Search results for "Organizational learning"
showing 10 items of 110 documents
Organizational technology as a mediating variable in centralization‐formalization fit
2012
PurposeWith a view to contributing to a better understanding of the interactions between design dimensions, the authors aim to present a formal model that analyzes the internal fit relationship between centralization and formalization, taking into account organizational technology and the “systems approach”.Design/methodology/approachBased on the study by Zeffane, the authors develop an alternative, formal model that introduces organizational technology and assumes that greater structural control does not necessarily lead to better organizational integration. The model equally considers the possibilities of underfit and overfit.FindingsThe proposed formal model provides a sound rationale on…
KM/OM/OL systems and technologies
2004
The systems and technologies mini track of the knowledge management, organizational memory and organizational learning research cluster addresses technical issues and tools for building and supporting knowledge management, organizational memory, and organizational learning systems. Sixteen papers were considered in this mini track. We wish to express our thanks to all of those authors who submitted their work. We would also like to thank the 31 individuals who gave their time and effort in providing reviews of the submitted manuscripts. The mini track could not exist without their diligent efforts. The six accepted papers describe both conceptual and working systems.
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 …
The Relationship Between Work-Related Behavior and Experience Patterns and Organizational Commitment
2017
The challenges of today’s working life lead to stressful experiences and therefore to different types of coping patterns. The relationship between these coping patterns and organizational and professional commitment is not yet fully researched. This study has been conducted with about 180 participants using the questionnaires Work-related Behavior and Experience Patterns (AVEM—AVEM is the acronym for “Arbeitsorientiertes Verhaltens—und Erlebensmuster”which translates to Work-related Behavior and Experience Patterns) and the Test of Affective, Normative and Continuous Commitment to the Organization, the Profession and the Type of Employment. The results showed a significant correlation betwe…
Organizational learning capability and organizational citizenship behaviour in the health sector: examining the role of happiness at work from a gend…
2016
Both researchers and managers are interested in finding the factors that raise organizational citizenship behaviour (OCB), particularly in the health sector. In this complex context, characterized by a high workload, it becomes essential that physicians voluntarily contribute beyond their official job description. Our research aims to evidence the working conditions that promote OCB, considering the role of organizational learning capability through happiness at work. Our research was based on a sample of 167 allergists at Spanish public hospitals, and by means of structural equation models, interesting results were found. We offer to hospital managers both a tool and an explanation for the…
Are altruistic leaders worthy? The role of organizational learning capability
2015
Purpose– The purpose of this paper is to investigate the relationship between altruistic leader behaviors, organizational learning capability and organizational performance.Design/methodology/approach– The sampling frame consists of several databases or listings of business that consider people as a key element of the organization and are considered by their employees to be good firms to work for or organizational environments where human resources management has high priority (n=251). The authors use structural equation modeling to test if the relationship between altruistic leader behaviors and organizational performance is mediated by organizational learning capability.Findings– Results …
Handling Uncertainty of Strategic Ambitions—The Use of Organizational Identity as a Risk-Reducing Device
2015
Organizational identity can be designed to reduce the risks of uncertainty about future states of public organizations and the inherent potential issues related to evaluation and assessment. As such, organizational identity may shape a congruent and credible self-representation of the university, where a consistent narrative articulates compliance to diverse institutional frameworks, commitment to organizational distinctiveness, and a sensible rationale for strategic change. By examining the strategic plans of four European universities over a 10-year period of major organizational change, the paper discusses the subtleties of the specific combinations of the three different functions and t…
Asymmetric modeling of organizational innovation
2015
[EN] This study revisits the theory, data, and analysis in Hervas-Oliver and Sempere-Ripoll (2014) and applies fuzzyset qualitative comparative analysis (fs/QCA) to organizational innovation effects and the influence on them of technological innovations. The influence of technological innovations (product and process) on organizational innovation and its effects is an inconclusive debate. Using fuzzy set comparative qualitative analysis (fs/QCA) on Hervas-Oliver and Sempere-Ripoll’s (2014) 9,369 organizational innovators, the present study offers more complex and nuanced antecedent conditions relating to organizational innovation beyond Hervas-Oliver and Sempere-Ripoll (2014) analysis based…
Managing Organizational Growth and Dynamic Complexity
2016
Managers, entrepreneurs and administrators are often reluctant to invest time in order to frame the future of their own organization. They may look too much focused on reducing the complexity of current management. The vision of the future they create in their own minds may remain unchanged even for many years, or may incrementally and ambiguously change, with no effort on learning, on perceiving the early symptoms of crises, and assessing the sustainability of organizational growth rate.
Quality Indicators for Crisis Communication to Support Emergency Management by Public Authorities
2011
The purpose of this paper is to develop a framework for performance indicators to measure and improve crisis communication preparedness of public authorities. Such an instrument supporting organizational learning has not yet been developed for crisis communication. Literature is used to create a basis and the framework is derived from a process model with various phases integrating communication activities with crisis management. In the paper, the development of the instrument is explained and justified. Furthermore, an example of its use is provided in which the instrument is used for an auditor evaluation of a water contamination case. A next step for future research could be to analyze a…