Thesis (Ed. D.)--Boston University, 1988. Dept. of Administration, Training, and Policy Studies / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2999-01-01

University-level transdisciplinary initiatives have become prevalent as institutions reorient disciplines around complex problems that are relevant to society. Transdisciplinary research initiatives, like those of interdisciplinarity in the previous decade, are reinforced by federal funding agencies because of their potential to yield technological innovation, and in turn, economic growth. However, the sustained development of transdisciplinary or interdisciplinary curriculum design remains limited due to the multiple competing factors that govern the curriculum. This dissertation research focuses on the implementation of the transdisciplinary initiative as it pertains to interdisciplinary curriculum design. I use public institutional documents to trace the transdisciplinary institutional initiative as it is enacted at different university levels and interviews to understand the initiatives in practice, drawing from administrators, faculty, and staff experiences as they develop interdisciplinary courses. Many university-level initiatives that purport transdisciplinary and interdisciplinary education fall short in their implementation because of academic structures that directly or indirectly inhibit sustainable interdisciplinary curricula. Instead, administrative organizations like the Registrar's Office, Office of Integrated General Education, and Transdisciplinary Initiative Office develop networks and artifacts that connect faculty who have experience bypassing academic structures with faculty who seek out these forms of institutional support. These emergent practices are an adaptation to the university system rather than a proactive measure that facilitates the large-scale structural change claimed by university-level transdisciplinary initiatives. This study contributes to the understanding of potential long-term implications through the examination of interrelated university initiatives as they exist through metrics and incentives provided by the upper administration and experiences of faculty and staff in developing interdisciplinary courses. / Doctor of Philosophy / There is a trend in universities across the United States of implementing initiatives that incentivize departments to focus their research and teaching on complex problems that span different disciplines. These initiatives are attractive to potential university donors due to their perceived societal relevance and reinforced by external funding agencies because of their potential to yield technological innovation. These initiatives can be short-lived, however, as they seek to disrupt the traditional university structure. The purpose of this study is to examine how faculty and staff translate and negotiate the complex university structures and initiatives as they design interdisciplinary courses. I use public institutional documents to trace the transdisciplinary institutional initiative as it is enacted at different university levels and interviews to understand the initiatives in practice, drawing from administrators, faculty, and staff experiences as they develop interdisciplinary courses. The findings show that even for faculty and staff working to create interdisciplinary classes in alignment with these initiatives, they are faced with challenges as the initiatives are limited in their structural reorientation. Instead, mid-tier administrative organizations have developed networks and artifacts that connect those who have experience bypassing academic structures with those who express interest in following their lead. This study includes a discussion of broader socio-political and economic factors that contextualizes layers of faculty and staff experiences, administrator perspectives, and the university's public messaging through the historical legacies of academia, the economy, and society at large.

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In the last decade, companies have been faced with a turbulent business environment. There have been dramatic technological shifts, deregulations, economic uncertainty, rapid growth, increased global competition, and major shifts in demography and values. Managing organizational performance and success is becoming increasingly challenging and difficult. Organizations are realizing that in order to succeed, or even to merely exist, they must change the way they do business on a grand scale. Large scale organizational change is risky, hard, complex, unpredictable, and emotionally intense. On the other side of the coin, not changing in this turbulent day and age can even be riskier. National Grocers Company Limited is currently going through a large scale organizational change effort. Their effort started with a pilot test in their Peterborough, Canada food distribution warehouse. This thesis is a summative evaluation of the change effort within the Peterborough warehouse. This research: Documents the Peterborough GSS implementation Documents warehouse performance results Evaluates the effectiveness of the PDSOF project Evaluates the effectiveness of the GSS framework in the PDSOF project Documents expert advice on GSS implementation By organizing and presenting a variety of data in a format that is easy to understand and learn from, I have created a reference document that organizations can use in their large scale organizational change efforts to take theory to practice. More specifically, I provided National Grocers with a document of the change effort at the Peterborough warehouse so that other National Grocers’ warehouses can benefit from the wisdom gained and lessons learned at Peterborough. Therefore, my results and conclusions have “meaning” for real world managers. / Master of Science

Organizations in South Africa have been going through a great deal of change in recent years. However, little is known about the effects on employees. This study aimed to ascertain the psychological impact of change on the employees of a large public service organization, the South African Police Service. The findings were contrary to what was expected with the only significant difference between the samples being for anxiety in black managers. Circumstances outside the work situation were the strongest predictors for stress, anxiety and depression. However, factors in the work situation played a more significant role in predicting the variance in stress and anxiety in the second sample. The within group differences were the opposite of what was expected with black managers having higher stress and depression levels than their white counterparts in both samples and higher anxiety levels than both their white and coloured counterparts in the second sample. / Psychology / M.A. (Research Psychology)

This dissertation emphasizes the importance of the human factor in the organizational change process. Change - the only constant - is inevitable for organizations and no change program can be achieved without the support and acceptance of organization members. In this context, this study identifies officer attitudes toward organizational change in the Turkish National Police (TNP) and the factors affecting those attitudes. The Officer Attitude Model created by the researcher includes six main factors (receptivity to change, readiness for change, trust in management, commitment to organization, communication of change, and training for change) and five background factors (gender, age, rank, level of education, and work experience) to explain officer attitudes toward change. In order to test this model, an officer attitude survey was administered in Turkey among TNP members and the results of the gathered data validated this model.

Inledning: Kontinuerlig organisationsförändring förekommer allt oftare i dagens organisationer, och kännetecknas av att förändringsprocessen inte har någon början ellerslut. I samband med att kontinuerlig organisationsförändring genomförs i organisationer kan det bidra till att anställda upplever en förvirrande och mångtydig känsla, eftersom förändring sker hela tiden. I dessa situationer är meningsskapande en avgörande faktor, vilken är en central aspekt inom symboliskt ledarskap. Studien undersöker därför symboliskt ledarskap i detta sammanhang, och fokuserar främst på hur chefer använder symboler och meningsskapande för att dämpa den tvetydighet som uppkommer. Syfte: Syftet med studien är att utveckla en förståelse för på vilket sätt chefer använder symboler och meningsskapande vid kontinuerlig organisationsförändring. Metod: Genom att använda oss av en kvalitativ forskningsmetod har vi genomfört enfallstudie med en abduktiv ansats. Det empiriska materialet har samlats in genom semistrukturerade intervjuer och från inspiration av en etnografisk studie. För att skapa en utvecklad förståelse för hur cheferna arbetar i den dagliga verksamheten är studien hermeneutisk. Slutsats: Studien har kommit fram till att symboler används av cheferna för att skapa mening men även för att förmedla samhörighet, trygghet och en gemensam syn. Symbolerna används genom kommunikation, synlighet och genom att arrangera diverse tillställningar. Meningsskapande blir viktigt eftersom det får anställda att känna mening inför de arbetsuppgifter som ska utföras. / Introduction: Continuous organizational change is increasing in today's organizations, and is characterized by change having no beginning nor end. In liaison with the ongoing organizational change being implemented in organizations it can cause employees feeling confused and ambiguous, since change occurs all the time. In these situations, sensemaking constitute an essential factor, which is a key aspect of symbolic leadership. The study therefore examines symbolic leadership in this context, and focuses on how managers use symbols and sensemaking to reduce the ambiguity that arises. Purpose: The purpose of the study is to develop an understanding of in what way leaders practice symbols and sensemaking during continuous organizational change Method: By using a qualitative research method, we conducted a case study with an abductive approach. The empirical material was collected through semi-structured interviews and from the inspiration of an ethnographic study. In order to create a developed understanding of how managers are working in the daily activities, the study use a hermeneutic approach. Conclusion: The findings of the study has concluded that symbols are utilized by managers in order to create meaning, but also to transmit togetherness, security and a mutual vision. The symbols are utilized through communication, visibility and by organizing various events. Sensemaking is thus important since it mediates how employees can feel meaningfulness for the tasks to be executed.

As the economy continues to struggle in its recovery from the recent recession, higher education institutions have been hard-hit, affecting stakeholders at all levels, including boards of trustees, students, faculty, and the surrounding communities. In the middle of the turmoil and period of change are the presidents, needing to answer to board members as well as other institutional stakeholders, while still maintaining a balance of organizational consistency and change. Nearly all organizational change literature incorporates interpersonal communication as an integral component in effective change efforts; therefore, the constantly changing higher education landscape necessitates presidents who are skilled in communicative leadership, of which interpersonal skills are a cornerstone. Although all presidents need these skill sets, this study examines only a newly appointed president and one of his change-initiative teams to capture the dynamic environment surrounding new administration. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2017. / FAU Electronic Theses and Dissertations Collection

孫黎. / 本論文於1997年10月呈交. / 論文(碩士) -- 香港中文大學硏究院工商管理學部, 1998. / 參考文獻: leaves 138-147. / 中英文摘要. / Sun Li. / 摘要 --- p.1 / Chapter 壹 --- 緖言 --- p.3 / Chapter 貳 --- 文獻評論 --- p.8 / Chapter 一、 --- 循環論 --- p.8 / Chapter 二、 --- 衝突論 --- p.11 / Chapter 三、 --- 生態論 --- p.12 / Chapter 四、 --- 制度論 --- p.13 / Chapter 參 --- 交易成本理論框架 --- p.14 / Chapter 一、 --- 市場學中的交易成本理論 --- p.14 / Chapter 二、 --- 甚麼是交易成本 --- p.16 / Chapter 三、 --- 交易成本理論的假設 --- p.18 / Chapter 四、 --- 決定治理結構的因素 --- p.20 / Chapter 五、 --- 渠道治理結構的形式 --- p.23 / Chapter 肆 --- 制度演化分析框架 --- p.32 / Chapter 一、 --- 甚麼是市場 --- p.32 / Chapter 二、 --- 制度的內涵 --- p.33 / Chapter 三、 --- 制度與渠道演變的軌跡 --- p.35 / Chapter 四、 --- 制度演變與學習適應 --- p.40 / Chapter 五、 --- 制度演變的模型 --- p.43 / Chapter 六、 --- 作爲適應性機制的渠道 --- p.46 / Chapter 伍 --- 中國市場渠道分析框架 --- p.50 / Chapter 一、 --- 美國市場渠道的變革史 --- p.51 / Chapter 二、 --- 中國渠道結構的演變 --- p.52 / Chapter 陸 --- 實証分析 --- p.72 / Chapter 一、 --- 機會主義與制度分析 --- p.73 / Chapter 二、 --- 層級體系的分權化演變 --- p.88 / Chapter 三、 --- 計算機市場渠道分析 --- p.97 / Chapter 四、 --- 批發市場的興起 --- p.107 / Chapter 五、 --- 國有商業企業的發展 --- p.116 / Chapter 染 --- 結論與建議 --- p.130 / Chapter 一、 --- 總結 --- p.130 / Chapter 二、 --- 理論應用與發展 --- p.131 / Chapter 三、 --- 政策與策略管理的建議 --- p.133 / Chapter 四、 --- 硏究限制 --- p.136 / Chapter 捌 --- 參考文獻 --- p.138 / 附錄中英專有名詞翻譯對照 --- p.148

隨著積極組織行為學 (positive organizational behaviour) 的研究趨勢，本研究通過正向心理的角度，考察轉換型領導 (transformational leadership) 對員工工作投入感 (work engagement) 的影響。本研究提出一個中介調節模型，旨在探討轉換型領導透過心理意義 (psychological meaningfulness)　的中介效果對下屬工作投入感之影響；此外本研究亦試圖探討下屬的心理資本 (psychological capital)　是否能夠調節心理意義和工作投入感之間的關聯。二百七十一名從事各種不同行業的中國人完成了網上問卷調查。研究發現：（一）領導者的轉換型領導行為有效增強下屬的工作投入感；（二）心理意義在轉換型領導與下屬工作投入感之間具有部分中介效果；（三）心理意義和工作投入感之間關聯的強度取決於下屬心理資本的水平；下屬的心理資本正向調節了整個中介過程，強化了積極的心理過程 (positive psychological process)，激發更高水平的工作投入感。這項研究關注了下屬在領導過程的角色；此外它擴大了目前領導領域的研究，涵蓋了底層的激發積極性機制(motivational process)，和有效的下屬特性，以帶出領導者對下屬工作投入感的影響。最後，本文亦討論了這研究對理論發展的貢獻，以及對應用層面於員工培訓方面的實際啟示。 / With the emerging interest in positive organizational behaviour, this study adopted a positive psychological perspective in examining the impact of transformational leadership on employee work engagement. The study proposed a moderated-mediation model with supervisor transformational leadership as an antecedent in predicting follower work engagement, psychological meaningfulness as a mediator that explains the underlying leadership process, and psychological capital (PsyCap) as a boundary condition that moderates the association between psychological meaningfulness and work engagement. Two hundred and seventy-one Chinese employees, from a diverse range of industries, completed the online questionnaire. The study found that (a) transformational leaders enhanced followers’ level of work engagement; (b) psychological meaningfulness played a partial mediating role in translating the positive impact of transformational leaders to increased follower work engagement; and (c) the strength of the link between psychological meaningfulness and work engagement depended on the level of PsyCap. PsyCap moderated the mediated leadership process such that it enhanced the positive psychological process to lead to higher levels of work engagement. The study investigated the understudied impact of followership in leadership processes. Moreover, it suggested a broader leadership framework that encompasses the underlying motivational mechanism and the effective followership characteristic in bringing out leaders’ impact on follower engagement. Theoretical implications and applied implications on employee training are discussed. / Detailed summary in vernacular field only. / Leung, Lok Chi. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 30-40). / Abstracts also in Chinese. / Abstract --- p.i / 摘要 --- p.ii / List of Tables --- p.vi / List of Figures --- p.vii / Chapter CHAPTER 1. --- INTRODUCTION --- p.1 / Work Engagement --- p.2 / Transformational Leadership --- p.3 / Association between Transformational Leadership and Follower Engagement --- p.4 / Psychological Meaningfulness as Mediator --- p.5 / Moderation by Follower Positivity --- p.7 / Psychological Capital (PsyCap) --- p.8 / Psychological Capital as Moderator --- p.9 / Chapter CHAPTER 2. --- METHOD --- p.12 / Participants and Procedure --- p.12 / Measures --- p.14 / Chapter CHAPTER 3. --- RESULTS --- p.16 / Measurement Model --- p.16 / Descriptive Statistics and Factor Correlations --- p.18 / Direct and Indirect Effect --- p.18 / Moderated Mediation Effect --- p.19 / Chapter CHAPTER 4. --- DISCUSSION --- p.22 / The Transformational Leadership Process --- p.22 / Effective Follower Attribute --- p.23 / Development of POB Literature --- p.25 / Positivity and Meaning in Chinese --- p.26 / Limitations and Future Research --- p.27 / Practical Implication --- p.28 / Concluding Remarks --- p.29 / Reference --- p.30 / Appendix --- p.41