Emotional disengagement of employees may cause poor organizational performance, while emotional commitment of employees may enhance organizational performance. Informed by the theory of psychological ownership in organizations, the purpose of this qualitative multiple case study was to explore how employee emotional interactions in the workplace related to organizational performance within 3 multinational companies in Nigeria. The 3 selected companies represented the 3 industrial sectors in Nigeria were financial, construction, and oil and gas. Face-to-face interviews were conducted with 24 participants with a minimum of 5 years' experience in their respective organizations. Data analysis included transcription, coding, and querying, which produced 5 themes: positive emotions, negative emotions, organizational success, organizational failure, and contextual excellence, cumulating into a fundamental notion of emotional extent effects. Positive emotions contributed to the organizational success, and negative emotions encouraged organizational failure. Both positive and negative emotions instigated the contextual excellence. The findings have the potential of promoting positive social change because practitioners in leadership and organizational change may use the results of this research to improve the adaptive responses to change. The findings of the study may benefit managers by helping them better lead their employees towards impacting social and economic transformations. Implementing workplace spirituality, learning taxonomy, and sustainable human resources practices may manifest innovative socio-economic performance in organizations.

Corporate governance is a leading factor in organizational performance, financial reporting, and stakeholder satisfaction. The purpose of this multiple case study was to explore strategies that senior managers in the accounting industry implement to enforce corporate governance and improve organizational performance. The conceptual framework for the study was stakeholder theory. The population for this study included 3 senior managers of 3 different organizations in the accounting industry located in western United States. Data were collected through semistructured face-to-face interviews and from review of documented corporate governance strategies. The data analysis consisted of the following steps: compiling the data, disassembling the data, reassembling the data, interpreting the data, and drawing conclusions. Three themes emerged from this study: corporate governance, laws, rules, and regulations; the role of corporate governance in organizational performance; and effective corporate governance strategies. The results of this study may contribute to social change by improving the quality of employees' work lives. With improved quality of employee work life, employers may benefit from higher productivity, and consumers may experience improved services.

Today’s world is characterised by a heavy dependence on information technology and technological devices to perform even the simplest of tasks. While this in itself is not a bad thing, our over dependence and neglect has put us in a situation where the confidentiality, integrity and availability of our information resources are continuously being questioned. ENISA (2010) report that in the third quarter of 2010 eighty million Smartphones were sold worldwide, with the UK, Germany, France, Spain, and Italy reporting a sixty million increment in the number of smartphone users. Reardon (2007) additionally predicted that between 2007 and 2012 there was going to be a 30% year-on-year growth in the sale of smartphones. The improvement of smartphones together with its rapidly decreasing unit price has placed smartphones within the reach of all employees. Due to the mobile nature of the device, it has brought challenges to the information security needs of organizations. As the sale of smartphone continue to increase so does the number of vulnerabilities on mobile operating systems. Knowing where to place the smartphone is of prime importance in this study. Is it just a socio-technical tool for private use or it must be extended to be used as a working tool? If so, how should it be used to limit the exposure of organizational information? The study makes use of interviews in finding out what users of the device think about the device and how secure they think their device is. The interviews also tries to find out how securely the users have configured their devices, their mobility rate and what policies have been put in place to help guide users of the device while using the device. Findings from this study indicate that smartphone threats are diverse, complicated and smart. As the price of the smartphone reduces and their functionality improves, the number of its users increases. This makes it a target for hackers and malware as they can exploit the device to gain personal and organizational data. In spite of this, the perception of users on the risks of using a smartphone for work is not as high as can be. Users still think that if only the phone is used for making and receiving calls, reading and replying to emails and checking calendar schedules, then there is nothing much to protect. In reality this is not the case. Smartphones have a lot more going on them than just the aforementioned. Users must be educated on the reality of the matter and be made aware of the current risks there are so as to increase their consciousness on this matter. Finally, the discussion in this study sheds some light on the challenges that mobility and smartphone usage for work pose to organizational information security. The choice of a counter measure depends on factors such as what kind of data the organization produces as well as what kind of usage patterns employees have. There is no one size fit all counter measure that can be implemented. Organizations must realize this and embark on the best solutions that are suitable for their organization. To get the best counter measures in place, organizations are advised to make their own risk assessments and weigh the risks against the potential benefits in their own specific cases. / <p>Validerat; 20130827 (global_studentproject_submitter)</p>

[pt] O paradigma da vantagem competitiva e da visualização da arena de negócios como um campo de batalha, questionado desde o seu auge, na década de 80, vem sendo revisto à medida que novas configurações organizacionais, de caráter colaborativo, têm sido adotadas pelos agentes econômicos como forma de lidar com a complexidade que tem norteado o ambiente em que se encontram inseridos. O tema tem sido alvo de um expressivo número de publicações, e crescentes esforços têm sido destinados à investigação do impacto da adoção de estratégias colaborativas no desempenho das firmas participantes. Na indústria de transporte aéreo, também a formação de alianças de múltiplos parceiros, ou constelações, tem despertado o interesse de pesquisas nesse sentido. Esse trabalho soma-se a essas pesquisas, tendo por objetivo investigar o impacto da adoção de alianças estratégicas no desempenho das companhias aéreas que aderiram às grandes constelações formadas na década de 90. Trata-se de uma pesquisa empírica, em que foram comparados, por métodos quantitativos, os indicadores de desempenho de 18 firmas da indústria nos períodos definidos como anteriores e posteriores à adesão às alianças, com base no banco de dados da ICAO- International Civil Aviation Organization. Constatou-se que a simples adesão a constelações não garantiu desempenhos isolados superiores. No entanto foi observado que em alguns casos, em função das estratégias colaborativas adotadas no conjunto, as empresas acabaram por obter ganhos significativos de desempenho. / [en] The competitive advantage archetype, as well as the idea of considering the management as a battle field, have been questioned since its height, in the eighties. These ideas have been being reviewed as new organizational configurations, with collaborative nature, have been adopted by the economic agents as a manner to deal with the complexity that has signed the environment in which they are living in. The theme has been focus of a significant number of studies and growing efforts have been dedicated to evaluate the impact of adopting collaborative strategies on the member firms performance. In the global airline industry, also the formation of multiple partners alliances, or constellations, has received the attention of researches with the same purpose. This work sums to these researches, aiming to investigate the impact of the adoption of strategic alliances on the performance of the airlines that joined the big constellations formed in the nineties. It is an empirical research, in which have been compared, using quantitative methods, the performance measurements of 18 firms of the industry, in the periods defined as previous and subsequent to the embracing to alliances, based on data of ICAO - International Civil Aviation Organization. Among the main achievements, was found that just joining a constellation did not guarantee superior isolated performances. Nevertheless, was observed that, in some cases, due to the whole collaborative strategies used, firms ended having significant performance gains.

The Labor Pension Act¡]LPA¡^was passed by the Taiwan Legislative Yuan on June 11, 2004 and the implementation date is July 1, 2005. The significant difference between the existing Taiwan Labor Standards Law (TLSL) and LPA is that LPA is a portable defined contribution (DC) type of scheme. Employers shall contribute on a monthly basis to the Labor Pension Fund by contributing maximum 6% of monthly wage into the individual pension fund accounts. The raised staffing cost is foreseeable and was expected to turn into a heavy burden to employers. To decrease the cost of staffing and the turnover rate, this study focuses on the reactions that enterprises would plan to take and response to. However, the new LPA was not carried out officially during the study period, we conclude the exploratory findings through the questionnaire to understand what type of flexibility practice that employers¡¦ plan to take and what kind of impact on organizational performance will be made. We selected the sample companies from manufacturing, services and financial industries from¡m2003 CommonWealth Magazine Top 1600 Enterprises Ranking¡n. In all, 137 of 630 HR managers to whom we sent surveys returned the questionnaires, this yielding a response rate of 21.75%. The findings are summarized as follows: 1.The larger scale of organization, the more tendencies toward numerical flexibility and financial flexibility practice. 2.Organizations that plan to exercise numerical flexibility practices e.g., layoff, severance, downsizing etc, expect the negative effects on organizational performance. 3.Organizations that plan to exercise functional flexibility expect the positive effects on organizational performance. Organizations plan to adopt job-rotations expect the enhancement of organizational performance. 4.Organizations that plan to exercise financial flexibility do not expect the noticeable positive effects on organizational performance. Among financial flexibility practices, organizations that plan to adjust current fringe benefits expect the negative effect on organizational performance. 5.Organizations that plan to execute the improved HRM exercises expect the improvement of the organizational performance. 6.Organizations that plan to exercise the numerical and financial flexibility expect to lead to tense relationships between workers and employers in the future.

¡@¡@After the year of 2000, the unemployment rate is growing up every year. Until March of 2001, the rate of unemployment had already climbed to 7.5% and the main reason for this situation was establishment closed or business shrunk. Because of facing hard competitive environment, many enterprises progressed the downsizing to solve the problem of bankruptcy or in order to restructure business. Even though downsizing always be viewed as an effective method to lower operation cost and increase organizational performance; however, some past researches showed that after downsizing many company not only did not achieve expected objectives but also give all workers a very big shock. This happened all the time especially when survivors felt unfair or uncomfortable to the process of downsizing, and usually accompanied with morale¡¦s decline and distrust managers. Finally workers maybe show unsteady performance spontaneously and affect company¡¦s competitiveness. For some successful downsizing enterprises, they considered downsizing as a strategic plan, and at the same time devote themselves to rebuild business culture or progress other human resource system to ease survivor pressure while executing downsizing In this research, we investigate employees who experienced downsizing before, and hope to understand how downsizing influence their work attitudes and behaviors. Besides, it wants to be approved if business could develop other human resource activities to lower downside actions of survivors. After analyzing the data, the results are stated as below: I. Difference of survivor attitudes and behaviors due to employee identification of downsizing plan. 1.There are obviously differences on job involvement due to different level of employee identification of downsizing reason. 2.Comprising with direct layoffs, when using the way of retire to progress downsizing, survivor organizational identification will get higher records. II. Relationships between downsizing and survivor attitudes and behaviors. 1.When employees felt that their company practiced downsizing for the reason of merge or acquisition, they would have positive organizational identification and job involvement but have negative relation with turnover. 2.When employees felt good and comfortable in downsizing process, they would have positive organizational identification but have negative relation with turnover. 3.When employees felt the way of downsizing was direct layoffs, they would get negative influence and make them to have higher turnover. Instead, when employees felt the way of downsizing was gentle retirement, they would have better feeling to company and higher organizational identification. III. All situational items have the moderating effects on the relationship between downsizing plan and survivor attitudes and behaviors. 1.Most growth need strength have the moderating effects on the relationship between downsizing plan and survivor attitudes and behaviors. When employee felt that the reason of downsizing was imitate other organization behaviors, then the workers who were high GNS would have lower organizational identification than low GNS. However, if survivor cognized that company was fair in downsizing process and let employees participate in the plan, then the workers who were high GNS would have higher organizational identification than low GNS. 2.Employees¡¦ cognitions to the change of human resource system would have moderating effects on the relationship between organizational process and survivor attitudes and behaviors. IV. The influence on organizational performance by survivor attitudes and behavior The results showed that this part could not get exactly demonstration from analysis records.

重塑組織文化以改進公司績效:一個關於洪都拉斯小型電腦軟體公司的研究 / Organizational culture is made up of values, norms beliefs and attitudes that are commonly transmitted through stories, myths, and language that people in an organization use. These do not necessarily match the expectation of the managers of a business or the written policies. Yet, culture is so powerful that individuals follow it without thinking and has an impact on company’s performance. For that reason, this thesis looks into the current organizational culture and improvement opportunities for a small software company in Honduras: SAF Soluciones. It is a family-run business started by my father. I have worked in it for 10 years and have had both operational and managerial roles. First, two organizational culture model are presented: the levels of culture by Schein (2004) and the cultural traits by Dennison (1990). These provide the theoretical context to later asses SAF Soluciones’ culture and finally provide a practical framework to improve it.

O conceito de modelo mental é usado em áreas do conhecimento para estudar as representações sobre sistemas, eventos comportamentais e o conteúdo dessas representações. Este trabalho discute a influência destas representações no desempenho organizacional, os pressupostos envolvidos nos modelos mentais e identifica as diferentes dimensões e seus impactos sobre o desempenho das organizações. Dessa forma, a partir da análise dos pressupostos teóricos identificou-se que o desempenho das organizações principalmente pequenas e médias pode estar diretamente relacionado aos modelos mentais dos empreendedores. Sendo que estes modelos são compostos das seguintes dimensões: Conhecimento, Habilidades Emocionais, Mente Linear, Relacionamento, Missão e Estratégia, Criatividade e Inovação e Vocação. A metodologia utilizada foi primeiro, qualitativa exploratória através de entrevistas com análise de conteúdo para identificar variáveis e agregar na proposta teórica com questões abertas e, posteriormente quantitativa descritiva, a partir da proposição de questionamentos em pesquisa quantitativa para mensuração dos modelos mentais dos empreendedores. As dimensões Relacionamento, Criatividade e Inovação e Conhecimento foram as que mais impactaram o desempenho organizacional, sendo os resultados em 27,4% de significância explicando parte das dimensões dos modelos mentais propostos. Este estudo traz uma importante contribuição no sentido de compreender melhor a formação dos modelos mentais dos empreendedores e sua relação com o desempenho organizacional. / Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-04-30T13:30:14Z No. of bitstreams: 1 Dissertacao Gustavo Mioranza.pdf: 3708311 bytes, checksum: cce9be62a363da43606cf04a0cc7c57e (MD5) / Made available in DSpace on 2014-04-30T13:30:14Z (GMT). No. of bitstreams: 1 Dissertacao Gustavo Mioranza.pdf: 3708311 bytes, checksum: cce9be62a363da43606cf04a0cc7c57e (MD5) / The concept of mental model is used in areas of knowledge to study the representations of systems, behavioral events and the content of these representations. This paper discusses the influence of these representations in organizational performance, the assumptions involved in the mental models and identifies the different dimensions and their impact on organizational performance. Thus, from the theoretical analysis it was found that the performance of mainly small and medium organizations can be directly related to mental models of entrepreneurs. Since these models are composed of the following dimensions: Knowledge, Skills, Emotional, Mind Linear Relationship, Mission and Strategy, Creativity and Innovation and Vocation. The methodology was first, exploratory qualitative through interviews with content analysis to identify variables and aggregate on the theoretical proposal with open questions and then quantitative descriptive proposition from the questions in quantitative research to measure the mental models of entrepreneurs. The dimensions of Relationship, Creativity and Innovation and Knowledge were the most impacted organizational performance and the results in 27.4% of explaining the significance of the proposed dimensions of mental models. This study makes an important contribution towards better understanding the formation of mental models of entrepreneurs and their relationship to organizational performance.

Local Productive Arrangements (APLs) have become an important instrument of competitiveness and local development. The cooperation between economic agents of these clusters is the need for coordination of resources and information, and these are also the governance structure that deals with formal institutions and regimes of coordination and authority and informal systems. This research is aimed to APLs, and aims to analyze how cooperation and governance contribute to the improvement of organizational performance of companies operating in Local Productive Software Paraná. Therefore, we used an exploratory descriptive qualitative and quantitative approach. The results showed that the forms of cooperation shown by respondents from 40 companies participated in the survey, contribute to organizational performance. It was also found that governance has contributed to the growth of these arrangements, as these clusters has been developed on a competitive basis, increasingly strengthened cooperation between entrepreneurs, and this is only possible with a good governance structure. / Arranjos Produtivos Locais (APLs) têm se constituído em importante instrumental de competitividade e de desenvolvimento local. A cooperação entre agentes econômicos desses APLs decorre da necessidade de coordenação de recursos e informações, e nestes também se encontram a estrutura de governança que trata das instituições e regimes formais de coordenação e autoridade e de sistemas informais. Esta pesquisa está voltada aos APLs, e tem como objetivo analisar como a cooperação e a governança contribuem para a melhoria do desempenho organizacional das empresas instaladas nos Arranjos Produtivos Locais de Software do Estado do Paraná. Para tanto, utilizou-se de uma pesquisa exploratória descritiva com abordagem quali-quantitativa. Os resultados obtidos permitiram concluir que as formas de cooperação indicadas pelos respondentes das 40 empresas que participaram da pesquisa, contribuem para o desempenho organizacional. Constatou-se também que a governança tem contribuído para o crescimento desses arranjos, pois esses APLs vem se desenvolvendo em bases competitivas, sendo cada vez mais fortalecidos na cooperação entre os empresários, e isso só é possível com uma boa estrutura de governança.

Made available in DSpace on 2015-04-16T14:48:53Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 1138846 bytes, checksum: d463645f64b76fc123ad16fd5e9e7592 (MD5) Previous issue date: 2010-08-10 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / Studies of work organization and its relationship with the results of operations in private and public organizations are multiplying in all degrees of school, however when asked about the relationship between these parameters in the cooperative activity there is a gap proportional to the importance of the subject. We see, however, cooperatives are started in various countries, excluding, in part, its philosophical and political ideologies. In Brazil, the cooperatives have been operating in various economy areas providing economic and social development. In this scenario, where there should be mass application of individual efforts, transforming them into collective effort, there is sharing of interests and compromise less with its own organization. In the case of people s transportation cooperative, these are inserted in a different block, especially in the Northeast of Brazil, where activities related to tourism grow above the average for other productive activities, in the initial stages, is not observed in the cooperatives established in the the region. Thus, the study objective is to identify the relationship between work organization mode and organizational performance of people transportation cooperative in the state of Paraiba. For this purpose, we used for basic research, descriptive, documentary and field, with qualitative and quantitative approach from questionnaires given to subjects, selected by stratified proportional sampling, of a population of 260 members and was realization the semi-structured interviews to presidents of the cooperatives. Then quantitative analysis we used the SPSS 8.0 software. For qualitative assessments was worked to analyze the content of words. The results, we found that the first cooperative of Paraiba was shaped Boxes Rural Raiffeisen, the organizations constitutive aspects show comprised mostly of married men with a mean age of 45 years and high school degree. The average monthly earnings, per each partner, is two thousand real (BRA) and the weekly work load of these is the 65-84h. The results achieved by the partners comprove their dependence on the performance of the cooperative. The solvency analysis revealed that the cooperatives studied have the ability to pay its financial commitments. And the influential variables of organizational performance, it follows that they are aligned to the internal structural elements - responsibility, power, leadership, command and control. / Os estudos de organização do trabalho e sua relação com os resultados operacionais em organizações privadas e públicas se multiplicam em todos os níveis da academia, contudo quando questionado sobre a relação desses parâmetros na atividade cooperativa verifica-se uma lacuna proporcional a importância do tema. Vê-se, contudo, o cooperativismo instalandose em diversos países, desconsiderando, em parte, suas correntes filosóficas e ideologias políticas. No Brasil, as cooperativas vêm atuando em diversos ramos da economia propiciando desenvolvimento econômico e social. Nesse panorama, onde deveria haver aplicação em massa dos esforços individuais, transformando-os em esforço coletivo, observase a partilha de interesses e descomprometimento com a sua própria organização. No caso das cooperativas de transporte de pessoas, estas estão inseridas num nicho diferenciado, principalmente, no Nordeste brasileiro, onde atividades ligadas ao turismo crescem acima da média de outras atividades produtivas, o que, de modo incipiente, não é observado nas cooperativas instaladas na região. Dessa forma, o objetivo desse estudo é identificar a relação entre o modo de organização do trabalho e o desempenho organizacional de cooperativas de transportes de pessoas no estado da Paraíba. Para tal utilizou-se de pesquisa básica, descritiva, documental e de campo, com abordagem quali-quantitativa a partir de questionários aplicados a sujeitos, selecionados por amostragem estratificada proporcional, de uma população de 260 associados e com a realização de entrevistas semi-estruturadas aos presidentes das cooperativas de transportes de pessoas. Às análises quantitativas utilizou-se o software SPSS 8.0 e para as avaliações qualitativas trabalhou-se a análise do conteúdo das palavras. Aos resultados, identificou-se que a primeira cooperativa da Paraíba foi moldada as Caixas Rurais Raiffeisen; aos aspectos constitutivos das organizações tem-se que elas são formadas por em sua maioria por homens casados com idade média de 45 anos e com grau de instrução, o ensino médio. O faturamento médio mensal, por cooperado, é de dois mil reais e a carga de trabalho semanal destes é de 65-84h. Aos resultados alcançados pelos sócios comprova-se a dependência deles a atuação da cooperativa. A análise de solvência revelou que as cooperativas estudadas têm a capacidade de cumprir seus compromissos financeiros. E, quanto as variáveis influenciadoras do desempenho organizacional, resulta que elas estão alinhadas aos elementos estruturantes internos responsabilidade, poder, liderança, comando e Controle.