The primary purpose of this study is to develop a methodology that can be used to assess IS effectiveness in the Turkish Army. This study starts with the review of the information system effectiveness and assessment paradigms. Afterwards, influences of the characteristics of the Turkish Army on IS effectiveness assessment techniques are investigated. Observations and interviews are determined as the favorable data collection techniques. A user perceived effectiveness assessment instrument for semi-structured interviews is developed. Then a case study is applied to assess IS effectiveness in one of the units of the Turkish Army. At the end of the thesis, a qualitative assessment methodology based on maturity and key determinants of a successful IS are proposed for the Turkish Army.

L’objectif de la présente étude vise à déterminer les caractéristiques des entreprises et de leur main-d’œuvre qui adoptent un PAE. Cette pratique serait en effet distribuée inégalement entre les différentes entreprises du secteur privé au Canada. Les facteurs identifiés dans la littérature en lien avec la présence du PAE sont regroupés sous les caractéristiques de la main-d’œuvre, les caractéristiques organisationnelles ou les caractéristiques du marché du travail, de manière à faire ressortir leur valeur respective pour voir celle qui a le plus d’influence sur la présence du PAE. Pour chacun des facteurs, une hypothèse ou une proposition de recherche est formulée. Pour vérifier les hypothèses et les propositions de recherche, nous avons utilisé des données secondaires issues de l’Enquête sur le milieu de travail et les employés (EMTE), réalisée en 2005 par Statistique Canada. Nous avons principalement eu recours à la base de données des employeurs, mais à défaut d’y avoir toutes les variables importantes, celle des employés a aussi été utilisée en agrégeant les données à la moyenne échantillonnale par entreprise, et en les imputant à la composante des employeurs. Notre échantillon final se compose de 5630 établissements du secteur privé au Canada. Les résultats nous ont appris que les caractéristiques organisationnelles sont de meilleurs déterminants de la présence du PAE que les caractéristiques de la main-d’œuvre. Les PAE sont répartis de façon inégale entre les différentes entreprises au Canada. En effet, les entreprises qui adoptent un PAE ont souvent moins d’immigrants. Elles ont aussi plus de probabilité d’avoir une grande proportion d’employés ayant complété des études secondaires, et qui travaillent à temps plein. Les PAE sont de plus beaucoup plus présents dans les grandes entreprises qui sont syndiquées, et dont l’organisation du travail est plus flexible. Enfin, ce sont les entreprises du secteur primaire qui adoptent le plus de PAE. Les PAE ne couvrent alors qu’un secteur limité et privilégié de la main-d’œuvre puisque certains groupes, tels que les immigrants, y ont moins accès. Ainsi, les PAE bénéficient aux employés les plus avantagés financièrement, indiquant que ce sont surtout les plus « riches » qui accèdent aux meilleurs services de santé mentale et sociale. Mots clés : Programmes d’aide aux employés Caractéristiques de la main-d’œuvre Caractéristiques organisationnelles / This study aims to explore the links among the characteristics of firms and their workforce and the presence of an EAP. This practice should not be randomly distributed in firms operating in the private sector in Canada. In the literature, there are three factors that are identified to be related to the presence of an EAP : 1- workforce characteristics, 2- firm characteristics, and 3- labour market characteristics. This study search to evaluate the relative value of each factor in predicting the presence of an EAP. One hypothesis or one research proposal is made for each factor. In order to empirically test the hypotheses and the research proposals, secondary data from the Workplace and Employee Survey (WES) are used. This survey was conducted in 2005 by Statistics Canada. This survey collected data from employers and their employees. Almost all variables used in this study come from the employers’ database. The sample comprises 5,630 establishments operating in the private sector. Results show that organizational characteristics are better determinants of the presence of EAP than the characteristics of the workforce. EAPs are not randomly distributed in firms in Canada. Indeed, firms that adopt an EAP often have fewer immigrants. They are more likely to have a larger proportion of employees who have completed a high school level and working full time. EAPs are more likely to be found in larger companies that are unionized, and whose work organizations are more flexible. Compare to firms in the secondary and in the tertiary sectors, it is firms in the primary sector that are more likely to have adopted an EAP. Overall, the results of this study indicate that EAP are available only to the better off workers. These workers have access to the best social and mental services. Keywords: Employee Assistance Programs Characteristics of the workforce Organizational Characteristics

L’objectif de la présente étude vise à déterminer les caractéristiques des entreprises et de leur main-d’œuvre qui adoptent un PAE. Cette pratique serait en effet distribuée inégalement entre les différentes entreprises du secteur privé au Canada. Les facteurs identifiés dans la littérature en lien avec la présence du PAE sont regroupés sous les caractéristiques de la main-d’œuvre, les caractéristiques organisationnelles ou les caractéristiques du marché du travail, de manière à faire ressortir leur valeur respective pour voir celle qui a le plus d’influence sur la présence du PAE. Pour chacun des facteurs, une hypothèse ou une proposition de recherche est formulée. Pour vérifier les hypothèses et les propositions de recherche, nous avons utilisé des données secondaires issues de l’Enquête sur le milieu de travail et les employés (EMTE), réalisée en 2005 par Statistique Canada. Nous avons principalement eu recours à la base de données des employeurs, mais à défaut d’y avoir toutes les variables importantes, celle des employés a aussi été utilisée en agrégeant les données à la moyenne échantillonnale par entreprise, et en les imputant à la composante des employeurs. Notre échantillon final se compose de 5630 établissements du secteur privé au Canada. Les résultats nous ont appris que les caractéristiques organisationnelles sont de meilleurs déterminants de la présence du PAE que les caractéristiques de la main-d’œuvre. Les PAE sont répartis de façon inégale entre les différentes entreprises au Canada. En effet, les entreprises qui adoptent un PAE ont souvent moins d’immigrants. Elles ont aussi plus de probabilité d’avoir une grande proportion d’employés ayant complété des études secondaires, et qui travaillent à temps plein. Les PAE sont de plus beaucoup plus présents dans les grandes entreprises qui sont syndiquées, et dont l’organisation du travail est plus flexible. Enfin, ce sont les entreprises du secteur primaire qui adoptent le plus de PAE. Les PAE ne couvrent alors qu’un secteur limité et privilégié de la main-d’œuvre puisque certains groupes, tels que les immigrants, y ont moins accès. Ainsi, les PAE bénéficient aux employés les plus avantagés financièrement, indiquant que ce sont surtout les plus « riches » qui accèdent aux meilleurs services de santé mentale et sociale. Mots clés : Programmes d’aide aux employés Caractéristiques de la main-d’œuvre Caractéristiques organisationnelles / This study aims to explore the links among the characteristics of firms and their workforce and the presence of an EAP. This practice should not be randomly distributed in firms operating in the private sector in Canada. In the literature, there are three factors that are identified to be related to the presence of an EAP : 1- workforce characteristics, 2- firm characteristics, and 3- labour market characteristics. This study search to evaluate the relative value of each factor in predicting the presence of an EAP. One hypothesis or one research proposal is made for each factor. In order to empirically test the hypotheses and the research proposals, secondary data from the Workplace and Employee Survey (WES) are used. This survey was conducted in 2005 by Statistics Canada. This survey collected data from employers and their employees. Almost all variables used in this study come from the employers’ database. The sample comprises 5,630 establishments operating in the private sector. Results show that organizational characteristics are better determinants of the presence of EAP than the characteristics of the workforce. EAPs are not randomly distributed in firms in Canada. Indeed, firms that adopt an EAP often have fewer immigrants. They are more likely to have a larger proportion of employees who have completed a high school level and working full time. EAPs are more likely to be found in larger companies that are unionized, and whose work organizations are more flexible. Compare to firms in the secondary and in the tertiary sectors, it is firms in the primary sector that are more likely to have adopted an EAP. Overall, the results of this study indicate that EAP are available only to the better off workers. These workers have access to the best social and mental services. Keywords: Employee Assistance Programs Characteristics of the workforce Organizational Characteristics

No description available.

Additive Manufacturing (AM) is one of the most advanced processes of producing high quality parts. In dentistry, AM has a wide range of applications, some of the most common applications are dentures, crowns, clear and hard tooth aligner, and anatomical and training models. Irrespective of its advantages, AM technology have not been used to its fullest potential. Research shows that there is very little knowledge on the organizational characteristics, environmental characteristics, and the technological factors that affects the organizational adoption of AM technology. The aim of the research is to understand the characteristics and the factors affecting the adoption decision among adopters and non-adopters of AM technology in dental technology companies. To answer the research questions, qualitative research method is used in this study. The data was collected by conducting semi-structured interviews with both the adopters and non-adopters of AM technology within the dental technological companies. The data collected was compared between the adopters and non-adopters. The main findings show that the adopters have a positive experience on AM technology and there is willingness to adopt AM technology in both adopters and non-adopters. Regarding the environmental characteristics, the practice of dentists was a major characteristic that impacted AM adoption. The technological factors related to the AM technology were identified to be the main drivers of technology adoption and the cost of AM machining was identified to be the main barrier of AM technology. The final findings from this research were that the technological factors, environmental factors, and the organizational factors are crucial for the successful organizational adoption of the technology.

La prise en charge efficace des maladies chroniques nécessite une implication accrue des patients dans la gestion de leurs soins et de leur état de santé. Le lien existant entre les caractéristiques organisationnelles de la 1ère ligne et la capacité des patients pour l’auto-soins étant peu documenté, l’objectif de ce mémoire est de mieux comprendre comment l’organisation de la 1ère ligne médicale peut influencer la capacité des personnes pour l’auto-soins d’une maladie chronique. Pour atteindre cet objectif, 776 patients atteints de maladie chronique ont été recrutés dans 33 cliniques ayant participé à une enquête organisationnelle. Ces patients ont répondu à un questionnaire sur l’auto-efficacité pour la gestion d’une maladie chronique à 0, 6 et 12 mois. Des analyses par régression hiérarchique à 3 niveaux ont permis de mesurer les liens entre les variables organisationnelles sélectionnées et la capacité perçue des patients pour l’auto-soins de leur maladie. Les résultats montrent que les caractéristiques organisationnelles ont peu d’effet sur l’auto-efficacité pour l’auto-soins en comparaison aux facteurs individuels, et que le soutien à l’auto-soins est peu présent dans les cliniques participantes sans égard à leurs attributs organisationnels. Bien qu’aucune des caractéristiques sélectionnées n’apparaisse significativement associée à l’auto-soins dans le modèle final, des associations significatives ont été observées en analyses bivariées. Ces résultats suggèrent que toutes les organisations de 1ère ligne doivent fournir un effort explicite pour mieux intégrer l’auto-soins dans les services de santé usuels et que la présence d’éléments organisationnels facilitateurs ne se traduit pas systématiquement par une provision accrue de soutien à l’auto-soins. / For effective chronic care, primary health care (PHC) organisations need to support the active engagement of patients in managing their condition. Since few studies have examined how organisational factors influence with patients’ ability for chronic illness self-management in the context of primary care, the primary objective of this research was to explore how PHC organisational attributes are associated with patients’ perceived ability for chronic illness self-management. To attain this goal, a sample of 776 adults living with a chronic illness was recruited in 33 PHC settings that had responded to an organisational survey. They were administered a questionnaire on self-efficacy for managing chronic disease at 0, 6 and 12 months. Three-level regression models measured the link between selected organisational PHC characteristics and patients’ perceived ability to manage their primary illness. Our results show that organisational factors exert little influence on patient’s confidence for chronic illness self-management compared to individual attributes, and that self-management support appears low in all primary care organisations regardless of their characteristics. None of the organisational attributes was significantly associated with self-efficacy after adjusting for the lower level variables, but significant bivariate relationships were observed. These results suggest that every type of PHC organisation should make explicit efforts to improve self-management support and that the presence of facilitating elements in their organisational configuration may not spontaneously translate into better provision of chronic disease self-management support and education.

Nonprofit housing organizations primarily exist to address the housing needs of low-income residents, whose housing needs are not sufficiently met by the public or private housing market. NHOs are very similar to private corporations in their size, productivity and commitment to the “bottom line.” However, unlike private firms, NHOs are “mission driven” instead profit-driven corporations. The development of affordable housing in the nonprofit housing sector requires a myriad of financial and non-financial resources. As competition for financial resources intensifies many organizations are adopting strategies as a means to not only reduce organizational uncertainty and sustain them, but also increase or maintain organizational capacity. The evolution of the role of nonprofit organizations coupled with market pressures such as attracting investment, competing for clients, and retaining and hiring skilled employees shapes the need for them to adopt market culture strategies (Salamon, 1999). A key strategy of market culture is collaboration (Frost and Sullivan, 2006). This dissertation study was designed to examine interorganizational relationships between nonprofit housing organizations in the Richmond Metropolitan area, and the influence of organizational characteristics, environmental conditions, and resource availability on an organization’s Level of Collaboration. Furthermore, the study examined the attitudes and perceptions of executive directors of collaboration. The primary research question is: Do nonprofit housing organizations display identifiable patterns of relationships with each other? This study contributes several important findings to furthering the understanding of collaboration within the nonprofit sector, and the relationship between organizational characteristics, environmental conditions, and resource availability and an organization’s Level of Collaboration (interorganizational relationships). Study findings convey that the examination of the network itself using social network analysis is a useful tool for examining relationships and identifying opportunities for collaboration. For this network it revealed that the organizations interact on an informal basis as well as identified the prominent actors are in the network. The findings of this study suggests that there are two key factors that influence nonprofit organizations establishing relationships interorganizational learning and personal characteristics.

La prise en charge efficace des maladies chroniques nécessite une implication accrue des patients dans la gestion de leurs soins et de leur état de santé. Le lien existant entre les caractéristiques organisationnelles de la 1ère ligne et la capacité des patients pour l’auto-soins étant peu documenté, l’objectif de ce mémoire est de mieux comprendre comment l’organisation de la 1ère ligne médicale peut influencer la capacité des personnes pour l’auto-soins d’une maladie chronique. Pour atteindre cet objectif, 776 patients atteints de maladie chronique ont été recrutés dans 33 cliniques ayant participé à une enquête organisationnelle. Ces patients ont répondu à un questionnaire sur l’auto-efficacité pour la gestion d’une maladie chronique à 0, 6 et 12 mois. Des analyses par régression hiérarchique à 3 niveaux ont permis de mesurer les liens entre les variables organisationnelles sélectionnées et la capacité perçue des patients pour l’auto-soins de leur maladie. Les résultats montrent que les caractéristiques organisationnelles ont peu d’effet sur l’auto-efficacité pour l’auto-soins en comparaison aux facteurs individuels, et que le soutien à l’auto-soins est peu présent dans les cliniques participantes sans égard à leurs attributs organisationnels. Bien qu’aucune des caractéristiques sélectionnées n’apparaisse significativement associée à l’auto-soins dans le modèle final, des associations significatives ont été observées en analyses bivariées. Ces résultats suggèrent que toutes les organisations de 1ère ligne doivent fournir un effort explicite pour mieux intégrer l’auto-soins dans les services de santé usuels et que la présence d’éléments organisationnels facilitateurs ne se traduit pas systématiquement par une provision accrue de soutien à l’auto-soins. / For effective chronic care, primary health care (PHC) organisations need to support the active engagement of patients in managing their condition. Since few studies have examined how organisational factors influence with patients’ ability for chronic illness self-management in the context of primary care, the primary objective of this research was to explore how PHC organisational attributes are associated with patients’ perceived ability for chronic illness self-management. To attain this goal, a sample of 776 adults living with a chronic illness was recruited in 33 PHC settings that had responded to an organisational survey. They were administered a questionnaire on self-efficacy for managing chronic disease at 0, 6 and 12 months. Three-level regression models measured the link between selected organisational PHC characteristics and patients’ perceived ability to manage their primary illness. Our results show that organisational factors exert little influence on patient’s confidence for chronic illness self-management compared to individual attributes, and that self-management support appears low in all primary care organisations regardless of their characteristics. None of the organisational attributes was significantly associated with self-efficacy after adjusting for the lower level variables, but significant bivariate relationships were observed. These results suggest that every type of PHC organisation should make explicit efforts to improve self-management support and that the presence of facilitating elements in their organisational configuration may not spontaneously translate into better provision of chronic disease self-management support and education.

Submitted by Alessandra Sabatelli (sabatellialessandra@gmail.com) on 2017-10-25T11:55:32Z No. of bitstreams: 1 THESIS-Alessandra Sabatelli-FGVmodel PDF.pdf: 887264 bytes, checksum: 5a262b2f5466fa81f851d2326714879a (MD5) / Approved for entry into archive by Josineide da Silva Santos Locatelli (josineide.locatelli@fgv.br) on 2017-10-25T11:59:50Z (GMT) No. of bitstreams: 1 THESIS-Alessandra Sabatelli-FGVmodel PDF.pdf: 887264 bytes, checksum: 5a262b2f5466fa81f851d2326714879a (MD5) / Made available in DSpace on 2017-10-25T12:22:36Z (GMT). No. of bitstreams: 1 THESIS-Alessandra Sabatelli-FGVmodel PDF.pdf: 887264 bytes, checksum: 5a262b2f5466fa81f851d2326714879a (MD5) Previous issue date: 2017 / The goal of this dissertation is to expand our understanding about generation Y, more specifically, self-initiated expatriated (SIE) - people who spontaneously decide to go abroad and look for new challenges. Those people present a 'large but untapped pool of skilled international workforce' (Ceric & Crawford, 2016, p.137) with a high potential impact in terms of business and local growth. Therefore, the purpose was to analyse different personality traits and understand how they affect individuals in their job perspective. In order to respond to this question, a field study was conducted and data was collected from a convenience sample of 366 adults where the majority were postgraduate students with an average age of 25 years who have at least experienced studying abroad. The results of the conducted analysis can be summed up in the finding that it didn’t exist a significant connection between personality traits of Generation Y SIE’s and organizational characteristics. In praxis that means that companies do not appeal individuals with a certain personality of this sample by projecting a certain image and, therefore, an individual approach seems to be more appropriate than group targeting. / O objetivo desta dissertação é expandir o entendimento sobre a geração Y, mais especificamente, auto-iniciados expatriados (SIE) - pessoas que, espontaneamente, decidem ir no exterior e procurar novos desafios. Essas pessoas apresentam um 'grande grupo de mão- de-obra internacional qualificada' (Ceric & Crawford, 2016, p.137) com um alto impacto potencial em termos de crescimento comercial e local. Portanto, o objetivo é analisar diferentes traços de personalidade e entender como eles afetam os indivíduos na perspectiva de trabalho. Para responder a esta questão, realizou-se um estudo de campo e foram coletados dados de uma amostra de conveniência de 366 adultos, onde a maioria eram estudantes de pós-graduação com idade média de 25 anos que pelo menos tinha feito uma experiência estudando exterior. Os resultados da análise conduzida podem ser resumidos na descoberta de que não existe uma conexão significativa entre os traços de personalidade da Geração Y SIE e as características organizacionais. Na prática, isso significa que as empresas não apelam indivíduos com uma certa personalidade dessa amostra projetando uma determinada imagem e, portanto, uma abordagem individual parece ser mais apropriada do que a segmentação por grupo.