Inferring Commitment from Rates of Organizational Transition

2019 ◽  
Vol 65 (6) ◽  
pp. 2842-2857
Author(s):  
Arthur S. Jago ◽  
Kristin Laurin
Keyword(s):  
Organizational Transition

scholarly journals THE PSYCHOLOGICAL PREDICTORS OF ACTIVITY OF IT-PROFESSIONAL SINCONDITIONS OF ORGANIZATIONAL TRANSITION TO REMOTE WORK

2018 ◽  
pp. 38-42
Author(s):  
N. Maksymenko
Keyword(s):  
Personal Characteristics ◽  
Value Orientations ◽  
Professional Activity ◽  
Remote Work ◽  
Home Office ◽  
Actual Problem ◽  
Organizational Transition ◽  
Low Level ◽  
Self Confidence ◽  
Dispositional Factors

The article is devoted to the actual problem of psychological support of the transition of office workers to remote work. The purpose of the article is the definition of psychological and socio-demographic determinants of the activities of managers in the context of junior personnel transfer to virtual / home office. This problem is considered on the example of IT-professionals (n = 182) from four countries of Central and Eastern Europe. It is proved that the basic dispositional features that contribute to the realization of the activity potential are conscientiousness and openness to experience. Among the value orientations such predictors are the orientations towards competent and tolerant leadership. Another important thing is the value orientations of altruism and independence. The author makes conclusion that duing formation of uncertainty in their actions, individual personal traits play a great role, especially such traits as: ease of occurrence of negative emotions, individualism, preference for independence, disorganization, spontaneity, low level of purposeful behavior. Therefore, an orientation towards social support makes it difficult to implement an orientation towards quality in an activity and reinforces the lack of self-confidence feelings. It was revealed that under conditions of restructuration dispositional factors begin to play a major role, and the degree of value regulation decreases. In addition, the author suggests that a low level of integrity promotes creativity. This can be explained by the fact that an individual, who has such low level, remains open for longer to various possibilities of thought and action. The results of the analysis of the research data indicate that value orientations act as a kind of basis. They head the realization of the personal characteristics of a specialist in professional activity and they are important qualities in everyday life. In the article it is determined that the desire for success decreases in the specialists who get older, and the value orientations for support and leadership contribute to this aspiration. The author has shown that openness of experience, combined with tolerant leadership, is a prerequisite for determination in promoting organizational change.

scholarly journals Newly Credentialed Athletic Trainers' Perceptions of Their Transition to Practice

2020 ◽  
Vol 55 (1) ◽  
pp. 88-95 ◽  
Author(s):  
Ashley B. Thrasher ◽  
Stacy E. Walker
Keyword(s):  
Online Survey ◽  
Athletic Trainers ◽  
Cross Sectional Study ◽  
Organizational Values ◽  
Comfort Level ◽  
Transition To Practice ◽  
Cross Sectional ◽  
Organizational Transition ◽  
Administrative Procedures ◽  
Strongly Agree

Context Newly credentialed athletic trainers (ATs) have reported stress and role ambiguity during the transition to practice. Previous researchers focused on their qualitative experiences, yet no investigators have explored how characteristics such as the setting or type of educational program affect the transition to practice. Objective To determine how newly credentialed ATs perceived their transition to practice. Design Cross-sectional study. Setting Online survey. Patients or Other Participants Of 1835 newly credentialed ATs (18%) certified and employed between January and September, 332 completed the survey within 3 months of employment (129 men, 203 women; age = 23.58 ± 2.54 years). Main Outcome Measure(s) The survey consisted of demographic information (eg, employment setting, job title) and 3 sections: (1) comfort level during the transition (CL), (2) feelings of mentorship and support (MS), and (3) feelings of organizational transition. Participants identified their feelings of nervousness, support, and understanding organizational values using a Likert scale (1 = strongly disagree, 4 = strongly agree). Descriptive statistics were calculated for each survey item. Mann-Whitney U and Kruskal-Wallis (H) tests were used to determine associations between different demographic characteristics and responses regarding orientation and CL, MS, and feelings of organizational transition. Results Most participants agreed or strongly agreed that they felt nervous (n = 264, 79.2%) and that the transition was stressful (n = 227, 68.1%) but they felt prepared for their job (n = 262, 78.7%). No differences in CL were present among settings (H = 5.64, P = .228), job titles (H = 4.88, P = .087), or types of professional program (U = 6488, P = .279). Respondents who were assigned a mentor reported better perceptions of MS (U = 6250, P < .001). Most participants felt that supervisors adequately explained administrative procedures during orientation (n = 169, 54.3%) and felt they were adequately oriented to organizational values (n = 252, 75.7%). Conclusions New ATs felt nervous when entering their new role, but having a mentor and receiving a detailed orientation helped alleviate stress during the transition to practice.

What are we gonna be when we grow up? SYRIZA’s institutionalisation and its new “governing party” role

2019 ◽  
Vol 52 (1) ◽  
pp. 25-37
Author(s):  
Valeria Tarditi ◽  
Davide Vittori
Keyword(s):  
Political Party ◽  
Institutional Environment ◽  
Organizational Model ◽  
Public Office ◽  
Organizational Transition ◽  
Party Government ◽  
The Government ◽  
Dominant Coalition ◽  
Radical Left

The aim of this paper is to analyse the organizational model of one of the most successful European radical left parties, the Greek Coalition of the Radical Left (SYRIZA). Our goal is to analyse SYRIZA’s organizational transition from the electoral arena to the government (2015). Our main finding is that SYRIZA started as a socially-oriented organization led by an oligarchic dominant coalition and converted itself into a political party, characterized by a prevailing role of the party in public office/party government. Both the institutional environment and the party organization’s first configuration have had an impact on this change.

Intertextuality in Organizational Transition

2016 ◽  
Vol 2016 (1) ◽  
pp. 10805
Author(s):  
Mairi Maclean ◽  
Charles Harvey ◽  
John Sillince ◽  
Ben Golant
Keyword(s):  
Organizational Transition

scholarly journals Collaboration, compassion and conversation: Exploring change management trends and strategies

2021 ◽  
Author(s):  
Corinne Impey
Keyword(s):  
Organizational Change ◽  
Best Practices ◽  
Change Management ◽  
Research Project ◽  
Organizational Transition ◽  
Implementing Change ◽  
Current Trends ◽  
Online Business ◽  
Change Efforts

This research project explores current trends in organizational change management as characterized in online business publications. Specifically, with the intention of developing an understanding of current trends, I examine areas of consensus and debate within change management content by analyzing blogs and articles on the topic of organizational change. With a particular emphasis on the role of communication and communicators, the goal is to develop an understanding of how business journalists and bloggers explain the role of communication during times of organizational transition. Developing a greater understanding of current trends in change management has the potential to assist employees who are responsible for implementing change by providing up-to-date insights and best practices for executing change programs. Furthermore, by focusing on the role of communication during and about change efforts, this project could also contribute to an understanding of how professional communicators should engage in organizational change efforts.

scholarly journals The Use of Humor in Employee-to-Employee Workplace Communication: A Systematic Review With Thematic Synthesis

2022 ◽  
pp. 232948842110699
Author(s):  
Stephen Taylor ◽  
Jane Simpson ◽  
Claire Hardy
Keyword(s):  
Systematic Review ◽  
Safety Valve ◽  
Qualitative Studies ◽  
Workplace Communication ◽  
Organizational Transition ◽  
Thematic Synthesis ◽  
Key Terms ◽  
Synthesis Approach

The aim of this systematic review was to develop a thematic synthesis of existing qualitative studies to explore the use of humor in employee-to-employee workplace communication and provide a greater understanding of this area of research through the experiences of employees. A number of databases were searched using key terms and papers were selected using pre-specified criteria. The thematic synthesis approach of Thomas and Harden was used to review the final 23 papers. The findings from the thematic synthesis resulted in four temporal themes that described how humor was utilized during an employee’s organizational transition: (1) initiation into organizational humor, (2) joining a “tribe”—in-groups and out-groups, (3) exerting influence—humor as power, and (4) using the safety valve—humor to relieve tension. The temporal themes described in this study crossed organizational and cultural divides, where humor formed an essential part of work-based dialog.

scholarly journals Budget and life cycle in family business in succession process,

2020 ◽  
Vol 31 (83) ◽  
pp. 212-227
Author(s):  
Cristina Hillen ◽  
Carlos Eduardo Facin Lavarda
Keyword(s):  
Life Cycle ◽  
Family Business ◽  
Single Case ◽  
Management Control ◽  
Organizational Life ◽  
Structured Interviews ◽  
Organizational Life Cycle ◽  
Organizational Transition ◽  
Succession Process ◽  
Strategic Training

ABSTRACT The aim of this work is to analyze how the budget need is conceived in family businesses in the process of succession. There is a gap about the reasons for using the budget in the context of a family business succession process, whose characteristics and purposes of the budget reflect their need depending on the antecedents the reasons for use. The relevance of the theme lies in understanding the intergenerational succession as a part of the life cycle in family companies and the interface with the management control system (MCS) from the need of the budget with a planning and control tool. As an impact on the area, this study broadens the field of research on budget considering its characteristics and purposes in a context of organizational transition that involves succession in a family business. We adopted the single case study with data collected through semi-structured interviews, observations, and documents. Data were analyzed from the discursive textual analysis whose focus is the contents related to succession from the organizational life cycle, changes in the MCS, and budget need. The results showed that changes resulting from the succession process on the strategies of its planning (professionalization of management, creation of the holding company, and governance) interact and influence the need of the budget. This stems from the reasons for operational planning and strategic training from its antecedents associated with the organizational characteristics of the success and renewal phase of the life cycle. The contribution of the study is based on the combination of succession in family business and budget by making it possible to reflect on the need for a specific tool (the budget) to support goal setting and decision-making in this context. It will contribute to the MCS and family business by understanding the need for budgeting in the succession process. In addition, it will validate the three-phase model of the succession process in a family business as part of the organizational life cycle.

Sign in / Sign up

Export Citation Format

Share Document