The purpose of this thesis is to apply the Promoting Action on Research Implementation in Health Services (PARiHS) framework to a provincial osteoporosis management program to describe unit level factors that may have influenced implementation among participating inpatient rehabilitation units. A toolbox of measures was proposed to operationalize the frameworks elements of evidence, context and facilitation. A cross-sectional survey was completed with clinicians responsible for championing the program and their managers. Results demonstrated that leadership behaviours, organizational climate traits and champion behaviours varied among practice environments indicating that attention to unit level factors outlined by the PARiHS framework could increase the uptake of research evidence in practice. The proposed toolbox could be utilized as a diagnostic and prescriptive tool to identify potential implementation barriers, and guide the selection of appropriate tools/strategies to overcome them. Furthermore, it will enable future studies to provide further empirical support for the PARiHS framework

After the financial tsunami in 2008, banking businesses took advantage in the economic recovery to attract investors back. For the past two or three years, financial institutions have generated considerable revenue from wealth management businesses, which was growing at a two-digit rate. Since financial consultants determine the success of customer relation management, which is the key factor to wealth management business, it has become essential for human resource research in banks to investigate the characteristics of financial consultants. This study investigates whether there exists a positive correlation between key factors, such as the financial consultants¡¦ seniority in banking business, developing expertise, work attitude, and organizational climate, and their performance achievement. It is hoped that financial consultants, whether recruited from local branches or from outside of the bank, when equipped with related banking experience, developed expertise, better work attitude and supporting organizational climate can achieve their performance goals. This study is based on questionnaire results from the 172 financial consultants in Bank S. A total of 114 valid questionnaires were returned, yielding a return rate of 66.28%. Statistical analysis shows the following results: 1. There is a significant positive correlation between seniority in banking business, developing expertise, and performance achievement. 2. Higher levels of seniority in banking business and developing expertise, lead to higher levels of performance. Based on the results, this study suggests that for future human resource recruiting and training, the wealth management division should strengthen trainings in financial services provided especially for high net worth clients, in addition to the recruitment of experienced employees from local branches. Competent financial consultants, with required certifications, should provide timely suggestions on stop-loss and stop-gain to clients to secure their trust and recognition. Only when the clients become stable assets of the bank can wealth management business be sustainable.

¡§An Exploration of the Relationships among Organizational Climate, Organizational Identification and Organizational Effectiveness of the Non-Profit Organization.¡¨ ¡§A Study on the Association of Collecting Benevolence, in Taiwan.¡¨ Summary Spontaneously, several nameless workers instituted the ACB (The Association of Collecting Benevolence). The ACB is not a religious organization and has no relation with famous international organizations. There is neither religious leader nor celebrities. It is quite difficult for the ACB to get financial aid from any companies. Every penny within the organization comes from members¡¦ meager salary. It lasts 20 years to dig and help the orphan ignored by our society. In the end of the year 2005, The ACB won the National Award for Public Welfare. How comes the excellent organizational effectiveness? This study presents itself with organizational climate, organizational identification, organizational effectiveness and personal background as independent variables, along with the experience of non-profit organizational administration and practices. It aims to explore: 1. The relationship between organizational climate and organizational identification. 2. The relationship between personal background and organizational identification. 3. The relationship between organizational identification and organizational effectiveness. 4. The relationship between organizational climate and organizational effectiveness. 5. The relationship between personal background and organizational effectiveness. In this study, questionnaire sampling was purposefully chosen from The ACB in Taiwan of the non-profit organization. The valid sample size was 177. Through the process of descriptive statistical analysis, analysis of correlation and test of significance, one-way factor analysis of variance, independent-sample T test, reliability test, the research findings suggest that: 1. There was a significant correlation between each dimension of organizational climate and organizational identification. 2. There was a significant correlation between each dimension of organizational identification and organizational effectiveness. 3. There was a significant correlation between each dimension of organizational climate and organizational effectiveness. 4. There was a significant but slight correlation between each dimension of age and organizational identification and organizational effectiveness. 5. There was a significant correlation between the length of an individual¡¦s working experience and organizational identification; the longer the individual, the greater the organizational identification. Nevertheless, there was no correlation between the length of an individual¡¦s working experience and organizational effectiveness. 6. There was a significant difference between organizational identification and the opposite sex; that is, the female organizational identification outnumbers the male. It is all the same between organizational effectiveness and the opposite sex. 7. There was no significant difference not only between status and organizational identification but also between status and organizational effectiveness. 8. There was no significant difference between educational background and organizational identification. Nevertheless, there was a significant difference between educational background and organizational effectiveness; that is, the higher the educational background, the more the organizational effectiveness. 9. There was no significant difference not only between individual¡¦s career and organizational identification but also between individual¡¦s career and organizational effectiveness. Key words: organizational climate, organizational identification, organizational effectiveness, non-profit organization.

As the tendency of globalizes and regionalization of enterprise management develops, enterprises in the world have to face an extremely important subject of multiple human resource management. Whether the enterprise is classified as globalize, cross-nation or regionalization, it should face and plan the strategy of its human resource management more appropriately, which is the core part and the foundation of an enterprise. The range and object of this research is based on Taiwan High Speed Rail Corporation and its employees. The company, THSRC, is one of the largest BOT projects in the world. Employees of THSRC with their profession in construction management, operation management at railway area, were recruited from many different countries. The research of investigating the manage method and organization climate of THSRC, can surely provide a great reference to some regional enterprises during the process of transit to globalized enterprises. The purpose of this research is trying to examine the relationships among the perceptions of human resource management practice, organizational climate, role adjustment, and working attitude. Also, this research intends to investigate the affection of differenct personalities to human resource management practice, organizational climate, role adjustment, and working attitude. The questionnaire survey of this research was implemented on April 2008. 300 questionnaires were sent out, and 272 were replied, in which 256 are valid. Through a statistical analysis, we conclude the research result as follows: 1.The human resource management practice has a positive affection on working attitude. 2.The human resource management practice has a negative affection on role adjustment. 3.The organizational climate has a negative affection on role adjustment. 4.The role adjustment has a negative affection on working attitude.

This Master's Dissertation is an independent part of collegial diagnostic research of teamwork. The aim of the project is to investigate peculiarities of team-work and expression of microclimate carrying out a diagnostic research and using two standardised tests: standardised German test “Team Plus” and organization climate crisis test created by Prof. G. Merkys' research group. The tests of teamwork consists of 66 questions about various aspects of teamwork. Organization climate crisis test consists of 149 questions. The research was carried out in Siauliai X Primary Personal Health Care (PPHC) Centre. The test was anonymous. 71 respondent has been questioned. The received data was processed using a typical SPSS program. Overall evaluation of efficiency of teamwork was negative and overall evaluation of organizational climate is positive. Teamwork optimisation recommendations have been formulated according to the carried out diagnostic research.

The aim of the authors of this paper is to analyse the expression of team work and organisational climate in X district police headquarters using two standardised tests – Team Work test (a standardised German test) and the test/instrument of Organisational Climate created by the scientific group of prof. G. Merkys. This Master’s Paper is an independent part of a collegial research project. The theoretical peculiarities of human resource management of different Lithuanian and foreign authors in a modern public sector organisation, the peculiarities of team work and theoretical and practical aspects of organisational climate are analysed and systematized in the Master’s Paper. The scientific research hypothesis of the authors that the teamwork and organisational climate in X District police headquarters are uncongenial, critical and therefore demanding managerial intervention has been proved partly.

Bakalauro baigiamajame darbe nagrinėjami veiksniai, kurie daro įtaką organizacijos klimatui. Išanalizuoti ir susisteminti įvairių Lietuvos ir užsienio autorių darbai, tyrimai organizacijos klimato tema. Pasinaudojant teoriniais sprendimais bei metodais, atliktas AB "Šiaulių geležinkelio infrastruktūra" organizacijos klimato tyrimas: įvertinta organizacijos veiklos būklė, atlikta žmogiškųjų išteklių analizė, ištirtos darbuotojų nuostatos apie organizacijoje dominuojantį klimatą. Apibendrinus gautus rezultatus, nustatyta, kad AB "Šiaulių geležinkelio infrastruktūra" susiklostęs organizacijos klimatas yra geras, o organizacijos vadovams rekomenduotina atkreipti dėmesį į darbuotojų dalyvavimą priimant organizacijos sprendimus. / In the present bachelor thesis, factors which are influenced on organizational climate were analyzed. Organizational climate researches, presented by Lithuanian and foreign authors, were analyzed and systematized. Theoretic methods and solutions were used for investigation of organizational climate of Joint-stock Company “Šiaulių geležinkelio infrastruktūra“: condition of work in organization was estimated; human resources in organization were analyzed; attitude of employees about climate on organization was studied. It was estimated from obtained results, that organizational climate in Joint-stock Company “Šiaulių geležinkelio infrastruktūra“ is healthy. However, more attention of the head of the company should be paid for participation of employees in solutions of organization problems.

This post-graduate work is an independent part of a team research work. The aim of the project is to set the connection between team work and organizational climate in the management characteristics of human resources of the organization using adapted work test "Team Puls" established and used by Germans in the cultural terms of Lithuania as well as newly created test based on organizational climate crisis. The research proved theoretical presumption that well developed and functional team work corresponds to the favourable organizational climate and vice versa the organizational climate crisis is responsible for the not effective team work. Preceding was confirmed by the systematic and reliable statistical connection between team work and organizational climate estimated in accordance with the method of factorial analysis. High psychometrical quality of the tests on the team work and organizational climate was proved using various methods such as factorial validity, inner consistence and retest.

abstract: ABSTRACT The child welfare workforce is charged with the demanding work of ensuring the safety, well-being, and permanency of maltreated children. Although child welfare work can be rewarding, it is also associated with high levels of stress and burnout, causing challenges to retain staff. Developing organizational cultures and climates within child welfare agencies that are supportive of the workforce and strive to improve outcomes is essential. Applying the ecological systems theory to a child welfare agency provides for an understanding that the agency is comprised of different levels of systems with interactions between the systems. This study examined the association between the individual level factors of job satisfaction, coping skills, self-efficacy, burnout, job stress, and individual affect with organizational level factors including culture and climate. Child welfare workers from one regional area were invited to participate in an online survey utilizing the Comprehensive Organizational Health Assessment and the Positive and Negative Affect Scale. Results indicate that there is an association between each of the individual level factors and the organizational factors. The importance of the role of individual affect was highlighted in the results in that the level of affect reported was associated with corresponding ratings of the perception of the organizational culture and climate. These results provide implications for hiring, training, mentoring, and supervision. This study attempted to assess if the organizational culture and climate of individual child welfare units could be linked to permanency outcomes. This linkage was not possible in this study, however implications to conduct this type of research are made. Advancing the study of organizational culture and climate beyond the impact of such factors as job satisfaction and retention to linking to direct client outcomes is an emerging and important field of research. / Dissertation/Thesis / Doctoral Dissertation Social Work 2017

ABSTRACT Interest in the purpose and function of district offices has grown extensively in research on educational change over the past decade. The emphasis on educational performance and under-performance has shifted from schools and school principals to district offices and district officials. The study outlines the nature of the organizational culture (OC) as found in two differently-performing (low and high performing) district offices. The case studies explored the reasons for such culture differences from a leadership and management viewpoint to understand why some district offices perform better than others. This mixed methods methodology used face-to-face interviews, two different questionnaires, and observations recorded in a researcher’s journal. Arguing from the perspective of the theory of Alternation to better understanding OC as it appears in district offices, leaders and managers are perceived to be able to determine the status of OC and alter management and leadership styles and strategies thus creating a culture of educational performance. The interpretive approach of the study views the OC in the district office as observed through policies, laws, education acts and observable phenomena in district offices, provincial education offices and the Department of Basic Education. The analysis of the core education policies, acts, documents and provincial circulars together with observations made during site visits was used to understand the current purpose and usefulness of OC using a mixed methods approach. The response to the main question of the study: ‘What is the organizational culture in education district offices like?’ states that district offices as mandated organizations have a peculiar OC that is either geared towards education performance or merely maintaining the status quo. It was also determined that the OC in district offices is not clearly defined, leading to multiple misconceptions of the purpose of the district office and the mismanagement of resources to uphold the current presentations thereof. During the analysis of data it was found that district one highlighted the OC concepts mission, values, goals, desired outcomes, and complexities amidst chaos. This places the district in the behavioural stage amongst the five developmental stages of OC theories. District two was stronger on different people’s views about the organization, what motivates values, what motivates beliefs and shared behaviour, placing the district in the initiation stage of OC theory. The OC in a district office is the composite presentation of all the employees, their commitment and aspirations to provide the service of education. The working assumptions in the study were affirmed that:  OC is a determinant of whether a district office becomes a low or high performing district  There is a correlation between the nature and quality of leadership and management in a district office, OC and the performance of the district. It was argued in the study that the National Senior Certificate (NSC) examination plays a decisive role in the benchmarking of performance and achievement of education in South Africa. When this was rationalized within the context of the study, four problematic practices were identified: 1. There is a disparity in results of learners in a particular socio-economic context within the South African system. 2. That the key policy objects for the new democratic South Africa are providing free, basic, equal and common education to every child especially in schools from previously disadvantaged areas. 3. The education format envisages a uniform system for the organization, governance and funding of schools to counter a legacy of past inequalities and segregation and a thread to achieving democracy. 4. The performance of education district office as service centres is suspected of not having consistent aims and prioritised needs resulting in a lack of support to schools, and disempowered officials. The blurred directions given to officials have an impact on the overall performance of the district. The research on the purpose and role of OC, and the link between OC and district performance, identified that the challenge to provide a common uniform education system is ever growing. This study about the OC in two differently performing districts recommends the following improvement of practices namely that: • The relationship between Provincial Education Department (PED) mandates and forms of power in district offices be reconsidered making heads of districts accountable for the kind of OC and performance in the entire district. • Policy implementation and accountability of mediation or compliance in district offices should remain with the district management team. • District officials should acquire the ability to negotiate the differences between policy compliance and policy mediation. • All employees in the district office should be aware of the ability of OC to influence educational performance. . The study found that poor education leadership and management creates a gap where poor performance is classified and supported with more polices that target underperformance. This research on OC in district offices established possible intervention strategies to support district officials in ensuring the development of a positive OC in the district office. The recommendations intend to influence the perceptions of district officials about the usefulness of OC on performance in district offices. / Thesis (PhD)--University of Pretoria, 2013. / gm2014 / Education Management and Policy Studies / Unrestricted