Explaining School Cohesion: What Shapes the Organizational Beliefs of Teachers?

1986 ◽  
Vol 94 (4) ◽  
pp. 501-535 ◽  
Author(s):  
Bruce Fuller ◽  
Jo Ann Izu
Keyword(s):  
Organizational Beliefs ◽  
School Cohesion

scholarly journals Policy learning as complex contagion: how social networks shape organizational beliefs in forest-based climate change mitigation

2021 ◽  
Author(s):  
Antti Gronow ◽  
Maria Brockhaus ◽  
Monica Di Gregorio ◽  
Aasa Karimo ◽  
Tuomas Ylä-Anttila
Keyword(s):  
Social Network ◽  
Social Influence ◽  
Belief Change ◽  
Forest Degradation ◽  
Policy Learning ◽  
Policy Network ◽  
Policy Problem ◽  
Perceived Need ◽  
Organizational Beliefs ◽  
Policy Subsystems

AbstractPolicy learning can alter the perceptions of both the seriousness and the causes of a policy problem, thus also altering the perceived need to do something about the problem. This then allows for the informed weighing of different policy options. Taking a social network perspective, we argue that the role of social influence as a driver of policy learning has been overlooked in the literature. Network research has shown that normatively laden belief change is likely to occur through complex contagion—a process in which an actor receives social reinforcement from more than one contact in its social network. We test the applicability of this idea to policy learning using node-level network regression models on a unique longitudinal policy network survey dataset concerning the Reducing Deforestation and Forest Degradation (REDD+) initiative in Brazil, Indonesia, and Vietnam. We find that network connections explain policy learning in Indonesia and Vietnam, where the policy subsystems are collaborative, but not in Brazil, where the level of conflict is higher and the subsystem is more established. The results suggest that policy learning is more likely to result from social influence and complex contagion in collaborative than in conflictual settings.

scholarly journals دور الثقافة التنظيمية على اداء العاملين بجهاز المغتربين

2020 ◽  
Vol 16 (1) ◽  
pp. 124-162
Author(s):  
محمد مصطفى ابوحجل
Keyword(s):  
Organizational Culture ◽  
Significant Relationship ◽  
Employee Performance ◽  
Organizational Values ◽  
Behavioral Patterns ◽  
Social Survey ◽  
Historical Method ◽  
The Social ◽  
Organizational Beliefs

The problem of the research was that the performance of the expatriate system suffers from weakness and this may be caused by the prevailing organizational culture in the apparatus that is required to improve the performance of the employees. The problem of research is the following questions: Main: Is there a role of organizational culture on the performance of workers in the expatriate system. Sub-questions: What is the role of organizational values on the performance of employees. And what the role of organizational beliefs on the performance of workers. And the extent of the role of regulatory trends on the performance of employees. And the role of behavioral patterns on the performance of workers.. The aim of the research: To examine the role of organizational culture on the performance of workers. And to identify the role of organizational values on the performance of workers. And know the role of organizational beliefs on the performance of workers. And study the role of organizational trends on the performance of workers.. And discuss the role of behavioral patterns on the performance of workers. The research also tested the following hypotheses: Main: There is a role for organizational culture on the performance of workers in the expatriate system. Sub-hypotheses: There is a role performance for organizational values on the performance of workers. There is a role for organizational beliefs on employee performance. There is also a role for organizational trends on the performance of workers. There is a role for behavioral patterns on the performance of workers... and follow the research: descriptive analytical method and historical method and the use of the social survey program spss and the research reached the following results: Expatriate staff. There is a positive statistically significant relationship between organizational beliefs and employee performance. There is a positive statistically significant relationship between organizational trends and employee performance. There is a positive statistically significant relationship between behavioral patterns and staff performance. The research recommended more attention to organizational values and factors and the development of means of development and must maintain the organizational beliefs and entrenched. And the need to develop organizational trends in line with external variables. And 4. more attention to behavioral patterns and their development

The Role of Organizational Culture in the Implementation of E-Administration: A Field Study at Banks in Hodeidah

2021 ◽  
Vol 26 (3) ◽  
pp. 57-88
Author(s):  
Maged Abdul Wakil Fadhl Al-Qubati ◽  
Dr. Ali Saleh Ali Al Ajam
Keyword(s):  
Organizational Culture ◽  
Positive Impact ◽  
Modern Technology ◽  
Demographic Variables ◽  
Four Dimensions ◽  
Staff Members ◽  
Study Population ◽  
Organizational Beliefs ◽  
Organizational Expectations

The study aimed to identify the organizational culture practice and its impact on the application of e-administration in the banks operating in Hodeidah. The study used the descriptive analytical method. Since the study population consisted of only (146) administrative staff members, (126) members were selected by the complete census method to whom the questionnaire was distributed to collect relevant data. Major findings showed various degrees in the level of organizational culture and e-administration in favor of the independent variable (organizational culture). Findings also showed statistically significant positive impact of organizational culture represented by its four dimensions (organizational norms, organizational expectations, organizational values, and organizational beliefs) on the application of e-administration. Furthermore, it was found that there were no statistically significant differences of the mean scores among sample's responses on the level of application of e-administration attributed to their demographic variables. However, there were statistically significant differences in the level of organizational culture attributed to gender and courses of computer skills, but there were no differences in other demographic variables. The study recommends that organizational culture in banks regulations should be promoted in order to help them introduce modern technology (e-administration) in all their activities.

Relationship Between Organizational Beliefs, Affective Dispositions and Navy Reenlistment Intention: Theoretical and Administrative Implications

1974 ◽  
Author(s):  
Barry E. Goodstadt ◽  
Abraham K. Korman ◽  
Alan P. Romanczuk ◽  
Jr. Frey ◽  
Glickman Robert L. ◽  
...  
Keyword(s):  
Organizational Beliefs

Resilience in Urban African American Adolescents: The Protective Enhancing Effects of Neighborhood, Family, and School Cohesion Following Violence Exposure

2016 ◽  
Vol 38 (9) ◽  
pp. 1286-1321 ◽  
Author(s):  
Cara M. DiClemente ◽  
Catherine M. Rice ◽  
Dakari Quimby ◽  
Maryse H. Richards ◽  
Cordelia T. Grimes ◽  
...  
Keyword(s):  
African American ◽  
Youth Development ◽  
Low Income ◽  
African American Adolescents ◽  
Well Being ◽  
Self Esteem ◽  
Positive Outcomes ◽  
School Cohesion ◽  
External Characteristics

Exposure to violence (ETV) poses a serious threat to adolescents’ safety and well-being; however, some adolescents who grow up in such toxic environments are able to thrive due to a combination of internal and external characteristics. The current study examines the role of cohesion across contexts (i.e., family, school, and community) as moderating the relation between ETV and positive internal outcomes characteristic of resilient youth (i.e., ethnic identity, positive affect, and self-esteem) in a sample of low-income, urban, African American adolescents ( N = 269, 60% female) from seventh grade to eighth grade. Results indicated that greater cohesion in each context was directly related to more positive outcomes. Family and neighborhood cohesion additionally served as protective enhancing factors for males exposed to high levels of violence. These findings expand the current research on positive youth development and help locate potential environmental targets for prevention and intervention research.

The Dilemma of Membership in Recovery, Inc., a Self-Help Ex-Mental Patients' Organization

1979 ◽  
Vol 44 (3_suppl) ◽  
pp. 1119-1125 ◽  
Author(s):  
Richard C. Omark
Keyword(s):  
Mental Health ◽  
Community Mental Health ◽  
Emotional Problems ◽  
Group Processes ◽  
Positive Thinking ◽  
Recovery Method ◽  
Self Help ◽  
Successful Termination ◽  
Mental Health Facilities ◽  
Organizational Beliefs

Organizational beliefs and group processes in meetings of Recovery tend to “trap” members in the organization indefinitely. Although the stated goal of the organization is to reduce “nervousness” and solve emotional problems of members, there is no recognition of successful termination of membership. Many members joined the organization years ago and still attend sporadically. The “power of positive thinking” about the success of the Recovery method discourages contact by members with other kinds of community mental health facilities, so that Recovery groups are isolated in the community. This further traps members within the organization.

scholarly journals THE EFFECT OF TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE PT TELKOM RIAU DARATAN (Survey of PT Telkom Riau Mainland offices)

2019 ◽  
Vol 7 (1) ◽  
pp. 79-89
Author(s):  
Haznil Zainal
Keyword(s):  
Distributive Justice ◽  
Organizational Justice ◽  
Organizational Effectiveness ◽  
Empirical Studies ◽  
Interactional Justice ◽  
Two Dimensions ◽  
Three Dimensions ◽  
Organizational Studies ◽  
Organizational Beliefs ◽  
The Impact

The importance of organizational behavior (OCB) to achieve organizational effectiveness has long been recognized by practice managers. Some recent research in this area highlights the importance of OCB for almost all organizational forms and notes that OCB can improve organizational effectiveness in many ways. Over the past decade, organizational justice and trust in organizations have been the concern of scientists and practitioners of organizational studies, particularly with regard to their impact on organizational effectiveness and employees' desire to cooperate and be productive in the organization. However, some researchers in organizational studies have differences in researching organizational justice and organizational beliefs. With regard to organizational justice, some empirical studies address only one or two dimensions of organizational justice, while other empirical studies address the overall (three) dimensions of organizational justice such as distributive justice, procedural jus- tice, and interactional justice. For some of these reasons, research relating to the three dimensions of organizational justice (distributive justice, procedural jus- tice, and interactional justice) and organizational trust is still needed. Research that discusses the impact of organizational justice on the organizational beliefs of non-Western countries especially in Indonesia is still rarely found in scientific publications. Given that there is a knowledge gap (scientific publication) in the study of organization and human resource management on the subject, this study tries to prove whether the organizational justice dimension consisting of distributive justice, procedural jusctice, and interactional justice influence the level of employee trust in the organization especially at the College of Economic Sciences in Pekanbaru City, Riau, Indonesia. Keywords: Distributive Justice, Procedural Justice, Interactional Justice, OCB, Organizationa Trust

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