a combination of methods to diagnose any organizational setting. The WCM is an attempt to achieve organizational excellence in human resource management, moving beyond job design to an integrated improvement strategy. A joint approach to organizational and job design will not only result in decreased prevalence of health risks, but in enhanced organizational effectiveness as well. The implementation of the WCM, that is, the Work Compatibility Improvement Framework, provides the basis for integrating different elements of the work environment into a single reliable construct. An improvement framework is essential to ensure that the measures of the WCM result in a system that is adaptive and self-regulated.

Socialization for New and Mid-Level Community College Student Affairs Professionals

ERIC Educational Resources Information Center

Hornak, Anne M.; Ozaki, C. Carolyn; Lunceford, Christina

2016-01-01

This study was designed to explore the socialization of student affairs professionals in community colleges. The authors used the theory of organizational socialization (Van Maanen & Schein, 1979) and explored these nuances through a qualitative research design. Findings include differences in socialization in institutions versus the…

A theory of organizational readiness for change

PubMed Central

Weiner, Bryan J

2009-01-01

Background Change management experts have emphasized the importance of establishing organizational readiness for change and recommended various strategies for creating it. Although the advice seems reasonable, the scientific basis for it is limited. Unlike individual readiness for change, organizational readiness for change has not been subject to extensive theoretical development or empirical study. In this article, I conceptually define organizational readiness for change and develop a theory of its determinants and outcomes. I focus on the organizational level of analysis because many promising approaches to improving healthcare delivery entail collective behavior change in the form of systems redesign--that is, multiple, simultaneous changes in staffing, work flow, decision making, communication, and reward systems. Discussion Organizational readiness for change is a multi-level, multi-faceted construct. As an organization-level construct, readiness for change refers to organizational members' shared resolve to implement a change (change commitment) and shared belief in their collective capability to do so (change efficacy). Organizational readiness for change varies as a function of how much organizational members value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior. The result is more effective implementation. Summary The theory described in this article treats organizational readiness as a shared psychological state in which organizational members feel committed to implementing an organizational change and confident in their collective abilities to do so. This way of thinking about organizational readiness is best suited for examining organizational changes where collective behavior change is necessary in order to effectively implement the change and, in some instances, for the change to produce anticipated benefits. Testing the theory would require further measurement development and careful sampling decisions. The theory offers a means of reconciling the structural and psychological views of organizational readiness found in the literature. Further, the theory suggests the possibility that the strategies that change management experts recommend are equifinal. That is, there is no 'one best way' to increase organizational readiness for change. PMID:19840381

Reflections on Leadership Preparation Programs and Social Justice: Are the Power and the Responsibility of the Faculty All in the Design?

ERIC Educational Resources Information Center

Berkovich, Izhak

2017-01-01

Purpose: Fundamental aspects of educational leadership preparation programs regarding social justice are embodied in program design elements, yet the scholarly community did not adequately address these issues. The paper aims to discuss these issues. Design/methodology/approach: The essay suggests that organizational theories dealing with…

Using the Outdoor Scavenger Hunt to Teach Theories of Organizational Communication

ERIC Educational Resources Information Center

Tipton, Whitney L.; Kupritz, Virginia W.

2017-01-01

Courses: Communication Theory, Organizational Communication, Strategic Communication. Objectives: Students will identify and categorize organizational discourses on their campuses; students will become aware of the ethical considerations of communication; students will recognize the different perceptions of organizational culture on campus.

Humanistic History.

ERIC Educational Resources Information Center

Marrow, Alvin J.

1982-01-01

Utilizing the theories of McGregor, Maslow, and Herzberg, presents a model for teaching history which involves students in designing their own course objectives. Includes humanistic approaches, organizational management assumptions, and models with motivational, hygiene, physiological, and safety factors. (DMM)

Examination of the teaching styles of nursing professional development specialists, part I: best practices in adult learning theory, curriculum development, and knowledge transfer.

PubMed

Curran, Mary K

2014-05-01

The American Nurses Association advocates for nursing professional development (NPD) specialists to have an earned graduate degree, as well as educational and clinical expertise. However, many NPD specialists have limited exposure to adult learning theory. Limited exposure to adult learning theory may affect NPD educational practices, learning outcomes, organizational knowledge transfer, and subsequently, the professional development of the nurses they serve and quality of nursing care. An examination of current teaching practices may reveal opportunities for NPD specialists to enhance educational methods to promote learning, learning transfer, and organizational knowledge and excellence. This article, the first in a two-part series, examines best practices of adult learning theories, nursing professional development, curriculum design, and knowledge transfer. Part II details the results of a correlational study that examined the effects of four variables on the use of adult learning theory to guide curriculum development for NPD specialists in hospitals. Copyright 2014, SLACK Incorporated.

Organizational Theory and Student Cheating: Explanation, Responses, and Strategies

ERIC Educational Resources Information Center

Gallant, Tricia Bertram; Drinan, Patrick

2006-01-01

Studies have described and analyzed the problem of student cheating as well as institutional responses to the problem. However, organizational theory has been neglected. Viewing student cheating and institutional responses through the lens of organizational theory can inform strategy and instill fresh approaches to the management of the problem.

Introduction to Educational Leadership & Organizational Behavior: Theory into Practice.

ERIC Educational Resources Information Center

Chance, Patti L.; Chance, Edward W.

This book was written for the student-practitioner. It introduces organizational and leadership theories that are especially relevant to educational administration programs that prepare students for school and district leadership roles. It begins with a historical overview of organizational theory, in chapter 1, to provide a framework for…

Managing for Motivation: Herzberg's Motivation-Hygiene Theory and Its Application to 4-H Leadership. National Intern Report.

ERIC Educational Resources Information Center

Freeman, Walter J.

A study examined the organizational factors contributing to the motivation of 4-H volunteer leaders. A modified form of Herzberg's Motivation-Hygiene Theory served as the research design of the study. A total of 149 4-H leaders were interviewed regarding thirteen job factors: recognition; personal growth; relationships with other 4-H leaders,…

Discovering and Articulating What Is Not yet Known: Using Action Learning and Grounded Theory as a Knowledge Management Strategy

ERIC Educational Resources Information Center

Pauleen, David J.; Corbitt, Brian; Yoong, Pak

2007-01-01

Purpose: To provide a conceptual model for the discovery and articulation of emergent organizational knowledge, particularly knowledge that develops when people work with new technologies. Design/methodology/approach: The model is based on two widely accepted research methods--action learning and grounded theory--and is illustrated using a case…

EQUIP Healthcare: An overview of a multi-component intervention to enhance equity-oriented care in primary health care settings.

PubMed

Browne, Annette J; Varcoe, Colleen; Ford-Gilboe, Marilyn; Wathen, C Nadine

2015-12-14

The primary health care (PHC) sector is increasingly relevant as a site for population health interventions, particularly in relation to marginalized groups, where the greatest gains in health status can be achieved. The purpose of this paper is to provide an overview of an innovative multi-component, organizational-level intervention designed to enhance the capacity of PHC clinics to provide equity-oriented care, particularly for marginalized populations. The intervention, known as EQUIP, is being implemented in Canada in four diverse PHC clinics serving populations who are impacted by structural inequities. These PHC clinics serve as case studies for the implementation and evaluation of the EQUIP intervention. We discuss the evidence and theory that provide the basis for the intervention, describe the intervention components, and discuss the methods used to evaluate the implementation and impact of the intervention in diverse contexts. Research and theory related to equity-oriented care, and complexity theory, are central to the design of the EQUIP intervention. The intervention aims to enhance capacity for equity-oriented care at the staff level, and at the organizational level (i.e., policy and operations) and is novel in its dual focus on: (a) Staff education: using standardized educational models and integration strategies to enhance staff knowledge, attitudes and practices related to equity-oriented care in general, and cultural safety, and trauma- and violence-informed care in particular, and; (b) Organizational integration and tailoring: using a participatory approach, practice facilitation, and catalyst grants to foster shifts in organizational structures, practices and policies to enhance the capacity to deliver equity-oriented care, improve processes of care, and shift key client outcomes. Using a mixed methods, multiple case-study design, we are examining the impact of the intervention in enhancing staff knowledge, attitudes and practices; improving processes of care; shifting organizational policies and structures; and improving selected client outcomes. The multiple case study design provides an ideal opportunity to study the contextual factors shaping the implementation, uptake and impact of our tailored intervention within diverse PHC settings. The EQUIP intervention illustrates the complexities involved in enhancing the PHC sector's capacity to provide equity-oriented care in real world clinical contexts.

Organizational Development and Its Implications for Adult Basic Education Programs

ERIC Educational Resources Information Center

Hohn, Marcia Drew

2001-01-01

In this chapter, Marcia Drew Hohn provides an overview of organizational development theory for adult educators interested in applying the lessons of such theory to the strengthening of ABE programs and systems. She begins the chapter with a brief history of the development of organizational theory, noting the progression from a mechanistic…

The Conceptual Mechanism for Viable Organizational Learning Based on Complex System Theory and the Viable System Model

ERIC Educational Resources Information Center

Sung, Dia; You, Yeongmahn; Song, Ji Hoon

2008-01-01

The purpose of this research is to explore the possibility of viable learning organizations based on identifying viable organizational learning mechanisms. Two theoretical foundations, complex system theory and viable system theory, have been integrated to provide the rationale for building the sustainable organizational learning mechanism. The…

On Cooperative Behavior in Distributed Teams: The Influence of Organizational Design, Media Richness, Social Interaction, and Interaction Adaptation

PubMed Central

Håkonsson, Dorthe D.; Obel, Børge; Eskildsen, Jacob K.; Burton, Richard M.

2016-01-01

Self-interest vs. cooperation is a fundamental dilemma in animal behavior as well as in human and organizational behavior. In organizations, how to get people to cooperate despite or in conjunction with their self-interest is fundamental to the achievement of a common goal. While both organizational designs and social interactions have been found to further cooperation in organizations, some of the literature has received contradictory support, just as very little research, if any, has examined their joint effects in distributed organizations, where communication is usually achieved via different communication media. This paper reviews the extant literature and offers a set of hypotheses to integrate current theories and explanations. Further, it discusses how future research should examine the joint effects of media, incentives, and social interactions. PMID:27242605

On Cooperative Behavior in Distributed Teams: The Influence of Organizational Design, Media Richness, Social Interaction, and Interaction Adaptation.

PubMed

Håkonsson, Dorthe D; Obel, Børge; Eskildsen, Jacob K; Burton, Richard M

2016-01-01

Self-interest vs. cooperation is a fundamental dilemma in animal behavior as well as in human and organizational behavior. In organizations, how to get people to cooperate despite or in conjunction with their self-interest is fundamental to the achievement of a common goal. While both organizational designs and social interactions have been found to further cooperation in organizations, some of the literature has received contradictory support, just as very little research, if any, has examined their joint effects in distributed organizations, where communication is usually achieved via different communication media. This paper reviews the extant literature and offers a set of hypotheses to integrate current theories and explanations. Further, it discusses how future research should examine the joint effects of media, incentives, and social interactions.

A strategic systems perspective of organizational learning theory: models for a case study at the Jet Propulsion Laboratory

NASA Technical Reports Server (NTRS)

Neece, O.

2000-01-01

Organizational learning is an umbrella term that covers a variety of topics including; learning curves, productivity, organizational memory, organizational forgetting, knowledge transfer, knowledge sharing and knowledge creation. This treatise will review some of these theories in concert with a model of how organizations learn.

Nurses' intention to leave: critically analyse the theory of reasoned action and organizational commitment model.

PubMed

Liou, Shwu-Ru

2009-01-01

To systematically analyse the Organizational Commitment model and Theory of Reasoned Action and determine concepts that can better explain nurses' intention to leave their job. The Organizational Commitment model and Theory of Reasoned Action have been proposed and applied to understand intention to leave and turnover behaviour, which are major contributors to nursing shortage. However, the appropriateness of applying these two models in nursing was not analysed. Three main criteria of a useful model were used for the analysis: consistency in the use of concepts, testability and predictability. Both theories use concepts consistently. Concepts in the Theory of Reasoned Action are defined broadly whereas they are operationally defined in the Organizational Commitment model. Predictability of the Theory of Reasoned Action is questionable whereas the Organizational Commitment model can be applied to predict intention to leave. A model was proposed based on this analysis. Organizational commitment, intention to leave, work experiences, job characteristics and personal characteristics can be concepts for predicting nurses' intention to leave. Nursing managers may consider nurses' personal characteristics and experiences to increase their organizational commitment and enhance their intention to stay. Empirical studies are needed to test and cross-validate the re-synthesized model for nurses' intention to leave their job.

THEORIZING HYBRIDITY: INSTITUTIONAL LOGICS, COMPLEX ORGANIZATIONS, AND ACTOR IDENTITIES: THE CASE OF NONPROFITS.

PubMed

Skelcher, Chris; Smith, Steven Rathgeb

2015-06-01

We propose a novel approach to theorizing hybridity in public and nonprofit organizations. The concept of hybridity is widely used to describe organizational responses to changes in governance, but the literature seldom explains how hybrids arise or what forms they take. Transaction cost and organizational design literatures offer some solutions, but lack a theory of agency. We use the institutional logics approach to theorize hybrids as entities that face a plurality of normative frames. Logics provide symbolic and material elements that structure organizational legitimacy and actor identities. Contradictions between institutional logics offer space for them to be elaborated and creatively reconstructed by situated agents. We propose five types of organizational hybridity - segmented, segregated, assimilated, blended, and blocked. Each type is theoretically derived from empirically observed variations in organizational responses to institutional plurality. We develop propositions to show how our approach to hybridity adds value to academic and policy-maker audiences.

Development and pilot-test of the Workplace Readiness Questionnaire, a theory-based instrument to measure small workplaces’ readiness to implement wellness programs

PubMed Central

Hannon, Peggy A.; Helfrich, Christian D.; Chan, K. Gary; Allen, Claire L.; Hammerback, Kristen; Kohn, Marlana J.; Parrish, Amanda T.; Weiner, Bryan J.; Harris, Jeffrey R.

2016-01-01

Purpose To develop a theory-based questionnaire to assess readiness for change in small workplaces adopting wellness programs. Design In developing our scale, we first tested items via “think-aloud” interviews. We tested the revised items in a cross-sectional quantitative telephone survey. Setting Small workplaces (20–250 employees) in low-wage industries. Subjects Decision-makers representing small workplaces in King County, Washington (think-aloud interviews, n=9) and the United States (telephone survey, n=201). Measures We generated items for each construct in Weiner’s theory of organizational readiness for change. We also measured workplace characteristics and current implementation of workplace wellness programs. Analysis We assessed reliability by coefficient alpha for each of the readiness questionnaire subscales. We tested the association of all subscales with employers’ current implementation of wellness policies, programs, and communications, and conducted a path analysis to test the associations in the theory of organizational readiness to change. Results Each of the readiness subscales exhibited acceptable internal reliability (coefficient alpha range = .75–.88) and was positively associated with wellness program implementation (p <.05). The path analysis was consistent with the theory of organizational readiness to change, except change efficacy did not predict change-related effort. Conclusion We developed a new questionnaire to assess small workplaces’ readiness to adopt and implement evidence-based wellness programs. Our findings also provide empirical validation of Weiner’s theory of readiness for change. PMID:26389975

Developing Content for an M.B.A. Communications Class.

ERIC Educational Resources Information Center

Shelby, Annette N.

1983-01-01

Outlines an M.B.A. communications course which includes source materials and content development frameworks for four different topic areas: (1) company, industry, and organization data; (2) management theory and organizational design; (3) crisis communication; and (4) issues management. (RAE)

The Leader's Role in Strategic Knowledge Creation and Mobilization

ERIC Educational Resources Information Center

Reid, Steven

2013-01-01

The purpose of this paper is to explore how leaders influence knowledge creation and mobilization processes. As a basis for the theoretical framework, the researcher selected theories that informed the investigation of this influence: leadership theory, knowledge theory, learning theory, organizational learning theory, and organizational knowledge…

An empirical application of transaction-costs theory to organizational design characteristics.

PubMed

Williams, S

2000-01-01

The environmental uncertainty component of transaction-costs theory was used to predict the organizational structural characteristics of size (number of employees) and horizontal differentiation (number of vice presidents) using financial and management information from the COMPACT DISCLOSURE data base (which contains the most recent annual and periodic reports for more than 12,000 public companies). Organizations were categorized as low- or high-uncertainty industries according to Dess and Beard's (1984) Dynamism Scale, and net sales volume was controlled. As predicted, high-uncertainty companies had significantly higher horizontal differentiation than low-uncertainty firms, a finding that supports the transaction-costs expectation that organizations may require more departments or personnel to cope with increasing uncertainty. Surprisingly, low-uncertainty firms were found to have significantly more employees than high-uncertainty organizations, which is the opposite of what transaction-costs theory predicts. Possible explanations for this unexpected finding and further potential limitations are discussed.

Rational Choice Theory and the Politics of Education: Promise and Limitations.

ERIC Educational Resources Information Center

Boyd, William Lowe; And Others

1994-01-01

Rational choice theory and its three branches (game theory, collective choice theory, and organizational economics) has altered the face of political science, sociology, and organizational theory. This chapter reviews rational choice theory, examines a small body of work that relies on the rational choice paradigm to study educational politics,…

The Role and Reprocessing of Attitudes in Fostering Employee Work Happiness: An Intervention Study.

PubMed

Williams, Paige; Kern, Margaret L; Waters, Lea

2017-01-01

This intervention study examines the iterative reprocessing of explicit and implicit attitudes as the process underlying associations between positive employee attitudes (PsyCap), perception of positive organization culture (organizational virtuousness, OV), and work happiness. Using a quasi-experimental design, a group of school staff ( N = 69) completed surveys at three time points. After the first assessment, the treatment group ( n = 51) completed a positive psychology training intervention. Results suggest that employee PsyCap, OV, and work happiness are associated with one another through both implicit and explicit attitudes. Further, the Iterative-Reprocessing Model of attitudes (IRM) provides some insights into the processes underlying these associations. By examining the role and processes through which explicit and implicit attitudes relate to wellbeing at work, the study integrates theories on attitudes, positive organizational scholarship, positive organizational behavior and positive education. It is one of the first studies to apply the theory of the IRM to explain associations amongst PsyCap, OV and work happiness, and to test the IRM theory in a field-based setting. In applying attitude theory to wellbeing research, this study provides insights to mechanisms underlying workplace wellbeing that have not been previously examined and in doing so responds to calls for researchers to learn more about the mechanisms underlying wellbeing interventions. Further, it highlights the need to understand subconscious processes in future wellbeing research and to include implicit measures in positive psychology interventions measurement programs. Practically, this research calls attention to the importance of developing both the positive attitudes of employees and the organizational culture in developing employee work happiness.

The Role and Reprocessing of Attitudes in Fostering Employee Work Happiness: An Intervention Study

PubMed Central

Williams, Paige; Kern, Margaret L.; Waters, Lea

2017-01-01

This intervention study examines the iterative reprocessing of explicit and implicit attitudes as the process underlying associations between positive employee attitudes (PsyCap), perception of positive organization culture (organizational virtuousness, OV), and work happiness. Using a quasi-experimental design, a group of school staff (N = 69) completed surveys at three time points. After the first assessment, the treatment group (n = 51) completed a positive psychology training intervention. Results suggest that employee PsyCap, OV, and work happiness are associated with one another through both implicit and explicit attitudes. Further, the Iterative-Reprocessing Model of attitudes (IRM) provides some insights into the processes underlying these associations. By examining the role and processes through which explicit and implicit attitudes relate to wellbeing at work, the study integrates theories on attitudes, positive organizational scholarship, positive organizational behavior and positive education. It is one of the first studies to apply the theory of the IRM to explain associations amongst PsyCap, OV and work happiness, and to test the IRM theory in a field-based setting. In applying attitude theory to wellbeing research, this study provides insights to mechanisms underlying workplace wellbeing that have not been previously examined and in doing so responds to calls for researchers to learn more about the mechanisms underlying wellbeing interventions. Further, it highlights the need to understand subconscious processes in future wellbeing research and to include implicit measures in positive psychology interventions measurement programs. Practically, this research calls attention to the importance of developing both the positive attitudes of employees and the organizational culture in developing employee work happiness. PMID:28154546

A Comparative Analysis of Three Unique Theories of Organizational Learning

ERIC Educational Resources Information Center

Leavitt, Carol C.

2011-01-01

The purpose of this paper is to present three classical theories on organizational learning and conduct a comparative analysis that highlights their strengths, similarities, and differences. Two of the theories -- experiential learning theory and adaptive -- generative learning theory -- represent the thinking of the cognitive perspective, while…

How institutional theory speaks to changes in organizational populations.

PubMed

Wells, R

2001-01-01

In this issue, Begun and Luke note striking variation in organizational arrangements across local health care markets and probe how characteristics of those markets affect shifts in organizational populations over time. This article contributes to this FORUM by focusing on how institutional theory's emphasis on the culturally mediated nature of organizational change speaks to the evolution of local market structures over time.

Theoretical Frameworks to Guide School Improvement

ERIC Educational Resources Information Center

Evans, Lisa; Thornton, Bill; Usinger, Janet

2012-01-01

A firm grounding in change theory can provide educational leaders with an opportunity to orchestrate meaningful organizational improvements. This article provides an opportunity for practicing leaders to review four major theories of organizational change--continuous improvement, two approaches to organizational learning, and appreciative inquiry.…

Organizational Assessment of Shelter Outreach Plus

DTIC Science & Technology

2003-12-01

and 11 staff members to generate an organizational diagnosis using systems theory as a foundation for improvements. A strategic planning session was...structured interviews were conducted with four Board members and 11 staff members to generate an organizational diagnosis using systems theory as a

Testing a theory of organizational culture, climate and youth outcomes in child welfare systems: a United States national study.

PubMed

Williams, Nathaniel J; Glisson, Charles

2014-04-01

Theories of organizational culture and climate (OCC) applied to child welfare systems hypothesize that strategic dimensions of organizational culture influence organizational climate and that OCC explains system variance in youth outcomes. This study provides the first structural test of the direct and indirect effects of culture and climate on youth outcomes in a national sample of child welfare systems and isolates specific culture and climate dimensions most associated with youth outcomes. The study applies multilevel path analysis (ML-PA) to a U.S. nationwide sample of 2,380 youth in 73 child welfare systems participating in the second National Survey of Child and Adolescent Well-being. Youths were selected in a national, two-stage, stratified random sample design. Youths' psychosocial functioning was assessed by caregivers' responses to the Child Behavior Checklist at intake and at 18-month follow-up. OCC was assessed by front-line caseworkers' (N=1,740) aggregated responses to the Organizational Social Context measure. Comparison of the a priori and subsequent trimmed models confirmed a reduced model that excluded rigid organizational culture and explained 70% of the system variance in youth outcomes. Controlling for youth- and system-level covariates, systems with more proficient and less resistant organizational cultures exhibited more functional, more engaged, and less stressful climates. Systems with more proficient cultures and more engaged, more functional, and more stressful climates exhibited superior youth outcomes. Findings suggest child welfare administrators can support service effectiveness with interventions that improve specific dimensions of culture and climate. Copyright © 2013 Elsevier Ltd. All rights reserved.

Testing a theory of organizational culture, climate and youth outcomes in child welfare systems: A United States national study

PubMed Central

Williams, Nathaniel J.; Glisson, Charles

2013-01-01

Theories of organizational culture and climate (OCC) applied to child welfare systems hypothesize that strategic dimensions of organizational culture influence organizational climate and that OCC explains system variance in youth outcomes. This study provides the first structural test of the direct and indirect effects of culture and climate on youth outcomes in a national sample of child welfare systems and isolates specific culture and climate dimensions most associated with youth outcomes. The study applies multilevel path analysis (ML-PA) to a U.S. nationwide sample of 2,380 youth in 73 child welfare systems participating in the second National Survey of Child and Adolescent Well-being. Youths were selected in a national, two-stage, stratified random sample design. Youths’ psychosocial functioning was assessed by caregivers’ responses to the Child Behavior Checklist at intake and at 18-month follow-up. OCC was assessed by front-line caseworkers’ (N=1,740) aggregated responses to the Organizational Social Context measure. Comparison of the a priori and subsequent trimmed models confirmed a reduced model that excluded rigid organizational culture and explained 70% of the system variance in youth outcomes. Controlling for youth- and system-level covariates, systems with more proficient and less resistant organizational cultures exhibited more functional, more engaged, and less stressful climates. Systems with more proficient cultures and more engaged, more functional, and more stressful climates exhibited superior youth outcomes. Findings suggest child welfare administrators can support service effectiveness with interventions that improve specific dimensions of culture and climate. PMID:24094999

Managing a new collaborative entity in business organizations: understanding organizational communities of practice effectiveness.

PubMed

Kirkman, Bradley L; Mathieu, John E; Cordery, John L; Rosen, Benson; Kukenberger, Michael

2011-11-01

Companies worldwide are turning to organizational communities of practice (OCoPs) as vehicles to generate learning and enhance organizational performance. OCoPs are defined as groups of employees who share a concern, a set of problems, or a passion about a topic and who strengthen their knowledge and expertise by interacting on a consistent basis. To date, OCoP research has drawn almost exclusively from the community of practice (CoP) literature, even though the organizational form of CoPs shares attributes of traditional CoPs and of organizational teams. Drawing on Lave and Wenger's (1991) original theory of legitimate peripheral participation, we integrate theory and research from CoPs and organizational teams to develop and empirically examine a model of OCoP effectiveness that includes constructs such as leadership, empowerment, the structure of tasks, and OCoP relevance to organizational effectiveness. Using data from 32 OCoPs in a U.S.-based multinational mining and minerals processing firm, we found that external community leaders play an important role in enhancing OCoP empowerment, particularly to the extent that task interdependence is high. Empowerment, in turn, was positively related to OCoP effectiveness. We also found that OCoPs designated as "core" by the organization (e.g., working on critical issues) were more effective than those that were noncore. Task interdependence also was positively related to OCoP effectiveness. We provide scholars and practitioners with insights on how to effectively manage OCoPs in today's organizations. (c) 2011 APA, all rights reserved.

The Effects of Social Network Centrality on Group Satisfaction

DTIC Science & Technology

2007-03-01

Herzberg , Mausner, & Snyderman, 1959), however, there exists a lack of consensus of social 2 network theory and how it affects satisfaction. Most...Technology. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory . Organizational Behavior and Human...coefficients as data in counseling research. The Counseling Psychologist, 34(5), 630. Herzberg , F., Mausner, B., & Snyderman, B. B. (1959). The motivation to

Educational Administration and Organizational Behavior. Fifth Edition.

ERIC Educational Resources Information Center

Hanson, E. Mark

This book attempts to link academic theory and research on educational practices and organizational administration to classroom practices. Written within the framework of the social and behavioral sciences, it describes and critiques concepts, analytical tools, case material, and organizational theory and behavior from the public, business, and…

Organizational Epistemology, Education and Social Theory

ERIC Educational Resources Information Center

Hartley, David

2007-01-01

Organizational learning or epistemology has emerged in order to manage the creation of knowledge and innovation within contemporary capitalism. Its insights are being applied also to the public sector. Much of the research in organizational learning has drawn upon the discipline of psychology, particularly constructivist theory. Two approaches in…

Organizations or Communities? Changing the Metaphor Changes the Theory.

ERIC Educational Resources Information Center

Sergiovanni, Thomas J.

Educational administration has been shaped by the metaphor of organization. From organizational and management theory, and from economics, the parent of organizational theory, educational administration has borrowed definitions of quality, productivity, and efficiency; strategies to achieve them; and theories of human nature and motivation.…

Structured and Unstructured Learning.

ERIC Educational Resources Information Center

1996

This document contains four papers presented at a sympoisum on structured and unstructured learning moderated by Catherine Sleezer at the 1996 conference of the Academy of Human Resource Development (AHRD). "Designing Experiential Learning into Organizational Work Life: Proposing a Framework for Theory and Research" (Cheri Maben-Crouch)…

Images of Schools: Structures and Roles in Organizational Behavior.

ERIC Educational Resources Information Center

Bacharach, Samuel B., Ed.; Mundell, Bryan, Ed.

This book brings together different analytical perspectives from organizational theory and applies them to examinations of schools. The editors maintain that the current debate over school restructuring is essentially a debate over which strategy of organizing will achieve the best results. Organizational theory suggests that there are two primary…

Influences on Employee Perceptions of Organizational Work-Life Support: Signals and Resources

ERIC Educational Resources Information Center

Valcour, Monique; Ollier-Malaterre, Ariane; Matz-Costa, Christina; Pitt-Catsouphes, Marcie; Brown, Melissa

2011-01-01

This study examined predictors of employee perceptions of organizational work-life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work-life support through two mechanisms: signaling that the organization cares about their work-life…

THEORIZING HYBRIDITY: INSTITUTIONAL LOGICS, COMPLEX ORGANIZATIONS, AND ACTOR IDENTITIES: THE CASE OF NONPROFITS

PubMed Central

SKELCHER, CHRIS; SMITH, STEVEN RATHGEB

2015-01-01

We propose a novel approach to theorizing hybridity in public and nonprofit organizations. The concept of hybridity is widely used to describe organizational responses to changes in governance, but the literature seldom explains how hybrids arise or what forms they take. Transaction cost and organizational design literatures offer some solutions, but lack a theory of agency. We use the institutional logics approach to theorize hybrids as entities that face a plurality of normative frames. Logics provide symbolic and material elements that structure organizational legitimacy and actor identities. Contradictions between institutional logics offer space for them to be elaborated and creatively reconstructed by situated agents. We propose five types of organizational hybridity – segmented, segregated, assimilated, blended, and blocked. Each type is theoretically derived from empirically observed variations in organizational responses to institutional plurality. We develop propositions to show how our approach to hybridity adds value to academic and policy-maker audiences. PMID:26640298

Employees' responses to an organizational merger: Intraindividual change in organizational identification, attachment, and turnover.

PubMed

Sung, Wookje; Woehler, Meredith L; Fagan, Jesse M; Grosser, Travis J; Floyd, Theresa M; Labianca, Giuseppe Joe

2017-06-01

The authors used pre-post merger data from 599 employees experiencing a major corporate merger to compare 3 conceptual models based on the logic of social identity theory (SIT) and exchange theory to explain employees' merger responses. At issue is how perceived change in employees' own jobs and roles (i.e., personal valence) and perceived change in their organization's status and merger appropriateness (i.e., organizational valence) affect their changing organizational identification, attachment attitudes, and voluntary turnover. The first model suggests that organizational identification and organizational attachment develop independently and have distinct antecedents. The second model posits that organizational identification mediates the relationships between change in organizational and personal valence and change in attachment and turnover. The third model posits that change in personal valence moderates the relationship between changes in organizational valence and in organizational identification and attachment. Using latent difference score (LDS) modeling in an SEM framework and survival analysis, the results suggest an emergent fourth model that integrates the first and second models: Although change in organizational identification during the merger mediates the relationship between change in personal status and organizational valence and change in attachment, there is a direct and unmediated relationship between change in personal valence and attachment. This integrated model has implications for M&A theory and practice. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

The Power of Experiential Learning: A Handbook for Trainers and Educators.

ERIC Educational Resources Information Center

Beard, Colin; Wilson, John P.

Experiential learning is a client-focused, supported approach to individual, group, or organizational development, which engages the young or adult learner, using the elements of action, reflection, and transfer. This book explores the theory and practice of experiential learning as the basis for designing and delivering effective learning…

Reducing Teachers' Work-Family Conflict: From Theory to Practice

ERIC Educational Resources Information Center

Cinamon, Rachel Gali; Rich, Yisrael

2005-01-01

Work-family conflict is a vocational psychology variable whose antecedents and outcomes have been extensively investigated. In contrast, less effort has been invested in creating practical programs to prevent and reduce it. This article provides the rationale and describes the framework for a comprehensive organizational program designed to ease…

Routines in School Organizations: Creating Stability and Change

ERIC Educational Resources Information Center

Conley, Sharon; Enomoto, Ernestine K.

2005-01-01

Purpose: This paper presents routinized action theory as a way to examine the regular, habitual activities that occur in school organizations. Using this theoretical lens, school routines were analyzed in order to understand organizational stability and change. Design/methodology/approach: Using case study methods, three discrete cases are…

Teachers' Withdrawal Behaviors: Integrating Theory and Findings

ERIC Educational Resources Information Center

Shapira-Lishchinsky, Orly

2012-01-01

Purpose: The article aims to investigate the relationships between different dimensions of organizational ethics and different withdrawal symptoms--lateness, absence, and intent to leave work. Design/methodology/approach: Participants were 1,016 school teachers from 35 high schools in Israel. A joint model of Glimmix procedure of SAS was used for…

A Conceptual Framework for Examining Knowledge Management in Higher Education Contexts

ERIC Educational Resources Information Center

Lee, Hae-Young; Roth, Gene L.

2009-01-01

Knowledge management is an on-going process that involves varied activities: diagnosis, design, and implementation of knowledge creation, knowledge transfer, and knowledge sharing. The primary goal of knowledge management, like other management theories or models, is to identify and leverage organizational and individual knowledge for the…

Progress Report and Topical Survey, 1980-1981.

DTIC Science & Technology

1981-03-01

Introduction. .. ........................... 1 TOPICAL SURVEY: GAMES WITH INCOMPLETE INFORMATION .. ........ 2 1. Extensive Games .. ..................... 3...2. Finitely Repeated Games .. ................. 9 3. Infinitely Repeated Games .. ................ 12 4. Nonrandomized Strategies...been focused on the application of results from game theory. Although this is only one of the several approaches to organizational design in the

Examining the Planning and Management of Principal Succession

ERIC Educational Resources Information Center

Zepeda, Sally J.; Bengtson, Ed; Parylo, Oksana

2012-01-01

Purpose: The purpose of this study is to examine principal succession planning and management by analyzing current practices of handling school leader succession in four Georgia school systems. Design/methodology/approach: Looking through the lens of organizational leadership succession theory, the practices of school systems as they experienced…

Applying organizational behavior theory to primary care.

PubMed

Mullangi, Samyukta; Saint, Sanjay

2017-03-01

Addressing the mounting primary care shortage in the United States has been a focus of educators and policy makers, especially with the passage of the Affordable Care Act in 2010 and the Medicare Access and CHIP Reauthorization Act in 2015, placing increased pressure on the system. The Association of American Medical Colleges recently projected a shortage of as many as 65,000 primary care physicians by 2025, in part because fewer than 20% of medical students are picking primary care for a career. We examined the issue of attracting medical students to primary care through the lens of organizational behavior theory. Assuming there are reasons other than lower income potential for why students are inclined against primary care, we applied various principles of the Herzberg 2-factor theory to reimagine the operational flow and design of primary care. We conclude by proposing several solutions to enrich the job, such as decreasing documentation requirements, reducing the emphasis on specialty consultations, and elevating physicians to a supervisory role.

Socialization Tactics and Newcomer Adjustment: A Meta-Analytic Review and Test of a Model

ERIC Educational Resources Information Center

Saks, Alan M.; Uggerslev, Krista L.; Fassina, Neil E.

2007-01-01

One of the most popular and often studied topics in the organizational socialization literature is Van Maanen and Schein's [Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. In B. M. Staw (Ed.), "Research in organizational behavior" (Vol. 1), pp. 209-264. Greenwich, CT: JAI Press.] theory of organizational…

Organizational Development and Teacher Corps: A Discussion of a Book by Ronald Corwin.

ERIC Educational Resources Information Center

Marsh, David D.

This paper focuses on the theory of organizational change and development as presented by Ronald G. Corwin in his book, "Reform and Organizational Survival: The Teacher Corps As an Instrument of Educational Change," and the implications this theory has for efforts at institutional change which are being made by the Teacher Corps. Corwin…

On Organizational Theory and Practice: Some Lessons Learned from the Severely Mentally "Disabled."

ERIC Educational Resources Information Center

Sprowl, John Parrish

Realizing that communications theory and research have little to do with organizational life, a communications scholar decided to become an organizational participant while still analyzing events and episodes in a scholarly way. In the spring of 1986, he joined the board of directors of Interface Precision Benchworks (IPB), a not-for-profit…

Towards a Natural Systems Theory of Organizational Effectiveness: Integrating Geopolitical, Darwinistic and Strategic Planning Perspectives. ASHE Annual Meeting 1981 Paper.

ERIC Educational Resources Information Center

Cope, Robert

A theory of organizational development is developed from turn-of-the-century geopolitical studies by combining the following: Smithian and Darwinian perspectives; the firmer concepts of management; and strategic planning views. An attempt is made to explore natural organizational processes by considering geopolitical, economic, biological, and…

In the Sandbox: Individuals and Collectives in Organizational Learning as Sense-Making through Play

ERIC Educational Resources Information Center

Popova-Nowak, Irina V.

2014-01-01

This study was conducted to develop a grounded theory of connections between individual and collective (group and organizational) levels of analysis through the examination of play and sense-making as integral parts of organizational learning (OL) by relying on the meta-paradigm theoretical framework. The study employed grounded theory as its…

The Task of Reviewing and Finding the Right Organizational Change Theory

ERIC Educational Resources Information Center

Alase, Abayomi Oluwatosin

2017-01-01

Organizational change is probably the singular most important undertaken that many organizations wish they could do to affect their productivities/profitability performances. This review paper will highlight some of the well-known theories and approaches to organizational change. In the late 1990s and early 2000s, America had one of the best…

Linking public relations processes and organizational effectiveness at a state health department.

PubMed

Wise, Kurt

2003-01-01

This qualitative case study explored a state health department's relationships with strategic constituencies from a public relations perspective. The relationships were explored within the theoretical framework of the Excellence Theory, the dominant paradigm in public research. Findings indicate application of the Excellence Theory has the potential to increase organizational effectiveness at public health entities. With respect to the case investigated, findings indicate that the state health department could increase its organizational effectiveness through the adoption of recommendations based on the Excellence Theory.

Improving Patient Safety in Hospitals: Contributions of High-Reliability Theory and Normal Accident Theory

PubMed Central

Tamuz, Michal; Harrison, Michael I

2006-01-01

Objective To identify the distinctive contributions of high-reliability theory (HRT) and normal accident theory (NAT) as frameworks for examining five patient safety practices. Data Sources/Study Setting We reviewed and drew examples from studies of organization theory and health services research. Study Design After highlighting key differences between HRT and NAT, we applied the frames to five popular safety practices: double-checking medications, crew resource management (CRM), computerized physician order entry (CPOE), incident reporting, and root cause analysis (RCA). Principal Findings HRT highlights how double checking, which is designed to prevent errors, can undermine mindfulness of risk. NAT emphasizes that social redundancy can diffuse and reduce responsibility for locating mistakes. CRM promotes high reliability organizations by fostering deference to expertise, rather than rank. However, HRT also suggests that effective CRM depends on fundamental changes in organizational culture. NAT directs attention to an underinvestigated feature of CPOE: it tightens the coupling of the medication ordering process, and tight coupling increases the chances of a rapid and hard-to-contain spread of infrequent, but harmful errors. Conclusions Each frame can make a valuable contribution to improving patient safety. By applying the HRT and NAT frames, health care researchers and administrators can identify health care settings in which new and existing patient safety interventions are likely to be effective. Furthermore, they can learn how to improve patient safety, not only from analyzing mishaps, but also by studying the organizational consequences of implementing safety measures. PMID:16898984

The role of organizational research in implementing evidence-based practice: QUERI Series

PubMed Central

Yano, Elizabeth M

2008-01-01

Background Health care organizations exert significant influence on the manner in which clinicians practice and the processes and outcomes of care that patients experience. A greater understanding of the organizational milieu into which innovations will be introduced, as well as the organizational factors that are likely to foster or hinder the adoption and use of new technologies, care arrangements and quality improvement (QI) strategies are central to the effective implementation of research into practice. Unfortunately, much implementation research seems to not recognize or adequately address the influence and importance of organizations. Using examples from the U.S. Department of Veterans Affairs (VA) Quality Enhancement Research Initiative (QUERI), we describe the role of organizational research in advancing the implementation of evidence-based practice into routine care settings. Methods Using the six-step QUERI process as a foundation, we present an organizational research framework designed to improve and accelerate the implementation of evidence-based practice into routine care. Specific QUERI-related organizational research applications are reviewed, with discussion of the measures and methods used to apply them. We describe these applications in the context of a continuum of organizational research activities to be conducted before, during and after implementation. Results Since QUERI's inception, various approaches to organizational research have been employed to foster progress through QUERI's six-step process. We report on how explicit integration of the evaluation of organizational factors into QUERI planning has informed the design of more effective care delivery system interventions and enabled their improved "fit" to individual VA facilities or practices. We examine the value and challenges in conducting organizational research, and briefly describe the contributions of organizational theory and environmental context to the research framework. Conclusion Understanding the organizational context of delivering evidence-based practice is a critical adjunct to efforts to systematically improve quality. Given the size and diversity of VA practices, coupled with unique organizational data sources, QUERI is well-positioned to make valuable contributions to the field of implementation science. More explicit accommodation of organizational inquiry into implementation research agendas has helped QUERI researchers to better frame and extend their work as they move toward regional and national spread activities. PMID:18510749

Parallel Evolution in Science: The Historical Roots and Central Concepts of General Systems Theory; and "General Systems Theory,""Modern Organizational Theory," and Organizational Communication.

ERIC Educational Resources Information Center

Lederman, Linda Costigan; Rogers, Don

The two papers in this document focus on general systems theory. In her paper, Linda Lederman discusses the emergence and evolution of general systems theory, defines its central concepts, and draws some conclusions regarding the nature of the theory and its value as an epistemology. Don Rogers, in his paper, relates some of the important features…

Organizational Influences on Interdisciplinary Interactions during Research and Design of Large-Scale Complex Engineered Systems

NASA Technical Reports Server (NTRS)

McGowan, Anna-Maria R.; Seifert, Colleen M.; Papalambros, Panos Y.

2012-01-01

The design of large-scale complex engineered systems (LaCES) such as an aircraft is inherently interdisciplinary. Multiple engineering disciplines, drawing from a team of hundreds to thousands of engineers and scientists, are woven together throughout the research, development, and systems engineering processes to realize one system. Though research and development (R&D) is typically focused in single disciplines, the interdependencies involved in LaCES require interdisciplinary R&D efforts. This study investigates the interdisciplinary interactions that take place during the R&D and early conceptual design phases in the design of LaCES. Our theoretical framework is informed by both engineering practices and social science research on complex organizations. This paper provides preliminary perspective on some of the organizational influences on interdisciplinary interactions based on organization theory (specifically sensemaking), data from a survey of LaCES experts, and the authors experience in the research and design. The analysis reveals couplings between the engineered system and the organization that creates it. Survey respondents noted the importance of interdisciplinary interactions and their significant benefit to the engineered system, such as innovation and problem mitigation. Substantial obstacles to interdisciplinarity are uncovered beyond engineering that include communication and organizational challenges. Addressing these challenges may ultimately foster greater efficiencies in the design and development of LaCES and improved system performance by assisting with the collective integration of interdependent knowledge bases early in the R&D effort. This research suggests that organizational and human dynamics heavily influence and even constrain the engineering effort for large-scale complex systems.

Organizational culture, intersectoral collaboration and mental health care.

PubMed

Mitchell, Penelope Fay; Pattison, Philippa Eleanor

2012-01-01

This study aims to investigate whether and how organizational culture moderates the influence of other organizational capacities on the uptake of new mental health care roles by non-medical primary health and social care services. Using a cross-sectional survey design, data were collected in 2004 from providers in 41 services in Victoria, Australia, recruited using purposeful sampling. Respondents within each service worked as a group to complete a structured interview that collected quantitative and qualitative data simultaneously. Five domains of organizational capacity were analyzed: leadership, moral support and participation; organizational culture; shared concepts, policies, processes and structures; access to resource support; and social model of health. A principal components analysis explored the structure of data about roles and capacities, and multiple regression analysis examined relationships between them. The unit of analysis was the service (n = 41). Organizational culture was directly associated with involvement in two types of mental health care roles and moderated the influence of factors in the inter-organizational environment on role involvement. Congruence between the values embodied in organizational culture, communicated in messages from the environment, and underlying particular mental health care activities may play a critical role in shaping the emergence of intersectoral working and the uptake of new roles. This study is the first to demonstrate the importance of organizational culture to intersectoral collaboration in health care, and one of very few to examine organizational culture as a predictor of performance, compared with other organizational-level factors, in a multivariate analysis. Theory is developed to explain the findings.

Organization Theory as Ideology.

ERIC Educational Resources Information Center

Greenfield, Thomas B.

The theory that organizations are ideological inventions of the human mind is discussed. Organizational science is described as an ideology which is based upon social concepts and experiences. The main justification for organizational theory is that it attempts to answer why we behave as we do in social organizations. Ways in which ideas and…

A Holistic Equilibrium Theory of Organization Development

ERIC Educational Resources Information Center

Yang, Baiyin; Zheng, Wei

2005-01-01

This paper proposes a holistic equilibrium theory of organizational development (OD). The theory states that there are three driving forces in organizational change and development--rationality, reality, and liberty. OD can be viewed as a planned process of change in an organization so as to establish equilibrium among these three interacting…

The Implicit Leadership Theories of College and University Presidents. ASHE Annual Meeting Paper.

ERIC Educational Resources Information Center

Birnbaum, Robert

Theories implicit in college presidents' definitions of leadership are examined, since understanding presidents' leadership models may affect how they interpret their roles and the events they encounter. The source of the theory that is analyzed is the organizational leadership literature. Research traditions in organizational leadership are…

The Social Influence Qualities of Social Network Sites: A Qualitative and Experimental Investigation

DTIC Science & Technology

2009-03-01

Designing and Conducting Mixed Methods Research. Thousand Oaks, CA: Sage Publications, 2007. Daft , Richard L. and Robert H. Lengel...Organizational Information Requirements, Media Richness and Structural Design ,” Management Science, 32 (5): 554-571 (May 1986). Daft , Richard L., Robert H...equivocality. Figure 2 ranks types of media according to the media richness theory . 22 Figure 2. Hierarchy of Media Richness ( Daft et al

Organizational Context Matters: A Research Toolkit for Conducting Standardized Case Studies of Integrated Care Initiatives

PubMed Central

Grudniewicz, Agnes; Gray, Carolyn Steele; Wodchis, Walter P.; Carswell, Peter; Baker, G. Ross

2017-01-01

Introduction: The variable success of integrated care initiatives has led experts to recommend tailoring design and implementation to the organizational context. Yet, organizational contexts are rarely described, understood, or measured with sufficient depth and breadth in empirical studies or in practice. We thus lack knowledge of when and specifically how organizational contexts matter. To facilitate the accumulation of evidence, we developed a research toolkit for conducting case studies using standardized measures of the (inter-)organizational context for integrating care. Theory and Methods: We used a multi-method approach to develop the research toolkit: (1) development and validation of the Context and Capabilities for Integrating Care (CCIC) Framework, (2) identification, assessment, and selection of survey instruments, (3) development of document review methods, (4) development of interview guide resources, and (5) pilot testing of the document review guidelines, consolidated survey, and interview guide. Results: The toolkit provides a framework and measurement tools that examine 18 organizational and inter-organizational factors that affect the implementation and success of integrated care initiatives. Discussion and Conclusion: The toolkit can be used to characterize and compare organizational contexts across cases and enable comparison of results across studies. This information can enhance our understanding of the influence of organizational contexts, support the transfer of best practices, and help explain why some integrated care initiatives succeed and some fail. PMID:28970750

Blending Constructs and Concepts: Development of Emerging Theories of Organizational Leadership and Their Relationship to Leadership Practices for Social Justice

ERIC Educational Resources Information Center

Beyer, Bonnie

2012-01-01

This paper addresses and discusses traditional organizational leadership theories of the past and their relationship to more recent theoretical concepts and constructs of the present. Leadership theory is reviewed in an historical context and connections are made to current leadership literature and theory. The paper addresses how more recent…

The discipline of hospital development: a conceptual framework incorporating marketing, managerial, consumer behavior, and adult learning theories.

PubMed

Shirley, S; Stampfl, R

1997-12-01

The purpose of this explanatory and prescriptive article is to identify interdisciplinary theories used by hospital development to direct its practice. The article explores, explains, and applies theories and principles from behavioral, social, and managerial disciplines. Learning, motivational, organizational, marketing, and attitudinal theories are incorporated and transformed into the fundamental components of a conceptual framework that provides an overview of the practice of hospital development. How this discipline incorporates these theories to design, explain, and prescribe the focus of its own practice is demonstrated. This interdisciplinary approach results in a framework for practice that is adaptable to changing social, cultural, economic, political, and technological environments.

Organizational Theories and Analysis: A Feminist Perspective

NASA Astrophysics Data System (ADS)

Irefin, Peace; Ifah, S. S.; Bwala, M. H.

2012-06-01

This paper is a critique of organization theories and their failure to come to terms with the fact of the reproduction of labour power within a particular form of the division of labour. It examines feminist theory and its aims to understand the nature of inequality and focuses on gender, power relations and sexuality part of the task of feminists which organizational theories have neglected is to offer an account of how the different treatments of the sexes operate in our culture. The paper concludes that gender has been completely neglected within the organizational theory which result in a rhetorical reproduction of males as norms and women as others. It is recommended that only radical form of organization theory can account for the situation of women in organisational setting

Exploring Effective Communication for Organizational Change

ERIC Educational Resources Information Center

Nordin, Eric John

2013-01-01

The purpose of this case study was to explore experiences and perceptions of organizational leaders regarding organizational change communication to improve change results in an organizational setting. Building on a conceptual framework of organizational theory, 25 full-time online faculty at an institution of higher learning in the southwestern…

Management Ethics: Integrity at Work. Sage Series on Business Ethics.

ERIC Educational Resources Information Center

Petrick, Joseph A.; Quinn, John F.

This book tries to redefine what it means for a manager to function with integrity and competence in the private and public sectors domestically and globally. It integrates theoretical work in both descriptive and normative ethics and incorporates legal, communication, quality, and organizational theories into a conceptual framework designed to…

Modular Experiential Learning for Business-to-Business Marketing Courses

ERIC Educational Resources Information Center

Anselmi, Kenneth; Frankel, Robert

2004-01-01

In this article, the authors present the Extended Buying Center Game (EBCG), an experiential exercise that integrates marketing concepts and theory with a strong emphasis on industry skills and that does so in an adaptive course design format. The focus of the EBCG is on organizational buying behavior, buyer-seller interaction, and marketing…

Lewin's Theory of Planned Change as a strategic resource.

PubMed

Shirey, Maria R

2013-02-01

This department highlights change management strategies that may be successful in strategically planning and executing organizational change initiatives. With the goal of presenting practical approaches helpful to nurse leaders advancing organizational change, content includes evidence-based projects, tools, and resources that mobilize and sustain organizational change initiatives. In this article, the author explores the use of the Lewin's Theory of Planned Change as a strategic resource to mobilize the people side of change. An overview of the theory is provided along with a discussion of its strengths, limitations, and targeted application.

Moving Beyond Conventional Wisdom: Advancements in Cross-Cultural Theories of Leadership, Conflict, and Teams.

PubMed

Gibson, Cristina B; McDaniel, Dana M

2010-07-01

In this article, we discuss the importance of a cross-cultural approach to organizational behavior. To do so, we illustrate how cross-cultural research in the past two decades has enabled us to reconceptualize constructs, revise models, and extend boundary conditions in traditional organizational behavior theories. We focus on three domains-teams, leadership, and conflict-and review cross-cultural empirical evidence that has extended several theories in each of these domains. We support the claim that even well-established organizational behavior theories vary in the extent to which they may be applied unilaterally across cultures, thus identifying the critical need to advance these theories via a cross-cultural research agenda. © The Author(s) 2010.

A Tale of Two Principals: The Complexity of Fostering and Achieving Organizational Improvement

ERIC Educational Resources Information Center

Martinez-Kellar, Frances Jacqueline

2012-01-01

This dissertation served as a pilot study that tested a set of ideas drawn from the existing literature grounded in organizational learning theory, leadership theory, sociocultural theory, and the social and psychological constructs demonstrating leader behavior and capacity. The study examined the intersection within four individual components of…

The Effects of Racial Conflict on Organizational Performance: A Search for Theory

ERIC Educational Resources Information Center

Byrd, Marilyn Y.

2007-01-01

This article addresses the effect of racial conflict on organizational performance as an issue that needs theoretical support in the foundational theories of human resource development (HRD). While the field of HRD recognizes theories from multiple disciplines, the field lacks a theoretical framework to inform leadership in managing racial…

Entrepreneurial Orientation of Community College Workforce Divisions and the Impact of Organizational Structure: A Grounded Theory Study

ERIC Educational Resources Information Center

Schiefen, Kathleen M.

2010-01-01

This research focused on how organizational structure of community colleges influenced the entrepreneurial orientation of deans, directors, vice presidents, and vice chancellors of workforce units. Using grounded theory methodology, the researcher identified three emergent theories applicable to both integrated and separate workforce units. These…

Metamotivation-Leadership: Management's Newest Frontier

ERIC Educational Resources Information Center

Doris, Dennis A.

1974-01-01

The metamotivational theory of leadership streses a means toward increased individual, organizational, and social productivity coupled with increased individual, organizational, and social self-actualization. The metamotivation-leadership theory is self-energizing with inherent exploding-imploding potential--an explosion of increased productivity…

Looking from a CHAT-IT Perspective to Undergraduate Mexican Physics: Organizational Trajectories or Professors as Agents of Change?

ERIC Educational Resources Information Center

Kahveci, Ajda

2010-01-01

Recent elaborations on cultural-historical activity theory (CHAT) (Engestrom et al., eds., "Perspectives on activity theory." New York: Cambridge University Press, "1999") and its relation to organizational theories have produced a theoretical amalgam of these earlier ideas, which allow for the exploration of learning in formal…

Do the Modern Neurosciences Call for a New Model of Organizational Cognition?

NASA Astrophysics Data System (ADS)

Seni, Dan Alexander

2012-10-01

Our purpose in this paper is to try to make a significant contribution to the analysis of cognitive capabilities of the organization of active social systems such as the business enterprise by re-examining the concepts of organizational intelligence, organizational memory and organizational learning in light of the findings of modern neuroscience. In fact, in this paper we propose that neuroscience shows that sociocognitivity is for real. In other words, cognition, in the broad sense, is not exclusive to living organisms: Certain kinds of social organizations (e.g. the enterprise) possess elementary cognitive capabilities by virtue of their structure and their functions. The classical theory of organizational cognition is the theory of Artificial Intelligence. We submit that this approach has proven to be false and barren, and that a materialist emergentist neuroscientific approach, in the tradition of Mario Bunge (2003, 2006), leads to a far more fruitful viewpoint, both for theory development and for eventual factual verification. Our proposals for sociocognitivity are based on findings in three areas of modern neuroscience and biopsychology: (1) The theory of intelligence and of intelligent systems; (2) The neurological theory of memory as distributed, hierarchical neuronal systems; (3) The theory of cognitive action in general and of learning in particular. We submit that findings in every one of these areas are applicable to the social organization.

An Investigation of the Knowledge Claims Supporting Goal Based Planning and Organizational Culture as Keys to Excellence in Educational Organizations.

ERIC Educational Resources Information Center

Hossler, Don; And Others

Two independent bodies of organizational theory and research are developing around separate concepts associated with organizational effectiveness: goal-based behavior (intention) and organizational climate (distinction). Although both variables have been found to influence organizational effectiveness, findings have been inconsistent. The term…

Occupational health management system: A study of expatriate construction professionals.

PubMed

Chan, I Y S; Leung, M Y; Liu, A M M

2016-08-01

Due to its direct impact on the safety and function of organizations, occupational health has been a concern of the construction industry for many years. The inherent complexity of occupational health management presents challenges that make a systems approach essential. From a systems perspective, health is conceptualized as an emergent property of a system in which processes operating at the individual and organizational level are inextricably connected. Based on the fundamental behavior-to-performance-to-outcome (B-P-O) theory of industrial/organizational psychology, this study presents the development of an I-CB-HP-O (Input-Coping Behaviors-Health Performance-Outcomes) health management systems model spanning individual and organizational boundaries. The model is based on a survey of Hong Kong expatriate construction professionals working in Mainland China. Such professionals tend to be under considerable stress due not only to an adverse work environment with dynamic tasks, but also the need to confront the cross-cultural issues arising from expatriation. A questionnaire was designed based on 6 focus groups involving 44 participants, and followed by a pilot study. Of the 500 questionnaires distributed in the main study, 137 valid returns were received, giving a response rate of 27.4%. The data were analyzed using statistical techniques such as factor analysis, reliability testing, Pearson correlation analysis, multiple regression modeling, and structural equation modeling. Theories of coping behaviors and health performance tend to focus on the isolated causal effects of single factors and/or posits the model at single, individual level; while industrial practices on health management tend to focus on organizational policy and training. By developing the I-CB-HP-O health management system, incorporating individual, interpersonal, and organizational perspectives, this study bridges the gap between theory and practice while providing empirical support for a systems view of health management. Copyright © 2015 Elsevier Ltd. All rights reserved.

Toward a social capital theory of competitive advantage in medical groups.

PubMed

Hoelscher, Mark L; Hoffman, James J; Dawley, David

2005-01-01

Social capital can have a positive impact on medical group performance. We forward our theory based on the integration of theories in social capital, resource advantage, and the resource-based view of the firm. Further, we suggest specific ways in which medical groups can increase their levels of social capital. First, medical groups should design or redesign the workplace so that there is ample interaction among employees. Second, employee participation within the community should be encouraged. Third, medical groups should recognize that social capital becomes ingrained in organizational culture. Therefore, medical groups should take steps to ensure a culture that supports its social capital. Fourth, hiring procedures should be designed (or redesigned) to ensure that new employees add social capital to the organization. Finally, trust must be fostered at the employee level.

Academic self-efficacy mediates the effects of school psychological climate on academic achievement.

PubMed

Høigaard, Rune; Kovač, Velibor Bobo; Øverby, Nina Cecilie; Haugen, Tommy

2015-03-01

This study investigated the effects of proximal and distal constructs on adolescent's academic achievement through self-efficacy. Participants included 482 ninth- and tenth- grade Norwegian students who completed a questionnaire designed to assess school-goal orientations, organizational citizenship behavior, academic self-efficacy, and academic achievement. The results of a bootstrapping technique used to analyze relationships between the constructs indicated that school-goal orientations and organizational citizenship predicted academic self-efficacy. Furthermore, school-goal orientation, organizational citizenship, and academic self-efficacy explained 46% of the variance in academic achievement. Mediation analyses revealed that academic self-efficacy mediated the effects of perceived task goal structure, perceived ability structure, civic virtue, and sportsmanship on adolescents' academic achievements. The results are discussed in reference to current scholarship, including theories underlying our hypothesis. Practical implications and directions for future research are suggested.

Applying Organization Theory to Understanding the Adoption and Implementation of Accountable Care Organizations: Commentary.

PubMed

Shortell, Stephen M

2016-12-01

This commentary highights the key arguments and contributions of institutional thoery, transaction cost economics (TCE) theory, high reliability theory, and organizational learning theory to understanding the development and evolution of Accountable Care Organizations (ACOs). Institutional theory and TCE theory primarily emphasize the external influences shaping ACOs while high reliability theory and organizational learning theory underscore the internal fctors influencing ACO perfromance. A framework based on Implementation Science is proposed to conside the multiple perspectives on ACOs and, in particular, their abiity to innovate to achieve desired cost, quality, and population health goals. © The Author(s) 2016.

Institutional Theory and Educational Change.

ERIC Educational Resources Information Center

Hanson, Mark

2001-01-01

Integrates three key segments of research literature (organizational memory, organizational learning, and institutional theory) into an overall conceptual framework. Argues that the framework lends insight into three progressively comprehensive types of educational change: homogenization, evolution, and reform. (Contains 1 figure and 32…

From theory to practice: community health nursing in a public health neighborhood team.

PubMed

Westbrook, L O; Schultz, P R

2000-12-01

An interdisciplinary team in a local public health district tested its ability to implement the core public health functions of assessment, policy development, and assurance by changing its practice to a community-driven model of building partnerships for health with groups and communities in a designated locale. Evaluation of this innovation revealed that the public health nurse members of the team enacted their community health nursing knowledge to strengthen agency to cocreate health. Interdisciplinary collaboration was essential to the team's community mobilization efforts. Additional findings suggested that this organizational innovation was associated with developing a more participatory organizational climate, increasing system effectiveness, and building community capacity.

Examining the Role of Perceived Leader Behavior on Temporary Employees' Organizational Commitment and Citizenship Behavior

ERIC Educational Resources Information Center

Djibo, Idriss J. A.; Desiderio, Katie P.; Price, Noriece M.

2010-01-01

The attention given to the contingent segment of the workforce has significantly increased over the past decade. Investigative topics include the correlates of temporary employee work attitudes and behaviors. This study used a correlational design to examine leader behaviors outlined by the path-goal theory of leadership, as perceived by temporary…

New York City's Children First Networks: Turning Accountability on Its Head

ERIC Educational Resources Information Center

Wohlstetter, Priscilla; Smith, Joanna; Gallagher, Andrew

2013-01-01

Purpose: The purpose of this paper is to report findings from an exploratory study of New York's Children First Networks (CFNs); to examine what is known about the CFNs thus far, drawing on new empirical research, as well as document review and analysis of secondary sources. Design/methodology/approach: Organizational learning theory guided this…

Nursing intellectual capital theory: testing selected propositions.

PubMed

Covell, Christine L; Sidani, Souraya

2013-11-01

To test the selected propositions of the middle-range theory of nursing intellectual capital. The nursing intellectual capital theory conceptualizes nursing knowledge's influence on patient and organizational outcomes. The theory proposes nursing human capital, nurses' knowledge, skills and experience, is related to the quality of patient care and nurse recruitment and retention of an inpatient care unit. Two factors in the work environment, nurse staffing and employer support for nurse continuing professional development, are proposed to influence nursing human capital's association with patient and organizational outcomes. A cross-sectional survey design. The study took place in 2008 in six Canadian acute care hospitals. Financial, human resource and risk data were collected from hospital departments and unit managers. Clearly specified empirical indicators quantified the study variables. The propositions of the theory were tested with data from 91 inpatient care units using structural equation modelling. The propositions associated with the nursing human capital concept were supported. The propositions associated with the employer support for nurse continuing professional development concept were not. The proposition that nurse staffing's influences on patient outcomes was mediated by the nursing human capital of an inpatient unit, was partially supported. Some of the theory's propositions were empirically validated. Additional theoretical work is needed to refine the operationalization and measurement of some of the theory's concepts. Further research with larger samples of data from different geographical settings and types of hospitals is required to determine if the theory can withstand empirical scrutiny. © 2013 Blackwell Publishing Ltd.

Exploring the Relationship of Organizational Culture and Implicit Leadership Theory to Performance Differences in the Nuclear and Fossil Energy Industry

NASA Astrophysics Data System (ADS)

Cravey, Kristopher J.

Notable performance differences exist between nuclear and fossil power generation plants in areas such as safety, outage duration efficiency, and capacity factor. This study explored the relationship of organizational culture and implicit leadership theory to these performance differences. A mixed methods approach consisting of quantitative instruments, namely the Organizational Culture Assessment Instrument and the GLOBE Leadership Scales, and qualitative interviews were used in this study. Subjects were operations middle managers in a U.S. energy company that serves nuclear or fossil power plants. Results from the quantitative instruments revealed no differences between nuclear and fossil groups in regards to organizational culture types and implicit leadership theories. However, the qualitative results did reveal divergence between the two groups in regards to what is valued in the organization and how that drives behaviors and decision making. These organizational phenomenological differences seem to explain why performance differences exist between nuclear and fossil plants because, ultimately, they affect how the organization functions.

Organizational Health Literacy: Review of Theories, Frameworks, Guides, and Implementation Issues

PubMed Central

Bonneville, Luc; Bouchard, Louise

2018-01-01

Organizational health literacy is described as an organization-wide effort to transform organization and delivery of care and services to make it easier for people to navigate, understand, and use information and services to take care of their health. Several health literacy guides have been developed to assist healthcare organizations with this effort, but their content has not been systematically reviewed to understand the scope and practical implications of this transformation. The objective of this study was to review (1) theories and frameworks that inform the concept of organizational health literacy, (2) the attributes of organizational health literacy as described in the guides, (3) the evidence for the effectiveness of the guides, and (4) the barriers and facilitators to implementing organizational health literacy. Drawing on a metanarrative review method, 48 publications were reviewed, of which 15 dealt with the theories and operational frameworks, 20 presented health literacy guides, and 13 addressed guided implementation of organizational health literacy. Seven theories and 9 operational frameworks have been identified. Six health literacy dimensions and 9 quality-improvement characteristics were reviewed for each health literacy guide. Evidence about the effectiveness of health literacy guides is limited at this time, but experiences with the guides were positive. Thirteen key barriers (conceived also as facilitators) were identified. Further development of organizational health literacy requires a strong and a clear connection between its vision and operationalization as an implementation strategy to patient-centered care. For many organizations, becoming health literate will require multiple, simultaneous, and radical changes. Organizational health literacy has to make sense from clinical and financial perspectives in order for organizations to embark on such transformative journey. PMID:29569968

Organizational Health Literacy: Review of Theories, Frameworks, Guides, and Implementation Issues.

PubMed

Farmanova, Elina; Bonneville, Luc; Bouchard, Louise

2018-01-01

Organizational health literacy is described as an organization-wide effort to transform organization and delivery of care and services to make it easier for people to navigate, understand, and use information and services to take care of their health. Several health literacy guides have been developed to assist healthcare organizations with this effort, but their content has not been systematically reviewed to understand the scope and practical implications of this transformation. The objective of this study was to review (1) theories and frameworks that inform the concept of organizational health literacy, (2) the attributes of organizational health literacy as described in the guides, (3) the evidence for the effectiveness of the guides, and (4) the barriers and facilitators to implementing organizational health literacy. Drawing on a metanarrative review method, 48 publications were reviewed, of which 15 dealt with the theories and operational frameworks, 20 presented health literacy guides, and 13 addressed guided implementation of organizational health literacy. Seven theories and 9 operational frameworks have been identified. Six health literacy dimensions and 9 quality-improvement characteristics were reviewed for each health literacy guide. Evidence about the effectiveness of health literacy guides is limited at this time, but experiences with the guides were positive. Thirteen key barriers (conceived also as facilitators) were identified. Further development of organizational health literacy requires a strong and a clear connection between its vision and operationalization as an implementation strategy to patient-centered care. For many organizations, becoming health literate will require multiple, simultaneous, and radical changes. Organizational health literacy has to make sense from clinical and financial perspectives in order for organizations to embark on such transformative journey.

Work motivation theory and research at the dawn of the twenty-first century.

PubMed

Latham, Gary P; Pinder, Craig C

2005-01-01

In the first Annual Review of Psychology chapter since 1977 devoted exclusively to work motivation, we examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person-environment fit. We focus primarily on work reported between 1993 and 2003, concluding that goal-setting, social cognitive, and organizational justice theories are the three most important approaches to work motivation to appear in the last 30 years. We reach 10 generally positive conclusions regarding predicting, understanding, and influencing work motivation in the new millennium.

Consulting to Facilitate Planned Organizational Change in Schools

ERIC Educational Resources Information Center

Zins, Joseph E.; Illback, Robert J.

2007-01-01

We present an update of our 1984 chapter on organizational interventions in educational settings. Our view of the organizational change process is described, followed by a discussion of the gap between current theory and practice. We describe several examples of promising organizational change initiatives, followed by our observations of future…

The role of networks and artificial intelligence in nanotechnology design and analysis.

PubMed

Hudson, D L; Cohen, M E

2004-05-01

Techniques with their origins in artificial intelligence have had a great impact on many areas of biomedicine. Expert-based systems have been used to develop computer-assisted decision aids. Neural networks have been used extensively in disease classification and more recently in many bioinformatics applications including genomics and drug design. Network theory in general has proved useful in modeling all aspects of biomedicine from healthcare organizational structure to biochemical pathways. These methods show promise in applications involving nanotechnology both in the design phase and in interpretation of system functioning.

Examining Organizational Learning in Schools: The Role of Psychological Safety, Experimentation, and Leadership that Reinforces Learning

ERIC Educational Resources Information Center

Higgins, Monica; Ishimaru, Ann; Holcombe, Rebecca; Fowler, Amy

2012-01-01

This study draws upon theory and methods from the field of organizational behavior to examine organizational learning (OL) in the context of a large urban US school district. We build upon prior literature on OL from the field of organizational behavior to introduce and validate three subscales that assess key dimensions of organizational learning…

Total Quality and Organization Development. Total Quality Series.

ERIC Educational Resources Information Center

Lindsay, William M.; Petrick, Joseph A.

As the global business environment becomes more turbulent, quality management seems more indispensable. This book offers strategies for integrating the theory and practice of Total Quality Management (TQM) with organizational-development (OD) theory at all organizational levels. Chapter 1 answers the question "Why Total Quality Management and…

Introduction to Educational Leadership and Organizational Behavior: Theory into Practice. Second Edition

ERIC Educational Resources Information Center

Chance, Patti L.

2009-01-01

Like the bestselling first edition, this introductory textbook succinctly presents concepts and theories of educational leadership and organizational behavior and immediately applies them to problems of practice. It includes practical case studies, real-world scenarios and analyses, reflection questions, and straightforward explanations of…

Organizational structure and communication strategies of the bypass angioplasty revascularization investigation: a multicenter clinical trial.

PubMed

Naydeck, B L; Sutton-Tyrrell, K; Burek, K; Sopko, G S

1996-06-01

Efficient communication is a challenge for the many operating components of a multicenter randomized clinical trial. Traditional management theory states that communications generally flow along a path established by a hierarchical organizational structure. A multicenter clinical trial does not fit traditional organizational models well and requires modification of traditional communication techniques. While the scientific community typically views a clinical trial as one large and cohesive enterprise, at each site the trial may actually be conducted as a small project related to the medical specialty of the investigator. Therefore overall trial management must be accomplished through collaboration rather than through direct management. In the Bypass Angioplasty Revascularization Investigation (BARI), the BARI clinical coordinating center has designed and utilized several mechanisms that facilitate effective communication and administrative control of a multicenter clinical trial. These mechanisms provide a framework of communication techniques that accommodate the specific needs of a complex organization.

Relaxing moral reasoning to win: How organizational identification relates to unethical pro-organizational behavior.

PubMed

Chen, Mo; Chen, Chao C; Sheldon, Oliver J

2016-08-01

Drawing on social identity theory and social-cognitive theory, we hypothesize that organizational identification predicts unethical pro-organizational behavior (UPB) through the mediation of moral disengagement. We further propose that competitive interorganizational relations enhance the hypothesized relationships. Three studies conducted in China and the United States using both survey and vignette methodologies provided convergent support for our model. Study 1 revealed that higher organizational identifiers engaged in more UPB, and that this effect was mediated by moral disengagement. Study 2 found that organizational identification once again predicted UPB through the mediation of moral disengagement, and that the mediation relationship was stronger when employees perceived a higher level of industry competition. Finally, Study 3 replicated the above findings using a vignette experiment to provide stronger evidence of causality. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Abusive supervision, leader-member exchange and moral disengagement: a moderated-mediation model of organizational deviance.

PubMed

Valle, Matthew; Kacmar, K Michele; Zivnuska, Suzanne; Harting, Troy

2018-04-20

This paper draws from social exchange theory and social cognitive theory to explore moral disengagement as a potential mediator of the relationship between abusive supervision and organizational deviance. We also explore the moderating effect of leader-member exchange (LMX) on this mediated relationship. Results indicate that employees with abusive supervisors engaged in moral disengagement strategies and subsequently in organizational deviance behaviors. Additionally, this relationship was stronger for those higher in LMX. Important implications for management research and practice are discussed.

Relational Frame Theory and Industrial/Organizational Psychology

ERIC Educational Resources Information Center

Stewart, Ian; Barnes-Holmes, Dermot; Barnes-Holmes, Yvonne; Bond, Frank W.; Hayes, Steven C.

2006-01-01

The current paper argues that a Relational Frame Theory account of complex human behavior including an analysis of relational frames, relational networks, rules and the concept of self can provide a potentially powerful new perspective on phenomena in the applied science of industrial/organizational (I/O) psychology. In this article, we first…

Performing Leadership: Use of Performative Inquiry in Teaching Organizational Theories

ERIC Educational Resources Information Center

Nilson, Michelle; Fels, Lynn; Gopaul, Bryan

2016-01-01

This research explores the various ways in which performative inquiry was implemented in a graduate organizational theories course within an educational leadership cohort at a medium-sized urban Canadian research university. Drawing on Fink's framework for significant learning experiences, the researchers used performative inquiry to enact the…

Planning and the School Business Office.

ERIC Educational Resources Information Center

Johnston, A. P.; Hood, Kenneth

This chapter of "Principles of School Business Management" focuses on issues and organizational realities that affect the planning conducted by school business offices. The chapter deals first with theories of planning and then considers their relationship to the organizational context in which they will be implemented. Among the theories reviewed…

Professional Challenges in School Counseling: Organizational, Institutional and Political

ERIC Educational Resources Information Center

Hatch, Trish A.

2008-01-01

The school counseling profession has struggled throughout history to secure a legitimate integral position in the educational mission of school. The profession is more likely to gain acceptance and be seen as a legitimate profession if we understand three theories that form the foundation of professional legitimacy: Organizational Theory,…

Analyzing Learning in Professional Learning Communities: A Conceptual Framework

ERIC Educational Resources Information Center

Van Lare, Michelle D.; Brazer, S. David

2013-01-01

The purpose of this article is to build a conceptual framework that informs current understanding of how professional learning communities (PLCs) function in conjunction with organizational learning. The combination of sociocultural learning theories and organizational learning theories presents a more complete picture of PLC processes that has…

How Does Knowledge Promote Memory? The Distinctiveness Theory of Skilled Memory

ERIC Educational Resources Information Center

Rawson, Katherine A.; Van Overschelde, James P.

2008-01-01

The robust effects of knowledge on memory for domain-relevant information reported in previous research have largely been attributed to improved organizational processing. The present research proposes the distinctiveness theory of skilled memory, which states that knowledge improves memory not only through improved organizational processing but…

The Effect of Knowledge Management Systems on Organizational Performance. Do Soldier and Unit Counterinsurgency Knowledge and Performance Improve Following ’Push’ or ’Adaptive-Push’ Training

DTIC Science & Technology

2009-01-01

theory ...................24 Table 3.1 Five techniques of pretest - posttest analysis (from Bonate, 2000) ....................34 Table 3.2 Main Effects...Davenport, 1998). In a pretest / posttest design study by Schlomer, Anderson, and Shaw (1997) no statistically significant differences in KR outcomes were... Pretest / posttest design overview ____________ 54 Question numbers ranged from 1 to 55. The prefix a represents a pretest question and the prefix b

The Effects of Organizational Learning Culture and Job Satisfaction on Motivation to Transfer Learning and Turnover Intention

ERIC Educational Resources Information Center

Egan, Toby Marshall; Yang, Baiyin; Bartlett, Kenneth R.

2004-01-01

Although organizational learning theory and practice have been clarified by practitioners and scholars over the past several years, there is much to be explored regarding interactions between organizational learning culture and employee learning and performance outcomes. This study examined the relationship of organizational learning culture, job…

Neuroimaging and psychophysiological measurement in organizational research: an agenda for research in organizational cognitive neuroscience.

PubMed

Lee, Nick; Chamberlain, Laura

2007-11-01

Although organizational research has made tremendous strides in the last century, recent advances in neuroscience and the imaging of functional brain activity remain underused. In fact, even the use of well-established psychophysiological measurement tools is comparatively rare. Following the lead of social cognitive neuroscience, in this review, we conceptualize organizational cognitive neuroscience as a field dedicated to exploring the processes within the brain that underlie or influence human decisions, behaviors, and interactions either (a) within organizations or (b) in response to organizational manifestations or institutions. We discuss organizational cognitive neuroscience, bringing together work that may previously have been characterized rather atomistically, and provide a brief overview of individual methods that may be of use. Subsequently, we discuss the possible convergence and integration of the different neuroimaging and psychophysiological measurement modalities. A brief review of prior work in the field shows a significant need for a more coherent and theory-driven approach to organizational cognitive neuroscience. In response, we discuss a recent example of such work, along with three hypothetical case studies that exemplify the link between organizational and psychological theory and neuroscientific methods.

Managing corporate capabilities:theory and industry approaches.

DOE Office of Scientific and Technical Information (OSTI.GOV)

Slavin, Adam M.

2007-02-01

This study characterizes theoretical and industry approaches to organizational capabilities management and ascertains whether there is a distinct ''best practice'' in this regard. We consider both physical capabilities, such as technical disciplines and infrastructure, and non-physical capabilities such as corporate culture and organizational procedures. We examine Resource-Based Theory (RBT), which is the predominant organizational management theory focused on capabilities. RBT seeks to explain the effect of capabilities on competitiveness, and thus provide a basis for investment/divestment decisions. We then analyze industry approaches described to us in interviews with representatives from Goodyear, 3M, Intel, Ford, NASA, Lockheed Martin, and Boeing. Wemore » found diversity amongst the industry capability management approaches. Although all organizations manage capabilities and consider them to some degree in their strategies, no two approaches that we observed were identical. Furthermore, we observed that theory is not a strong driver in this regard. No organization used the term ''Resource-Based Theory'', nor did any organization mention any other guiding theory or practice from the organizational management literature when explaining their capabilities management approaches. As such, we concluded that there is no single best practice for capabilities management. Nevertheless, we believe that RBT and the diverse industry experiences described herein can provide useful insights to support development of capabilities management approaches.« less

Building bridges: engaging medical residents in quality improvement and medical leadership.

PubMed

Voogt, Judith J; van Rensen, Elizabeth L J; van der Schaaf, Marieke F; Noordegraaf, Mirko; Schneider, Margriet Me

2016-12-01

To develop an educational intervention that targets residents' beliefs and attitudes to quality Improvement (QI) and leadership in order to demonstrate proactive behaviour. Theory-driven, mixed methods study including document analysis, interviews, observations and open-ended questionnaires. Six Dutch teaching hospitals. Using expertise from medicine, psychology, organizational and educational sciences we developed a situated learning programme named Ponder and IMProve (PIMP). The acronym PIMP reflects the original upbeat name in Dutch, Verwonder & Verbeter. It has a modern, positive meaning that relates to improving your current circumstances. In quarterly 1-h sessions residents are challenged to identify daily workplace frustrations and translate them into small-scale QI activities. Organizational awareness, beliefs and attitudes to QI and organizational responsibilities, resident behaviour, barriers and facilitators to successful learning and the programme's potential impact on the organization. Overall, 19 PIMP meetings were held over a period of 3 years. Residents defined 119 PIMP goals, resolved 37 projects and are currently working on another 39 projects. Interviews show that PIMP sessions make residents more aware of the organizational aspects of their daily work. Moreover, residents feel empowered to take up the role of change agent. Facilitators for success include a positive cost-benefit trade-off, a valuable group process and a safe learning environment. This article demonstrates the added value of multidisciplinary theory-driven research for the design, development and evaluation of educational programmes. Residents can be encouraged to develop organizational awareness and reshape their daily frustrations in QI work. © The Author 2016. Published by Oxford University Press in association with the International Society for Quality in Health Care. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com

A description of the ABCD organizational structure and communication framework.

PubMed

Auchter, Allison M; Hernandez Mejia, Margie; Heyser, Charles J; Shilling, Paul D; Jernigan, Terry L; Brown, Sandra A; Tapert, Susan F; Dowling, Gayathri J

2018-04-16

The Adolescent Brain Cognitive Development (ABCD) study is designed to be the largest study of brain development and child health in the United States, performing comprehensive assessments of 11,500 children repeatedly for 10 years. An endeavor of this magnitude requires an organized framework of governance and communication that promotes collaborative decision-making and dissemination of information. The ABCD consortium structure, built upon the Matrix Management approach of organizational theory, facilitates the integration of input from all institutions, numerous internal workgroups and committees, federal partners, and external advisory groups to make use of a broad range of expertise to ensure the study's success. Copyright © 2018 Elsevier Ltd. All rights reserved.

The Organizational Account of Function is an Etiological Account of Function.

PubMed

Artiga, Marc; Martínez, Manolo

2016-06-01

The debate on the notion of function has been historically dominated by dispositional and etiological accounts, but recently a third contender has gained prominence: the organizational account. This original theory of function is intended to offer an alternative account based on the notion of self-maintaining system. However, there is a set of cases where organizational accounts seem to generate counterintuitive results. These cases involve cross-generational traits, that is, traits that do not contribute in any relevant way to the self-maintenance of the organism carrying them, but instead have very important effects on organisms that belong to the next generation. We argue that any plausible solution to the problem of cross-generational traits shows that the organizational account just is a version of the etiological theory and, furthermore, that it does not provide any substantive advantage over standard etiological theories of function.

Conceptualizing the Organizational Role of Technical Communicators: A Systems Approach.

ERIC Educational Resources Information Center

Harrison, Teresa M.; Debs, Mary Beth

1988-01-01

Uses a systems approach to organizational theory to argue that technical communicators function as "boundary spanners," who make sense of and disseminate information required for coordination between organizational groups, and for effective responses to the environment. (JAD)

Nurse executive transformational leadership and organizational commitment.

PubMed

Leach, Linda Searle

2005-05-01

To investigate the relationship between nurse executive leadership and organizational commitment among nurses in acute care hospitals. A key challenge for organizations is to maximize the contributions of all workers by cultivating their commitment. Nurse leaders are in a position to influence organizational commitment among nurses. The theoretical constructs underlying this study are the transformational leadership theory and the Etzioni's organizational theory. A cross-sectional, field survey of nurse executives, nurse managers, and staff nurses was conducted to assess nurse executive transformational and transactional leadership and their relationship to organizational commitment. Hypotheses were tested using correlational analysis, and univariate statistics were used to describe the sample. An inverse relationship between nurse executive transformational and transactional leadership and alienative (highly negative) organizational commitment was statistically significant. A positive association was demonstrated between nurse executive leadership and nurse manager leadership. This study supports the effect of nurse executive leadership on nurse manager leadership and on organizational commitment among nurses despite role distance. To the extent that transformational leadership is present, alienative organizational commitment is reduced. This relationship shows the importance of nurse executive leadership in organizational involvement among nurses in the dynamic context of contemporary hospital settings.

Self-help groups and mental health/substance use agencies: the benefits of organizational exchange.

PubMed

Powell, Thomas; Perron, Brian Edward

2010-02-01

Self-help groups benefit clients by linking them to people who have "been there" and are successfully coping with their situations. Mental health/substance use agencies can increase access to evidence-based benefits of self-help groups by engaging them in organizational exchanges. Organizational theories are used to frame beneficial exchanges with self-help groups. Adaptational theory is used to frame exchanges with self-help groups and various service agency subunits, e.g., board, practitioner, and client units. Institutional theory is used to frame joint agency/self-help initiatives to promote community acceptance of self-help groups, which in turn may enhance the credibility of the professional agency.

Assessing Community Participation: Comparing Self-Reported Participation Data with Organizational Attendance Records.

PubMed

Christens, Brian D; Speer, Paul W; Peterson, N Andrew

2016-06-01

How well do self-reported levels of community and organizational participation align with recorded acts of community and organizational participation? This study explores this question among participants in social action community organizing initiatives by comparing responses on a community participation scale designed to retrospectively assess community participation (T1, n = 482; T2, n = 220) with individual participants' attendance records in various social action organizing activities over two 1-year periods. By testing the self-reported measure's overall and item-by-item association with documented participation in various types of organizing activities, we find that the self-report measure is positively, but weakly correlated with actual participation levels in community organizing activities. Moreover, associations between self-report and recorded acts of participation differ by types of activity. Examining this unique source of data raises important questions about how community participation is conceptualized and measured in our field. Implications are explored for theory and measurement of participation in community and organizational contexts. © Society for Community Research and Action 2016.

A theory for classification of health care organizations in the new economy.

PubMed

Vimarlund, Vivian; Sjöberg, Cecilia; Timpka, Toomas

2003-10-01

Most of the available studies into information technology (IT) have been limited to investigating specific issues, such as how IT can support decision makers distributing the information throughout health care organization, or how technology impacts organizational performance. In this study, for use in the planning of information system development projects, a theoretical model for the classification of health care organizations is proposed. We try to reflect the development in the contemporary digital economy by theoretically classifying health care organizations into three types, namely traditional, developing, and flexible. We describe traditional health care organizations as organizations with a centralized system for management and control. In developing health care organizations, IT is spread over the horizontal dimension and is used for coordinating the different parties throughout the organization. Finally, flexible health care organizations are those which work actively with the design of new health care organizational structure while they are designing the information system.

Exploring the Relationship between School Growth Mindset and Organizational Learning Variables: Implications for Multicultural Education

ERIC Educational Resources Information Center

Hanson, Janet; Bangert, Arthur; Ruff, William

2016-01-01

According to school growth mindset theory a school's organizational structure influences teachers' beliefs in their collective ability to help all students grow and learn; including those from diverse cultural, religious, identity, and socioeconomic demographics. The implicit theory of growth mindset has been quantified for a school's culture on…

How Can Organizational and Sociocultural Learning Theories Shed Light on District Instructional Reform?

ERIC Educational Resources Information Center

Knapp, Michael S.

2008-01-01

This article explores how organizational and sociocultural learning theories can help us to understand the problem of system-wide instructional reform in school districts. After briefly summarizing the central challenges facing leaders in such districts, the article reviews key ideas associated with each theoretical lens and considers how each…

Leadership, Organizational, and Institutional Studies: Reconciling and Teaching Competing Perspectives

ERIC Educational Resources Information Center

Shoup, John R.

2016-01-01

Leadership, organizational, and institutional theories provide competing explanations on the nature of leadership and role of leaders. Part of the problem is that each theory is often studied in isolation, leading to incomplete perspectives on the essence of leadership in value driven contexts. A holistic paradigm that blends the three dominant…

Social Exchange Theory as an Explanation of Organizational Citizenship Behaviour among Teachers

ERIC Educational Resources Information Center

Elstad, Eyvind; Christophersen, Knut Andreas; Turmo, Are

2011-01-01

Primary processes in schools are hard to pin down despite attempts to measure central aspects of processes and outputs. For this very reason, it is important that teachers are motivated to go above and beyond their formal job responsibilities, a phenomenon called organizational citizenship behaviour. Social exchange theory is a theoretical…

A Complex Systems Framework for Research on Leadership and Organizational Dynamics in Academic Libraries

ERIC Educational Resources Information Center

Gilstrap, Donald L.

2009-01-01

This article provides a historiographical analysis of major leadership and organizational development theories that have shaped our thinking about how we lead and administrate academic libraries. Drawing from behavioral, cognitive, systems, and complexity theories, this article discusses major theorists and research studies appearing over the past…

Organizational Change at the Edge of Chaos: A Complexity Theory Perspective of Autopoietic Systems

ERIC Educational Resources Information Center

Susini, Domenico, III.

2010-01-01

This qualitative phenomenological study includes explorations of organizational change phenomena from the vantage point of complexity theory as experienced through the lived experiences of eight senior level managers and executives based in Northern N.J. who have experienced crisis situations in their organizations. Concepts from the natural…

Dimensionality of Organizational Commitment in Volunteer Workers: Chamber of Commerce Board Members and Role Fulfillment

ERIC Educational Resources Information Center

Dawley, David D.; Stephens, Robert D.; Stephens, David B.

2005-01-01

This study explores the multi-dimensionality of organizational commitment of volunteer chamber of commerce board members using the Meyer and Allen (1997) scale. The effect of organizational commitment on desirable board member roles is also tested. Theory is developed by uniting past research in both organizational commitment and employee…

A critical review of recent US market level health care strategy literature.

PubMed

Wells, R; Banaszak-Holl, J

2000-09-01

In this review, we argue that it would be profitable if the neoclassical economic theories that have dominated recent US market level health care strategy research could be complemented by greater use of sociological frameworks. Sociological theory can address three central questions that neoclassical economic theories have tended to slight: (1) how decision-makers' preferences are determined; (2) who the decision-makers are; and (3) how decision-makers' plans are translated into organizational action. We suggest five sociological frameworks that would enable researchers to address these issues better relative to market level strategy in health care. The frameworks are (1) institutional theory, (2) organizational ecology, (3) social movements, (4) social networks, and (5) internal organizational change. A recent global trend toward privatization of health care provision makes US market level strategy research increasingly applicable to non-US readers.

Organizational culture and its implications for infection prevention and control in healthcare institutions.

PubMed

De Bono, S; Heling, G; Borg, M A

2014-01-01

It is not uncommon for infection prevention and control (IPC) interventions to be successful in one hospital yet fail, or have significantly less success, when implemented in another healthcare institution. Organizational factors have been postulated to be a major reason. As a result, there has been an increasing drive in recent years to understand and address organizational culture (OC) in order to achieve improved healthcare performance. To examine the inter-relationship between OC and behavioural attitudes by healthcare professionals; to determine whether and how OC may impact on IPC compliance; and to highlight the potential for OC modification interventions to improve IPC practices within hospitals. Previous literature is reviewed and synthesized, using both IPC journals as well as publications focusing on human behaviour and organizational change. The article evaluates the theory of OC within healthcare settings and identifies how various elements appear to impact on IPC-related behaviour. It highlights the paucity of well-designed studies but identifies sporadic literature suggesting that well-designed and customized OC change initiatives can have a positive impact on IPC practices, such as hand hygiene. OC change appears to be a promising, albeit challenging, target for IPC improvement campaigns - both from a theoretical perspective as well as from the results of the few available studies. However, more data and quality information are needed to identify effective strategies that can elicit effective and sustained change. Published by Elsevier Ltd.

Minimizing deviant behavior in healthcare organizations: the effects of supportive leadership and job design.

PubMed

Chullen, C Logan; Dunford, Benjamin B; Angermeier, Ingo; Boss, R Wayne; Boss, Alan D

2010-01-01

In an era when healthcare organizations are beset by intense competition, lawsuits, and increased administrative costs, it is essential that employees perform their jobs efficiently and without distraction. Deviant workplace behavior among healthcare employees is especially threatening to organizational effectiveness, and healthcare managers must understand the antecedents of such behavior to minimize its prevalence. Deviant employee behavior has been categorized into two major types, individual and organizational, according to the intended target of the behavior. Behavior directed at the individual includes such acts as harassment and aggression, whereas behavior directed at the organization includes such acts as theft, sabotage, and voluntary absenteeism, to name a few (Robinson and Bennett 1995). Drawing on theory from organizational behavior, we examined two important features of supportive leadership, leader-member exchange (LMX) and perceived organizational support (POS), and two important features of job design, intrinsic motivation and depersonalization, as predictors of subsequent deviant behavior in a sample of over 1,900 employees within a large US healthcare organization. Employees who reported weaker perceptions of LMX and greater perceptions of depersonalization were more likely to engage in deviant behavior directed at the individual, whereas employees who reported weaker perceptions of POS and intrinsic motivation were more likely to engage in deviant behavior directed at the organization. These findings give rise to specific prescriptions for healthcare managers to prevent or minimize the frequency of deviant behavior in the workplace.

Levels of Leadership: Effects of District and School Leaders on the Quality of School Programs of Family and Community Involvement

ERIC Educational Resources Information Center

Epstein, Joyce L.; Galindo, Claudia L.; Sheldon, Steven B.

2011-01-01

Purpose: This study tests key constructs of sociocultural and organizational learning theories with quantitative methods to better understand the nature and impact of district and school leadership and actions on the quality of programs of family and community involvement. Research Design: Survey data from a "nested" sample of 24 districts and 407…

A systematic review of the use of theory in randomized controlled trials of audit and feedback

PubMed Central

2013-01-01

Background Audit and feedback is one of the most widely used and promising interventions in implementation research, yet also one of the most variably effective. Understanding this variability has been limited in part by lack of attention to the theoretical and conceptual basis underlying audit and feedback. Examining the extent of theory use in studies of audit and feedback will yield better understanding of the causal pathways of audit and feedback effectiveness and inform efforts to optimize this important intervention. Methods A total of 140 studies in the 2012 Cochrane update on audit and feedback interventions were independently reviewed by two investigators. Variables were extracted related to theory use in the study design, measurement, implementation or interpretation. Theory name, associated reference, and the location of theory use as reported in the study were extracted. Theories were organized by type (e.g., education, diffusion, organization, psychology), and theory utilization was classified into seven categories (justification, intervention design, pilot testing, evaluation, predictions, post hoc, other). Results A total of 20 studies (14%) reported use of theory in any aspect of the study design, measurement, implementation or interpretation. In only 13 studies (9%) was a theory reportedly used to inform development of the intervention. A total of 18 different theories across educational, psychological, organizational and diffusion of innovation perspectives were identified. Rogers’ Diffusion of Innovations and Bandura’s Social Cognitive Theory were the most widely used (3.6% and 3%, respectively). Conclusions The explicit use of theory in studies of audit and feedback was rare. A range of theories was found, but not consistency of theory use. Advancing our understanding of audit and feedback will require more attention to theoretically informed studies and intervention design. PMID:23759034

A systematic review of the use of theory in randomized controlled trials of audit and feedback.

PubMed

Colquhoun, Heather L; Brehaut, Jamie C; Sales, Anne; Ivers, Noah; Grimshaw, Jeremy; Michie, Susan; Carroll, Kelly; Chalifoux, Mathieu; Eva, Kevin W

2013-06-10

Audit and feedback is one of the most widely used and promising interventions in implementation research, yet also one of the most variably effective. Understanding this variability has been limited in part by lack of attention to the theoretical and conceptual basis underlying audit and feedback. Examining the extent of theory use in studies of audit and feedback will yield better understanding of the causal pathways of audit and feedback effectiveness and inform efforts to optimize this important intervention. A total of 140 studies in the 2012 Cochrane update on audit and feedback interventions were independently reviewed by two investigators. Variables were extracted related to theory use in the study design, measurement, implementation or interpretation. Theory name, associated reference, and the location of theory use as reported in the study were extracted. Theories were organized by type (e.g., education, diffusion, organization, psychology), and theory utilization was classified into seven categories (justification, intervention design, pilot testing, evaluation, predictions, post hoc, other). A total of 20 studies (14%) reported use of theory in any aspect of the study design, measurement, implementation or interpretation. In only 13 studies (9%) was a theory reportedly used to inform development of the intervention. A total of 18 different theories across educational, psychological, organizational and diffusion of innovation perspectives were identified. Rogers' Diffusion of Innovations and Bandura's Social Cognitive Theory were the most widely used (3.6% and 3%, respectively). The explicit use of theory in studies of audit and feedback was rare. A range of theories was found, but not consistency of theory use. Advancing our understanding of audit and feedback will require more attention to theoretically informed studies and intervention design.

Psychological Flexibility, ACT, and Organizational Behavior

ERIC Educational Resources Information Center

Bond, Frank W.; Hayes, Steven C.; Barnes-Holmes, Dermot

2006-01-01

This paper offers organizational behavior management (OBM) a behavior analytically consistent way to expand its analysis of, and methods for changing, organizational behavior. It shows how Relational Frame Theory (RFT) suggests that common, problematic, psychological processes emerge from language itself, and they produce psychological…

Organizational culture shapes the adoption and incorporation of simulation into nursing curricula: a grounded theory study.

PubMed

Taplay, Karyn; Jack, Susan M; Baxter, Pamela; Eva, Kevin; Martin, Lynn

2014-01-01

Purpose. To create a substantive mid-range theory explaining how the organizational cultures of undergraduate nursing programs shape the adoption and incorporation of mid-to high-level technical fidelity simulators as a teaching strategy within curricula. Method. A constructivist grounded theory was used to guide this study which was conducted in Ontario, Canada, during 2011-12. Semistructured interviews (n = 43) with participants that included nursing administrators, nursing faculty, and simulation leaders across multiple programs (n = 13) informed this study. Additionally, key documents (n = 67) were reviewed. Purposeful and theoretical sampling was used and data were collected and analyzed simultaneously. Data were compared among and between sites. Findings. The organizational elements that shape simulation in nursing (OESSN) model depicts five key organizational factors at the nursing program level that shaped the adoption and incorporation of simulation: (1) leaders working in tandem, (2) information exchange, (3) physical locale, (4) shared motivators, and (5) scaffolding to manage change. Conclusions. The OESSN model provides an explanation of the organizational factors that contributed to the adoption and incorporation of simulation into nursing curricula. Nursing programs that use the OESSN model may experience a more rapid or broad uptake of simulation when organizational factors that impact adoption and incorporation are considered and planned for.

Organizational Culture Shapes the Adoption and Incorporation of Simulation into Nursing Curricula: A Grounded Theory Study

PubMed Central

Jack, Susan M.; Eva, Kevin; Martin, Lynn

2014-01-01

Purpose. To create a substantive mid-range theory explaining how the organizational cultures of undergraduate nursing programs shape the adoption and incorporation of mid-to high-level technical fidelity simulators as a teaching strategy within curricula. Method. A constructivist grounded theory was used to guide this study which was conducted in Ontario, Canada, during 2011-12. Semistructured interviews (n = 43) with participants that included nursing administrators, nursing faculty, and simulation leaders across multiple programs (n = 13) informed this study. Additionally, key documents (n = 67) were reviewed. Purposeful and theoretical sampling was used and data were collected and analyzed simultaneously. Data were compared among and between sites. Findings. The organizational elements that shape simulation in nursing (OESSN) model depicts five key organizational factors at the nursing program level that shaped the adoption and incorporation of simulation: (1) leaders working in tandem, (2) information exchange, (3) physical locale, (4) shared motivators, and (5) scaffolding to manage change. Conclusions. The OESSN model provides an explanation of the organizational factors that contributed to the adoption and incorporation of simulation into nursing curricula. Nursing programs that use the OESSN model may experience a more rapid or broad uptake of simulation when organizational factors that impact adoption and incorporation are considered and planned for. PMID:24818018

Stakeholder analysis and mapping as targeted communication strategy.

PubMed

Shirey, Maria R

2012-09-01

This department highlights change management strategies that may be successful in strategically planning and executing organizational change initiatives. With the goal of presenting practical approaches helpful to nurse leaders advancing organizational change, content includes evidence-based projects, tools, and resources that mobilize and sustain organizational change initiatives. In this article, the author highlights the importance of stakeholder theory and discusses how to apply the theory to conduct a stakeholder analysis. This article also provides an explanation of how to use related stakeholder mapping techniques with targeted communication strategies.

To branch out or stay focused? Affective shifts differentially predict organizational citizenship behavior and task performance.

PubMed

Yang, Liu-Qin; Simon, Lauren S; Wang, Lei; Zheng, Xiaoming

2016-06-01

We draw from personality systems interaction (PSI) theory (Kuhl, 2000) and regulatory focus theory (Higgins, 1997) to examine how dynamic positive and negative affective processes interact to predict both task and contextual performance. Using a twice-daily diary design over the course of a 3-week period, results from multilevel regression analysis revealed that distinct patterns of change in positive and negative affect optimally predicted contextual and task performance among a sample of 71 employees at a medium-sized technology company. Specifically, within persons, increases (upshifts) in positive affect over the course of a workday better predicted the subsequent day's organizational citizenship behavior (OCB) when such increases were coupled with decreases (downshifts) in negative affect. The optimal pattern of change in positive and negative affect differed, however, in predicting task performance. That is, upshifts in positive affect over the course of the workday better predicted the subsequent day's task performance when such upshifts were accompanied by upshifts in negative affect. The contribution of our findings to PSI theory and the broader affective and motivation regulation literatures, along with practical implications, are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Strategic Planning for Smart Leadership: Rethinking Your Organization's Collective Future through a Workbook-Based, Three-Level Model.

ERIC Educational Resources Information Center

Austin, William J.

This book is a simple, user-friendly, and practical guide to strategic planning. Chapter 1 gives an introduction to and overview of strategic planning. Chapters 2 through 4 review strategic-planning theory, the current nature of planning theory, its emergence as organizational practice, organizational structure schemes, and the limitations of…

Understanding E-Learning Adoption among Brazilian Universities: An Application of the Decomposed Theory of Planned Behavior

ERIC Educational Resources Information Center

Dos Santos, Luiz Miguel Renda; Okazaki, Shintaro

2013-01-01

This study sheds light on the organizational dimensions underlying e-learning adoption among Brazilian universities. We propose an organizational e-learning adoption model based on the decomposed theory of planned behavior (TPB). A series of hypotheses are posited with regard to the relationships among the proposed constructs. The model is…

A Study of International Undergraduate Students Taking Online Courses: Group and Organizational Socialization Theory and Sense of Belonging

ERIC Educational Resources Information Center

Adams, Jacob Lyle

2013-01-01

Purpose: This study sought to (1) identify and describe the experiences of international students participating in U.S. cohort- and text-based asynchronous online courses and to 2) analyze perceptions of belonging/isolation within online environments through group and organizational socialization theory. Research Methods: Data from interviews with…

Beyond the Learning Process and toward the Knowledge Creation Process: Linking Learning and Knowledge in the Supportive Learning Culture

ERIC Educational Resources Information Center

Yoon, Seung Won; Song, Ji Hoon; Lim, Doo Hun

2009-01-01

This integrative literature review synthesizes the concepts and process of organizational knowledge creation with theories of individual learning. The knowledge conversion concept (Nonaka & Takeuchi, 1995; Nonaka, Toyama, & Byosiere, 2001) is used as the basis of the organizational knowledge creation process, while major learning theories relevant…

Socialization by Way of Symbolic Interactionism and Culture Theory: A Communication Perspective.

ERIC Educational Resources Information Center

Hartley, Karen C.

While not presuming to present a model of organizational socialization that is complete and totally accurate, this paper examines organizational socialization in a new way through the lenses of symbolic interactionism and culture theory. The first section of the paper describes the basic tenets of symbolic interactionism and how these have been…

Subjective indicators as a gauge for improving organizational well-being. An attempt to apply the cognitive activation theory to organizations.

PubMed

Arnetz, Bengt B

2005-11-01

Globally, organizations are undergoing substantial changes, commonly resulting in significant employee stress. However, facing similar stressors and challenges, departments within an organizations, as well as companies within the same area of business, vary in the way they cope with change. It was hypothesized that collective uncertainty about the future as well as unclear organizational goals contribute to chronic stress in organizations exposed to change. Applying the theoretical cognitive activation theory of stress--CATS--model by Ursin and Eriksen at an organizational level, support was found for the above hypothesis. Changes in chronic stress indicators between two assessments were related to clarity of organizational goals. It is suggested that the CATS model might be fruitful, not only in understanding variations in individual stress responses and experiences, but also to interpret and manage organizational stress. By doing so, both organizational health and well-being will improve, creating enterprises with healthy employees and healthy productivity and economic results.

Lessons learned or lessons noted: A retrospective case study of the stored organizational memory of the causes of mishaps in NASA

NASA Astrophysics Data System (ADS)

Miller, Susan Burgess

This study of the National Aeronautics and Space Administration's (NASA) organizational memory explores how the root causes of NASA mishaps have changed from the creation of NASA in 1958 through 2002. Official Mishap Board Reports document in stored organizational memory the organization's analyses of the causes of the mishaps. Using Parsons' Social Action Theory for its theoretical frame, and the Schwandt Organizational Learning Systems Model as the theoretical lens, this study provides a meta-analysis of 112 Type A mishap reports to discern what patterns in this stored organizational memory have emerged over time. Results indicate marked stability in the causes of mishaps until the latter portion of the study period. The theory of revolutionary change is considered to explain this apparent shift. Discussion includes the roles organizational culture, sensemaking and identity played in data collection and knowledge management challenges as well as in the lack of change in mishap causes.

A company I can trust? Organizational lay theories moderate stereotype threat for women.

PubMed

Emerson, Katherine T U; Murphy, Mary C

2015-02-01

Women remain under-represented in the leadership of corporate America. According to stereotype threat theory, this under-representation may persist because women are concerned about being stereotyped in business settings. Three studies investigated whether an entity (fixed), compared with an incremental (malleable), organizational lay theory is threatening for women evaluating a consulting company. Men and women viewed a company mission statement or website containing an entity or incremental theory. Results revealed that women--more so than men--trusted the entity company less than the incremental company. Furthermore, only women's mistrust of the entity company was driven by their expectations about being stereotyped by its management. Notably, when combined with high or low representations of female employees, only organizational lay theories predicted trust. Finally, people's--particularly women's--mistrust of the entity company led them to disengage more before interacting with a representative. Implications for women's experiences and outcomes in workplace settings are discussed. © 2014 by the Society for Personality and Social Psychology, Inc.

Sustainability of healthcare improvement: what can we learn from learning theory?

PubMed Central

2012-01-01

Background Changes that improve the quality of health care should be sustained. Falling back to old, unsatisfactory ways of working is a waste of resources and can in the worst case increase resistance to later initiatives to improve care. Quality improvement relies on changing the clinical system yet factors that influence the sustainability of quality improvements are poorly understood. Theoretical frameworks can guide further research on the sustainability of quality improvements. Theories of organizational learning have contributed to a better understanding of organizational change in other contexts. To identify factors contributing to sustainability of improvements, we use learning theory to explore a case that had displayed sustained improvement. Methods Førde Hospital redesigned the pathway for elective surgery and achieved sustained reduction of cancellation rates. We used a qualitative case study design informed by theory to explore factors that contributed to sustain the improvements at Førde Hospital. The model Evidence in the Learning Organization describes how organizational learning contributes to change in healthcare institutions. This model constituted the framework for data collection and analysis. We interviewed a strategic sample of 20 employees. The in-depth interviews covered themes identified through our theoretical framework. Through a process of coding and condensing, we identified common themes that were interpreted in relation to our theoretical framework. Results Clinicians and leaders shared information about their everyday work and related this knowledge to how the entire clinical pathway could be improved. In this way they developed a revised and deeper understanding of their clinical system and its interdependencies. They became increasingly aware of how different elements needed to interact to enhance the performance and how their own efforts could contribute. Conclusions The improved understanding of the clinical system represented a change in mental models of employees that influenced how the organization changed its performance. By applying the framework of organizational learning, we learned that changes originating from a new mental model represent double-loop learning. In double-loop learning, deeper system properties are changed, and consequently changes are more likely to be sustained. PMID:22863199

Sustainability of healthcare improvement: what can we learn from learning theory?

PubMed

Hovlid, Einar; Bukve, Oddbjørn; Haug, Kjell; Aslaksen, Aslak Bjarne; von Plessen, Christian

2012-08-03

Changes that improve the quality of health care should be sustained. Falling back to old, unsatisfactory ways of working is a waste of resources and can in the worst case increase resistance to later initiatives to improve care. Quality improvement relies on changing the clinical system yet factors that influence the sustainability of quality improvements are poorly understood. Theoretical frameworks can guide further research on the sustainability of quality improvements. Theories of organizational learning have contributed to a better understanding of organizational change in other contexts. To identify factors contributing to sustainability of improvements, we use learning theory to explore a case that had displayed sustained improvement. Førde Hospital redesigned the pathway for elective surgery and achieved sustained reduction of cancellation rates. We used a qualitative case study design informed by theory to explore factors that contributed to sustain the improvements at Førde Hospital. The model Evidence in the Learning Organization describes how organizational learning contributes to change in healthcare institutions. This model constituted the framework for data collection and analysis. We interviewed a strategic sample of 20 employees. The in-depth interviews covered themes identified through our theoretical framework. Through a process of coding and condensing, we identified common themes that were interpreted in relation to our theoretical framework. Clinicians and leaders shared information about their everyday work and related this knowledge to how the entire clinical pathway could be improved. In this way they developed a revised and deeper understanding of their clinical system and its interdependencies. They became increasingly aware of how different elements needed to interact to enhance the performance and how their own efforts could contribute. The improved understanding of the clinical system represented a change in mental models of employees that influenced how the organization changed its performance. By applying the framework of organizational learning, we learned that changes originating from a new mental model represent double-loop learning. In double-loop learning, deeper system properties are changed, and consequently changes are more likely to be sustained.

Influences on Women's Perceptions of Climate for Sexual Harassment

ERIC Educational Resources Information Center

Lytell, Maria C.

2009-01-01

Organizational tolerance of sexual harassment has been repeatedly touted as an important antecedent of sexual harassment. Yet, not much is known about the antecedents of perceptions of organizational tolerance. Based on theories from the sexual harassment, organizational justice, and psychological climate literatures, individuals were hypothesized…

Evolving Organizational Structures in Special Education.

ERIC Educational Resources Information Center

McCarthy, Eileen F., Ed.; Sage, Daniel D., Ed.

The monograph addresses evolving organizational structures in special education from the perspectives of theory and practice. The initial paper, "Issues in Organizational Structure" (D. Sage), focuses on how the multiple units and operations of the special education system should be related and how the management authority and responsibility for…

Populations, Natural Selection, and Applied Organizational Science.

ERIC Educational Resources Information Center

McKelvey, Bill; Aldrich, Howard

1983-01-01

Deficiencies in existing models in organizational science may be remedied by applying the population approach, with its concepts of taxonomy, classification, evolution, and population ecology; and natural selection theory, with its principles of variation, natural selection, heredity, and struggle for existence, to the idea of organizational forms…

The space station and human productivity: An agenda for research

NASA Technical Reports Server (NTRS)

Schoonhoven, C. B.

1985-01-01

Organizational problems in permanent organizations in outer space were analyzed. The environment of space provides substantial opportunities for organizational research. Questions about how to organize professional workers in a technologically complex setting with novel dangers and uncertainties present in the immediate environment are examined. It is suggested that knowledge from organization theory/behavior is an underutilized resource in the U.S. space program. A U.S. space station will be operable by the mid-1990's. Organizational issues will take on increasing importance, because a space station requires the long term organization of human and robotic work in the isolated and confined environment of outer space. When an organizational analysis of the space station is undertaken, there are research implications at multiple levels of analysis: for the individual, small group, organizational, and environmental levels of analysis. The research relevant to organization theory and behavior is reviewed.

Organizations disseminating health messages: the roles of organizational identification and HITs.

PubMed

Stephens, Keri K; Goins, Elizabeth S; Dailey, Stephanie L

2014-01-01

Research into the dissemination of health information now includes more focus on how various organizations (e.g., beauty shops, schools, workplaces, and churches) and health information technologies (HITs) reach and affect audiences. One relational feature of organizations is identification--the feeling of belongingness. Our study explores how it influences audiences, especially in combination with HITs such as e-mail, websites, and social media. We use social identity theory to predict how organizational identification and social media might function in health communication. Using a 3 × 2 experimental design, we find that people's identification with a message source mediates the effect of social media on outcomes. These findings improve our understanding of when organizations might be most helpful for disseminating health information.

Defining and assessing organizational culture.

PubMed

Bellot, Jennifer

2011-01-01

Using theories from several disciplines, the concept of organizational culture remains controversial. Conflicting definitions, lack of semantic clarity, and debate over the most appropriate methods for assessing organizational culture have led to disagreement over the value and validity of such inquiry. This paper reviews development of the concept of organizational culture and methods for assessing organizational culture, focusing on the healthcare environment. Most work on organizational culture concerns the traditional corporation. Therefore, some adaptation to the central goals and focus of a human services organization are necessary before application to healthcare settings. © 2011 Wiley Periodicals, Inc.

Employee Age Alters the Effects of Justice on Emotional Exhaustion and Organizational Deviance.

PubMed

Brienza, Justin P; Bobocel, D Ramona

2017-01-01

Fairness in the workplace attenuates a host of negative individual and organizational outcomes. However, research on the psychology of aging challenges the assumption that fairness operates similarly across different age groups. The current research explored how older workers, vis-à-vis younger workers, react to perceptions of fairness. Integrating socioemotional selectivity theory and the multiple needs theory of organizational justice, we generated novel predictions regarding the relations between perceptions of workplace justice, emotional exhaustion, and employee deviance. Specifically, we hypothesized and found that employee age moderates the negative relation between justice facets and deviance (Study 1) and emotional exhaustion (Study 2). We also found that emotional exhaustion mediates the differential effects of justice on deviance, and that this relation depends on employee age (Study 2). Relative to younger workers, older workers are more sensitive to informational and interpersonal justice; in contrast, relative to older workers, younger workers are more sensitive to distributive and procedural justice. The research supports and extends existing theory on organizational justice and on the psychology of aging. Moreover, it highlights the importance of considering employee age as a focal variable of interest in the study of justice processes, and in organizational research more generally.

Employee Age Alters the Effects of Justice on Emotional Exhaustion and Organizational Deviance

PubMed Central

Brienza, Justin P.; Bobocel, D. Ramona

2017-01-01

Fairness in the workplace attenuates a host of negative individual and organizational outcomes. However, research on the psychology of aging challenges the assumption that fairness operates similarly across different age groups. The current research explored how older workers, vis-à-vis younger workers, react to perceptions of fairness. Integrating socioemotional selectivity theory and the multiple needs theory of organizational justice, we generated novel predictions regarding the relations between perceptions of workplace justice, emotional exhaustion, and employee deviance. Specifically, we hypothesized and found that employee age moderates the negative relation between justice facets and deviance (Study 1) and emotional exhaustion (Study 2). We also found that emotional exhaustion mediates the differential effects of justice on deviance, and that this relation depends on employee age (Study 2). Relative to younger workers, older workers are more sensitive to informational and interpersonal justice; in contrast, relative to older workers, younger workers are more sensitive to distributive and procedural justice. The research supports and extends existing theory on organizational justice and on the psychology of aging. Moreover, it highlights the importance of considering employee age as a focal variable of interest in the study of justice processes, and in organizational research more generally. PMID:28428764

Insecure Commitment and Resistance: An Examination of Change Leadership, Self-Efficacy, and Trust on the Relationship between Job Insecurity, Employee Commitment, and Resistance to Organizational Change

ERIC Educational Resources Information Center

Smith, Robert Elijah

2013-01-01

This study was designed to examine the mediation role of self-efficacy and the moderating roles of change leadership strategy and trust on the change attitudes of job insecure employees. Using job insecurity theory (Greenhalgh, 1983), Chin & Benne's (1961) seminal classification of change leadership strategies and the tripartite model of…

The Boundaryless Organization: Breaking the Chains of Organizational Structure. The Jossey-Bass Management Series.

ERIC Educational Resources Information Center

Ashkenas, Ron; And Others

The process of reexamining and reinventing a company demands a new organizational theory and, at the same time, a critical evaluation of the limits of existing theory. This book argues for change strategies that are aimed at creating more permeable boundaries within organizations. Four major sections focus on one of the four types of…

Organizational Justice as a Framework for Understanding Union-Management Relations in Education

ERIC Educational Resources Information Center

Poole, Wendy L.

2007-01-01

In this article, I have conceptualized union-management relations using an organizational justice framework. I consider organizational justice theory, including distributive, procedural, interactional, and what I call relational justice perspectives. Utilizing examples from my experience and research, I illustrate and discuss various forms of…

Planned Organizational Change in Higher Education: Dashboard Indicators and Stakeholder Sensemaking--A Case Study

ERIC Educational Resources Information Center

Smulowitz, Stacy

2014-01-01

This dissertation examined the introduction and implementation of an organizational Dashboard as a planned organizational change within four educational support service departments and the senior leadership group within a large, Northeastern university. General systems theory provides a theoretical framework for conceptualizing planned…

Staff- and School-Level Predictors of School Organizational Health: A Multilevel Analysis

ERIC Educational Resources Information Center

Bevans, Katherine; Bradshaw, Catherine; Miech, Richard; Leaf, Philip

2007-01-01

Background: An organizationally healthy school environment is associated with favorable student and staff outcomes and thus is often targeted by school improvement initiatives. However, few studies have differentiated staff-level from school-level predictors of organizational health. Social disorganization theory suggests that school-level…

Structural and Informal Knowledge Acquisition and Dissemination in Organizational Learning: An Exploratory Analysis

ERIC Educational Resources Information Center

Hoe, Siu Loon; McShane, Steven

2010-01-01

Purpose: The topic of organizational learning is populated with many theories and models; many relate to the enduring organizational learning framework consisting of knowledge acquisition, knowledge dissemination, and knowledge use. However, most of the research either emphasizes structural knowledge acquisition and dissemination as a composite…

Work-Life Benefits and Organizational Attachment: Self-Interest Utility and Signaling Theory Models

ERIC Educational Resources Information Center

Casper, Wendy J.; Harris, Christopher M.

2008-01-01

This study examines two competing theoretical explanations for why work-life policies such as dependent care assistance and flexible schedules influence organizational attachment. The self-interest utility model posits that work-life policies influence organizational attachment because employee use of these policies facilitates attachment. The…

Linking Calling Orientations to Organizational Attachment via Organizational Instrumentality

ERIC Educational Resources Information Center

Cardador, M. Teresa; Dane, Erik; Pratt, Michael G.

2011-01-01

Despite an emerging interest in callings, researchers know little about whether calling orientations matter in the workplace. We explore the under-examined relationship between a calling orientation and employees' attachment to their organizations. Although some theory suggests that callings may be negatively related to organizational attachment,…

Toward a Political-Organizational Model of Gatekeeping: The Case of Elite Colleges.

ERIC Educational Resources Information Center

Karen, David

1990-01-01

Develops a gatekeeping theory by stepping inside the black box of Harvard university's admissions process. Stresses how political and organizational contexts influence selection (gatekeeping). Analyzes how student merit and social class-based factors mutually determine selection. Links an understanding of the organizational field with process…

Emerging Perspectives on Organizational Behavior: Implications for Institutional Researchers.

ERIC Educational Resources Information Center

Schmidtlein, Frank A.

1999-01-01

Examines common assumptions about the rationality or irrationality of organizational behavior and finds that decision making occurs in a complex context that successful college/university institutional research offices must recognize and work with. Finds that emerging organizational theories suggest there are limitations on the use of data and…

Job Satisfaction: I/O Psychology and Organizational Behavior Management Perspectives

ERIC Educational Resources Information Center

Mawhinney, Thomas C.

2011-01-01

Perspectives on job satisfaction and its relations with job performance among members of the Industrial/Organizational Psychology (IOP) and Organizational Behavior Management (OBM) cultures are identified and compared. Comparisons include vantage points of each culture on the roles of theory and data regarding the definitions of behavior, job…

Understanding Organizational Culture and Communication through a Gyroscope Metaphor

ERIC Educational Resources Information Center

Bisel, Ryan S.; Messersmith, Amber S.; Keyton, Joann

2010-01-01

To fill a critical void in organizational culture pedagogy, the authors present an instructional system that employs the metaphor of a gyroscope to help students understand implicit assumptions in culture research. Working from Martin's nexus approach to organizational culture and Fairhurst and Putnam's tripartite theory of organizational…

Educational Technology and Organizational Development: A Collaborative Approach to Organizational Change.

ERIC Educational Resources Information Center

Forbes, Raymond L., Jr.; Nickols, Frederick W.

The basic similarities between educational technology and organizational development provide a powerful rationale for collaboration. The two disciplines are essentially in the same business, that of systematically changing human behavior. System theory and the system model appear to supply the language and the technology through which such efforts…

Organizational Effectiveness in Libraries: A Review and Some Suggestions.

ERIC Educational Resources Information Center

Aversa, Elizabeth

1981-01-01

Reviews some approaches to organizational effectiveness suggested by organizational theorists, reports on the applications of these theories in libraries, develops some hypotheses regarding the assessment of performance in libraries, and describes a model which synthesizes some of the approaches. A 52-item reference list is attached. (Author/JL)

The Competitive Advantage of Organizational Learning.

ERIC Educational Resources Information Center

Appelbaum, Steven H.; Gallagher, John

2000-01-01

Explores theories of organizational learning and identifies the implications of the following for learning organizations: the new economy, strategic planning, management practices, and communication. (Contains 32 references.) (SK)

Evidence-based practice implementation: the impact of public versus private sector organization type on organizational support, provider attitudes, and adoption of evidence-based practice.

PubMed

Aarons, Gregory A; Sommerfeld, David H; Walrath-Greene, Christine M

2009-12-31

The goal of this study is to extend research on evidence-based practice (EBP) implementation by examining the impact of organizational type (public versus private) and organizational support for EBP on provider attitudes toward EBP and EBP use. Both organization theory and theory of innovation uptake and individual adoption of EBP guide the approach and analyses in this study. We anticipated that private sector organizations would provide greater levels of organizational support for EBPs leading to more positive provider attitudes towards EBPs and EBP use. We also expected attitudes toward EBPs to mediate the association of organizational support and EBP use. Participants were mental health service providers from 17 communities in 16 states in the United States (n = 170). Path analyses were conducted to compare three theoretical models of the impact of organization type on organizational support for EBP and of organizational support on provider attitudes toward EBP and EBP use. Consistent with our predictions, private agencies provided greater support for EBP implementation, and staff working for private agencies reported more positive attitudes toward adopting EBPs. Organizational support for EBP partially mediated the association of organization type on provider attitudes toward EBP. Organizational support was significantly positively associated with attitudes toward EBP and EBP use in practice. This study offers further support for the importance of organizational context as an influence on organizational support for EBP and provider attitudes toward adopting EBP. The study demonstrates the role organizational support in provider use of EBP in practice. This study also suggests that organizational support for innovation is a malleable factor in supporting use of EBP. Greater attention should be paid to organizational influences that can facilitate the dissemination and implementation of EBPs in community settings.

Factors associated with adoption of health information technology: a conceptual model based on a systematic review.

PubMed

Kruse, Clemens Scott; DeShazo, Jonathan; Kim, Forest; Fulton, Lawrence

2014-05-23

The Health Information Technology for Economic and Clinical Health Act (HITECH) allocated $19.2 billion to incentivize adoption of the electronic health record (EHR). Since 2009, Meaningful Use Criteria have dominated information technology (IT) strategy. Health care organizations have struggled to meet expectations and avoid penalties to reimbursements from the Center for Medicare and Medicaid Services (CMS). Organizational theories attempt to explain factors that influence organizational change, and many theories address changes in organizational strategy. However, due to the complexities of the health care industry, existing organizational theories fall short of demonstrating association with significant health care IT implementations. There is no organizational theory for health care that identifies, groups, and analyzes both internal and external factors of influence for large health care IT implementations like adoption of the EHR. The purpose of this systematic review is to identify a full-spectrum of both internal organizational and external environmental factors associated with the adoption of health information technology (HIT), specifically the EHR. The result is a conceptual model that is commensurate with the complexity of with the health care sector. We performed a systematic literature search in PubMed (restricted to English), EBSCO Host, and Google Scholar for both empirical studies and theory-based writing from 1993-2013 that demonstrated association between influential factors and three modes of HIT: EHR, electronic medical record (EMR), and computerized provider order entry (CPOE). We also looked at published books on organizational theories. We made notes and noted trends on adoption factors. These factors were grouped as adoption factors associated with various versions of EHR adoption. The resulting conceptual model summarizes the diversity of independent variables (IVs) and dependent variables (DVs) used in articles, editorials, books, as well as quantitative and qualitative studies (n=83). As of 2009, only 16.30% (815/4999) of nonfederal, acute-care hospitals had adopted a fully interoperable EHR. From the 83 articles reviewed in this study, 16/83 (19%) identified internal organizational factors and 9/83 (11%) identified external environmental factors associated with adoption of the EHR, EMR, or CPOE. The conceptual model for EHR adoption associates each variable with the work that identified it. Commonalities exist in the literature for internal organizational and external environmental factors associated with the adoption of the EHR and/or CPOE. The conceptual model for EHR adoption associates internal and external factors, specific to the health care industry, associated with adoption of the EHR. It becomes apparent that these factors have some level of association, but the association is not consistently calculated individually or in combination. To better understand effective adoption strategies, empirical studies should be performed from this conceptual model to quantify the positive or negative effect of each factor.

A Meta-Analytic Review of Social Identification and Health in Organizational Contexts.

PubMed

Steffens, Niklas K; Haslam, S Alexander; Schuh, Sebastian C; Jetten, Jolanda; van Dick, Rolf

2017-11-01

We provide a meta-analytical review examining two decades of work on the relationship between individuals' social identifications and health in organizations (102 effect sizes, k = 58, N = 19,799). Results reveal a mean-weighted positive association between organizational identification and health ( r = .21, T = .14). Analysis identified a positive relationship for both workgroup ( r = .21) and organizational identification ( r = .21), and in studies using longitudinal/experimental ( r = .13) and cross-sectional designs ( r = .22). The relationship is stronger (a) for indicators of the presence of well-being ( r = .27) than absence of stress ( r = .18), (b) for psychological ( r = .23) than physical health ( r = .16), (c) to the extent that identification is shared among group members, and (d) as the proportion of female participants in a sample decreases. Overall, results indicate that social identifications in organizations are positively associated with health but that there is also substantial variation in effect size strength. We discuss implications for theory and practice and outline a roadmap for future research.

Speech-language pathologists and the Common Core Standards initiative: an opportunity for leadership and organizational change.

PubMed

Dunkle, Jennifer; Flynn, Perry

2012-05-01

The Common Core State Standards initiative within public school education is designed to provide uniform guidelines for academic standards, including more explicit language targets. Speech-language pathologists (SLPs) are highly qualified language experts who may find new leadership roles within their clinical practice using the Common Core Standards. However, determining its usage by SLPs in clinical practice needs to be examined. This article seeks to discover the social context of organizations and organizational change in relation to clinical practice. Specifically, this article presents the diffusion of innovations theory to explain how initiatives move from ideas to institutionalization and the importance of social context in which these initiatives are introduced. Next, the values of both SLPs and organizations will be discussed. Finally, this article provides information on how to affect organizational change through the value of an affirmative, socially based theoretical perspective and methodology, appreciative inquiry. Thieme Medical Publishers 333 Seventh Avenue, New York, NY 10001, USA.

Keeping patients safe in healthcare organizations: a structuration theory of safety culture.

PubMed

Groves, Patricia S; Meisenbach, Rebecca J; Scott-Cawiezell, Jill

2011-08-01

This paper presents a discussion of the use of structuration theory to facilitate understanding and improvement of safety culture in healthcare organizations. Patient safety in healthcare organizations is an important problem worldwide. Safety culture has been proposed as a means to keep patients safe. However, lack of appropriate theory limits understanding and improvement of safety culture. The proposed structuration theory of safety culture was based on a critique of available English-language literature, resulting in literature published from 1983 to mid-2009. CINAHL, Communication and Mass Media Complete, ABI/Inform and Google Scholar databases were searched using the following terms: nursing, safety, organizational culture and safety culture. When viewed through the lens of structuration theory, safety culture is a system involving both individual actions and organizational structures. Healthcare organization members, particularly nurses, share these values through communication and enact them in practice, (re)producing an organizational safety culture system that reciprocally constrains and enables the actions of the members in terms of patient safety. This structurational viewpoint illuminates multiple opportunities for safety culture improvement. Nurse leaders should be cognizant of competing value-based culture systems in the organization and attend to nursing agency and all forms of communication when attempting to create or strengthen a safety culture. Applying structuration theory to the concept of safety culture reveals a dynamic system of individual action and organizational structure constraining and enabling safety practice. Nurses are central to the (re)production of this safety culture system. © 2011 Blackwell Publishing Ltd.

The state of the art in organizational cognitive neuroscience: the therapeutic gap and possible implications for clinical practice

PubMed Central

Senior, Carl; Lee, Nick

2013-01-01

In the last decade, researchers in the social sciences have increasingly adopted neuroscientific techniques, with the consequent rise of research inspired by neuroscience in disciplines such as economics, marketing, decision sciences, and leadership. In 2007, we introduced the term organizational cognitive neuroscience (OCN), in an attempt to clearly demarcate research carried out in these many areas, and provide an overarching paradigm for research utilizing cognitive neuroscientific methods, theories, and concepts, within the organizational and business research fields. Here we will revisit and further refine the OCN paradigm, and define an approach where we feel the marriage of organizational theory and neuroscience will return even greater dividends in the future and that is within the field of clinical practice. PMID:24367310

The state of the art in organizational cognitive neuroscience: the therapeutic gap and possible implications for clinical practice.

PubMed

Senior, Carl; Lee, Nick

2013-01-01

In the last decade, researchers in the social sciences have increasingly adopted neuroscientific techniques, with the consequent rise of research inspired by neuroscience in disciplines such as economics, marketing, decision sciences, and leadership. In 2007, we introduced the term organizational cognitive neuroscience (OCN), in an attempt to clearly demarcate research carried out in these many areas, and provide an overarching paradigm for research utilizing cognitive neuroscientific methods, theories, and concepts, within the organizational and business research fields. Here we will revisit and further refine the OCN paradigm, and define an approach where we feel the marriage of organizational theory and neuroscience will return even greater dividends in the future and that is within the field of clinical practice.

Organizational Design Analysis of Fleet Readiness Center Southwest Components Department

DTIC Science & Technology

2007-12-01

southwest. (14 June 07), 12-15. 19 Richard M. Burton & Borge Obel, Strategic Organizational Diagnosis and Design, 2d ed. (Boston, Mass.: Kluwer...organization.29 28 Richard M. Burton & Borge Obel, Strategic Organizational Diagnosis and Design...2d ed. (Boston, Mass.: Kluwer Academic Publishers, 1998), 281. 29 Richard M. Burton & Borge Obel, Strategic Organizational Diagnosis and Design, 2d

General practices as emergent research organizations: a qualitative study into organizational development.

PubMed

Macfarlane, Fraser; Shaw, Sara; Greenhalgh, Trisha; Carter, Yvonne H

2005-06-01

An increasing proportion of research in primary care is locally undertaken in designated research practices. Capacity building to support high quality research at these grass roots is urgently needed and is a government priority. There is little previously published research on the process by which GP practices develop as research organizations or on their specific support needs at organizational level. Using in-depth qualitative interviews with 28 key informants in 11 research practices across the UK, we explored their historical accounts of the development of research activity. We analysed the data with reference to contemporary theories of organizational development. Participants identified a number of key events and processes, which allowed us to produce a five-phase model of practice development in relation to research activity (creative energy, concrete planning, transformation/differentiation, consolidation and collaboration). Movement between these phases was not linear or continuous, but showed emergent and adaptive properties in which specific triggers and set-backs were often critical. This developmental model challenges previous categorical taxonomies of research practices. It forms a theory-driven framework for providing appropriate support at the grass roots of primary care research, based on the practice's phase of development and the nature of external triggers and potential setbacks. Our findings have important implications for the strategic development of practice-based research in the UK, and could serve as a model for the wider international community.

How To Optimize Organizational Effectiveness through Leadership: The Case for a Process-Based Organization.

ERIC Educational Resources Information Center

Rieley, James B.

This paper presents the issues relating to, the rationale, and the methodology for the implementation of a process-based organizational structure. Following an overview of leadership theory and traditional organizational structure, a model of the circular organization is presented. In the circular organization, the leader occupies a middle, rather…

Job Satisfaction, Organizational Commitment, and Turnover Intention of Online Teachers in the K-12 Setting

ERIC Educational Resources Information Center

Larkin, Ingle M.; Brantley-Dias, Laurie; Lokey-Vega, Anissa

2016-01-01

The purpose of this study was to measure and explore factors influencing K-12 online teachers' job satisfaction, organizational commitment, and turnover intentions. Using Maslow's Hierarchy of Needs (1954), Herzberg's Two-Factor Theory of Satisfaction (1959, 1968), Meyer and Allen's measure of Organizational Commitment (1997), and Fishbein and…

Developing an Organizational Understanding of Faculty Mentoring Programs in Academic Medicine in Major American Research Universities

ERIC Educational Resources Information Center

Fischer Zellers, Darlene

2013-01-01

This study examines the organizational and contextual factors associated with faculty mentoring programs in academic medicine within major research institutions in the United States, and explores the usefulness of organizational behavior theory in understanding these relationships. To date, many formal faculty mentoring programs are in operation…

Organizational Communication: Theoretical Implications of Communication Technology Applications.

ERIC Educational Resources Information Center

Danowski, James A.

Communication technology (CT), which involves the use of computers in private and group communication, has had a major impact on theory and research in organizational communication over the past 30 years. From the 1950s to the early 1970s, mainframe computers were seen as managerial tools in creating more centralized organizational structures.…

The role of support antecedents in nurses' intentions to quit: the case of Australia.

PubMed

Shacklock, Kate; Brunetto, Yvonne; Teo, Stephen; Farr-Wharton, Rod

2014-04-01

The study used Social Exchange Theory as a lens to examine associations between nurses' support antecedents (supervisor-nurse relationships and perceived organizational support) and their job attitudes (job satisfaction, organizational commitment and engagement). Similar to many other westernized countries, there is a shortage of nurses working as nurses in Australia. The attrition of nurses from the workplace continues to be a challenge for many countries, with resultant calls for improved retention rates. The design employed in this study was a Survey. A self-report survey of 1600 nurses employed in five private sector hospitals throughout Australia was completed during 2010-2011, resulting in 510 completed surveys. A mediation path model was developed to test the hypotheses and results of Partial Least Squares analysis showed that both support antecedents (supervisor-nurse relationships and perceived organizational support) positively led to engagement and job satisfaction. Subsequently, nurses more satisfied with their jobs were also more committed to their organizations, ultimately leading to lower intentions to quit. In addition, job satisfaction was found to mediate the relationships between organizational commitment and turnover intentions, plus between supervisor-subordinate relationships and turnover intentions. In the context of a shortage of nurses and higher than average turnover rates, the findings suggest that it is important to improve nurses' job satisfaction and organizational commitment to improve retention. However, the findings also suggest that workplace relationships and organizational management are currently far from ideal. © 2013 John Wiley & Sons Ltd.

On the application of motivation theory to human factors/ergonomics: motivational design principles for human-technology interaction.

PubMed

Szalma, James L

2014-12-01

Motivation is a driving force in human-technology interaction. This paper represents an effort to (a) describe a theoretical model of motivation in human technology interaction, (b) provide design principles and guidelines based on this theory, and (c) describe a sequence of steps for the. evaluation of motivational factors in human-technology interaction. Motivation theory has been relatively neglected in human factors/ergonomics (HF/E). In both research and practice, the (implicit) assumption has been that the operator is already motivated or that motivation is an organizational concern and beyond the purview of HF/E. However, technology can induce task-related boredom (e.g., automation) that can be stressful and also increase system vulnerability to performance failures. A theoretical model of motivation in human-technology interaction is proposed, based on extension of the self-determination theory of motivation to HF/E. This model provides the basis for both future research and for development of practical recommendations for design. General principles and guidelines for motivational design are described as well as a sequence of steps for the design process. Human motivation is an important concern for HF/E research and practice. Procedures in the design of both simple and complex technologies can, and should, include the evaluation of motivational characteristics of the task, interface, or system. In addition, researchers should investigate these factors in specific human-technology domains. The theory, principles, and guidelines described here can be incorporated into existing techniques for task analysis and for interface and system design.

Proceedings of Selected Research Paper Presentations at the 1986 Convention of the Association for Educational Communications and Technology and Sponsored by the Research and Theory Division (Las Vegas, NV, January 16-21, 1986).

ERIC Educational Resources Information Center

Simonson, Michael R., Ed.; And Others

1986-01-01

Current issues in educational communications and technology are addressed in this collection of 47 papers, in which research reports dominate. Topics discussed include factors related to the learner, e.g., problem-solving skills, motivation, comparison of instructional design strategies, effects of organizational cues and text layouts, and…

Behavioral interventions to improve infection control practices.

PubMed

Kretzer, E K; Larson, E L

1998-06-01

No single intervention has been successful in improving and sustaining such infection control practices as universal precautions and handwashing by health care professionals. This paper examines several behavioral theories (Health Belief Model, Theory of Reasoned Action and Theory of Planned Behavior, self-efficacy, and the Transtheoretic Model) and relates them to individual factors, also considering interpersonal and organizational factors. Further, this article includes recommendations of individual and organizational components to be addressed when planning a theoretically based intervention for improving infection control practices. A hypothetic framework to enhance handwashing practice is proposed.

Conceptual Models and Theory-Embedded Principles on Effective Schooling.

ERIC Educational Resources Information Center

Scheerens, Jaap

1997-01-01

Reviews models and theories on effective schooling. Discusses four rationality-based organization theories and a fifth perspective, chaos theory, as applied to organizational functioning. Discusses theory-embedded principles flowing from these theories: proactive structuring, fit, market mechanisms, cybernetics, and self-organization. The…

Teaching organization theory for healthcare management: three applied learning methods.

PubMed

Olden, Peter C

2006-01-01

Organization theory (OT) provides a way of seeing, describing, analyzing, understanding, and improving organizations based on patterns of organizational design and behavior (Daft 2004). It gives managers models, principles, and methods with which to diagnose and fix organization structure, design, and process problems. Health care organizations (HCOs) face serious problems such as fatal medical errors, harmful treatment delays, misuse of scarce nurses, costly inefficiency, and service failures. Some of health care managers' most critical work involves designing and structuring their organizations so their missions, visions, and goals can be achieved-and in some cases so their organizations can survive. Thus, it is imperative that graduate healthcare management programs develop effective approaches for teaching OT to students who will manage HCOs. Guided by principles of education, three applied teaching/learning activities/assignments were created to teach OT in a graduate healthcare management program. These educationalmethods develop students' competency with OT applied to HCOs. The teaching techniques in this article may be useful to faculty teaching graduate courses in organization theory and related subjects such as leadership, quality, and operation management.

Employment discrimination: authority figures' demographic preferences and followers' affective organizational commitment.

PubMed

Petersen, Lars-Eric; Dietz, Jörg

2008-11-01

The authors used theories of organizational commitment and obedience to authority to explain employment discrimination. In Study 1, employees participated in an experimental simulation of their work. An organizational authority's demographic preferences led to employment discrimination. As expected, affective organizational commitment moderated this effect, such that it was stronger for more committed employees. In Study 2, another sample of employees completed a survey that included an employment discrimination scenario. A model of linkages from affective organizational commitment to submissiveness to organizational authorities to employment discrimination fit the data well, after controlling for prejudicial attitudes and authoritarianism. Submissiveness to organizational authorities mediated the relationship between affective organizational commitment and employment discrimination. The authors discuss the importance of studying employment discrimination as an organizational and not just an intergroup phenomenon.

Dynamics of Implementation and Maintenance of Organizational Health Interventions.

PubMed

Jalali, Mohammad S; Rahmandad, Hazhir; Bullock, Sally Lawrence; Ammerman, Alice

2017-08-15

In this study, we present case studies to explore the dynamics of implementation and maintenance of health interventions. We analyze how specific interventions are built and eroded, how the building and erosion mechanisms are interconnected, and why we can see significantly different erosion rates across otherwise similar organizations. We use multiple comparative obesity prevention case studies to provide empirical information on the mechanisms of interest, and use qualitative systems modeling to integrate our evolving understanding into an internally consistent and transparent theory of the phenomenon. Our preliminary results identify reinforcing feedback mechanisms, including design of organizational processes, motivation of stakeholders, and communication among stakeholders, which influence implementation and maintenance of intervention components. Over time, these feedback mechanisms may drive a wedge between otherwise similar organizations, leading to distinct configurations of implementation and maintenance processes.

Managing change: an overview.

PubMed

Lorenzi, N M; Riley, R T

2000-01-01

As increasingly powerful informatics systems are designed, developed, and implemented, they inevitably affect larger, more heterogeneous groups of people and more organizational areas. In turn, the major challenges to system success are often more behavioral than technical. Successfully introducing such systems into complex health care organizations requires an effective blend of good technical and good organizational skills. People who have low psychological ownership in a system and who vigorously resist its implementation can bring a "technically best" system to its knees. However, effective leadership can sharply reduce the behavioral resistance to change-including to new technologies-to achieve a more rapid and productive introduction of informatics technology. This paper looks at four major areas-why information system failures occur, the core theories supporting change management, the practical applications of change management, and the change management efforts in informatics.

Multivariate Modelling of the Career Intent of Air Force Personnel.

DTIC Science & Technology

1980-09-01

index (HOPP) was used as a measure of current job satisfaction . As with the Vroom and Fishbein/Graen models, two separate validations were accom...34 Organizational Behavior and Human Performance , 23: 251-267, 1979. Lewis, Logan M. "Expectancy Theory as a Predictive Model of Career Intent, Job Satisfaction ...W. Albright. "Expectancy Theory Predictions of the Satisfaction , Effort, Performance , and Retention of Naval Aviation Officers," Organizational

Organizational collaborative capacity in fighting pandemic crises: a literature review from the public management perspective.

PubMed

Lai, Allen Y

2012-01-01

Collaborative capacity serves for organizations as the capacity to collaborate with other network players. Organizational capacity matters as collaboration outcomes usually go beyond single-shot implementation efforts or a single-minded focus on either the vertical dimension of program or the horizontal component. This review article explores organizational collaborative capacities from the perspective of public management, in particular, network theory. By applying the 5 attributes of network theory-interdependence, membership, resources, information, and learning-to the explanation of collaborative capacity in fighting pandemic crises, I argue in some ways organizational collaborative capacity is very much like an organization in its own right. Studying collaborative capacity in the battle against pandemics facilitate our understanding of multisectoral collaboration in technical, political, and institutional dimensions, and greatly advances the richness of capacity vocabulary in pandemic response and preparedness.

What constitutes successful nurse leadership?: A qualitative approach utilizing Kanter's theory of organizational behavior.

PubMed

Upenieks, Valda V

2002-12-01

What constitutes successful leadership in today's healthcare environment and what are the principal components of an organization that supports the role of the nurse leader? To answer these questions, 16 nurse leaders from four acute care hospitals were interviewed for their perception of leadership traits that are effective in the inpatient hospital setting and types of organizational infrastructures that create conditions for job effectiveness. Kanter's theory of organizational behavior provided the conceptual framework for this study. Leadership effectiveness is linked to having access to opportunity, resources, information, and formal and informal power in the work setting. Nurse leaders with access to these structures are empowered and successful, which leads to enhanced worth and overall organizational achievement. Also, strong central beliefs and business astuteness are considered vital attributes in today's economically oriented environment.

The institutional logic of integrated care: an ethnography of patient transitions.

PubMed

Shaw, James A; Kontos, Pia; Martin, Wendy; Victor, Christina

2017-03-20

Purpose The purpose of this paper is to use theories of institutional logics and institutional entrepreneurship to examine how and why macro-, meso-, and micro-level influences inter-relate in the implementation of integrated transitional care out of hospital in the English National Health Service. Design/methodology/approach The authors conducted an ethnographic case study of a hospital and surrounding services within a large urban centre in England. Specific methods included qualitative interviews with patients/caregivers, health/social care providers, and organizational leaders; observations of hospital transition planning meetings, community "hub" meetings, and other instances of transition planning; reviews of patient records; and analysis of key policy documents. Analysis was iterative and informed by theory on institutional logics and institutional entrepreneurship. Findings Organizational leaders at the meso-level of health and social care promoted a partnership logic of integrated care in response to conflicting institutional ideas found within a key macro-level policy enacted in 2003 (The Community Care (Delayed Discharges) Act). Through institutional entrepreneurship at the micro-level, the partnership logic became manifest in the form of relationship work among health and social care providers; they sought to build strong interpersonal relationships to enact more integrated transitional care. Originality/value This study has three key implications. First, efforts to promote integrated care should strategically include institutional entrepreneurs at the organizational and clinical levels. Second, integrated care initiatives should emphasize relationship-building among health and social care providers. Finally, theoretical development on institutional logics should further examine the role of interpersonal relationships in facilitating the "spread" of logics between macro-, meso-, and micro-level influences on inter-organizational change.

Organizational Behavior in Education: Instructional Leadership and School Reform. Seventh Edition.

ERIC Educational Resources Information Center

Owens, Robert G.

This book concentrates on the connection between organizational behavior and the clamor for school reform, whether market-based, standards-based, or whole-school reform. It explains the great need for school leaders to develop a theory and practice that draws on what is known about organizational behavior in education. Educational leaders need a…

Explaining IT Professionals' Organizational Commitment Based on Age, Gender, and Personality Trait Factor

ERIC Educational Resources Information Center

Syed, Javaid A.

2017-01-01

The purpose of the present study was to test the Emotional Stability dimension of the Big Five factors of personality traits theory to predict or explain a relationship with Employee Organizational Commitment, when the relationship between Emotional Stability (ES) and Employee Organizational Commitment (EOC) was moderated by Gender and AgeGroup.…

Organizational Learning as an Analogy to Individual Learning? A Case of Augmented Interaction Intensity

ERIC Educational Resources Information Center

Döös, Marianne; Johansson, Peter; Wilhelmson, Lena

2015-01-01

This paper attempts to explore an analogy between individual and organizational learning within experiential learning theory (ELT). The focus is on both the possibility of identifying a learning subject that learns in action, and on the genesis process behind the learning of a suggested learning subject at organizational level. The exploration…

Organizational Learning as a Model for Continuous Transformation

ERIC Educational Resources Information Center

Mayer, Anysia; LeChasseur, Kimberly; Donaldson, Morgaen; Cobb, Casey

2013-01-01

In this article we use organizational learning theory as a framework for thinking about how participation in CPED has influenced changes in the EdD program established in 2003 at the University of Connecticut. Both single and double loop learning were a part of our process of institutionalizing a culture of organizational learning, a process that…

Job Embeddedness: A Construct of Organizational and Community Attachment Utilized to Assess Voluntary Turnover

DTIC Science & Technology

2005-03-01

of job embeddedness to account for additional variability in turnover, adding a richness and diversity not seen in typical turnover theory. Job...JOB EMBEDDEDNESS : A CONSTRUCT OF ORGANIZATIONAL AND COMMUNITY ATTACHMENT UTILIZED...AFIT/GEM/ENV/05M-03 JOB EMBEDDEDNESS : A CONSTRUCT OF ORGANIZATIONAL AND COMMUNITY ATTACHMENT UTILIZED TO ASSESS VOLUNTARY

Understanding nursing units with data and theory.

PubMed

Diers, Donna; Hendrickson, Karrie; Rimar, Joan; Donovan, Donna

2013-01-01

Nursing units are social systems whose function depends on many variables. Available nursing data, combined with a theory of organizational diagnosis, can be used to understand nursing unit performance. One troubled unit served as a case study in organizational diagnosis and treatment using modern methods of data mining and performance improvement. Systems theory did not prescribe how to fix an underbounded system. The theory did suggest, however, that addressing the characteristics of overbounded and underbounded systems can provide some order and structure and identify helpful resources. In this instance, the data analysis served to help define the unit's problems in conjunction with information gained from talking with the nurses and touring the unit, but it was the theory that gave hints for direction for change.

The middle-range theory of nursing intellectual capital.

PubMed

Covell, Christine L

2008-07-01

This paper is a report of the development of the middle-range theory of nursing intellectual capital. Rising healthcare costs and advances in technology have contributed to the need for better understanding of the influence of nurses' knowledge, skills and experience on patient and organizational outcomes. The middle-range nursing intellectual capital theory was developed using the strategies of concept and theory derivation. The principles of research synthesis were used to provide empirical support for the propositions of the theory. The middle-range nursing intellectual capital theory was derived from intellectual capital theory to make it relevant and applicable to a specific aspect of nursing, continuing professional development. It proposes that the nursing knowledge available in healthcare organizations is influenced by variables within the work environment, and influences patient and organizational outcomes. The middle-range nursing intellectual capital theory should be tested in different healthcare systems and in different settings and countries to determine its effectiveness in guiding research.

Design principles for data- and change-oriented organisational analysis in workplace health promotion.

PubMed

Inauen, A; Jenny, G J; Bauer, G F

2012-06-01

This article focuses on organizational analysis in workplace health promotion (WHP) projects. It shows how this analysis can be designed such that it provides rational data relevant to the further context-specific and goal-oriented planning of WHP and equally supports individual and organizational change processes implied by WHP. Design principles for organizational analysis were developed on the basis of a narrative review of the guiding principles of WHP interventions and organizational change as well as the scientific principles of data collection. Further, the practical experience of WHP consultants who routinely conduct organizational analysis was considered. This resulted in a framework with data-oriented and change-oriented design principles, addressing the following elements of organizational analysis in WHP: planning the overall procedure, data content, data-collection methods and information processing. Overall, the data-oriented design principles aim to produce valid, reliable and representative data, whereas the change-oriented design principles aim to promote motivation, coherence and a capacity for self-analysis. We expect that the simultaneous consideration of data- and change-oriented design principles for organizational analysis will strongly support the WHP process. We finally illustrate the applicability of the design principles to health promotion within a WHP case study.

Toward a more comprehensive analysis of the role of organizational culture in child sexual abuse in institutional contexts.

PubMed

Palmer, Donald; Feldman, Valerie

2017-12-01

This article draws on a report prepared for the Australian Royal Commission into Institutional Responses to Child Sexual Abuse (Palmer et al., 2016) to develop a more comprehensive analysis of the role that organizational culture plays in child sexual abuse in institutional contexts, where institutional contexts are taken to be formal organizations that include children among their members (referred to here as "youth-serving organizations"). We begin by integrating five strains of theory and research on organizational culture from organizational sociology and management theory into a unified framework for analysis. We then elaborate the main paths through which organizational culture can influence child sexual abuse in youth-serving organizations. We then use our unified analytic framework and our understanding of the main paths through which organizational culture can influence child sexual abuse in youth-serving organizations to analyze the role that organizational culture plays in the perpetration, detection, and response to child sexual abuse in youth-serving organizations. We selectively illustrate our analysis with case materials compiled by the Royal Commission into Institutional Responses to Child Sexual Abuse and reports of child sexual abuse published in a variety of other sources. We conclude with a brief discussion of the policy implications of our analysis. Copyright © 2017. Published by Elsevier Ltd.

Factors Associated With Presenteeism and Psychological Distress Using a Theory-Driven Approach.

PubMed

Coutu, Marie-France; Corbière, Marc; Durand, Marie-José; Nastasia, Iuliana; Labrecque, Marie-Elise; Berbiche, Djamal; Albert, Valérie

2015-06-01

To test a model of presenteeism on the basis of established and emerging theories separated into organizational and individual factors that could be mediated by psychological distress. This was a Web survey of 2371 employees (response rate of 48%) of a provincial government agency. We assessed theories with validated measures for organizational and individual factors. Psychological distress was negatively associated to presenteeism, when controlling for sex, short-term work absence in the last year, and social desirability. Both individual and organizational factors were related to psychological distress. The most important factors included the presence of stress events in the preceding 6 months, extrinsic efforts (interruptions, work requirements), self-esteem as a worker, and internal amotivation. By identifying modifiable factors, our results suggest that the implementation of a work organization structure that promotes stimulation and accomplishment would reduce psychological distress and further presenteeism.

Addressing dysfunctional relations among healthcare teams: improving team cooperation through applied organizational theories.

PubMed

Horwitz, Sujin K; Horwitz, Irwin B; Barshes, Neal R

2011-01-01

Previous research has demonstrated that communication failure and interpersonal conflicts are significant impediments among health-care teams to assess complex information and engage in the meaningful collaboration necessary for optimizing patient care. Despite the prolific research on the role of effective teamwork in accomplishing complex tasks, such findings have been traditionally applied to business organizations and not medical contexts. This chapter, therefore, reviews and applies four theories from the fields of organizational behavior (OB) and organization development (OD) as potential means for improving team interaction in health-care contexts. This study is unique in its approach as it addresses the long-standing problems that exist in team communication and cooperation in health-care teams by applying well-established theories from the organizational literature. The utilization and application of the theoretical constructs discussed in this work offer valuable means by which the efficacy of team work can be greatly improved in health-care organizations.

Organizational dimensions of relationship-centered care. Theory, evidence, and practice.

PubMed

Safran, Dana Gelb; Miller, William; Beckman, Howard

2006-01-01

Four domains of relationship have been highlighted as the cornerstones of relationship-centered health care. Of these, clinician-patient relationships have been most thoroughly studied, with a rich empirical literature illuminating significant linkages between clinician-patient relationship quality and a wide range of outcomes. This paper explores the realm of clinician-colleague relationships, which we define to include the full array of relationships among clinicians, staff, and administrators in health care organizations. Building on a stream of relevant theories and empirical literature that have emerged over the past decade, we synthesize available evidence on the role of organizational culture and relationships in shaping outcomes, and posit a model of relationship-centered organizations. We conclude that turning attention to relationship-centered theory and practice in health care holds promise for advancing care to a new level, with breakthroughs in quality of care, quality of life for those who provide it, and organizational performance.

Organizational Systems Theory and Command and Control Concepts

DTIC Science & Technology

2013-03-01

Decentralized C2 • Problem is determinable • Many solutions • Predictable results • Low Risk • Slow feedback loop • Plans: Engineered or designed • C2...of these concepts in the Art of Command and the Science of Control, but lacks a proper model to assist commanders in determining how to correctly...commanders in determining how to correctly apply the concepts based on the operational environment. The paper concludes with a recommendation that the

An Organizational Behavior View of Department of the Army (DA) Comptrollership.

DTIC Science & Technology

1981-12-01

Comptrollership Comptroller Education 0 mtrolerTraining 20. A~gfrRACT (CepapRUW op form" sop HI fte.oes.m o Idൈr p 16 numer ) The purpose of the thesis...and exhibit line-staff separation. The other two types of firms are informally 39 Class of Type of Methd of Coor- Technology Examples Interdependence... Engineering (analyzable (steel mills) (heavy search) machinery) Source: Robert A. Ullrich and George F. Wieland, Organization Theory and Design

Factor analysis and Mokken scaling of the Organizational Commitment Questionnaire in nurses.

PubMed

Al-Yami, M; Galdas, P; Watson, R

2018-03-22

To generate an Arabic version of the Organizational Commitment Questionnaire that would be easily understood by Arabic speakers and would be sensitive to Arabic culture. The nursing workforce in Saudi Arabia is undergoing a process of Saudization but there is a need to understand the factors that will help to retain this workforce. No organizational commitment tools exist in Arabic that are specifically designed for health organizations. An Arabic version of the organizational commitment tool could aid Arabic speaking employers to understand their employees' perceptions of their organizations. Translation and back-translation followed by factor analysis (principal components analysis and confirmatory factor analysis) to test the factorial validity and item response theory (Mokken scaling). A two-factor structure was obtained for the Organizational Commitment Questionnaire comprising Factor 1: Value commitment; and Factor 2: Commitment to stay with acceptable reliability measured by internal consistency. A Mokken scale was obtained including items from both factors showing a hierarchy of items running from commitment to the organization and commitment to self. This study shows that the Arabic version of the OCQ retained the established two-factor structure of the original English-language version. Although the two factors - 'value commitment' and 'commitment to stay' - repudiate the original developers' single factor claim. A useful insight into the structure of the Organizational Commitment Questionnaire has been obtained with the novel addition of a hierarchical scale. The Organizational Commitment Questionnaire is now ready to be used with nurses in the Arab speaking world and could be used a tool to measure the contemporary commitment of nursing employees and in future interventions aimed at increasing commitment and retention of valuable nursing staff. © 2018 International Council of Nurses.

Fostering good citizenship through ethical leadership: exploring the moderating role of gender and organizational politics.

PubMed

Kacmar, K Michele; Bachrach, Daniel G; Harris, Kenneth J; Zivnuska, Suzanne

2011-05-01

Considering the implications of social exchange theory as a context for social role behavior, we tested relations between ethical leadership and both person- and task-focused organizational citizenship behavior and examined the roles played by employee gender and politics perceptions. Although social exchange theory predicts that ethical leadership is positively associated with citizenship, social role theory predicts that the nature of this relationship may vary on the basis of gender and politics perceptions. Results from data collected from 288 supervisor-subordinate dyads indicate that the pattern of male versus female employees' citizenship associated with ethical leadership depends significantly on their perceptions of politics. Implications for theory and practice are discussed.

Trust, Isolation, and Presence: The Virtual Work Environment and Acceptance of Deep Organizational Change

ERIC Educational Resources Information Center

Rose, Laurence Michael

2013-01-01

The primary focus of this research was to explore through the use of a grounded theory methodology if the human perceptions of trust, isolation, and presence affected the virtual workers ability to accept deep organizational change. The study found that the virtual workers in the sample defined their acceptance of deep organizational change by…

The Role of IT Assets in Organizational Accumulation and Appropriation of Social Capital for Business Risk Mitigation and Inter-Organizational Innovation

ERIC Educational Resources Information Center

Simha, Anand N.

2013-01-01

This dissertation comprises of three essays examining the interplay of information technology with various social processes that typically inhabit the organizational space. The first essay presents the concept of a Relationship Memory System (RMS). This study uses grounded theory methodology and interview data collected at a global…

The Ideal Worker or the Ideal Father: Organizational Structures and Culture in the Gendered University

ERIC Educational Resources Information Center

Sallee, Margaret W.

2012-01-01

While literature has focused on the ways in which organizational structures exclude women from the workplace, this article suggests that the inverse is also true: organizational structures and culture prevent men from being involved in the home. Using theories of gendered organizations as a guide, this article draws on interviews with 70 faculty…

Understanding childbirth practices as an organizational cultural phenomenon: a conceptual framework.

PubMed

Behruzi, Roxana; Hatem, Marie; Goulet, Lise; Fraser, William; Misago, Chizuru

2013-11-11

Understanding the main values and beliefs that might promote humanized birth practices in the specialized hospitals requires articulating the theoretical knowledge of the social and cultural characteristics of the childbirth field and the relations between these and the institution. This paper aims to provide a conceptual framework allowing examination of childbirth practices through the lens of an organizational culture theory. A literature review performed to extrapolate the social and cultural factors contribute to birth practices and the factors likely overlap and mutually reinforce one another, instead of complying with the organizational culture of the birth place. The proposed conceptual framework in this paper examined childbirth patterns as an organizational cultural phenomenon in a highly specialized hospital, in Montreal, Canada. Allaire and Firsirotu's organizational culture theory served as a guide in the development of the framework. We discussed the application of our conceptual model in understanding the influences of organizational culture components in the humanization of birth practices in the highly specialized hospitals and explained how these components configure both the birth practice and women's choice in highly specialized hospitals. The proposed framework can be used as a tool for understanding the barriers and facilitating factors encountered birth practices in specialized hospitals.

Managing the professional nurse. Part I. The organizational theories.

PubMed

McClure, M L

1984-02-01

How do employment organizations outside the hospital field deal with issues such as staff productivity, motivation, burnout, and high turnover? In Part I of this two-part article, the author presents an overview of modern management theory and practice, drawn from the literature on organizational behavior. She shows how nursing administrators can use this scholarly foundation to better understand the organizing principles and problems of their departments. In Part II (to be published in March 1984), the author applies these classic and relevant theories to the specific challenges that face the manager of professional nurses.

Leader-member exchange (LMX) and innovation climate: the role of LMX differentiation.

PubMed

Tordera, Núria; González-Romá, Vicente

2013-01-01

Leader-member Exchange (LMX) theory has been shown to be one of the most compelling theories for understanding the effects of leadership on organizational behavior. This theory proposes that leaders establish differentiated relationships with each of their subordinates according to the exchanges produced between them. Recently, the concept of LMX differentiation has been introduced into the theory to extend research from the dyadic to the group level. The present paper uses a longitudinal design to analyze the moderator role of LMX differentiation in the relationship between mean LMX and innovation climate in a sample of 24 healthcare teams. The results showed no direct effects of mean LMX on changes in innovation climate over time. However, they provide support for the moderator effect of LMX differentiation in this relationship, as it was stronger when LMX differentiation was low than when it was high.

Exchange relationships: examining psychological contracts and perceived organizational support.

PubMed

Coyle-Shapiro, Jacqueline A-M; Conway, Neil

2005-07-01

The authors surveyed 347 public sector employees on 4 measurement occasions to investigate the conceptual distinctiveness of the psychological contract and perceived organizational support (POS) and how they are associated over time. Results support the distinctiveness of the 2 concepts. In terms of their interrelationships over time, by drawing on psychological contract theory the authors found little support for a reciprocal relationship between POS and psychological contract fulfillment. Under an alternative set of hypotheses, by drawing on organizational support theory and by separating psychological contract fulfillment into its 2 components (perceived employer obligations and inducements), the authors found that perceived employer inducements were positively related to POS, which, in turn, was negatively related to perceived employer obligations. The results suggest that POS and the components of psychological contract fulfillment are more important in predicting organizational citizenship behavior than psychological contract fulfillment. Copyright 2005 APA, all rights reserved.

Technology as Teammate: Examining the Role of External Cognition in Support of Team Cognitive Processes

PubMed Central

Fiore, Stephen M.; Wiltshire, Travis J.

2016-01-01

In this paper we advance team theory by describing how cognition occurs across the distribution of members and the artifacts and technology that support their efforts. We draw from complementary theorizing coming out of cognitive engineering and cognitive science that views forms of cognition as external and extended and integrate this with theorizing on macrocognition in teams. Two frameworks are described that provide the groundwork for advancing theory and aid in the development of more precise measures for understanding team cognition via focus on artifacts and the technologies supporting their development and use. This includes distinctions between teamwork and taskwork and the notion of general and specific competencies from the organizational sciences along with the concepts of offloading and scaffolding from the cognitive sciences. This paper contributes to the team cognition literature along multiple lines. First, it aids theory development by synthesizing a broad set of perspectives on the varied forms of cognition emerging in complex collaborative contexts. Second, it supports research by providing diagnostic guidelines to study how artifacts are related to team cognition. Finally, it supports information systems designers by more precisely describing how to conceptualize team-supporting technology and artifacts. As such, it provides a means to more richly understand process and performance as it occurs within sociotechnical systems. Our overarching objective is to show how team cognition can both be more clearly conceptualized and more precisely measured by integrating theory from cognitive engineering and the cognitive and organizational sciences. PMID:27774074

Technology as Teammate: Examining the Role of External Cognition in Support of Team Cognitive Processes.

PubMed

Fiore, Stephen M; Wiltshire, Travis J

2016-01-01

In this paper we advance team theory by describing how cognition occurs across the distribution of members and the artifacts and technology that support their efforts. We draw from complementary theorizing coming out of cognitive engineering and cognitive science that views forms of cognition as external and extended and integrate this with theorizing on macrocognition in teams. Two frameworks are described that provide the groundwork for advancing theory and aid in the development of more precise measures for understanding team cognition via focus on artifacts and the technologies supporting their development and use. This includes distinctions between teamwork and taskwork and the notion of general and specific competencies from the organizational sciences along with the concepts of offloading and scaffolding from the cognitive sciences. This paper contributes to the team cognition literature along multiple lines. First, it aids theory development by synthesizing a broad set of perspectives on the varied forms of cognition emerging in complex collaborative contexts. Second, it supports research by providing diagnostic guidelines to study how artifacts are related to team cognition. Finally, it supports information systems designers by more precisely describing how to conceptualize team-supporting technology and artifacts. As such, it provides a means to more richly understand process and performance as it occurs within sociotechnical systems. Our overarching objective is to show how team cognition can both be more clearly conceptualized and more precisely measured by integrating theory from cognitive engineering and the cognitive and organizational sciences.

Organizational justice and health: Studying mental preoccupation with work and social support as mediators for lagged and reversed relationships.

PubMed

Eib, Constanze; Bernhard-Oettel, Claudia; Magnusson Hanson, Linda L; Leineweber, Constanze

2018-03-05

Organizational justice perceptions are considered a predictor of health and well-being. To date, empirical evidence about whether organizational justice perceptions predict health or health predicts organizational justice perceptions is mixed. Furthermore, the processes underlying these relationships are largely unknown. In this article, we study whether bidirectional relationships can be explained by 2 different mediation mechanisms. First, based on the allostatic load model, we suggest that the relationships between organizational justice perceptions and different health indicators are mediated through mental preoccupation with work. Second, based on the affective perception and affective reaction assumption, we investigate if the relationships between different health indicators and organizational justice perceptions are mediated by social support at work. Using a large-scale Swedish panel study (N = 3,236), we test the bidirectional mediating relationships between procedural justice perceptions and self-rated health, depressive symptoms, and sickness absence with a cross-lagged design with 3 waves of data. Significant lagged effects from procedural justice to health were found for models predicting depressive symptoms and sickness absence. Mental preoccupation with work was not found to mediate the longitudinal relationship between procedural justice perceptions and indicators of health. Significant lagged effects from health indicators to procedural justice were found for models involving self-rated health, depressive symptoms, and sickness absence. Social support mediated the longitudinal relationships between all 3 health indicators and procedural justice. Results are discussed in light of previous studies and implications for theory and practice are outlined. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The importance of organizational climate and implementation strategy at the introduction of a new working tool in primary health care.

PubMed

Carlfjord, S; Andersson, A; Nilsen, P; Bendtsen, P; Lindberg, M

2010-12-01

The transmission of research findings into routine care is a slow and unpredictable process. Important factors predicting receptivity for innovations within organizations have been identified, but there is a need for further research in this area. The aim of this study was to describe contextual factors and evaluate if organizational climate and implementation strategy influenced outcome, when a computer-based concept for lifestyle intervention was introduced in primary health care (PHC). The study was conducted using a prospective intervention design. The computer-based concept was implemented at six PHC units. Contextual factors in terms of size, leadership, organizational climate and political environment at the units included in the study were assessed before implementation. Organizational climate was measured using the Creative Climate Questionnaire (CCQ). Two different implementation strategies were used: one explicit strategy, based on Rogers' theories about the innovation-decision process, and one implicit strategy. After 6 months, implementation outcome in terms of the proportion of patients who had been referred to the test, was measured. The CCQ questionnaire response rates among staff ranged from 67% to 91% at the six units. Organizational climate differed substantially between the units. Managers scored higher on CCQ than staff at the same unit. A combination of high CCQ scores and explicit implementation strategy was associated with a positive implementation outcome. Organizational climate varies substantially between different PHC units. High CCQ scores in combination with an explicit implementation strategy predict a positive implementation outcome when a new working tool is introduced in PHC. © 2010 Blackwell Publishing Ltd.

Theory Building. Symposium 21. [AHRD Conference, 2001].

ERIC Educational Resources Information Center

2001

This symposium on theory building consists of three presentations. "A Multilevel Theory of Organizational Performance: Seeing the Forest and the Trees" (Susan Reynolds Fisher) presents the process used to develop this theory and analyzes emergent insights. It discusses how the theory succeeds in mapping relationships across aspects and…

23 CFR 636.116 - What organizational conflict of interest requirements apply to design-build projects?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 23 Highways 1 2010-04-01 2010-04-01 false What organizational conflict of interest requirements... What organizational conflict of interest requirements apply to design-build projects? (a) State statutes or policies concerning organizational conflict of interest should be specified or referenced in...

Transforming the organizational culture of a school of nursing through innovative program development.

PubMed

Lange, Jean W; Ingersoll, Gail; Novotny, Jeanne M

2008-01-01

This article illustrates how a grant designed to promote new program development provided a vehicle for organizational transformation. The collaboration surrounding this initiative created a common focus within the school that more effectively channeled its resources and resulted in an unprecedented level of scholarly achievement and recognition. Faculty leveraged the success of this initial grant to procure additional funding for related projects. The importance of partnerships and teamwork were two valuable lessons learned. We believe that our experience is replicable in other schools of nursing interested in organizational transformation. Gibson and Barsade's model of managed change guided the project's implementation and evaluation processes. Recommendations for engaging faculty, gaining support, and developing a collaborative network are discussed in the article, with findings from a stakeholder-focused evaluation demonstrating new program goal achievement as well as the transformative changes that occurred in the organizational culture. A focused, theory-derived program plan, with comprehensive process and outcome evaluation components resulted in a major transformation of one school of nursing. Unanticipated outcomes included renewed synergy among faculty; the development of a preferred vision for the future; scholarly collaboration around a central theme that effectively channeled limited resources and dramatically increased productivity; increased regional and national recognition; and the creation of regional, national, and international partnerships.

‘Killing Me Softly With His/Her Song’: How Leaders Dismantle Followers’ Sense of Work Meaningfulness

PubMed Central

Kipfelsberger, Petra; Kark, Ronit

2018-01-01

Leaders influence followers’ meaning and play a key role in shaping their employees’ experience of work meaningfulness. While the dominant perspective in theory and in empirical work focuses on the positive influence of leaders on followers’ work meaningfulness, our conceptual model explores conditions in which leaders may harm followers’ sense of meaning. We introduce six types of conditions: leaders’ personality traits, leaders’ behaviors, the relationship between leader and follower, followers’ attributions, followers’ characteristics, and job design under which leaders’ meaning making efforts might harm or ‘kill’ followers’ sense of work meaningfulness. Accordingly, we explore how these conditions may interact with leaders’ meaning making efforts to lower levels of followers’ sense of meaning, and in turn, lead to negative personal outcomes (cynicism, lower well-being, and disengagement), as well as negative organizational outcomes (corrosive organizational energy, higher turnover rates, and lower organizational productivity). By doing so, our research extends the current literature, enabling a more comprehensive understanding of leaders’ influence on followers’ work meaningfulness, while considering the dark side of meaning making. PMID:29867638

Educational Research and Organization Theory II: Nine Papers Presented at the International Symposium on the Relationship between Educational Research and Organization Theory. A Report from the Education and Organization Team, Uppsala, Sweden [August 1983]. Uppsala Reports on Education 23.

ERIC Educational Resources Information Center

Wallin, Erik, Ed.; And Others

The fundamentally psychological orientation of educational research over the years is now changing. The educational phenomenon is part of the institutional setting and, therefore, organizational restrictions and influences are being studied. In addition, the organizational approach to educational research carries the implication of a more holistic…

Dynamics of Implementation and Maintenance of Organizational Health Interventions

PubMed Central

Rahmandad, Hazhir; Bullock, Sally Lawrence; Ammerman, Alice

2017-01-01

In this study, we present case studies to explore the dynamics of implementation and maintenance of health interventions. We analyze how specific interventions are built and eroded, how the building and erosion mechanisms are interconnected, and why we can see significantly different erosion rates across otherwise similar organizations. We use multiple comparative obesity prevention case studies to provide empirical information on the mechanisms of interest, and use qualitative systems modeling to integrate our evolving understanding into an internally consistent and transparent theory of the phenomenon. Our preliminary results identify reinforcing feedback mechanisms, including design of organizational processes, motivation of stakeholders, and communication among stakeholders, which influence implementation and maintenance of intervention components. Over time, these feedback mechanisms may drive a wedge between otherwise similar organizations, leading to distinct configurations of implementation and maintenance processes. PMID:28809807

A Primer on Consultation Theory: Building a Flexible Worldview.

ERIC Educational Resources Information Center

Brack, Greg; And Others

1993-01-01

Presents broad introduction to learning, gestalt, systems, organizational, psychoanalytic, and chaos theories of consultation. Demonstrates how consultant can map each of these theories onto consultation environment to produce unique perspective that each theory alone cannot provide. Describes each theory as to how it views and frames consultation…

Field Theory in Organizational Psychology: An Analysis of Theoretical Approaches in Leadership.

ERIC Educational Resources Information Center

Garcia, Joseph E.

This literature review examines Kurt Lewin's influence in leadership psychology. Characteristics of field theory are described in detail and utilized in analyzing leadership research, including the trait approach, leader behavior studies, contingency theory, path-goal theory, and leader decision theory. Important trends in leadership research are…

Organizational Socialization and Its Relation with Organizational Performance in High Schools

ERIC Educational Resources Information Center

Balci, Ali; Ozturk, Inci; Polatcan, Mahmut; Saylik, Ahmet; Bil, Erkut

2016-01-01

This study is designed to explore organizational socialization and organizational performance levels of secondary school teachers and the relation between the two variables mentioned. The study is designed as correlational research. The target population of the research consists of 5744 teachers who work in public and private Anatolian high…

Boosting Quality Registries with Clinical Decision Support Functionality*. User Acceptance of a Prototype Applied to HIV/TB Drug Therapy.

PubMed

Wannheden, Carolina; Hvitfeldt-Forsberg, Helena; Eftimovska, Elena; Westling, Katarina; Ellenius, Johan

2017-08-11

The care of HIV-related tuberculosis (HIV/TB) is complex and challenging. Clinical decision support (CDS) systems can contribute to improve quality of care, but more knowledge is needed on factors determining user acceptance of CDS. To analyze physicians' and nurses' acceptance of a CDS prototype for evidence-based drug therapy recommendations for HIV/TB treatment. Physicians and nurses were involved in designing a CDS prototype intended for future integration with the Swedish national HIV quality registry. Focus group evaluation was performed with ten nurses and four physicians, respectively. The Unified Theory of Acceptance and Use of Technology (UTAUT) was used to analyze acceptance. We identified several potential benefits with the CDS prototype as well as some concerns that could be addressed by redesign. There was also concern about dependence on physician attitudes, as well as technical, organizational, and legal issues. Acceptance evaluation at a prototype stage provided rich data to improve the future design of a CDS prototype. Apart from design and development efforts, substantial organizational efforts are needed to enable the implementation and maintenance of a future CDS system.

Incompatible Systems of Logic: Why Design Should Integrate the Mechanistic, Reductionist, and Linear Logic of Military Detailed Planning

DTIC Science & Technology

2011-05-19

24 Eva Boxenbaum, Linda Rouleau, New Knowledge Products as Bricolage : Metaphors and Scripts in Organizational Theory, (Academy of Management Review...marginalize it by reducing it into a supplement to detailed planning methodology. This process of knowledge production, defined as “ bricolage ” in...Boxenbaum, Rouleau, 280-281. A ‘bricoleur’ is a person that conducts ‘ bricolage ’ with new knowledge production. 48 Field Manual 5-0. 1-5, 1-6, 3-1

Management's role in shaping organizational culture.

PubMed

Kane-Urrabazo, Christine

2006-04-01

The present study addresses the importance of the manager's role in the development and maintenance of organizational culture. It describes the types of cultures that exist and manager characteristics that are essential to facilitating a healthy workplace. While many managers do not deny the importance of organizational culture in employee satisfaction, few fail to realize the direct impact they have in shaping it. It is oftentimes believed that cultures are predetermined; however, this is a false assumption. It is crucial that managers at all levels are aware of their roles and responsibilities in upholding positive workplace environments that can increase employee satisfaction. Dissatisfaction is the major cause of turnover and can have detrimental cost and environmental effects on the agency. Four critical components of culture (i.e. trust and trustworthiness, empowerment and delegation, consistency and mentorship) are discussed, as is the role of managers in turning these into positive cultural traits. The viewpoints of several authors, such as Stephen Covey, Mark McCormack and Charles Handy, are explored in relation to the development of organizational culture. Additional theories--Kanter's 'Theory of Organizational Empowerment', Locke's 'Goal-setting Theory' and the 'Social Exchange Theory'- supplement these viewpoints. Managers are always under the magnifying glass, with each action carefully scrutinized by subordinates. They must exercise caution when making decisions, ensuring that fairness and equitability exists among staff, and that ethical standards are upheld on a continual basis. The four cultural components, viewed as managerial traits of trust and trustworthiness, empowerment, consistency and mentorship coexist at all times regardless of the type of culture. Managers must put support systems and other mechanisms into place that allow employees the opportunity to empower themselves and to flourish, thus increasing their own effectiveness as well as that of the organization.

Method and Theory of Intergroups in Organizations.

DTIC Science & Technology

1980-10-29

Relations and Organizational Diagnosis " (T.R. #3) identified the philosophical formulations of clinical methods for studying organizations, reviewed the...earliest clinical studies of organizations that 4- took a group and intergroup perspective, and critiqued existing approaches to organizational diagnosis . This

An Exploratory Contingency Model for Schools.

ERIC Educational Resources Information Center

Whorton, David M.

In an application of contingency theory, data from 45 Arizona schools were analyzed to determine the relationships between three sets of independent variables (organizational structure, leadership style, and environmental characteristics) and the dependent variable (organizational effectiveness as perceived by principals and teachers). Contingency…

Organizational Design within University Extension Units: Some Concepts, Options, and Guidelines

ERIC Educational Resources Information Center

Baker, Harold R.

1976-01-01

Drawing on the behavioral sciences, the author outlines alternative modes of structuring and organizing an extension unit. The advantages and disadvantages of several organizational design options, the purposes and management of the temporary task force, and some general guidelines for making organizational design decisions are discussed.…

Experiencing Organizational Work Design: Beyond Hackman and Oldham

ERIC Educational Resources Information Center

Fornaciari, Charles J.; Dean, Kathy Lund

2005-01-01

Standard organizational behavior survey courses usually introduce students to the "nuts and bolts" of organizational work design and models that mechanize work. This article develops an experiential exercise that simulates working conditions that can foster greater student understanding of the affective, ethical, and human aspects of work design.…

Maydays and Murphies: A Study of the Effect of Organizational Design, Task, and Stress on Organizational Performance

DTIC Science & Technology

1992-07-29

provide a series of hypotheses which we can test both with human experiments and by using real organizational data. Since human experiments are costly to...able to predict organizational performance (e.g., Mackenzie, 1978; Krackhardt, 1989). Rarely have they been tested and contrasted. The formal...also tested and contrasted the predictability of existing measures of organizational design. They found that no single measure predicted performance

Promoting physical therapists' of research evidence to inform clinical practice: part 1--theoretical foundation, evidence, and description of the PEAK program.

PubMed

Tilson, Julie K; Mickan, Sharon

2014-06-25

There is a need for theoretically grounded and evidence-based interventions that enhance the use of research evidence in physical therapist practice. This paper and its companion paper introduce the Physical therapist-driven Education for Actionable Knowledge translation (PEAK) program, an educational program designed to promote physical therapists' integration of research evidence into clinical decision-making. The pedagogical foundations for the PEAK educational program include Albert Bandura's social cognitive theory and Malcolm Knowles's adult learning theory. Additionally, two complementary frameworks of knowledge translation, the Promoting Action on Research Implementation in Health Services (PARiHS) and Knowledge to Action (KTA) Cycle, were used to inform the organizational elements of the program. Finally, the program design was influenced by evidence from previous attempts to facilitate the use of research in practice at the individual and organizational levels. The 6-month PEAK program consisted of four consecutive and interdependent components. First, leadership support was secured and electronic resources were acquired and distributed to participants. Next, a two-day training workshop consisting of didactic and small group activities was conducted that addressed the five steps of evidence based practice. For five months following the workshop, participants worked in small groups to review and synthesize literature around a group-selected area of common clinical interest. Each group contributed to the generation of a "Best Practices List" - a list of locally generated, evidence-based, actionable behaviors relevant to the groups' clinical practice. Ultimately, participants agreed to implement the Best Practices List in their clinical practice. This, first of two companion papers, describes the underlying pedagogical theories, knowledge translation frameworks, and research evidence used to derive the PEAK program - an educational program designed to promote the use of research evidence to inform physical therapist practice. The four components of the program are described in detail. The companion paper reports the results of a mixed methods feasibility analysis of this complex educational intervention.

Evaluating an Organizational-Level Occupational Health Intervention in a Combined Regression Discontinuity and Randomized Control Design.

PubMed

Sørensen, By Ole H

2016-10-01

Organizational-level occupational health interventions have great potential to improve employees' health and well-being. However, they often compare unfavourably to individual-level interventions. This calls for improving methods for designing, implementing and evaluating organizational interventions. This paper presents and discusses the regression discontinuity design because, like the randomized control trial, it is a strong summative experimental design, but it typically fits organizational-level interventions better. The paper explores advantages and disadvantages of a regression discontinuity design with an embedded randomized control trial. It provides an example from an intervention study focusing on reducing sickness absence in 196 preschools. The paper demonstrates that such a design fits the organizational context, because it allows management to focus on organizations or workgroups with the most salient problems. In addition, organizations may accept an embedded randomized design because the organizations or groups with most salient needs receive obligatory treatment as part of the regression discontinuity design. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

Understanding childbirth practices as an organizational cultural phenomenon: a conceptual framework

PubMed Central

2013-01-01

Understanding the main values and beliefs that might promote humanized birth practices in the specialized hospitals requires articulating the theoretical knowledge of the social and cultural characteristics of the childbirth field and the relations between these and the institution. This paper aims to provide a conceptual framework allowing examination of childbirth practices through the lens of an organizational culture theory. A literature review performed to extrapolate the social and cultural factors contribute to birth practices and the factors likely overlap and mutually reinforce one another, instead of complying with the organizational culture of the birth place. The proposed conceptual framework in this paper examined childbirth patterns as an organizational cultural phenomenon in a highly specialized hospital, in Montreal, Canada. Allaire and Firsirotu’s organizational culture theory served as a guide in the development of the framework. We discussed the application of our conceptual model in understanding the influences of organizational culture components in the humanization of birth practices in the highly specialized hospitals and explained how these components configure both the birth practice and women’s choice in highly specialized hospitals. The proposed framework can be used as a tool for understanding the barriers and facilitating factors encountered birth practices in specialized hospitals. PMID:24215446

An organizational approach to understanding patient safety and medical errors.

PubMed

Kaissi, Amer

2006-01-01

Progress in patient safety, or lack thereof, is a cause for great concern. In this article, we argue that the patient safety movement has failed to reach its goals of eradicating or, at least, significantly reducing errors because of an inappropriate focus on provider and patient-level factors with no real attention to the organizational factors that affect patient safety. We describe an organizational approach to patient safety using different organizational theory perspectives and make several propositions to push patient safety research and practice in a direction that is more likely to improve care processes and outcomes. From a Contingency Theory perspective, we suggest that health care organizations, in general, operate under a misfit between contingencies and structures. This misfit is mainly due to lack of flexibility, cost containment, and lack of regulations, thus explaining the high level of errors committed in these organizations. From an organizational culture perspective, we argue that health care organizations must change their assumptions, beliefs, values, and artifacts to change their culture from a culture of blame to a culture of safety and thus reduce medical errors. From an organizational learning perspective, we discuss how reporting, analyzing, and acting on error information can result in reduced errors in health care organizations.

Complexities of Organization Dynamics and Development: Leaders and Managers

ERIC Educational Resources Information Center

Nderu-Boddington, Eulalee

2008-01-01

This article shows the theoretical framework for understanding organizational dynamics and development - the change theory and subordinate relationships within contemporary organizations. The emphasis is on power strategies and the relationship to organizational dynamics and development. The integrative process broadens the understanding of…

Trust Discovery in Online Communities

ERIC Educational Resources Information Center

Piorkowski, John

2014-01-01

This research aims to discover interpersonal trust in online communities. Two novel trust models are built to explain interpersonal trust in online communities drawing theories and models from multiple relevant areas, including organizational trust models, trust in virtual settings, speech act theory, identity theory, and common bond theory. In…

Systems Theory and Communication. Annotated Bibliography.

ERIC Educational Resources Information Center

Covington, William G., Jr.

This annotated bibliography presents annotations of 31 books and journal articles dealing with systems theory and its relation to organizational communication, marketing, information theory, and cybernetics. Materials were published between 1963 and 1992 and are listed alphabetically by author. (RS)

Understanding Reactions to Workplace Injustice through Process Theories of Motivation: A Teaching Module and Simulation

ERIC Educational Resources Information Center

Stecher, Mary D.; Rosse, Joseph G.

2007-01-01

Management and organizational behavior students are often overwhelmed by the plethora of motivation theories they must master at the undergraduate level. This article offers a teaching module geared toward helping students understand how two major process theories of motivation, equity and expectancy theories and theories of organizational…

Community-based implementation and effectiveness in a randomized trial of a risk reduction intervention for HIV-serodiscordant couples: study protocol

PubMed Central

2014-01-01

Background The HIV/AIDS epidemic continues to disproportionately affect African American communities in the US, particularly those located in urban areas. Despite the fact that HIV is often transmitted from one sexual partner to another, most HIV prevention interventions have focused only on individuals, rather than couples. This five-year study investigates community-based implementation, effectiveness, and sustainability of ‘Eban II,’ an evidence-based risk reduction intervention for African-American heterosexual, serodiscordant couples. Methods/design This hybrid implementation/effectiveness implementation study is guided by organizational change theory as conceptualized in the Texas Christian University Program Change Model (PCM), a model of phased organizational change from exposure to adoption, implementation, and sustainability. The primary implementation aims are to assist 10 community-based organizations (CBOs) to implement and sustain Eban II; specifically, to partner with CBOs to expose providers to the intervention; facilitate its adoption, implementation and sustainment; and to evaluate processes and determinants of implementation, effectiveness, fidelity, and sustainment. The primary effectiveness aim is to evaluate the effect of Eban II on participant (n = 200 couples) outcomes, specifically incidents of protected sex and proportion of condom use. We will also determine the cost-effectiveness of implementation, as measured by implementation costs and potential cost savings. A mixed methods evaluation will examine implementation at the agency level; staff members from the CBOs will complete baseline measures of organizational context and climate, while key stakeholders will be interviewed periodically throughout implementation. Effectiveness of Eban II will be assessed using a randomized delayed enrollment (waitlist) control design to evaluate the impact of treatment on outcomes at posttest and three-month follow-up. Multi-level hierarchical modeling with a multi-level nested structure will be used to evaluate the effects of agency- and couples-level characteristics on couples-level outcomes (e.g., condom use). Discussion This study will produce important information regarding the value of the Eban II program and a theory-guided implementation process and tools designed for use in implementing Eban II and other evidence-based programs in demographically diverse, resource-constrained treatment settings. Trial registration NCT00644163 PMID:24950708

The Phenomenology of Teacher Stress: Implications for Organizational Theory and Research.

ERIC Educational Resources Information Center

Blase, Joseph J.

1985-01-01

Data are synthesized from four qualitative studies of teacher work stress. One factor, student discipline, is used to illustrate the problem of teacher stress. The data suggests the importance of understanding stress as a powerful process affecting individual and organizational behavior. (MD)

The Application of Family Therapy Concepts to Influencing Organizational Behavior.

ERIC Educational Resources Information Center

Hirschhorn, Larry; Gilmore, Tom

1980-01-01

Explores, through an action research project, the possible contributions--in theory, diagnosis, and intervention--of structural family therapy to organizational change. Reports that successful transfer of family therapy techniques to organizations is contingent on understanding four differences between organizations and families. (Author/IRT)

Modeling Violent Non-State Actors: A Summary of Concepts and Methods

DTIC Science & Technology

2004-11-01

charts, leadership, rules, formal communications and process efficiency to name a few. While a useful aspect of organizational diagnosis , this...and Arie Shirom, Organizational Diagnosis and Assessment: Bridging Theory and Practice (Thousand Oaks, CA: Sage Publications, 1999), 44. 9 Katz and

Turbulent Arena: Global Effects Against Non-State Adversaries

DTIC Science & Technology

2005-06-01

process efficiency to name a few. While a useful aspect of organizational diagnosis , this closed system approach neglects the simple reality that an... Organizational Diagnosis and Assessment: Bridging Theory and Practice (Thousand Oaks, CA: Sage Publications, 1999), 44. 13 Katz and Kahn, 262. 14 Daft

Intentional Forgetting in Organizations: The Importance of Eliminating Retrieval Cues for Implementing New Routines.

PubMed

Kluge, Annette; Gronau, Norbert

2018-01-01

To cope with the already large, and ever increasing, amount of information stored in organizational memory, "forgetting," as an important human memory process, might be transferred to the organizational context. Especially in intentionally planned change processes (e.g., change management), forgetting is an important precondition to impede the recall of obsolete routines and adapt to new strategic objectives accompanied by new organizational routines. We first comprehensively review the literature on the need for organizational forgetting and particularly on accidental vs. intentional forgetting. We discuss the current state of the art of theory and empirical evidence on forgetting from cognitive psychology in order to infer mechanisms applicable to the organizational context. In this respect, we emphasize retrieval theories and the relevance of retrieval cues important for forgetting. Subsequently, we transfer the empirical evidence that the elimination of retrieval cues leads to faster forgetting to the forgetting of organizational routines, as routines are part of organizational memory. We then propose a classification of cues (context, sensory, business process-related cues) that are relevant in the forgetting of routines, and discuss a meta-cue called the "situational strength" cue, which is relevant if cues of an old and a new routine are present simultaneously. Based on the classification as business process-related cues (information, team, task, object cues), we propose mechanisms to accelerate forgetting by eliminating specific cues based on the empirical and theoretical state of the art. We conclude that in intentional organizational change processes, the elimination of cues to accelerate forgetting should be used in change management practices.

Intentional Forgetting in Organizations: The Importance of Eliminating Retrieval Cues for Implementing New Routines

PubMed Central

Kluge, Annette; Gronau, Norbert

2018-01-01

To cope with the already large, and ever increasing, amount of information stored in organizational memory, “forgetting,” as an important human memory process, might be transferred to the organizational context. Especially in intentionally planned change processes (e.g., change management), forgetting is an important precondition to impede the recall of obsolete routines and adapt to new strategic objectives accompanied by new organizational routines. We first comprehensively review the literature on the need for organizational forgetting and particularly on accidental vs. intentional forgetting. We discuss the current state of the art of theory and empirical evidence on forgetting from cognitive psychology in order to infer mechanisms applicable to the organizational context. In this respect, we emphasize retrieval theories and the relevance of retrieval cues important for forgetting. Subsequently, we transfer the empirical evidence that the elimination of retrieval cues leads to faster forgetting to the forgetting of organizational routines, as routines are part of organizational memory. We then propose a classification of cues (context, sensory, business process-related cues) that are relevant in the forgetting of routines, and discuss a meta-cue called the “situational strength” cue, which is relevant if cues of an old and a new routine are present simultaneously. Based on the classification as business process-related cues (information, team, task, object cues), we propose mechanisms to accelerate forgetting by eliminating specific cues based on the empirical and theoretical state of the art. We conclude that in intentional organizational change processes, the elimination of cues to accelerate forgetting should be used in change management practices. PMID:29449821

Cognitions as determinants of (mal)adaptive emotions and emotionally intelligent behavior in an organizational context.

PubMed

Spörrle, Matthias; Welpe, Isabell M; Försterling, Friedrich

2006-01-01

This study applies the theoretical concepts of Rational Emotive Behavior Therapy (REBT; Ellis, 1962, 1994) to the analysis of functional and dysfunctional behaviour and emotions in the workplace and tests central assumptions of REBT in an organizational setting. We argue that Ellis' appraisal theory of emotion sheds light on some of the cognitive and emotional antecedents of emotional intelligence and emotionally intelligent behaviour. In an extension of REBT, we posit that adaptive emotions resulting from rational cognitions reflect more emotional intelligence than maladaptive emotions which result from irrational cognitions, because the former lead to functional behaviour. We hypothesize that semantically similar emotions (e.g. annoyance and rage) lead to different behavioural reactions and have a different functionality in an organizational context. The results of scenario experiments using organizational vignettes confirm the central assumptions of Ellis' appraisal theory and support our hypotheses of a correspondence between adaptive emotions and emotionally intelligent behaviour. Additionally, we find evidence that irrational job-related attitudes result in reduced work (but not life) satisfaction.

Intrinsic motivation and organizational identification among on-demand workers.

PubMed

Rockmann, Kevin W; Ballinger, Gary A

2017-09-01

On-demand firms provide services for clients through a network of on-demand workers ready to complete specific tasks for a set contractual price. Given such on-demand work is defined by payment on short-term contracts with no obligation for continued employment, there is little reason to believe on-demand workers experience more than extrinsic motivation and a transactional relationship with the on-demand firm. However, using self-determination theory, we argue that to the degree that on-demand work fulfills innate psychological needs individual on-demand workers will develop intrinsic motivation, which further leads to organizational identification with the on-demand firm. Across 2 survey-based studies we find support for this path to organizational identification. This adds to the literature on motivation and identification by strengthening the link between individual needs and the individual-organizational relationship. Implications for theory and for the management of on-demand workers are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Multilevel Intervention Research: Lessons Learned and Pathways Forward

PubMed Central

Taplin, Stephen H.; Foster, Mary K.; Fagan, Pebbles; Kaluzny, Arnold D.

2012-01-01

This summary reflects on this monograph regarding multilevel intervention (MLI) research to 1) assess its added value; 2) discuss what has been learned to date about its challenges in cancer care delivery; and 3) identify specific ways to improve its scientific soundness, feasibility, policy relevance, and research agenda. The 12 submitted chapters, and discussion of them at the March 2011 multilevel meeting, were reviewed and discussed among the authors to elicit key findings and results addressing the questions raised at the outset of this effort. MLI research is underrepresented as an explicit focus in the cancer literature but may improve implementation of studies of cancer care delivery if they assess contextual, organizational, and environmental factors important to understanding behavioral and/or system-level interventions. The field lacks a single unifying theory, although several psychological or biological theories are useful, and an ecological model helps conceptualize and communicate interventions. MLI research designs are often complex, involving nonlinear and nonhierarchical relationships that may not be optimally studied in randomized designs. Simulation modeling and pilot studies may be necessary to evaluate MLI interventions. Measurement and evaluation of team and organizational interventions are especially needed in cancer care, as are attention to the context of health-care reform, eHealth technology, and genomics-based medicine. Future progress in MLI research requires greater attention to developing and supporting relevant metrics of level effects and interactions and evaluating MLI interventions. MLI research holds an unrealized promise for understanding how to improve cancer care delivery. PMID:22623606

Cultural Organization: Fragments of a Theory,

DTIC Science & Technology

1983-11-01

34 In B. Staw & L.L. Cummings (eds.) Research in Organization Behavior , Vol. 6, Greenwich, CT: JAI Press, 1963. November, 1982. 0070-11H 0983 TR-11 Bailyn... Behavior . November, 1982. TR-12 Schein, Edgar H. "The Role of the Founder In the Creation of Organizational Culture." Organizational Dynamics, Summer...34 Forthcoming in J. Lorscb (ed.) Handbook of Organizational Behavior , Englewood Cliffs, NJ: Prentice-Hall. May, 1983. TR-20 Van Maanen, John

Accounting for the costs of quality.

PubMed

Suver, J D; Neumann, B R; Boles, K E

1992-09-01

Total quality management (TQM) represents a paradigm shift in the organizational values that shape every aspect of a healthcare provider's activities. The TQM approach to quality management subscribes to the theory that it is not the work of employees of an organization that leads to poor quality; rather, it is the poor design of systems and procedures. In a book recently published by HFMA, Management Accounting for Healthcare Organizations, third edition, authors Suver, Neumann and Boles point out that the changes in behavioral focus and organizational climate brought about by TQM will have a major impact on management accounting function in healthcare organizations. TQM will require new methods of accounting that will enable the effects of declining quality to be recognized and evaluated. It also will require new types of management accounting reports that will identify opportunities for quality improvement and will monitor the effectiveness of quality management endeavors. The following article has been adapted from the book cited above.

Organizational economics and health care markets.

PubMed Central

Robinson, J C

2001-01-01

As health policy emphasizes the use of private sector mechanisms to pursue public sector goals, health services research needs to develop stronger conceptual frameworks for the interpretation of empirical studies of health care markets and organizations. Organizational relationships should not be interpreted exclusively in terms of competition among providers of similar services but also in terms of relationships among providers of substitute and complementary services and in terms of upstream suppliers and downstream distributors. This article illustrates the potential applicability of transactions cost economics, agency theory, and organizational economics more broadly to horizontal and vertical markets in health care. Examples are derived from organizational integration between physicians and hospitals and organizational conversions from nonprofit to for-profit ownership. PMID:11327173

Organizational economics and health care markets.

PubMed

Robinson, J C

2001-04-01

As health policy emphasizes the use of private sector mechanisms to pursue public sector goals, health services research needs to develop stronger conceptual frameworks for the interpretation of empirical studies of health care markets and organizations. Organizational relationships should not be interpreted exclusively in terms of competition among providers of similar services but also in terms of relationships among providers of substitute and complementary services and in terms of upstream suppliers and downstream distributors. This article illustrates the potential applicability of transactions cost economics, agency theory, and organizational economics more broadly to horizontal and vertical markets in health care. Examples are derived from organizational integration between physicians and hospitals and organizational conversions from nonprofit to for-profit ownership.

The Role of Organizational Control Systems in Employees' Organizational Trust and Performance Outcomes.

PubMed

Verburg, Robert M; Nienaber, Ann-Marie; Searle, Rosalind H; Weibel, Antoinette; Den Hartog, Deanne N; Rupp, Deborah E

2018-04-01

This study examined how organizational control is related to employees' organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees' trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee-supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.

The Relationship between Authoritarian Leadership and Employees' Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism.

PubMed

Jiang, Hongyan; Chen, Yang; Sun, Peizhen; Yang, Jun

2017-01-01

This study investigated the relationship between authoritarian leadership and employees' deviant workplace behaviors (DWB), as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees' DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees' DWB.

The Role of Organizational Control Systems in Employees’ Organizational Trust and Performance Outcomes

PubMed Central

Verburg, Robert M.; Nienaber, Ann-Marie; Searle, Rosalind H.; Weibel, Antoinette; Den Hartog, Deanne N.; Rupp, Deborah E.

2017-01-01

This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee–supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed. PMID:29568213

Managing Organizational Conflict: When To Use Collaboration, Bargaining and Power Approaches.

DTIC Science & Technology

A contingency theory for managing conflicts in organizational settings is proposed. Using collaboration, bargaining and power approaches to conflict ... management are all appropriate given certain situations. These situations and the costs and benefits of using a given strategy under varying conditions are discussed.

Teaching International Business Abroad: Paradigms Suggested by Metaphor Theory

ERIC Educational Resources Information Center

Starr-Glass, David

2009-01-01

When International Business (IB) is taught abroad, the educational institution has to decide on organizational issues and educational and teaching paradigms. College and university programs abroad can adopt organizational values and identities similar to the home institution, or adapt to local operating environments. Likewise, educational and…

School District Organization and Student Dropout.

ERIC Educational Resources Information Center

Engelhard, George, Jr.

The purpose of this study was to develop and test a theoretical framework that would examine the structural relationships between select organizational and environmental variables and school district effectiveness in Michigan. The theoretical framework was derived from organizational theory and represents a social-ecological approach to the study…

Transaction Costs, Property Rights, and Organizational Culture: An Exchange Perspective.

ERIC Educational Resources Information Center

Jones, Gareth R.

1983-01-01

Applying the language of exchange theory, this paper analyses how organizational culture emerges out of the institutional arrangements developed to regulate the transactions between members. Transaction costs of social exchange, the characteristics and etiology of those institutional arrangements, and three ideal-typical cultural forms are…

Nursing intellectual capital theory: implications for research and practice.

PubMed

Covell, Christine L; Sidani, Souraya

2013-05-31

Due to rising costs of healthcare, determining how registered nurses and knowledge resources influence the quality of patient care is critical. Studies that have investigated the relationship between nursing knowledge and outcomes have been plagued with conceptual and methodological issues. This has resulted in limited empirical evidence of the impact of nursing knowledge on patient or organizational outcomes. The nursing intellectual capital theory was developed to assist with this area of inquiry. Nursing intellectual capital theory conceptualizes the sources of nursing knowledge available within an organization and delineates its relationship to patient and organizational outcomes. In this article, we review the nursing intellectual capital theory and discuss its implications for research and practice. We explain why the theory shows promise for guiding research on quality work environments and how it may assist with administrative decision-making related to nursing human resource management and continuing professional development.

Beyond strong and weak: rethinking postdictatorship civil societies.

PubMed

Riley, Dylan; Fernández, Juan J

2014-09-01

What is the impact of dictatorships on postdictatorial civil societies? Bottom-up theories suggest that totalitarian dictatorships destroy civil society while authoritarian ones allow for its development. Top-down theories of civil society suggest that totalitarianism can create civil societies while authoritarianism is unlikely to. This article argues that both these perspectives suffer from a one-dimensional understanding of civil society that conflates strength and autonomy. Accordingly we distinguish these two dimensions and argue that totalitarian dictatorships tend to create organizationally strong but heteronomous civil societies, while authoritarian ones tend to create relatively autonomous but organizationally weak civil societies. We then test this conceptualization by closely examining the historical connection between dictatorship and civil society development in Italy (a posttotalitarian case) and Spain (a postauthoritarian one). Our article concludes by reflecting on the implications of our argument for democratic theory, civil society theory, and theories of regime variation.

Facilitators of Organizational Learning in Design

ERIC Educational Resources Information Center

Pham, Ngoc Thuy; Swierczek, Fredric William

2006-01-01

Purpose: The purpose of this paper is to determine the influence of organizational factors such as leadership commitment, incentives and interaction on learning outcomes defined as performance improvement and organizational climate. Design/methodology/approach: Different aspects of knowledge acquisition, sharing and utilization were examined,…

Organizational Communication in Health Care Settings: A Selected Annotated Bibliography.

ERIC Educational Resources Information Center

Taylor, James A.; And Others

This annotated bibliography on health related subjects lists more than 300 items emphasizing the relationships between communication, occupational role, technology, organizational design, and institutional policy. Items are classified (and cross-indexed) according to the following variables: organizational design, policy, communication,…

Complexity, Connections, and Soul-Work

ERIC Educational Resources Information Center

Bloch, Deborah P.

2008-01-01

Organizational theory and personal behaviors are both shaped by contemporary thinking and theories regarding spirituality, history, and the order, shape, and direction of modern culture. Complexity theory, discussed in this article, offers some helpful insights into appreciating the relationships and connections often overlooked in today's…

The impact of nurse empowerment on job satisfaction.

PubMed

Ning, Sun; Zhong, He; Libo, Wang; Qiujie, Li

2009-12-01

This paper is a report of a study conducted to test Kanter's organizational empowerment theoretical model specifying the relationships among demographics, structural empowerment, and job satisfaction. Empowerment has become an increasingly important factor in determining nurses' job satisfaction in current restructured work environments in China. A correlational, cross-sectional design was used to test Kanter's organizational empowerment model with a sample of 650 full-time nurses employed in six Chinese hospitals in 2007, with a response rate of 92% (n = 598). The instruments used were the Demographic Data Questionnaire, Conditions of Work Effectiveness Questionnaire-II, and Job Satisfaction Scale. The three lowest scoring items for Conditions of Work Effectiveness Questionnaire-II were resources, opportunity and informal power. The job satisfaction items revealing most dissatisfaction were workload and compensation, professional promotion, amount of work responsibility, work environments, and organizational policies. A statistically significant positive correlation was found between empowerment and job satisfaction (r = 0.547, P < 0.01). The demographic factors influencing empowerment were work objectives and age. The influencing factors for job satisfaction were work objectives and education level. The results provide support for Kanter's organizational empowerment theory in the Chinese nurse population. Nurses who view their work environments as empowering are more likely to provide high quality care. Enhancing empowerment in a supportive environment would allow nurses to experience satisfaction with their jobs.

Toward a Reconstruction of Organizational Theory: Androcentric Bias in A. H. Maslow's Theory of Human Motivation and Self-Actualization.

ERIC Educational Resources Information Center

Tietze, Irene Nowell; Shakeshaft, Charol

An exploration in the context of feminist science of one theoretical basis of educational administration--Abraham Maslow's theory of human motivation and self-actualization--finds an androcentric bias in Maslow's methodology, philosophical underpinnings, and theory formulation. Maslow's hypothetico-deductive methodology was based on a…

Implications of Leader-Member Exchange Theory and Research for Human Resource Development Research.

ERIC Educational Resources Information Center

Burns, Janet Z.; Otte, Fred L.

1999-01-01

Leader/member exchange theory is proposed as an alternate approach to the study of organizational leadership. Recent research supports the theory but additional development work is needed. The theory seeks to explain how leader/member relationships develop and the behavioral components of leadership relations. Contains 74 references. (Author/JOW)

High-Performance Classrooms for Women? Applying a Relational Frame to Management/Organizational Behavior Courses.

ERIC Educational Resources Information Center

Buttner, E. Holly

2002-01-01

Attributes of relational theory, based on women's development, include preventive connecting, mutual empowering, achieving, and team building. These attributes are compatible with the practices of high performance work organizations. Relational practices should be integrated into management and organizational behavior courses. (Contains 53…

Learning in the Beat: What Influences Environmental Journalists' Perception of Knowledge?

ERIC Educational Resources Information Center

Takahashi, Bruno; Tandoc, Edson C., Jr.

2013-01-01

We conducted a survey of environmental journalists in the United States to explore individual, routine, and organizational influences on perceived knowledge of environmental issues. Using the gatekeeping theory, we found that routine and organizational factors, such as orientation to particular sources and affiliation to an organization, predict…

The Importance of Instrumentality Beliefs in the Prediction of Organizational Citizenship Behavior.

ERIC Educational Resources Information Center

Levy, Paul E.; Haworth, Chera L.

2001-01-01

Using expectancy theory, analysis of data from 113 subjects found that perceptions of procedural justice and the performance appraisal system in organizations interact with organizational citizenship behavior. Those who believe that organizaitonal citizenship behaviors are worthwhile, influenced by direct and indirect rewards, will do more of…

The Evolution of Social and Semantic Networks in Epistemic Communities

ERIC Educational Resources Information Center

Margolin, Drew Berkley

2012-01-01

This study describes and tests a model of scientific inquiry as an evolving, organizational phenomenon. Arguments are derived from organizational ecology and evolutionary theory. The empirical subject of study is an "epistemic community" of scientists publishing on a research topic in physics: the string theoretic concept of…

Activating Generative Learning in Organizations through Optimizing Relational Strategies

ERIC Educational Resources Information Center

Park, Mary Kay

2010-01-01

Using a grounded theory method, this dissertation seeks to discover how relationships impact organizational generative learning. An organization is a socially constructed reality and organizational learning is situated in the process of co-participation. To discover the link between relationships and generative learning this study considers the…

Mid-America Group: A Foundation for Renewal.

ERIC Educational Resources Information Center

Lorenzo, Albert L.; Blanzy, James J.

Drawing from a review of the literature and on-site observations, this paper sets forth a comprehensive framework for organizational renewal within the community college. Part 1 focuses on the adaptation of organizational life cycle theory to community colleges. Building upon a broadened definition of human development and the related hierarchy of…

Applying Case-Based Reasoning in Knowledge Management to Support Organizational Performance

ERIC Educational Resources Information Center

Wang, Feng-Kwei

2006-01-01

Research and practice in human performance technology (HPT) has recently accelerated the search for innovative approaches to supplement or replace traditional training interventions for improving organizational performance. This article examines a knowledge management framework built upon the theories and techniques of case-based reasoning (CBR)…

Ambivalence and Stereotypes Cause Sexual Harassment: A Theory with Implications for Organizational Change.

ERIC Educational Resources Information Center

Fiske, Susan T.; Glick, Peter

1995-01-01

Theorizes that workplace sexual harassment results from the complex interplay of ambivalent motives and gender stereotyping of women and jobs. It argues that ambivalence combines hostile and "benevolent" sexist motives based on paternalism, gender differentiation, and heterosexuality and that organizational context can encourage or discourage the…

Assessment of Idiographic Organizational Climate

ERIC Educational Resources Information Center

Offenberg, Robert M.; Cernius, Vytas

1978-01-01

It was hypothesized that factor analysis and elements of social exchange theory could be used to integrate the different perceptions of individuals who make up an organization. An instrument was administered to the faculties of two schools. The results indicate a promising technique for organizational diagnosis. Available from: JABS Order Dept.,…

Toward a Rhetoric of Change: Reconstructing Image and Narrative in Distressed Organizations.

ERIC Educational Resources Information Center

Faber, Brenton

1998-01-01

Proposes a model of organizational change by describing organizational change as a discursive process, sparked by a rhetorical conflict in an organization's narratives and images. Examines the educational assumptions and theories that structured a training course used by a company that was restructuring and reorganizing. (SG)

Campus Educational Contexts and Civic Participation: Organizational Links to Collective Action

ERIC Educational Resources Information Center

Barnhardt, Cassie L.

2015-01-01

Proponents of civic engagement extol the virtues of the college experience for enhancing students' capacities for democratic participation, yet few studies have examined the organizational contexts of such actions. This article applies theory regarding social movements in organizations to highlight the relationship between campus curricular…

[Managing Community Colleges by Objectives.

ERIC Educational Resources Information Center

Connellan, Thomas K.; Lahti, Robert E.

These two speeches deal with management by objectives (MBO). The first explains the rationale for such a system based on systems theory, surveys and research projects, and research in the field of behavioral sciences. It is a system of organizational leadership that translates organizational goals into specific objectives for organization members…

Leadership through Shared Problem Solving.

ERIC Educational Resources Information Center

Muccigrosso, Robert M.

1980-01-01

The author explains the particular relevance of participatory decision making for the Catholic school administrator, with reference to such organizational theories as McGregor's Theory Y and Maslow's hierarchy of human needs. (Author/SJL)

Sport medicine and sport science practitioners' experiences of organizational change.

PubMed

Wagstaff, C R D; Gilmore, S; Thelwell, R C

2015-10-01

Despite the emergence of and widespread uptake of a growing range of medical and scientific professions in elite sport, such environs present a volatile professional domain characterized by change and unprecedentedly high turnover of personnel. This study explored sport medicine and science practitioners' experiences of organizational change using a longitudinal design over a 2-year period. Specifically, data were collected in three temporally defined phases via 49 semi-structured interviews with 20 sport medics and scientists employed by three organizations competing in the top tiers of English football and cricket. The findings indicated that change occurred over four distinct stages; anticipation and uncertainty, upheaval and realization, integration and experimentation, normalization and learning. Moreover, these data highlight salient emotional, behavioral, and attitudinal experiences of medics and scientists, the existence of poor employment practices, and direct and indirect implications for on-field performance following organizational change. The findings are discussed in line with advances to extant change theory and applied implications for prospective sport medics and scientists, sport organizations, and professional bodies responsible for the training and development of neophyte practitioners. © 2014 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Using managerial role motivation theory to predict career success.

PubMed

Holland, M G; Black, C H; Miner, J B

1987-01-01

Managerial role motivation theory has proved to be useful for understanding executive performance in a wide range of highly structured organizational environments. Consistent results of studies indicate that the theory may be useful for understanding managerial behavior and predicting performance in health care organizations.

Understanding the impact of accreditation on quality in healthcare: A grounded theory approach.

PubMed

Desveaux, L; Mitchell, J I; Shaw, J; Ivers, N M

2017-11-01

To explore how organizations respond to and interact with the accreditation process and the actual and potential mechanisms through which accreditation may influence quality. Qualitative grounded theory study. Organizations who had participated in Accreditation Canada's Qmentum program during January 2014-June 2016. Individuals who had coordinated the accreditation process or were involved in managing or promoting quality. The accreditation process is largely viewed as a quality assurance process, which often feeds in to quality improvement activities if the feedback aligns with organizational priorities. Three key stages are required for accreditation to impact quality: coherence, organizational buy-in and organizational action. These stages map to constructs outlined in Normalization Process Theory. Coherence is established when an organization and its staff perceive that accreditation aligns with the organization's beliefs, context and model of service delivery. Organizational buy-in is established when there is both a conceptual champion and an operational champion, and is influenced by both internal and external contextual factors. Quality improvement action occurs when organizations take purposeful action in response to observations, feedback or self-reflection resulting from the accreditation process. The accreditation process has the potential to influence quality through a series of three mechanisms: coherence, organizational buy-in and collective quality improvement action. Internal and external contextual factors, including individual characteristics, influence an organization's experience of accreditation. © The Author 2017. Published by Oxford University Press in association with the International Society for Quality in Health Care. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com

Factors Influencing the Selection of the Systems Integration Organizational Model Type for Planning and Implementing Government High-Technology Programs

NASA Technical Reports Server (NTRS)

Thomas, Leann; Utley, Dawn

2006-01-01

While there has been extensive research in defining project organizational structures for traditional projects, little research exists to support high technology government project s organizational structure definition. High-Technology Government projects differ from traditional projects in that they are non-profit, span across Government-Industry organizations, typically require significant integration effort, and are strongly susceptible to a volatile external environment. Systems Integration implementation has been identified as a major contributor to both project success and failure. The literature research bridges program management organizational planning, systems integration, organizational theory, and independent project reports, in order to assess Systems Integration (SI) organizational structure selection for improving the high-technology government project s probability of success. This paper will describe the methodology used to 1) Identify and assess SI organizational structures and their success rate, and 2) Identify key factors to be used in the selection of these SI organizational structures during the acquisition strategy process.

Gender, equity, and job satisfaction.

DOT National Transportation Integrated Search

1992-02-01

Although equity theory has served as a theoretical framework applying to most individuals in most situations, empirical research suggests that gender may affect the utility of equity theory in explaining organizational behaviors. Studies have indicat...

Development and Pilot Test of the Workplace Readiness Questionnaire, a Theory-Based Instrument to Measure Small Workplaces' Readiness to Implement Wellness Programs.

PubMed

Hannon, Peggy A; Helfrich, Christian D; Chan, K Gary; Allen, Claire L; Hammerback, Kristen; Kohn, Marlana J; Parrish, Amanda T; Weiner, Bryan J; Harris, Jeffrey R

2017-01-01

To develop a theory-based questionnaire to assess readiness for change in small workplaces adopting wellness programs. In developing our scale, we first tested items via "think-aloud" interviews. We tested the revised items in a cross-sectional quantitative telephone survey. The study setting comprised small workplaces (20-250 employees) in low-wage industries. Decision-makers representing small workplaces in King County, Washington (think-aloud interviews, n = 9), and the United States (telephone survey, n = 201) served as study subjects. We generated items for each construct in Weiner's theory of organizational readiness for change. We also measured workplace characteristics and current implementation of workplace wellness programs. We assessed reliability by coefficient alpha for each of the readiness questionnaire subscales. We tested the association of all subscales with employers' current implementation of wellness policies, programs, and communications, and conducted a path analysis to test the associations in the theory of organizational readiness to change. Each of the readiness subscales exhibited acceptable internal reliability (coefficient alpha range, .75-.88) and was positively associated with wellness program implementation ( p < .05). The path analysis was consistent with the theory of organizational readiness to change, except change efficacy did not predict change-related effort. We developed a new questionnaire to assess small workplaces' readiness to adopt and implement evidence-based wellness programs. Our findings also provide empirical validation of Weiner's theory of readiness for change.

Methods and Tools for Ethical Usability

NASA Astrophysics Data System (ADS)

Kavathatzopoulos, Iordanis; Kostrzewa, Agata; Laaksoharju, Mikael

The objectives of the tutorial are to provide knowledge of basic ethical, psychological and organizational theories that are relevant to consider ethical aspects during design and use of IT systems; knowledge and skills about handling and solving ethical problems in connection with design and use of IT-systems; and skills in using questionnaires, surveys, interviews and the like in connection with software development and IT-use. It contains lectures, workshop and exercises; use of special tools to identify and consider IT ethical issues during planning, construction, installation and use of IT systems; and group exercises where the participants train their ethical skills on IT ethical conflicts and problems. Intended participants are system developers, purchasers, usability experts, academics, HCI teachers.

Family supportive supervisor behaviors and organizational culture: Effects on work engagement and performance.

PubMed

Rofcanin, Yasin; Las Heras, Mireia; Bakker, Arnold B

2017-04-01

Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico (654 subordinates; 134 supervisors) showed that FSSBs influenced work performance through subordinate work engagement. Moreover, the positive association between subordinates' perceptions of FSSBs and work engagement was moderated by family supportive organizational culture. Our results contribute to emerging theories on flexible work arrangements, particularly on family supportive work policies. Moreover, our findings carry practical implications for improving employee work engagement and work performance. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

The Relationship between Authoritarian Leadership and Employees’ Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism

PubMed Central

Jiang, Hongyan; Chen, Yang; Sun, Peizhen; Yang, Jun

2017-01-01

This study investigated the relationship between authoritarian leadership and employees’ deviant workplace behaviors (DWB), as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees’ DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees’ DWB. PMID:28536550

The Effect of Supportive Organizational Leadership, Organizational Socialization, and Satisfaction with Supervision on Turnover as Mediated by Organizational Commitment and Job Satisfaction in Faculty

ERIC Educational Resources Information Center

Lowhorn, Greg L.

2009-01-01

This study utilized a predictive, multivariate research design to test the relationship between three independent variables--supportive organizational leadership, organizational socialization, and satisfaction with supervision--and the dependent variable--turnover intent--as mediated by organizational commitment and job satisfaction. The…

Lost in Translation: Lessons from Counterterrorism for a More Proactive Weapons of Mass Destruction Strategy

DTIC Science & Technology

2017-06-01

organizational language? 3. How does organizational design and structure contribute to (or detract from) CWMD efficacy? 4. What role should DOD—and USSOCOM...role, even blurring the lines between structure and agency. Both the organizational design (or its “ structure ”) and the actions of individuals...initial organizational structure and operational approach entering Iraq in 2003 reflected the traditional military concept of a command, a choice that

An Analysis of Corporate Organizational Development Experience and its Implications for the Future of the Army’s Organizational Effectiveness Program

DTIC Science & Technology

1978-06-01

previous exposures to OD/OE of the participants. A significant benefit of the study in the eyes of the participants was the opportunity to learn firsthand of...of management and development. Before going any further, it will be helpful to explore the potential mapping of management theory and the technology...organizational structure and pro- cesses and when called upon for assistance could be -Ixpected to become productive without time lost in learning culture

Overview of Management Theory

DTIC Science & Technology

1991-02-01

theory orients command leadership for the enormous task of managing organizations in our environment fraught with volatility, uncertainty...performance and organizational ethics. A THEORY OF MANAGEMENT BACKGROUND BASIC MANAGEMENT BEHAVIORAL Definitions FUNCTIONS ASPECTS History Planning Leadership ...the best way to manage in their theory of managerial leadership . To them, the 9,9 position on their model, "is acknowledged by managers as the

Approaches to Human Communication.

ERIC Educational Resources Information Center

Budd, Richard W., Ed.; Ruben, Brent D., Ed.

This anthology of essays approaches human communication from the points of view of: anthropology, art biology, economics, encounter groups, semantics, general system theory, history, information theory, international behavior, journalism, linguistics, mass media, neurophysiology, nonverbal behavior, organizational behavior, philosophy, political…

Entrepreneurship management in health services: an integrative model.

PubMed

Guo, Kristina L

2006-01-01

This research develops an integrated systems model of entrepreneurship management as a method for achieving health care organizational survival and growth. Specifically, it analyzes current health care environment challenges, identifies roles of managers and discusses organizational theories that are relevant to the health care environment, outlines the role of entrepreneurship in health care, and describes the entrepreneurial manager in the entrepreneurial management process to produce desirable organizational outcomes. The study concludes that as current health care environment continues to show intense competition, entrepreneurial managers are responsible for creating innovations, managing change, investing in resources, and recognizing opportunities in the environment to increase organizational viability.

Editorial.

PubMed

Kozlowski, Steve W J

2009-01-01

The Journal of Applied Psychology is the oldest and largest top-tier journal publishing theory and research relevant to industrial and organizational psychology, organizational behavior, and human resources management. The primary emphasis of this journal is the publication of original investigations that advance theoretical understanding and create new knowledge for applied psychology within the broad scope of the organizational sciences. We are primarily interested in publishing empirical research and conceptual articles that enhance understanding of psychological phenomena in human and organizational systems. This editorial also covers the expectations and review process that the Journal of Applied Psychology has for manuscripts submitted to the journal. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Benefiting from Customer and Competitor Knowledge: A Market-Based Approach to Organizational Learning

ERIC Educational Resources Information Center

Hoe, Siu Loon

2008-01-01

Purpose: The purpose of this paper is to review the organizational learning, market orientation and learning orientation concepts, highlight the importance of market knowledge to organizational learning and recommend ways in adopting a market-based approach to organizational learning. Design/methodology/approach: The extant organizational learning…

Does Organizational Forgetting Matter? Organizational Survival for Life Coaching Companies

ERIC Educational Resources Information Center

Aydin, Erhan; Gormus, Alparslan Sahin

2015-01-01

Purpose: The purposes of this paper are to determine the role of organizational forgetting in different type of coaching companies and to determine organizational survival based on both knowledge structure of coaching companies and organizational forgetting with core features of organizations. Design/methodology/approach: Within the context of…

Is burnout static or dynamic? A career transition perspective of employee burnout trajectories.

PubMed

Dunford, Benjamin B; Shipp, Abbie J; Boss, R Wayne; Angermeier, Ingo; Boss, Alan D

2012-05-01

Despite decades of theory and empirical research on employee burnout, its temporal and developmental aspects are still not fully understood. This lack of understanding is problematic because burnout is a dynamic phenomenon and burnout interventions may be improved by a greater understanding of who is likely to experience changes in burnout and when these changes occur. In this article, we advance existing burnout theory by articulating how the 3 burnout dimensions should differ in their pattern of change over time as a result of career transition type: organizational newcomers, internal job changers (e.g., promotions or lateral moves), and organizational insiders (i.e., job incumbents). We tested our model in a broad sample of 2,089 health care employees, with 5 measurement points over 2 years. Using random coefficient modeling, we found that burnout was relatively stable for organizational insiders but slightly dynamic for organizational newcomers and internal job changers. We also found that the dimensions of emotional exhaustion and depersonalization were more sensitive to career transition type than reduced personal accomplishment. Finding some differences among different types of employees as well as the dimensions of burnout may begin to explain longstanding inconsistencies between theory and research regarding the dynamics of burnout, offering directions for future research that address both dynamism and stability. (PsycINFO Database Record (c) 2012 APA, all rights reserved).

Institutions and Organizational Change: Reforming New York City's Public School System

ERIC Educational Resources Information Center

Traver, Amy

2006-01-01

This paper reviews New York City Mayor Michael Bloomberg's education reform agenda, "Children first", in the light of organizational theory. I argue that this reform agenda reflects both coercive and mimetic isomorphism, as Bloomberg uses mayoral control to apply business concepts and practices to New York City's public school system.…

Educational Leadership and Organizational Management: Linking Theories to Practice

ERIC Educational Resources Information Center

Wang, Victor C. X.; Bain, Bernice; Hope, John; Hansman, Catherine A.

2016-01-01

This book is intended for students, leaders and managers who wish to explore the personal relevance and conceptual bases of educational leadership and organizational management and to develop their expertise in this field. It is a book written for both scholars and practitioners. The general public will also appreciate the accessible language in…

It's Different on the Inside: Creating an Organization to Study Organizations

ERIC Educational Resources Information Center

Walls, Celeste M.

2005-01-01

According to Corman (1995), theory and practice are two sides of the same coin. Each is essential for effective function in organizational contexts and effective teaching in organizational communication courses. However, the classroom experience can benefit from increased efforts to provide students with activities that allow them to apply theory…

Future Directions: An Alternate Organizational Lens on Middle-of-the-Road Education Reforms

ERIC Educational Resources Information Center

Mercado-Garcia, Diana

2017-01-01

This essay response critically examines and expands on the arguments put forth by the authors of "Navigating Middle-of-the-Road Reforms through Collaborative Community." Using organizational theory, the paper clarifies questions about the theoretical construct of collaborative community and middle-of-the-road reforms. It concludes by…

Organizations and Local Development: Economic and Demographic Growth among Southern Counties during Reconstruction

ERIC Educational Resources Information Center

Ruef, Martin; Patterson, Kelly

2009-01-01

Under conditions of uncertainty, we predict that development will be tied to the idiosyncrasy of organizational forms represented within local regions. Our investigation applies this theory to data on 342 counties and 43,352 businesses in the U.S. South during Reconstruction, finding support for the thesis that organizational idiosyncrasy…

Women: Managers Stuck in the Middle?

ERIC Educational Resources Information Center

O'Leary, Virginia E.

Promoting women into higher level organizational positions is vital as a social issue and a subject for organizational theory and research. Recently, Henning and Jardin have identified an internal factor that poses a problem to women and their job-related aspirations. The absence of long-term career commitment has been found to inhibit the…

Employability as a New Mission? Organizational Changes in Chinese Vocational Colleges

ERIC Educational Resources Information Center

Yang, Po; Lin, Xiao Ying

2014-01-01

The purpose of this study is to analyze the recent development of Chinese vocational colleges from two perspectives: the adoption of employability as a new institutional mission and organizational changes in six areas. The analysis is based on a multiple-case study. The analytical frameworks are developed from sociological theory and…

Convergence and Differentiation Processes in Swiss Higher Education: An Empirical Analysis

ERIC Educational Resources Information Center

Lepori, Benedetto; Huisman, Jeroen; Seeber, Marco

2014-01-01

The aim of this article is to contribute to the scholarly debate on differentiation processes in higher education, particularly in binary systems. The article builds on recent developments in institutional theory and organizational ecology regarding the nature of "organizational forms," as well as on the mechanisms through which these…

Side-Bet Theory and the Three-Component Model of Organizational Commitment

ERIC Educational Resources Information Center

Powell, Deborah M.; Meyer, John P.

2004-01-01

We tested Becker's (1960) side-bet conceptualization of commitment within the context of Meyer and Allen's (1991) three-component model of organizational commitment. Employees (N=202) from various organizations completed a survey including measures of (a) seven categories of side bets (b) affective, normative, and continuance commitment, and (c)…

The Sanctuary Model of Trauma-Informed Organizational Change

ERIC Educational Resources Information Center

Bloom, Sandra L.; Sreedhar, Sarah Yanosy

2008-01-01

This article features the Sanctuary Model[R], a trauma-informed method for creating or changing an organizational culture. Although the model is based on trauma theory, its tenets have application in working with children and adults across a wide diagnostic spectrum. Originally developed in a short-term, acute inpatient psychiatric setting for…

Managing Knowledge Performance: Testing the Components of a Knowledge Management System on Organizational Performance

ERIC Educational Resources Information Center

Cho, Taejun; Korte, Russell

2014-01-01

The main purpose of the current study is to validate the framework of knowledge management (KM) capabilities created by Gold ("Towards a theory of organizational knowledge management capabilities." Doctoral dissertation, University of North Carolina, Chapel Hill) 2001) in a study of South Korean companies. However, the original framework…

Collective Learning: A Way over the Ridge to a New Organizational Attractor

ERIC Educational Resources Information Center

Backstrom, Tomas

2004-01-01

A theoretical model of collective learning has been developed based on complex systems theory. The need for collective learning is illustrated by an empirical study of an "unsuccessful" organizational-renewal project in a Swedish Telecom firm. The conclusion, using chaordic systems thinking as a diagnostic framework, is that its interior…

Educational Entrepreneurism in Higher Education: A Comparative Case Study of Two Academic Centers within One Land-Grant University

ERIC Educational Resources Information Center

Wilcox, Lori

2009-01-01

This research explored the relationship of educational entrepreneurism and organizational culture in the creation and evolution of academic centers within one Midwestern land-grant university facing resource constraints. Particular attention was given to: (a) synthesizing current entrepreneurial and organizational culture and evolution theory as…

University Leaders' Use of Episodic Power to Support Faculty Community Engagement

ERIC Educational Resources Information Center

O'Meara, KerryAnn; Lounder, Andrew; Hodges, Aleece

2013-01-01

This study explores faculty perceptions of the actions taken by organizational leaders to support the faculty's community engagement. We draw upon Lawrence's (2008) theory of power and agency in organizations to name these strategic actions as episodic power and consider how and why each act taken by organizational leaders mattered to these…

Lessons from the Desert: Integrating Managerial Expertise and Learning for Organizational Transformation

ERIC Educational Resources Information Center

Roth, George

2004-01-01

Reflection upon a field study of a corporate transformation provides insights into the application and integration of organizational learning theory and frameworks with local, corporate knowledge. In the corporate transformation studied this local knowledge came from consumer psychology, marketing campaigns and the use of media. When these ideas…

Five Years of Strategic Environmental Assessment Efforts at a Research University: A Case Study of an Organizational Innovation.

ERIC Educational Resources Information Center

Hearn, James C.; And Others

1993-01-01

The development and five-year history of the University of Minnesota's environmental scanning effort, a strategic approach to institutional management, are discussed. Over time, scanning efforts became less theory-based and failed to become institutionalized. Inherent limitations in the organizational structure and culture of educational…

Science as a Vocation in the 1990s: The Changing Organizational Culture of Academic Science.

ERIC Educational Resources Information Center

Hackett, Edward J.

1990-01-01

There is increased dependence of academic science on external resources with attendant consequences for academic culture. This article suggests a framework for analyzing such changes, viewing culture as a set of axes of variation and drawing upon organizational theory, particularly resource dependence and institutional perspectives, to explain why…

Challenges Confronting the Diversity Professor in Training Corporate America: A Matter of Theoretical or Practical Perspectives.

ERIC Educational Resources Information Center

Chung, Wendy V.

Diversity professionals who specialize in multiculturalism and organizational communication will embrace theories that yield a "managing diversity" approach to achieving organizational diversity. They know that the organization's culture holds the keys to the long-term success of diversity efforts. Diversity programs should be anchored…

F. J. Roethlisberger and the Elusive Phenomena of Organizational Behavior

ERIC Educational Resources Information Center

Vaill, Peter B.

2007-01-01

In 1961, Fritz Roethlisberger, coauthor of the landmark Hawthorne studies, wrote a memorandum sketching his understanding of the nascent field of organizational behavior. The memo's purpose was to discuss the relationships of theory and practice in the field, identifying in particular some of the tensions and contradictions that the field poses…

Expert Recommender: Designing for a Network Organization

NASA Astrophysics Data System (ADS)

Reichling, Tim; Veith, Michael; Wulf, Volker

Recent knowledge management initiatives focus on expertise sharing within formal organizational units and informal communities of practice. Expert recommender systems seem to be a promising tool in support of these initiatives. This paper presents experiences in designing an expert recommender system for a knowledge- intensive organization, namely the National Industry Association (NIA). Field study results provide a set of specific design requirements. Based on these requirements, we have designed an expert recommender system which is integrated into the specific software infrastructure of the organizational setting. The organizational setting is, as we will show, specific for historical, political, and economic reasons. These particularities influence the employees’ organizational and (inter-)personal needs within this setting. The paper connects empirical findings of a long-term case study with design experiences of an expertise recommender system.

Looking behind the Veil: Addressing the Enigma of Leadership.

ERIC Educational Resources Information Center

English, Fenwick W.

This paper claims that leadership, as a topic, has been disguised in behaviorism and obscured by organizational theory and management. The article examines the theories or metanarratives that have dominated educational administration and shows how they have covered and disguised leadership. It argues that the metanarratives--trait theory,…

Transformational Teaching: Connecting the Full-Range Leadership Theory and Graduate Teaching Practice

ERIC Educational Resources Information Center

Kim, Won J.

2012-01-01

Reliable measurements for effective teaching are lacking. In contrast, some theories of leadership (particularly transformational leadership) have been tested and found to have efficacy in a variety of organizational settings. In this study, the full-range leadership theory, which includes transformational leadership, was applied to the…

Using Institutional Theory To Reframe Research on Academic Drift.

ERIC Educational Resources Information Center

Morphew, Christopher C.; Huisman, Jeroen

2002-01-01

Examines patterns of academic drift (a drift toward the structure and norms typical of more prestigious universities) in multiple higher education systems and tests the concept of "isomorphism in organizational fields" as discussed in institutional theory. Argues that the theoretical framework provided by institutional theory presents a useful…

Towards Information Polycentricity Theory--Investigation of a Hospital Revenue Cycle

ERIC Educational Resources Information Center

Singh, Rajendra

2011-01-01

This research takes steps towards developing a new theory of organizational information management based on the ideas that, first, information creates ordering effects in transactions and, second, that there are multiple centers of authority in organizations. The rationale for developing this theory is the empirical observation that hospitals have…

Rube Goldberg Salad System: Teaching Systems Theory in Communication

ERIC Educational Resources Information Center

Linabary, Jasmine R.; Long, Ziyu; Mouton, Ashton; Rao, Ranjani L.; Buzzanell, Patrice M.

2016-01-01

Systems theory has been a staple in organizational communication textbooks since the field's inception (Miller, 2015; Poole, 2014). Nevertheless, the authors' classroom experiences have revealed that systems theory may not seem applicable to students due to its complicated nature. While examples and cases can help students make sense of the…

Evolution and Punctuation of Theories of Educational Expenditure and Student Outcomes.

ERIC Educational Resources Information Center

Marion, Russ; Flanigan, Jack

2001-01-01

Examines whether school-expenditure theory can be described in terms of Thomas Kuhn's punctuated-equilibrium model: long periods of theoretical stasis interspersed with brief periods of revolutionary change. Current researchers, influenced by organizational behavior theories, believe that finding a global money/student outcome relationship is an…

Knowledge translation strategies to improve the use of evidence in public health decision making in local government: intervention design and implementation plan

PubMed Central

2013-01-01

Background Knowledge translation strategies are an approach to increase the use of evidence within policy and practice decision-making contexts. In clinical and health service contexts, knowledge translation strategies have focused on individual behavior change, however the multi-system context of public health requires a multi-level, multi-strategy approach. This paper describes the design of and implementation plan for a knowledge translation intervention for public health decision making in local government. Methods Four preliminary research studies contributed findings to the design of the intervention: a systematic review of knowledge translation intervention effectiveness research, a scoping study of knowledge translation perspectives and relevant theory literature, a survey of the local government public health workforce, and a study of the use of evidence-informed decision-making for public health in local government. A logic model was then developed to represent the putative pathways between intervention inputs, processes, and outcomes operating between individual-, organizational-, and system-level strategies. This formed the basis of the intervention plan. Results The systematic and scoping reviews identified that effective and promising strategies to increase access to research evidence require an integrated intervention of skill development, access to a knowledge broker, resources and tools for evidence-informed decision making, and networking for information sharing. Interviews and survey analysis suggested that the intervention needs to operate at individual and organizational levels, comprising workforce development, access to evidence, and regular contact with a knowledge broker to increase access to intervention evidence; develop skills in appraisal and integration of evidence; strengthen networks; and explore organizational factors to build organizational cultures receptive to embedding evidence in practice. The logic model incorporated these inputs and strategies with a set of outcomes to measure the intervention’s effectiveness based on the theoretical frameworks, evaluation studies, and decision-maker experiences. Conclusion Documenting the design of and implementation plan for this knowledge translation intervention provides a transparent, theoretical, and practical approach to a complex intervention. It provides significant insights into how practitioners might engage with evidence in public health decision making. While this intervention model was designed for the local government context, it is likely to be applicable and generalizable across sectors and settings. Trial registration Australia New Zealand Clinical Trials Register ACTRN12609000953235. PMID:24107358

The influence of time management skill on the curvilinear relationship between organizational citizenship behavior and task performance.

PubMed

Rapp, Adam A; Bachrach, Daniel G; Rapp, Tammy L

2013-07-01

In this research we integrate resource allocation and social exchange perspectives to build and test theory focusing on the moderating role of time management skill in the nonmonotonic relationship between organizational citizenship behavior (OCB) and task performance. Results from matching survey data collected from 212 employees and 41 supervisors and from task performance metrics collected several months later indicate that the curvilinear association between OCB and task performance is significantly moderated by employees' time management skill. Implications for theory and practice are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved.

Hospital board effectiveness: relationships between governing board composition and hospital financial viability.

PubMed Central

Molinari, C; Morlock, L; Alexander, J; Lyles, C A

1993-01-01

OBJECTIVE. Two theories--agency and managerialism--are compared with respect to their usefulness in explaining the role of insiders on the hospital board: whether their participation enhances or impairs board financial decision making. DATA SOURCES/STUDY SETTING. The study used 1985 hospital financial and governing board data for a representative sample of acute care California hospitals. STUDY DESIGN. Relationships were examined cross-sectionally between the presence or absence of insiders on the board and measures of hospital financial viability while controlling for the organizational factors of system affiliation, ownership, size, region, and corporate restructuring. PRINCIPAL FINDINGS. Multiple regression analysis found significant relationships between insider (CEO, medical staff) participation and hospital viability. CONCLUSIONS. These results support the managerial theory of governance by suggesting that the CEO and medical staff provide informational advantages to the hospital governing board. However, the cross-sectional design points to the need for future longitudinal studies in order to sequence these relationships between insider participation and improved hospital viability. PMID:8344824

An Organizational Learning Framework for Patient Safety.

PubMed

Edwards, Marc T

Despite concerted effort to improve quality and safety, high reliability remains a distant goal. Although this likely reflects the challenge of organizational change, persistent controversy over basic issues suggests that weaknesses in conceptual models may contribute. The essence of operational improvement is organizational learning. This article presents a framework for identifying leverage points for improvement based on organizational learning theory and applies it to an analysis of current practice and controversy. Organizations learn from others, from defects, from measurement, and from mindfulness. These learning modes correspond with contemporary themes of collaboration, no blame for human error, accountability for performance, and managing the unexpected. The collaborative model has dominated improvement efforts. Greater attention to the underdeveloped modes of organizational learning may foster more rapid progress in patient safety by increasing organizational capabilities, strengthening a culture of safety, and fixing more of the process problems that contribute to patient harm.

Understanding the Influence of Organizational Culture and Group Dynamics on Organizational Change and Learning

ERIC Educational Resources Information Center

Lucas, Colleen; Kline, Theresa

2008-01-01

Purpose: The purpose of this study is to investigate the relationship between organizational culture, group dynamics, and organizational learning in the context of organizational change. Design/methodology/approach: A case study was used to examine cultural and group level factors that potentially influence groups' learning in the context of…

Growing leaders in a professional membership organization.

PubMed

Shekleton, Maureen E; Preston, John C; Good, Laura E

2010-09-01

This study describes the background, development and delivery of an innovative approach to prepare elected state association leaders for their new leadership roles in their respective state organizations. State-based professional associations face unprecedented threats to scope of practice in the current volatile healthcare environment. In 2009 the American Association of Nurse Anesthetists (AANA) began offering a Leadership Development 'Boot Camp' for all nurse anesthetist state association presidents-elect designed with the intent of providing the participants with information, resources and tools they need in their new role. An organizational assessment examined the philosophy of and need for leadership development across the entire organizational structure. Recommendations from the assessment included the need for intensive leadership development at the state level. A 3-day intensive workshop was designed and implemented. Adult learning theory was used for its development. The success of this programme has lead to its implementation as part of leadership development of the AANA. Nurse managers and elected volunteer leaders in state-based professional associations face similar challenges requiring sound leadership ability. Principles applied to the development of the AANA programme can be applied to leadership development for new nurse managers. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.

The effects of hands-free communication device systems: communication changes in hospital organizations

PubMed Central

Richardson, Joshua E; Ash, Joan S

2010-01-01

Objective To analyze the effects that hands-free communication device (HCD) systems have on healthcare organizations from multiple user perspectives. Design This exploratory qualitative study recruited 26 subjects from multiple departments in two research sites located in Portland, Oregon: an academic medical center and a community hospital. Interview and observation data were gathered January through March, 2007. Measurements Data were analyzed using a grounded theory approach. Because this study was exploratory, data were coded and patterns identified until overall themes ‘emerged’. Results Five themes arose: (1) Communication access—the perception that HCD systems provide fast and efficient communication that supports workflow; (2) Control—social and technical considerations associated with use of an HCD system; (3) Training—processes that should be used to improve use of the HCD system; (4) Organizational change—changes to organizational design and behavior caused by HCD system implementation; and (5) Environment and infrastructure—HCD system use within the context of physical workspaces. Conclusion HCD systems improve communication access but users experience challenges integrating the system into workflow. Effective HCD use depends on how well organizations train users, adapt to changes brought about by HCD systems, and integrate HCD systems into physical surroundings. PMID:20064808

Using organization theory to understand the determinants of effective implementation of worksite health promotion programs.

PubMed

Weiner, Bryan J; Lewis, Megan A; Linnan, Laura A

2009-04-01

The field of worksite health promotion has moved toward the development and testing of comprehensive programs that target health behaviors with interventions operating at multiple levels of influence. Yet, observational and process evaluation studies indicate that such programs are challenging for worksites to implement effectively. Research has identified several organizational factors that promote or inhibit effective implementation of comprehensive worksite health promotion programs. However, no integrated theory of implementation has emerged from this research. This article describes a theory of the organizational determinants of effective implementation of comprehensive worksite health promotion programs. The model is adapted from theory and research on the implementation of complex innovations in manufacturing, education and health care settings. The article uses the Working Well Trial to illustrate the model's theoretical constructs. Although the article focuses on comprehensive worksite health promotion programs, the conceptual model may also apply to other types of complex health promotion programs. An organization-level theory of the determinants of effective implementation of worksite health promotion programs.

On the different "worlds" of intra-organizational knowledge management: Understanding idiosyncratic variation in MNC cross-site knowledge-sharing practices.

PubMed

Kasper, Helmut; Lehrer, Mark; Mühlbacher, Jürgen; Müller, Barbara

2013-02-01

This qualitative field study investigated cross-site knowledge sharing in a small sample of multinational corporations in three different MNC business contexts (global, multidomestic, transnational). The results disclose heterogeneous "worlds" of MNC knowledge sharing, ultimately raising the question as to whether the whole concept of MNC knowledge sharing covers a sufficiently unitary phenomenon to be meaningful. We derive a non-exhaustive typology of MNC knowledge-sharing practices: self-organizing knowledge sharing, technocratic knowledge sharing, and best practice knowledge sharing. Despite its limitations, this typology helps to elucidate a number of issues, including the latent conflict between two disparate theories of MNC knowledge sharing, namely "sender-receiver" and "social learning" theories (Noorderhaven & Harzing, 2009). More generally, we develop the term "knowledge contextualization" to highlight the way that firm-specific organizational features pre-define which knowledge is considered to be of special relevance for intra-organizational sharing.

Measuring organizational effectiveness in information and communication technology companies using item response theory.

PubMed

Trierweiller, Andréa Cristina; Peixe, Blênio César Severo; Tezza, Rafael; Pereira, Vera Lúcia Duarte do Valle; Pacheco, Waldemar; Bornia, Antonio Cezar; de Andrade, Dalton Francisco

2012-01-01

The aim of this paper is to measure the effectiveness of the organizations Information and Communication Technology (ICT) from the point of view of the manager, using Item Response Theory (IRT). There is a need to verify the effectiveness of these organizations which are normally associated to complex, dynamic, and competitive environments. In academic literature, there is disagreement surrounding the concept of organizational effectiveness and its measurement. A construct was elaborated based on dimensions of effectiveness towards the construction of the items of the questionnaire which submitted to specialists for evaluation. It demonstrated itself to be viable in measuring organizational effectiveness of ICT companies under the point of view of a manager through using Two-Parameter Logistic Model (2PLM) of the IRT. This modeling permits us to evaluate the quality and property of each item placed within a single scale: items and respondents, which is not possible when using other similar tools.

Organizational Dimensions of Relationship-centered Care

PubMed Central

Safran, Dana Gelb; Miller, William; Beckman, Howard

2006-01-01

Four domains of relationship have been highlighted as the cornerstones of relationship-centered health care. Of these, clinician-patient relationships have been most thoroughly studied, with a rich empirical literature illuminating significant linkages between clinician-patient relationship quality and a wide range of outcomes. This paper explores the realm of clinician-colleague relationships, which we define to include the full array of relationships among clinicians, staff, and administrators in health care organizations. Building on a stream of relevant theories and empirical literature that have emerged over the past decade, we synthesize available evidence on the role of organizational culture and relationships in shaping outcomes, and posit a model of relationship-centered organizations. We conclude that turning attention to relationship-centered theory and practice in health care holds promise for advancing care to a new level, with breakthroughs in quality of care, quality of life for those who provide it, and organizational performance. PMID:16405711

The strategic management of organizational knowledge exchange related to hospital quality measurement and reporting.

PubMed

Rangachari, Pavani

2008-01-01

CONTEXT/PURPOSE: With the growing momentum toward hospital quality measurement and reporting by public and private health care payers, hospitals face increasing pressures to improve their medical record documentation and administrative data coding accuracy. This study explores the relationship between the organizational knowledge-sharing structure related to quality and hospital coding accuracy for quality measurement. Simultaneously, this study seeks to identify other leadership/management characteristics associated with coding for quality measurement. Drawing upon complexity theory, the literature on "professional complex systems" has put forth various strategies for managing change and turnaround in professional organizations. In so doing, it has emphasized the importance of knowledge creation and organizational learning through interdisciplinary networks. This study integrates complexity, network structure, and "subgoals" theories to develop a framework for knowledge-sharing network effectiveness in professional complex systems. This framework is used to design an exploratory and comparative research study. The sample consists of 4 hospitals, 2 showing "good coding" accuracy for quality measurement and 2 showing "poor coding" accuracy. Interviews and surveys are conducted with administrators and staff in the quality, medical staff, and coding subgroups in each facility. Findings of this study indicate that good coding performance is systematically associated with a knowledge-sharing network structure rich in brokerage and hierarchy (with leaders connecting different professional subgroups to each other and to the external environment), rather than in density (where everyone is directly connected to everyone else). It also implies that for the hospital organization to adapt to the changing environment of quality transparency, senior leaders must undertake proactive and unceasing efforts to coordinate knowledge exchange across physician and coding subgroups and connect these subgroups with the changing external environment.

Maydays and Murphies: A Study of the Effect of Organizational Design, Task, and Stress on Organizational Performance.

ERIC Educational Resources Information Center

Lin, Zhiang; Carley, Kathleen

How should organizations of intelligent agents be designed so that they exhibit high performance even during periods of stress? A formal model of organizational performance given a distributed decision-making environment in which agents encounter a radar detection task is presented. Using this model the performance of organizations with various…

Rapid realist review of the evidence: achieving lasting change when mental health rehabilitation staff undertake recovery-oriented training.

PubMed

Gee, Melanie; Bhanbhro, Sadiq; Cook, Sarah; Killaspy, Helen

2017-08-01

The aim of this study was to identify the factors contributing to lasting change in practice following a recovery-based training intervention for inpatient mental health rehabilitation staff. Staff training may help nurses and other staff groups in inpatient mental health rehabilitative settings to increase their recovery-oriented practice. There are no published reviews on the effectiveness of such training and few long-term evaluations. This review informed a realist evaluation of a specific intervention (GetREAL). Rapid realist review methodology was used to generate and prioritize programme theories. ASSIA, CINAHL, Cochrane Library, Medline, PsycINFO, Scopus, Web of Science and grey literature searches were performed in September 2014-March 2015 with no date restrictions. Stakeholders suggested further documents. GetREAL project documentation was consulted. Programme theory development took place iteratively with literature identification. Stakeholders validated and prioritized emerging programme theories and the prioritized theories were refined using literature case studies. Fifty-one relevant documents fed into 49 programme theories articulating seven mechanisms for lasting change. Prioritized mechanisms were: staff receptiveness to change; and staff feeling encouraged, motivated and supported by colleagues and management to change. Seven programme theories were prioritized and refined using data from four case studies. Lasting change can be facilitated by collaborative action planning, regular collaborative meetings, appointing a change agent, explicit management endorsement and prioritization and modifying organizational structures. Conversely, a challenging organizational climate, or a prevalence of 'change fatigue', may block change. Pre-intervention exploration may help identify any potential barriers to embedding recovery in the organizational culture. © 2016 John Wiley & Sons Ltd.

Organizational climate and culture.

PubMed

Schneider, Benjamin; Ehrhart, Mark G; Macey, William H

2013-01-01

Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research.

Marginal Matters: Exploring the Advancement of LGBTQ-Friendly Changes at a Catholic College in the United States

ERIC Educational Resources Information Center

Jacobson, Seth A.

2017-01-01

Extant scholarship and theory tends to overlook and mis-theorize the role that marginal actors play in organizational change and development. Therefore, this study employed and centered a multidimensional concept of marginality in an in-depth exploration of a specific organizational change and development context: a Roman Catholic College…

Identification of Institutional Genderedness through Organizational Operations: An Analysis of Community College Working Environments

ERIC Educational Resources Information Center

Jones, Stephanie J.; Warnick, Erika M.; Taylor, Colette M.

2015-01-01

Though the number of women employed in the workforce has increased, there continues to be an inequity in employment of women in the highest ranks of community colleges. Guided by gendered organizational theory, the study looked at both overt and covert knowledge of genderedness at community colleges. As one might infer, institutional genderedness…

Beyond Organizational Tinkering: A New View of School Reform. On Balance

ERIC Educational Resources Information Center

Rettig, Perry R.

2004-01-01

American public schools are in clear need of real school reform centered on leadership style and organizational structure. To help bring about such reform, lessons taught by the new sciences and through the lens of critical theory need to be considered. At the beginning of the Industrial Age, businesses organized their burgeoning systems using…

Applying the best available science to fire management: Individual and organizational influences to success

Treesearch

Vita Wright

2012-01-01

Fifty years of scientific literature on human behavior, communication and organizations offers numerous insights into the communication and use of science in the context of public land management. Using diverse but complementary social science theories and methods, I studied individual and organizational influences on the use of science by federal fire managers and...

Expectancy Theory Predictions and Behaviorally Anchored Scales of Motivation: An Empirical Test of Engineers

ERIC Educational Resources Information Center

Ivancevich, John M.

1976-01-01

A behaviorally specific motivational effort rating scale was developed and tested. The organizational specific scale results were examined and compared to those generated from the Landy and Guion scale. It was found that the organizationally specific and engineer relevant scale is a better predictor of two types of expectancies. (Author)

Making Sense of the University Environment in Post-Apartheid South Africa: Administrators in the Executive Management Team

ERIC Educational Resources Information Center

Dominguez-Whitehead, Yasmine

2010-01-01

Higher education in post-apartheid South Africa has experienced a relatively rapid changing landscape (Cloete, Maassen, Fehnel, & Moja, 2006). As such, the organizational environment in which university administrators operate is an increasingly important area of study. This study is grounded in organizational theory and adopts an open systems…

Exploring the Intellectual, Social and Organizational Capitals at LA's Best. CSE Technical Report 714

ERIC Educational Resources Information Center

Huang, Denise; Miyoshi, Judy; La Torre, Deborah; Marshall, Anne; Perez, Patricia; Peterson, Cynthia

2007-01-01

This exploratory study sets out to investigate how LA's BEST, a non-profit after school organization providing services for at-risk students, leverages the organizational, social, and intellectual capitals to enhance student engagement. Six LA's BEST sites were selected to participate in this qualitative study. A grounded theory approach was…

Macro-Environmental Mapping of International Branch Campus Activities of Universities Worldwide. Research & Occasional Paper Series: CSHE.2.14

ERIC Educational Resources Information Center

Kosmützky, Anna; Krücken, Georg

2014-01-01

The paper provides an initial international comparative empirical assessment of international branch campuses (IBCs) worldwide. Building on neo-institutional theory and organizational ecology, it sheds light on the new organizational form by analyzing their founding age of the home university and IBC mortality. Furthermore the paper analyzes the…

Removing the Blinders: Toward an Integrative Model of Organizational Change in Sport and Physical Activity.

ERIC Educational Resources Information Center

Cunningham, George B.

2002-01-01

Discusses the nature of the change process in physical education and sports, presenting a model to incorporate in studies of radical organizational change. The integration of four theories (institutionalism, population ecology, strategic choice, and resource dependence) provides the basis for the model. The paper offers a hypothetical example and…

A Change Management, Systems Thinking, or Organizational Development Approach to the No Child Left Behind Act

ERIC Educational Resources Information Center

Galloway, Dominique L.

2007-01-01

Problems with implementation of the No Child Left Behind Act (NCLB) can be assessed in light of change management theory. Viewing stakeholders collectively as a corporate entity supports employing change management strategies to make the NCLB work. Examining ways that organizational controls and change management can work together points to…

The Influence of Gender Structures on Perceptions of Workplace Culture and Climate. AIR 1998 Annual Forum Paper.

ERIC Educational Resources Information Center

Arnold, Gertrude L.; Peterson, Marvin W.

This study applied feminist organizational theory to explore the effects of gender structure on perceptions of organizational culture and climate. The study used data from a 1994 survey of permanent, noninstructional staff at a major midwestern university (n=4,800). The research sought to determine: (1) whether gender-dominated organizational…

The Cultural Cover-Up of College Athletics: How Organizational Culture Perpetuates an Unrealistic and Idealized Balancing Act

ERIC Educational Resources Information Center

Jayakumar, Uma M.; Comeaux, Eddie

2016-01-01

Using a combined grounded theory and case study methodology, Jayakumar and Comeaux examined the role of organizational culture in shaping the lives of college athletes, particularly related to negotiating dual roles as both student and athlete. Data collection involved 20 interviews with athletes and stakeholders in the affairs of intercollegiate…

Corporate Characteristics, Political Embeddedness and Environmental Pollution by Large U.S. Corporations

ERIC Educational Resources Information Center

Prechel, Harland; Zheng, Lu

2012-01-01

Organizational and environmental sociology contain surprisingly few studies of the corporation as one of the sources of environmental pollution. To fill this gap, we focus on the parent company as the unit of analysis and elaborate environmental theories that focus on the organizational and political-legal causes of pollution. Using a compiled…

A Case Study of Academic Growth in Schools for the Deaf: The Convergence of Educational Policy and Organizational Theory

ERIC Educational Resources Information Center

Virnig, Sean M.

2013-01-01

In this age of educational accountability, public schools are presumed to have the innate organizational capability to meet academic achievement benchmarks. Fair or not, this presumption also extends to schools serving students who are deaf, a population whose academic achievement continues to be unsatisfactory. This dissertation investigated how…

The Power of Organizational Readiness to Boost Success with the 2008 EPAS in Social Work Education

ERIC Educational Resources Information Center

Burney Nissen, Laura

2014-01-01

Social work education is engaged in a significant evolutionary phase of its development, spearheaded by the Council on Social Work Education and the 2008 Educational Policy and Accreditation Standards (EPAS). This article suggests that an organizational change--anchored focus is a little discussed but ultimately important set of theories and…

Leadership, Peer Relationship, and Transformational Organizational Culture: A Relational Approach to a Taiwan College Music Faculty Sample

ERIC Educational Resources Information Center

Ji, Chang-Ho C.; Chuang, Ching-Mien

2012-01-01

This paper explores how leadership and peer relation relate to the propensity of college music departments to develop transformational organizational culture. Our theory of relational leadership and peer relation has initially allowed us to formulate expectations for the affirmative impacts of professional and personal leadership and peer relation…

Adventure Racing and Organizational Behavior: Using Eco Challenge Video Clips to Stimulate Learning

ERIC Educational Resources Information Center

Kenworthy-U'Ren, Amy; Erickson, Anthony

2009-01-01

In this article, the Eco Challenge race video is presented as a teaching tool for facilitating theory-based discussion and application in organizational behavior (OB) courses. Before discussing the intricacies of the video series itself, the authors present a pedagogically based rationale for using reality TV-based video segments in a classroom…

A Measure of Toxicity: The Challenge of Employee Fit in Organizational Change

ERIC Educational Resources Information Center

Mize, Nicolas G.

2016-01-01

Principal Vanessa Sanchez assumed leadership of a high-need, high-poverty urban school with a mandate from the district superintendent to change the school culture and to build an instructional team aligned to the principal's theory of change. The central dilemma of the case is how to lead organizational change while managing interpersonal…

Increasing organizational energy conservation behaviors: Comparing the theory of planned behavior and reasons theory for identifying specific motivational factors to target for change

NASA Astrophysics Data System (ADS)

Finlinson, Scott Michael

Social scientists frequently assess factors thought to underlie behavior for the purpose of designing behavioral change interventions. Researchers commonly identify these factors by examining relationships between specific variables and the focal behaviors being investigated. Variables with the strongest relationships to the focal behavior are then assumed to be the most influential determinants of that behavior, and therefore often become the targets for change in a behavioral change intervention. In the current proposal, multiple methods are used to compare the effectiveness of two theoretical frameworks for identifying influential motivational factors. Assessing the relative influence of all factors and sets of factors for driving behavior should clarify which framework and methodology is the most promising for identifying effective change targets. Results indicated each methodology adequately predicted the three focal behaviors examined. However, the reasons theory approach was superior for predicting factor influence ratings compared to the TpB approach. While common method variance contamination had minimal impact on the results or conclusions derived from the present study's findings, there were substantial differences in conclusions depending on the questionnaire design used to collect the data. Examples of applied uses of the present study are discussed.

Applying Classical Ethical Theories to Ethical Decision Making in Public Relations: Perrier's Product Recall.

ERIC Educational Resources Information Center

Pratt, Cornelius B.

1994-01-01

Links ethical theories to the management of the product recall of the Perrier Group of America. Argues for a nonsituational theory-based eclectic approach to ethics in public relations to enable public relations practitioners, as strategic communication managers, to respond effectively to potentially unethical organizational actions. (SR)

How Settings Change People: Applying Behavior Setting Theory to Consumer-Run Organizations

ERIC Educational Resources Information Center

Brown, Louis D.; Shepherd, Matthew D.; Wituk, Scott A.; Meissen, Greg

2007-01-01

Self-help initiatives stand as a classic context for organizational studies in community psychology. Behavior setting theory stands as a classic conception of organizations and the environment. This study explores both, applying behavior setting theory to consumer-run organizations (CROs). Analysis of multiple data sets from all CROs in Kansas…

The Expansion of Two-Year Colleges: Tests of Institutional and Political Economy Theories in a Dynamic Model.

ERIC Educational Resources Information Center

Blau, Judith R.; And Others

Traditional theoretical explanations for the rate of expansion of educational institutions have included the "organizational ecology" model of new foundings as a function of population density, the "institutional theory" argument that foundings are responsive to societal/consumer demand, and theories of political economy which describe foundings…

Leader-Member Exchange Theory in Higher and Distance Education

ERIC Educational Resources Information Center

Power, Robert Leo

2013-01-01

Unlike many other prominent leadership theories, leader-member exchange (LMX) theory does not focus on the specific characteristics of an effective organizational leader. Rather, LMX focuses on the nature and quality of the relationships between a leader and his or her individual subordinates. The ideal is for a leader to develop as many…

The New Technology and Educational Reform: Guidelines for School Administrators.

ERIC Educational Resources Information Center

Matthews, Mark; Karr-Kidwell, PJ

This paper presents the results of a literature review on educational methodology reforms. The first section discusses five factors in broad-based school reforms: change theory; organizational theory; state/national politics; local politics/governance; and leadership theory. Five types of reforms for school-wide success are described in the second…

The Graduate School and Its Organizational Structure: A Contingency Theory Approach.

ERIC Educational Resources Information Center

Sanford, Judith Babcock

Contingency theory, the formal structure of graduate schools, and the applicability of contingency variables to graduate schools as organizations are examined. Contingency theory is based on an open systems concept that views an organization as composed of many interdependent parts that are interacting with one another. It also holds that under…

The role of institutional design and organizational practice for health financing performance and universal coverage.

PubMed

Mathauer, Inke; Carrin, Guy

2011-03-01

Many low- and middle income countries heavily rely on out-of-pocket health care expenditure. The challenge for these countries is how to modify their health financing system in order to achieve universal coverage. This paper proposes an analytical framework for undertaking a systematic review of a health financing system and its performance on the basis of which to identify adequate changes to enhance the move towards universal coverage. The distinctive characteristic of this framework is the focus on institutional design and organizational practice of health financing, on which health financing performance is contingent. Institutional design is understood as formal rules, namely legal and regulatory provisions relating to health financing; organizational practice refers to the way organizational actors implement and comply with these rules. Health financing performance is operationalized into nine generic health financing performance indicators. Inadequate performance can be caused by six types of bottlenecks in institutional design and organizational practice. Accordingly, six types of improvement measures are proposed to address these bottlenecks. The institutional design and organizational practice of a health financing system can be actively developed, modified or strengthened. By understanding the incentive environment within a health financing system, the potential impacts of the proposed changes can be anticipated. Copyright © 2010 Elsevier Ireland Ltd. All rights reserved.

Promoting physical therapists’ of research evidence to inform clinical practice: part 1 - theoretical foundation, evidence, and description of the PEAK program

PubMed Central

2014-01-01

Background There is a need for theoretically grounded and evidence-based interventions that enhance the use of research evidence in physical therapist practice. This paper and its companion paper introduce the Physical therapist-driven Education for Actionable Knowledge translation (PEAK) program, an educational program designed to promote physical therapists’ integration of research evidence into clinical decision-making. The pedagogical foundations for the PEAK educational program include Albert Bandura’s social cognitive theory and Malcolm Knowles’s adult learning theory. Additionally, two complementary frameworks of knowledge translation, the Promoting Action on Research Implementation in Health Services (PARiHS) and Knowledge to Action (KTA) Cycle, were used to inform the organizational elements of the program. Finally, the program design was influenced by evidence from previous attempts to facilitate the use of research in practice at the individual and organizational levels. Discussion The 6-month PEAK program consisted of four consecutive and interdependent components. First, leadership support was secured and electronic resources were acquired and distributed to participants. Next, a two-day training workshop consisting of didactic and small group activities was conducted that addressed the five steps of evidence based practice. For five months following the workshop, participants worked in small groups to review and synthesize literature around a group-selected area of common clinical interest. Each group contributed to the generation of a “Best Practices List” - a list of locally generated, evidence-based, actionable behaviors relevant to the groups’ clinical practice. Ultimately, participants agreed to implement the Best Practices List in their clinical practice. Summary This, first of two companion papers, describes the underlying pedagogical theories, knowledge translation frameworks, and research evidence used to derive the PEAK program – an educational program designed to promote the use of research evidence to inform physical therapist practice. The four components of the program are described in detail. The companion paper reports the results of a mixed methods feasibility analysis of this complex educational intervention. PMID:24965501

Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation.

PubMed

Walumbwa, Fred O; Hartnell, Chad A; Oke, Adegoke

2010-05-01

This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. PsycINFO Database Record (c) 2010 APA, all rights reserved.

A multilevel perspective on faultlines: Differentiating the effects between group- and organizational-level faultlines.

PubMed

Bezrukova, Katerina; Spell, Chester S; Caldwell, David; Burger, Jerry M

2016-01-01

Integrating the literature on faultlines, conflict, and pay, we drew on the basic principles of multilevel theory and differentiated between group- and organizational-level faultlines to introduce a novel multilevel perspective on faultlines. Using multisource, multilevel data on 30 Major League Baseball (MLB) teams, we found that group-level faultlines were negatively associated with group performance, and that internally focused conflict exacerbated but externally focused conflict mitigated this effect. Organizational-level faultlines were negatively related to organizational performance, and were most harmful in organizations with high levels of compensation. Implications for groups and teams in the sports/entertainment and other industries are discussed. (c) 2016 APA, all rights reserved).

Quality assurance and organizational effectiveness in hospitals.

PubMed Central

Hetherington, R W

1982-01-01

The purpose of this paper is to explore some aspects of a general theoretical model within which research on the organizational impacts of quality assurance programs in hospitals may be examined. Quality assurance is conceptualized as an organizational control mechanism, operating primarily through increased formalization of structures and specification of procedures. Organizational effectiveness is discussed from the perspective of the problem-solving theory of organizations, wherein effective organizations are those which maintain at least average performance in all four system problem areas simultaneously (goal-attainment, integration, adaptation and pattern-maintenance). It is proposed that through the realization of mutual benefits for both professionals and the bureaucracy, quality assurance programs can maximize such effective performance in hospitals. PMID:7096096

Organizing for teamwork in healthcare: an alternative to team training?

PubMed

Rydenfält, Christofer; Odenrick, Per; Larsson, Per Anders

2017-05-15

Purpose The purpose of this paper is to explore how organizational design could support teamwork and to identify organizational design principles that promote successful teamwork. Design/methodology/approach Since traditional team training sessions take resources away from production, the alternative approach pursued here explores the promotion of teamwork by means of organizational design. A wide and pragmatic definition of teamwork is applied: a team is considered to be a group of people that are set to work together on a task, and teamwork is then what they do in relation to their task. The input - process - output model of teamwork provides structure to the investigation. Findings Six teamwork enablers from the healthcare team literature - cohesion, collaboration, communication, conflict resolution, coordination, and leadership - are discussed, and the organizational design measures required to implement them are identified. Three organizational principles are argued to facilitate the teamwork enablers: team stability, occasions for communication, and a participative and adaptive approach to leadership. Research limitations/implications The findings could be used as a foundation for intervention studies to improve team performance or as a framework for evaluation of existing organizations. Practical implications By implementing these organizational principles, it is possible to achieve many of the organizational traits associated with good teamwork. Thus, thoughtful organization for teamwork can be used as an alternative or complement to the traditional team training approach. Originality/value With regards to the vast literature on team training, this paper offers an alternative perspective on how to improve team performance in healthcare.

Facilitating Organizational Learning in the Russian Business Context

ERIC Educational Resources Information Center

Molodchik, Mariia; Jardon, Carlos

2015-01-01

Purpose: The paper aims to identify particular traits of the Russian context which condition two key enablers of organizational learning--organizational culture and transformational leadership. Design/methodology/approach: Drawing on a literature review, the study determines management challenges by implementation of organizational learning in the…

Small Business Leadership and Organizational Culture, Job Satisfaction and Performance: Correlational Research

ERIC Educational Resources Information Center

Frazier, Eugene

2013-01-01

This study investigated the relationship among organizational leadership styles (criterion variables), organizational culture, and employee job satisfaction, and organizational performance (predictor variables). The study research method was the quantitative method using a correlational research design that investigated the relationship among the…

Improvement of Organizational Performance and Instructional Design: An Analogy Based on General Principles of Natural Information Processing Systems

ERIC Educational Resources Information Center

Darabi, Aubteen; Kalyuga, Slava

2012-01-01

The process of improving organizational performance through designing systemic interventions has remarkable similarities to designing instruction for improving learners' performance. Both processes deal with subjects (learners and organizations correspondingly) with certain capabilities that are exposed to novel information designed for producing…

23 CFR 636.116 - What organizational conflict of interest requirements apply to design-build projects?

Code of Federal Regulations, 2011 CFR

2011-04-01

... apply to design-build projects? 636.116 Section 636.116 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION ENGINEERING AND TRAFFIC OPERATIONS DESIGN-BUILD CONTRACTING General § 636.116 What organizational conflict of interest requirements apply to design-build projects? (a) State...

23 CFR 636.116 - What organizational conflict of interest requirements apply to design-build projects?

Code of Federal Regulations, 2014 CFR

2014-04-01

... apply to design-build projects? 636.116 Section 636.116 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION ENGINEERING AND TRAFFIC OPERATIONS DESIGN-BUILD CONTRACTING General § 636.116 What organizational conflict of interest requirements apply to design-build projects? (a) State...

23 CFR 636.116 - What organizational conflict of interest requirements apply to design-build projects?

Code of Federal Regulations, 2012 CFR

2012-04-01

... apply to design-build projects? 636.116 Section 636.116 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION ENGINEERING AND TRAFFIC OPERATIONS DESIGN-BUILD CONTRACTING General § 636.116 What organizational conflict of interest requirements apply to design-build projects? (a) State...

23 CFR 636.116 - What organizational conflict of interest requirements apply to design-build projects?

Code of Federal Regulations, 2013 CFR

2013-04-01

... apply to design-build projects? 636.116 Section 636.116 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION ENGINEERING AND TRAFFIC OPERATIONS DESIGN-BUILD CONTRACTING General § 636.116 What organizational conflict of interest requirements apply to design-build projects? (a) State...

Air Force Nuclear Enterprise Organization: A Case Study

DTIC Science & Technology

2016-09-15

will improve the performance of the AFNE. Based on analysis of commercial and industrial business models, what organizational structure , or...Business Dictionary 2015). Organizational structures will be developed based on decisions made with regards to design. The core of an...work flows. Based on design parameter decisions, senior leaders will establish an organizational structure that includes the layout of the

Testing Karasek's Demands-Control Model in restructured healthcare settings: effects of job strain on staff nurses' quality of work life.

PubMed

Laschinger, H K; Finegan, J; Shamian, J; Almost, J

2001-05-01

Job strain among staff nurses has become an increasingly important concern in relationship to employee performance and commitment to the organization in current restructured healthcare settings. The purpose of this study was to test Karasek's Demands-Control Model of job strain by examining the extent to which the degree of job strain in nursing work environments affects staff nurses' perceptions of structural and psychological empowerment, work satisfaction, and organizational commitment. A predictive, nonexperimental design was used to test these relationships in a random sample of 404 Canadian staff nurses. Karasek's Job Content Questionnaire, the Conditions of Work Effectiveness Questionnaire-II, Spreitzer's Psychological Empowerment Questionnaire, Meyer and Allen's Organizational Commitment Questionnaire, and the Global Satisfaction Scale were used to measure the major study variables. Nurses with higher level of job strain were found to be significantly more empowered, more committed to the organization, and more satisfied with their work. Support for Karasek's Demands/Control theory was established in this study.

Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.

ERIC Educational Resources Information Center

Pardee, Ronald L.

Job satisfaction, motivation, and reward systems are included in one area of organizational theory. The strongest influence in this area is motivation because it overlaps into both of the other two components. A review of the classical literature on motivation reveals four major theory areas: (1) Maslow's Hierarchy of Needs; (2) Herzberg's…

Predictors of Organizational Commitment among Staff in Assisted Living

ERIC Educational Resources Information Center

Sikorska-Simmons, Elzbieta

2005-01-01

Purpose: This study examines the role of organizational culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commitment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover. Design and Methods: Data were collected…

The Zone of Inertia: Absorptive Capacity and Organizational Change

ERIC Educational Resources Information Center

Godkin, Lynn

2010-01-01

Purpose: The purpose of this paper is to describe how interruptions in organizational learning effect institutional absorptive capacity and contribute to organizational inertia. Design/methodology/approach: An exploratory model is presented as a heuristic to describe how interruptions in organizational learning affect absorptive capacity.…

Conservation of resources theory and research use in health systems.

PubMed

Alvaro, Celeste; Lyons, Renée F; Warner, Grace; Hobfoll, Stevan E; Martens, Patricia J; Labonté, Ronald; Brown, Richard E

2010-10-20

Health systems face challenges in using research evidence to improve policy and practice. These challenges are particularly evident in small and poorly resourced health systems, which are often in locations (in Canada and globally) with poorer health status. Although organizational resources have been acknowledged as important in understanding research use resource theories have not been a focus of knowledge translation (KT) research. What resources, broadly defined, are required for KT and how does their presence or absence influence research use?In this paper, we consider conservation of resources (COR) theory as a theoretical basis for understanding the capacity to use research evidence in health systems. Three components of COR theory are examined in the context of KT. First, resources are required for research uptake. Second, threat of resource loss fosters resistance to research use. Third, resources can be optimized, even in resource-challenged environments, to build capacity for KT. A scan of the KT literature examined organizational resources needed for research use. A multiple case study approach examined the three components of COR theory outlined above. The multiple case study consisted of a document review and key informant interviews with research team members, including government decision-makers and health practitioners through a retrospective analysis of four previously conducted applied health research studies in a resource-challenged region. The literature scan identified organizational resources that influence research use. The multiple case study supported these findings, contributed to the development of a taxonomy of organizational resources, and revealed how fears concerning resource loss can affect research use. Some resources were found to compensate for other resource deficits. Resource needs differed at various stages in the research use process. COR theory contributes to understanding the role of resources in research use, resistance to research use, and potential strategies to enhance research use. Resources (and a lack of them) may account for the observed disparities in research uptake across health systems. This paper offers a theoretical foundation to guide further examination of the COR-KT ideas and necessary supports for research use in resource-challenged environments.

Conservation of resources theory and research use in health systems

PubMed Central

2010-01-01

Background Health systems face challenges in using research evidence to improve policy and practice. These challenges are particularly evident in small and poorly resourced health systems, which are often in locations (in Canada and globally) with poorer health status. Although organizational resources have been acknowledged as important in understanding research use resource theories have not been a focus of knowledge translation (KT) research. What resources, broadly defined, are required for KT and how does their presence or absence influence research use? In this paper, we consider conservation of resources (COR) theory as a theoretical basis for understanding the capacity to use research evidence in health systems. Three components of COR theory are examined in the context of KT. First, resources are required for research uptake. Second, threat of resource loss fosters resistance to research use. Third, resources can be optimized, even in resource-challenged environments, to build capacity for KT. Methods A scan of the KT literature examined organizational resources needed for research use. A multiple case study approach examined the three components of COR theory outlined above. The multiple case study consisted of a document review and key informant interviews with research team members, including government decision-makers and health practitioners through a retrospective analysis of four previously conducted applied health research studies in a resource-challenged region. Results The literature scan identified organizational resources that influence research use. The multiple case study supported these findings, contributed to the development of a taxonomy of organizational resources, and revealed how fears concerning resource loss can affect research use. Some resources were found to compensate for other resource deficits. Resource needs differed at various stages in the research use process. Conclusions COR theory contributes to understanding the role of resources in research use, resistance to research use, and potential strategies to enhance research use. Resources (and a lack of them) may account for the observed disparities in research uptake across health systems. This paper offers a theoretical foundation to guide further examination of the COR-KT ideas and necessary supports for research use in resource-challenged environments. PMID:20961445

"Keeping our mission, changing our system": translation and organizational change in natural foods co-ops.

PubMed

Haedicke, Michael A

2012-01-01

Institutional theory has played a central role in the study of organizations for over half a century, but it often overlooks the actions of the people who bring organizations to life. This article advances an inhabited approach to institutional analysis that foregrounds the creativity of organizational members. It argues that people use local cultures to translate and respond to institutional pressures. The article analyzes qualitative data from countercultural co-op stores that have been pushed to conform to mainstream forms of business organization by a competitive market and demonstrates that translation explains why outcomes that institutional theory would not predict have come to pass.

Is political behavior a viable coping strategy to perceived organizational politics? Unveiling the underlying resource dynamics.

PubMed

Sun, Shuhua; Chen, Huaizhong

2017-10-01

[Correction Notice: An Erratum for this article was reported in Vol 102(10) of Journal of Applied Psychology (see record 2017-34254-001). In the article, Table 1 contained a formatting error. Correlation coefficient values in the last four cells of column 6 were misplaced with correlation coefficient values in the last four cells of column 7. All versions of this article have been corrected.] We conduct a theory-driven empirical investigation on whether political behavior, as a coping strategy to perceived organizational politics, creates resource trade-offs in moderating the relationship between perceived organizational politics and task performance. Drawing on conservation of resources theory, we hypothesize that political behavior mitigates the adverse effect of perceived organizational politics on task performance via psychological empowerment, yet exacerbates its adverse effect on task performance via emotional exhaustion. Three-wave multisource data from a sample of 222 employees and their 75 supervisors were collected for hypothesis testing. Findings supported our hypotheses. Our study enhances understandings of the complex resource dynamics of using political behavior to cope with perceived organizational politics and highlights the need to move stress-coping research from a focus on the stress-buffering effect of coping on outcomes to a focus on the underlying competing resource dynamics. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Community-based implementation and effectiveness in a randomized trial of a risk reduction intervention for HIV-serodiscordant couples: study protocol.

PubMed

Hamilton, Alison B; Mittman, Brian S; Williams, John K; Liu, Honghu H; Eccles, Alicia M; Hutchinson, Craig S; Wyatt, Gail E

2014-06-20

The HIV/AIDS epidemic continues to disproportionately affect African American communities in the US, particularly those located in urban areas. Despite the fact that HIV is often transmitted from one sexual partner to another, most HIV prevention interventions have focused only on individuals, rather than couples. This five-year study investigates community-based implementation, effectiveness, and sustainability of 'Eban II,' an evidence-based risk reduction intervention for African-American heterosexual, serodiscordant couples. This hybrid implementation/effectiveness implementation study is guided by organizational change theory as conceptualized in the Texas Christian University Program Change Model (PCM), a model of phased organizational change from exposure to adoption, implementation, and sustainability. The primary implementation aims are to assist 10 community-based organizations (CBOs) to implement and sustain Eban II; specifically, to partner with CBOs to expose providers to the intervention; facilitate its adoption, implementation and sustainment; and to evaluate processes and determinants of implementation, effectiveness, fidelity, and sustainment. The primary effectiveness aim is to evaluate the effect of Eban II on participant (n = 200 couples) outcomes, specifically incidents of protected sex and proportion of condom use. We will also determine the cost-effectiveness of implementation, as measured by implementation costs and potential cost savings. A mixed methods evaluation will examine implementation at the agency level; staff members from the CBOs will complete baseline measures of organizational context and climate, while key stakeholders will be interviewed periodically throughout implementation. Effectiveness of Eban II will be assessed using a randomized delayed enrollment (waitlist) control design to evaluate the impact of treatment on outcomes at posttest and three-month follow-up. Multi-level hierarchical modeling with a multi-level nested structure will be used to evaluate the effects of agency- and couples-level characteristics on couples-level outcomes (e.g., condom use). This study will produce important information regarding the value of the Eban II program and a theory-guided implementation process and tools designed for use in implementing Eban II and other evidence-based programs in demographically diverse, resource-constrained treatment settings. NCT00644163.

General Contingency Theory of Organizations: An Alternative to Open Systems Theory.

DTIC Science & Technology

1982-08-01

genetic and mechanical open systems. We have recently proposed a general contingency theory (GCT) of management (Luthans and Stewart, 1977) which promises...developed in response to the need for an integrative theory of management that incorporates the environment (in the open systems sense. and begins to... management and desired performance out- comes. We will show that the GCT matrix can lead to organizational effec- tiveness. The Theory as a Basis for More

Managerial Activity Analysis via Mintzberg’s Role Theory: The Effects of Person and Organizational Variables.

DTIC Science & Technology

1985-12-01

roles as discussed in the next chapter. Need for Achievement Need theories of motivation have existed for years. Ivancevich et al classify these theories...permanent changes in behavior occur through reinforcement. The achievement approach to motivation is a content theory approach to motivation. Ivancevich et...universally. Several categories of leadership theories exist. Ivancevich et al categorized these as trait, behavioral, and situational (1977, p. 274

The relative merits of lean, enriched, and empowered offices: an experimental examination of the impact of workspace management strategies on well-being and productivity.

PubMed

Knight, Craig; Haslam, S Alexander

2010-06-01

Principles of lean management encourage managers to exert tight control over office space and the people within it. Alternative, design-led approaches promote the value of offices that are enriched, particularly by plants and art. On the basis of a social identity perspective, we argue that both of these approaches may compromise organizational outcomes by disempowering workers and failing to give them input into the design of their office space. This hypothesis is tested in two experiments (ns = 112, 47). The first was conducted in an interior office in a psychology department, the second in a commercial city office. In 4 independent conditions we examine the impact of space management strategies in which the office is either (a) lean, (b) decorated by the experimenter (with plants and art), (c) self-decorated, or (d) self-decorated and then redecorated by the experimenter. We examine the impact of these conditions on organizational identification, well-being, and various forms of productivity (attention to detail, information processing, information management, and organizational citizenship). In both experiments, superior outcomes are observed when offices are decorated rather than lean. However, further improvements in well-being and productivity are observed when workers have input into office decoration. Moreover, these effects are attenuated if this input is overridden. Implications for theory and practice are discussed. In particular, findings point to the need to question assumptions about the merits of lean office space management that have been dominant throughout the last century. PsycINFO Database Record (c) 2010 APA, all rights reserved.

Activity Systems, Information Sharing and the Development of Organizational Knowledge in Two Finnish Firms: An Exploratory Study Using Activity Theory

ERIC Educational Resources Information Center

Widén-Wulff, Gunilla; Davenport, Elisabeth

2007-01-01

Introduction: In this paper, we discuss the link between information sharing and organizational knowledge production in two very different organizations; a company that handles insurance claims and a small, entrepreneurial hi-tech company. We suggest that this link has not been adequately addressed by studies of information behaviour, though a…

Organizational Communication in Emergencies: Using Multiple Channels and Sources to Combat Noise and Capture Attention

ERIC Educational Resources Information Center

Stephens, Keri K.; Barrett, Ashley K.; Mahometa, Michael J.

2013-01-01

This study relies on information theory, social presence, and source credibility to uncover what best helps people grasp the urgency of an emergency. We surveyed a random sample of 1,318 organizational members who received multiple notifications about a large-scale emergency. We found that people who received 3 redundant messages coming through at…

Applying the best available science to fire management: Individual and organizational influences to success (Abstract)

Treesearch

Vita Wright

2012-01-01

Fifty years of scientific literature on human behavior, communication and organizations offers numerous insights into the communication and use of science in the context of public land management. Using diverse but complementary social science theories and methods, I studied individual and organizational influences on the use of science by federal fire managers and...

Psychic Energy and Organizational Change. Administrative and Policy Studies Series, Vol. 1.

ERIC Educational Resources Information Center

White, Orion, Jr.

An effort is made at defining the lessons of the sixties as they relate to the understanding of processes of social and organizational change. This essay examines the theory of change that emerged in the sixties, describes how the current condition in the United States indicates the wrongness of this view, and suggests a reformulation based on a…

An Examination of Organizational Fluidity and Workplace Quality in a Community College Setting: An Internal Multi-Stakeholder Perspective

ERIC Educational Resources Information Center

Porter, Catherine L.

2013-01-01

Community colleges today are experiencing monumental shifts in their operating environments. Some of these changes are known, but many of them are not. They include shifts in curriculum, funding, and societal expectation to name a few. Through the constructs of high quality work environment and organizational fluidity theory, this research…

Resilience in Change: Positive Perspectives on the Dynamics of Change in Early Childhood Systems

ERIC Educational Resources Information Center

Douglass, Anne

2016-01-01

Change is a central feature of the early care and education landscape today. Much of the research on educational change focuses on the negative or challenging aspects of change. This study employed a critical theory framework from the organizational sciences field, positive organizational scholarship, to offer a new way of thinking about change in…

A theory of expert leadership (TEL) in psychiatry.

PubMed

Goodall, Amanda H

2016-06-01

Leaders' technical competence - 'expert knowledge' - has been shown in many settings to be associated with better organizational performance. In universities, for example, there is longitudinal evidence that research-focused scholars make the best leaders; results from a hospital study show that doctors instead of professional managers are most closely associated with the best performing institutions. To explain these patterns, and raise hypotheses, a theory of expert leadership (TEL) has been developed that might explain these patterns. In this paper the framework for expert leadership is applied to psychiatry. The TEL proposes that psychiatric leaders, as opposed to non-expert managers, improve organizational performance through several channels. First, experts' knowledge influences organizational strategy. Second, having been 'one of them', a psychiatrist understands how to create the optimal work environment for psychiatric teams, through appropriate goal-setting, evaluation and support. These factors are positively associated with workers' wellbeing and performance. Third, exceptional psychiatrist-leaders are likely to set high standards for hiring. Fourth, leaders' credibility extends their influence among core workers, and also signals organizational priorities to stakeholders. Finally, a necessary prerequisite of TEL is that expert leaders have direct executive power inclusive of budgetary and strategic oversight. © The Royal Australian and New Zealand College of Psychiatrists 2015.

"Is political behavior a viable coping strategy to perceived organizational politics? Unveiling the underlying resource dynamics": Correction to Sun and Chen (2017).

PubMed

2017-10-01

Reports an error in "Is Political Behavior a Viable Coping Strategy to Perceived Organizational Politics? Unveiling the Underlying Resource Dynamics" by Shuhua Sun and Huaizhong Chen ( Journal of Applied Psychology , Advanced Online Publication, May 22, 2017, np). In the article, Table 1 contained a formatting error. Correlation coefficient values in the last four cells of column 6 were misplaced with correlation coefficient values in the last four cells of column 7. All versions of this article have been corrected. (The following abstract of the original article appeared in record 2017-22542-001.) We conduct a theory-driven empirical investigation on whether political behavior, as a coping strategy to perceived organizational politics, creates resource trade-offs in moderating the relationship between perceived organizational politics and task performance. Drawing on conservation of resources theory, we hypothesize that political behavior mitigates the adverse effect of perceived organizational politics on task performance via psychological empowerment, yet exacerbates its adverse effect on task performance via emotional exhaustion. Three-wave multisource data from a sample of 222 employees and their 75 supervisors were collected for hypothesis testing. Findings supported our hypotheses. Our study enhances understandings of the complex resource dynamics of using political behavior to cope with perceived organizational politics and highlights the need to move stress-coping research from a focus on the stress-buffering effect of coping on outcomes to a focus on the underlying competing resource dynamics. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Greens, suits, and bureaucrats: A sociological study of dynamic organizational relationships in energy efficient appliance policy

NASA Astrophysics Data System (ADS)

Shwom-Evelich, Rachael Leah

In this dissertation I develop an approach to understanding dynamic organizational relations and the processes of environmental degradation and reform. To do this, I draw on environmental and organizational sociology to inform an empirical study of interorganizational relationships in defining and promoting energy efficient appliances in the United States (US). The dissertation follows a three paper approach which involves (a) an overall introduction to the substantive issue of appliance energy efficiency in the US; (b) producing three separate and stand alone articles of publishable quality to be submitted to professional journals; and (c) an overall conclusion. The three articles are as follows: (1) a synthetic literature review identifying five lessons that organizational sociology and environmental sociology can learn from each other to advance our sociological understanding of organizations, energy issues, and climate change (2) a qualitative case study of the changing relationships between business, government and environmental and energy advocacy organizations around mandatory appliance efficiency standards supporting the development of a context-dependent theory of ecological modernization and treadmill of production theories in environmental sociology and (3) a network analysis of public government, business and energy efficiency advocate's interorganizational relationships and its influence on subsequent organizational behaviors in the appliance energy efficiency field. The second and third articles are based on extensive archival research on organizational negotiations of public record over defining energy efficient appliances in both regulatory and voluntary settings. Finally I will provide an overall conclusion that brings together the most significant findings of each individual article in anticipation of a synthetic approach to the study of organizations in environmental reform.

Development and Exploratory Validation of an Organizational Efficacy Scale

ERIC Educational Resources Information Center

Bohn, James G.

2010-01-01

Although many instruments have been developed to measure organizational constructs such as citizenship, climate, and organization-based esteem, to date no scale has been designed specifically to measure efficacy at the organizational level. Tools to measure organizational efficacy in a business context have been recommended for over two decades.…

An Analysis of the US Army Advanced Management Program.

DTIC Science & Technology

1986-05-04

Management Principles, Motivation and Control, Organizational Effectiveness , Strategies of Change, Environmental Issues - Social Environment in the 1980’s... Organizational Design, Characteristics of Outstanding Organizations, Characteristics of Effective Leaders, Models and Strategies of Planned... Organizational Effectiveness : Strategy /Environmental Analysis - social, legal, economic, technological, etc. Organizational Behavior - Human

A Model of Creativity in Organizations: John Holland's Theory of Vocational Choice (1973) at Multiple Levels of Analysis

ERIC Educational Resources Information Center

Sharif, Rukhsar

2017-01-01

This conceptual paper serves to create a model of creativity and innovation at different organizational levels. It draws on John Holland's Theory of Vocational Choice (1973) as the basis for its structure by incorporating the six different personality types from his theory: conventional, enterprising, realistic, social, investigative, and…

Rewarding safe behavior: strategies for change.

PubMed

Fell-Carlson, Deborah

2004-12-01

Effective, sustainable safety incentives are integrated into a performance management system designed to encourage long term behavior change. Effective incentive program design integrates the fundamental considerations of compensation (i.e., valence, instrumentality, expectancy, equity) with behavior change theory in the context of a strong merit based performance management system. Clear expectations are established and communicated from the time applicants apply for the position. Feedback and social recognition are leveraged and used as rewards, in addition to financial incentives built into the compensation system and offered periodically as short term incentives. Rewards are tied to specific objectives intended to influence specific behaviors. Objectives are designed to challenge employees, providing opportunities to grow and enhance their sense of belonging. Safety contests and other awareness activities are most effective when used to focus safety improvement efforts on specific behaviors or processes, for a predetermined period of time, in the context of a comprehensive safety system. Safety incentive programs designed around injury outcomes can result in unintended, and undesirable, consequences. Safety performance can be leveraged by integrating safety into corporate cultural indicators. Symbols of safety remind employees of corporate safety goals and objectives (e.g., posted safety goals and integrating safety into corporate mission and vision). Rites and ceremonies provide opportunities for social recognition and feedback and demonstrate safety is a corporate value. Feedback opportunities, rewards, and social recognition all provide content for corporate legends, those stories embellished over time, that punctuate the overall system of organizational norms, and provide examples of the organizational safety culture in action.

Assumptions, conjectures, and other miracles: The application of evaluative thinking to theory of change models in community development.

PubMed

Archibald, Thomas; Sharrock, Guy; Buckley, Jane; Cook, Natalie

2016-12-01

Unexamined and unjustified assumptions are the Achilles' heel of development programs. In this paper, we describe an evaluation capacity building (ECB) approach designed to help community development practitioners work more effectively with assumptions through the intentional infusion of evaluative thinking (ET) into the program planning, monitoring, and evaluation process. We focus specifically on one component of our ET promotion approach involving the creation and analysis of theory of change (ToC) models. We describe our recent efforts to pilot this ET ECB approach with Catholic Relief Services (CRS) in Ethiopia and Zambia. The use of ToC models, plus the addition of ET, is a way to encourage individual and organizational learning and adaptive management that supports more reflective and responsive programming. Copyright © 2016 Elsevier Ltd. All rights reserved.

Individual- and Organization-Level Work-to-Family Spillover Are Uniquely Associated with Hotel Managers' Work Exhaustion and Satisfaction

PubMed Central

Lee, Soomi; Davis, Kelly D.; Neuendorf, Claudia; Grandey, Alicia; Lam, Chun Bun; Almeida, David M.

2016-01-01

Purpose: Building on the Conservation of Resources theory, this paper examined the unique and interactive associations of negative and positive work-to-family spillover (NWFS and PWFS, respectively) at the individual and organizational level with hotel managers' work exhaustion and satisfaction, beyond job demands and supervisors' leadership style. Design/Methodology/Approach: Guided by the levels of analysis framework, we first tested the unique associations of NWFS and PWFS with emotional exhaustion and job satisfaction at the individual level (571 hotel managers), beyond job demands supervisors' leadership style. Second, using multilevel modeling, we tested the climate effects of NWFS and PWFS on emotional exhaustion and job satisfaction aggregated at the organizational level (41 hotels). Third, we examined the role of the organizational climate of PWFS in the associations of individual-level NWFS with emotional exhaustion and job satisfaction. Findings: Beyond the effects of psychological job demands and supervisor's transformational leadership, at the individual level, hotel managers who experienced higher NWFS than other managers reported more exhaustion and lower job satisfaction, whereas those with higher PWFS reported less exhaustion and higher satisfaction. At the organizational level, working in hotels where the average level of NWFS was higher than other hotels was associated with feeling more exhaustion of the individual members; working in hotels with higher PWFS was associated with feeling less exhaustion. The negative link between individual-level NWFS and job satisfaction was buffered when organization-level PWFS was higher, compared to when it was lower. Originality/Value: This study moves beyond a focus on traditional job characteristics, toward considering individual and organizational experiences in the work-family interface as unique predictors of work exhaustion and satisfaction. Strengths of the study include illuminating organizational work-family climate effects such that coworkers' shared experiences of NWFS and PWFS explain individual members' work exhaustion, beyond their own experiences of spillover. The results also highlight that a high level of organizational PWFS can buffer the negative effects of individual NWFS. PMID:27582712