Search results for "ORGANISATION"

Préface

2020

Collective stress and coping in the context of organizational culture

2000

We examined from a cultural perspective how well-being was collectively defined, what were the sources of collective stress, and what kind of collective coping mechanisms were used to alleviate such stress in three divisions of a multinational company. In the first phase of the study we collected data on organizational culture by using individual thematic interviews ( N = 63). Applying the grounded theory methodology and an inductive analysis, specific cultures describing the divisions were identified. In terms of co-operation we found the following fundamental cultural recipes: joint focused efforts on money-making, despite the awareness of the common goals employees interested only in ful…

Sense of coherence and work characteristics: A cross-lagged structural equation model among managers

2004

This study investigated the dominance of predictive relationships between Sense of Coherence (SOC) and work characteristics (organizational climate and job control) in cross-lagged longitudinal data with two measurement points and a time lag of 3 years. The sample consisted of 615 (587 men and 28 women) managers, aged between 27 and 64 years. The cross-lagged longitudinal analysis was done by the use of Structural Equation Modelling (SEM) within the framework by LISREL. The results of the chi-square difference tests indicated that the model where SOC at Time 1 predicted work characteristics at Time 2 better accounted for the data than the competitive models. However, the only significant pa…

Mark G. Ehrhart, Benjamin Schneider, and William H. Macey. Organizational Climate and Culture. An Introduction to Theory, Research, and Practice. New…

2015

A mediational model of sense of coherence in the work context: a one-year follow-up study

2000

The aim of this study was to test a mediational model appropriate for explaining the effects of psychosocial work characteristics (influence at work, job insecurity, organizational climate and leadership relations) on general well-being, (psychosomatic symptoms) and on occupational well-being (emotional exhaustion at work) via sense of coherence (SOC) in a one-year follow-up study. The questionnaire data were gathered in four Finnish organizations in February 1995 and 1996. Altogether 219 employees participated in the study in both years. The results, based on structural equation modelling, showed that a good organizational climate and low job insecurity were related to strong SOC, which wa…

Ethical managers in ethical organisations? The leadership-culture connection among Finnish managers

2013

PurposeThe main aim of the present study is to discover whether the managers’ self‐evaluations of their ethical leadership style are associated with their assessments of the ethical organisational culture (measured with an eight‐dimensional Corporate Ethical Virtues‐model). It aims to hypothesise that the more ethical the managers evaluate their own leadership style to be, the higher evaluations they give on the ethical culture of their organisation. The underlying assumption is that ethical managers can enhance the ethical culture by behaving in accordance with their own values.Design/methodology/approachThis quantitative research was based on a questionnaire study with 902 respondents thr…

Organizational climate and climate strength in UK hospitals

2008

In recent years, researchers have paid increasing attention to the idea of “climate strength” – the level of agreement about climate within a work group or organization. However, at present the literature is unclear about the extent to which climate strength is a positive attribute, and is concerned predominantly with small teams or organizational units. This paper considers three theoretical perspectives of climate strength, and extends these to the organizational level. These three roles of climate strength are then tested in 56 hospitals in the United Kingdom. Positive relationships were discovered between two of three climate dimensions (Quality and Integration) and expert ratings of or…

The individual-organization fit between organizational culture and individual values as predictor of job satisfaction and organizational commitment i…

2010

The aim of this research is to explore organizational culture and individual-organization fit (I-O Fit) as predictor of job satisfaction and organizational commitment. It's hypothesized that values composing organizational culture: a) are joint in constructs that postpone to some typologies already explored in the studies concerning organizational cultures; b) they behave as stable elements of that same typology of culture, also when, time passes, their intensity seems modified. Besides it is hypothesized that the different typologies of organizational culture emerged by the analysis modify their own intensity, as time passes, compared to their different ability to keep on guaranteeing the …

Climate and Culture Strength

2014

Les choix des parties prenantes dans les organisations de microfinance au Sénégal

2019

As African organizations operate according to universal principles (Western) while such principles often ignore African specificities, this study proposes to relate Western theory to African specificities. This doctoral study examines a Western model, the Mitchell and al. (1997)’s model, applied to the governance of microfinance organizations in Senegal. Many researches explain that microfinance organizations’ problems are related to corporate governance difficulties. Moreover, most studies consider that the concept of stakeholder is the foundation of the governance of microfinance organizations. Finally, the model of Mitchelland al. (1997) is cited as one of the most relevant typologies in…