This article investigates the role of organizational and personal resources in explaining nurses' in-role and extra-role performances. A sample of 124 nurses working for public hospitals in the Turkish Republic of Northern Cyprus (TRNC) serves as the study setting. Results of the study reveal that organizational and personal resources included in the scope of this study cannot explain the nurses' in-role and extra-role performances. Implications of the results are discussed and future research directions are offered.

This study by the human capital point of view, discuss on the nursing professional human capital, and its investment and return as well as nursing competence. Effective samples from 25 different level teaching hospitals amounted to 2,101. In this cross-sectional research, development "nursing competence" scale, by items analysis and explorations as well as confirmed factors analysis, extracted into six factors, named for: integrated care plans, care interventions and communication, self-growth and professional development, management, and coordination and teaching competence, modified to 33 questions items, Cronbach ' s alpha value for 0.885~0.937. Developed evaluation scale for clinical ladder system by 18 items, including 2 factors, personal and professional growth and organizational resource factors, Cronbach ' s alpha values was .875 and .967. Use statistical software Spss 14 and Mplus to test of multivariate and cross-level analysis. The result was that "nursing clinical level" is a very good indicator to the human capital, will affect the "clinical ladder investment evaluation" and "competence"; " Clinical ladder system "will affect the" nursing competence ". Regulation effect of organizational factors, "resource from organization" may affect the relationship of "nursing clinical ladder systems evaluation and nursing competence ". "Hospital grading" has parts of impact on nursing competence. Nurse is worthy human capital, that individuals and organizations should continue to invest obtain the best value for return.

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The study reported in this article examines the nature of relationships between organizational and personal resources and nurses' turnover intentions. A sample of 124 nurses in the Turkish Republic of Northern Cyprus serves as the study setting. Results of the study reveal that a form of organizational support (empowerment) and two personal resources (customer orientation, job resourcefulness) are the best predictors of turnover intentions. Implications of these results are discussed and avenues for future research are offered.

The study reported in this article examines the nature of relationships between organizational and personal resources and nurses' turnover intentions. A sample of 124 nurses in the Turkish Republic of Northern Cyprus serves as the study setting. Results of the study reveal that a form of organizational support (empowerment) and two personal resources (customer orientation, job resourcefulness) are the best predictors of turnover intentions. Implications of these results are discussed and avenues for future research are offered.

The aim of the thesis is to discuss the key driving factors influencing the success of innovation in high-tech firms based in Sweden. The thesis will discuss key determinant factors and how those factors are connecting with each other. Organizational innovation and Organizational culture relationship have been under research for many years. The success of organizational innovation can be captured by various factors. Similarly, the organizational culture can be captured by different factors. During the research process, we came across various theories and this thesis is based on Rao and Weintraub (2013) developed model. The model provides six building blocks with determinant factors as a foundation for the successful innovative organizational culture. The six major building blocks or factors are Values, Behaviours, Climate, Resources, Processes, and Success (Rao & Weintraub, 2013). The purpose of the study is to define the hypothetical relationship between some of the six major factors which drives the successful innovation in the organization. The authors have developed a model for successful organizational innovation based on their hypotheses. It will be a matter of great interest to reflect upon the employee's feedback regarding those factors that influence firm’s organizational culture and successful innovation. The model was analyzed using the results of the survey in which 230 employees participated from Swedish based high-tech firms, using Structural Equation Modelling (Hair et al, 2010). The research results reveal some of the key contributors towards the successful organizational innovation and the relation between the factors for the successful organizational innovation. The factor successful innovation is strongly dependent on the innovation processes factor and this is followed by some more relatively moderate contributing factors such as the leaders’ behaviours, and the organizational resources. The study reveals that there is a strong relation between the innovation success and the innovation processes. The innovation processes factor is positively connected to the organization values, the leaders’ behaviours, and the organization resources. The organization climate is weakly connected to the innovation processes as represented by the data sample collected which needs to be further investigated. The model identified in the thesis gives an understanding of how the six factors are connected to drive the successful organizational innovation.

This diploma thesis aims to identify collaboration factors within a joint NGO project called Reconstruction of the State. The goal is to find out the factors that led to the establishment of this joint project as perceived by representatives of the cooperating organizations. Another objective is to discover a possible pattern of collaboration factors within this project. The theoretical part introduces the main theories of interorganizational cooperation and the conceptualization of collaboration factors that have been described in these theories. The conceptualization of the collaboration factors forms the basis of a questionnaire issued to the NGOs' representatives. The results of the survey are used as input in a hierarchical cluster analysis that represents the key part of the empirical part of this thesis. The results of the cluster analysis are thus derived from the responses given by representatives of the 13 NGOs involved in the Reconstruction of the State project and they identify the key collaboration factors as well as their configuration. The final section presents and further interprets the findings resulting from the cluster analysis within the chosen theoretical framework. Key words: collaboration factors, organizational resources, NGOs, interorganizational collaboration, cluster analysis

This thesis discusses the topic of anti-corruption, non-governmental, non-profit organisations (NGOs), and specifically the relationship between their transparency and their sources of financial income. Inasmuch as the activities of such NGOs are of general public interest, and their output should therefore be available to everyone, this thesis focuses on the transparency of these organisations on the Internet as the most accessible medium. The theoretical part of the thesis scrutinises some key concepts, such as anti-corruption NGO, accountability, transparency and organisational resources. The research sample includes 23 organisations who declare to be fighting against corruption and data collection was carried out via the Internet. The goal of this thesis was to analyse the transparency of Czech anti-corruption NGOs since such an analysis has not been carried out to date. An overview of financing and transparency of the organisations under investigation was based on an analysis of their web pages and annual reports. The index of transparency shows the accessibility of information and its correlation with the structure of financial resources determines how various financial resources are related to the organisation's transparency. In the resultant discussion, the findings introduced in the theoretical...

The purpose of the thesis was to identify the tech startups main organizational resources and capabilities received from the Stockholm cluster. Correspondently, how those encourage to sustained competitive advantage internationally. The aim was to ensure a deeper understanding with a qualitative research method with a multiple case study and an abductive approach. The empirical findings were based on seven case companies that were committing within the tech sector and were internationalized. Further, the literature review takes off with the definition of the segment, namely the tech startups followed by industrial cluster, the network - and social network theory, the Resource-based view with concertation on the different firms’ resources, the VRIO framework, and capabilities, and thereby internationalization including international competitiveness. The conceptual framework has illustrated the correlation between investigated variables, mentioned above. Moreover, the empirical findings chapter was constituted of primary data presented by the seven companies. The analysis was established on the basis of the three voices, which are theoretical, empirical and authors to examine contrast and correlation with each other. The analysis part was followed by a conclusion chapter that presented the main findings/conclusions, thus answered the research question. In addition, the chapter provided with implications, , limitation and recommendations for future research.   The findings displayed that the main organizational resources and capabilities obtained from Stockholm consist of human and financial capital, alliances and relationships, innovation/technology and reputation. However, they are only three of them that bring sustained competitive advantage, which are the human capital, alliance and relationships, and reputation capability.

Partido Popular Cristiano (PPC) es un partido peruano de derecha fundado en 1966. Sin embargo, nunca ha ganado ninguno de los cargos más importantes del país pese a que, espe- cialmente en la última década, se lo propuso con gran determinación. La literatura sobre la poca competitividad electoral de los partidos políticos peruanos ha señalado que ello se debería a factores históricos, estructurales, institucionales u organizacionales, difícilmente superables. En esa línea, los pocos autores que han arriesgado hipótesis sobre el PPC han resaltado una supuesta ideologización y poca apertura a sectores populares como los factores que lo han hecho poco competitivo. En cambio, en este trabajo se argumenta que en la última década la poca competitividad del PPC ha sido profundizada por la adopción por parte de sus élites partidarias de una estrategia atrapa-todo, la cual implicó que no se posicionara en el debate político programático existente en el Perú de forma clara y permanente y, por tanto, perdiera identidad política, crucial en un contexto con altos niveles de volatilidad, dificultades para la agregación de intereses y en el que no siempre se necesitan de grandes mayorías para ganar elecciones. La falta de una identidad política enraizada en una parte de la ciudadanía le impidió conservar un voto duro y una logística organizacional, factores que en el Perú brindan una mayor capacidad competitiva.