The main objective of this study was to determine the relationships between sets of key variables, as portrayed in the theoretical model. This model suggested inter alia, that selected personality variables are the mediators of the relationship between job satisfaction and organisational culture. The final empirical predictive model revealed that the selected personality variables were not the mediators of the relationship between job satisfaction and organisational culture. The methodology of the study has been designed to answer the research questions. The research design is a quantitative design and the application of measuring instruments generated primary data. Five different questionnaires have been applied, namely the Minnesota Satisfaction Questionnaire, Five Factor Personality Inventory, Sense of Coherence Questionnaire, Self-Efficacy Scale and the Organisational Culture Scale. An ex post facto approach to data analysis has been used for retrospectively exploring the inter-relationships between the data sets. A two-stage process of data analysis has been followed. The objective of the first phase is to establish scale reliabilities before proceeding to the second phase. The objective of the second phase is to establish the nature of the relationships between key variables in applying multi-variate statistical techniques (e.g. multi factor analysis of variance (ANOVA) and General Linear Modeling (GLM) and to develop an empirical theoretical model for predicting organisational culture. In phase one, the statistical procedures applied include descriptive statistics, tests for sampling adequacy and tests for sphericity, in order to establish if the inter-correlation matrices were suitable for further factor analysis. The factor analyses are followed by iterative item analyses. From the descriptive scale one can infer that conscientiousness, agreeableness, goal-directedness, imposed personal demands, internal climate and intrinsic satisfaction are the best answered items. Three dimensions of the Minnesota Satisfaction Questionnaire, two dimensions of the Organisational Culture Scale, five dimensions of the Five Factor Personality Inventory and one scale each of the Sense of Coherence Questionnaire and Self-Efficacy Scale have been identified. These scales all presented high and acceptable Cronbach Alphas and the total score distributions indicate that parametric (normal distribution) inferential statistical procedures can be applied. In the second phase, inferential statistical procedures have been conducted to test the hypotheses. In applying bi-variate analyses (i.e. analyses of variance) the relationship between biographical variables, job satisfaction and organisational culture has been established. The main findings of this part of the research can be summarised as follows: • Significant differences in the mean scores between the race groups – Blacks compared to the Coloured/Asians and Whites - and imposed personal demands were found. • Significant differences in the mean scores between the education groups – Basic diploma and specialised diploma and Basic diploma with additional qualifications – and intrinsic satisfaction were found. • Significant differences in the mean scores between the home language groups and job satisfaction dimensions – personal demands and extrinsic satisfaction -- were found. A similar statistical procedure has been applied by using the GLM, in which all the biographical variables and personality variables were included in the equation to predict job satisfaction. The findings are: • Selected personality variables (Five Factor Model) predicted job satisfaction and, in certain cases, the personality variables were moderated by a biographical variable, namely hospital type. In applying the GLM to determine job satisfaction as predictor of organisational culture, the following results have been obtained: • Imposed Personal Demands did predict organisational culture – with regard to goal-directedness, however, a negative regression line was shown. • Extrinsic Satisfaction predicted organisational culture – goal-directedness and internal climate depended on diploma and specialised diploma. In applying the GLM to determine the selected personality variables as the mediators of the relationship between job satisfaction and organisational culture, no empirical significant results have been achieved. With regard to the relationship between biographical variables, selected personality variables and organisational culture, it has been found that personality variables did predict organisational culture (goal-directedness and internal climate). The biographical variables acted as moderators of the personality variables. The hypothesised difference between the five-work units’ organisational cultures revealed no statistical significant differences in the mean scores. In applying the GLM, it was found that the CTICU was a moderator of conscientiousness in the prediction of the internal climate. It was found that the biographical variables, hospital type, educational level and unit of work, were the moderators of selected personality variables in the prediction of job satisfaction and organisational culture. It was found that the job satisfaction dimensions explained more variance in the prediction of organisational culture, opposed to the selected personality variables that primarily predicted job satisfaction and secondarily perceived organisational culture. However, a moderating effect was present in this prediction. The findings have some theoretical value as the nursing professionals were included for the first time in a study of this nature. A more sophisticated multi-variate General Linear Model (GLM) was applied for the prediction of job satisfaction and organisational culture. Different predictors explained the variance in job satisfaction and organisational culture, which resulted in a parsimonious predictive empirical model. The model also illustrates possible significant moderating effects between the different predictor variables. The model serves as a good point of departure for understanding and explaining organisational culture. A final review of the research indicated clearly that all the literature and empirical objectives, as set out in the beginning of the study, have been met at the end of this research. A final integrated multivariate empirical model for subjective organisational culture was the result. / Prof. G. Roodt

D.Com. / Public relations is an organisational function in transition, but for that matter the whole management function is currently experiencing a period of change. Had public relations already been an established field of study at the beginning of this transition period, the necessary adjustments to existing practices and the adaptation to external environmental changes would have proceeded with less difficulty.

M.B.A. / The paper industry and, more specifically, Sappi Fine Paper, has not been achieving the levels of innovation required to meet rapidly-changing market needs, especially when compared to manufacturers like 3M. The industry is therefore losing value and not achieving optimal returns on investment. The reasons for this lack of innovation are not known. This study aims to investigate these sub-optimal levels of innovation, and to define some of the possible reasons for it. The study begins with an examination of corporate culture and its impact on innovation. In this regard, a cultural audit was done on a selected group of Sappi employees involved in product development from manufacturing, and sales and marketing. The questionnaire used was aimed at measuring and quantifying innovation and creativity influencers, and both perceived and preferred dimensions of culture were recorded. A gap analysis was then undertaken between the two, and perceptual charts plotted for each of the research groups. The audit revealed that Sappi Fine Paper does, indeed, have a creative culture, but the gap analysis revealed that in certain dimensions there are large gaps between the perceived and preferred profiles. The most critical gap affecting innovation was the one in the “risk profile” dimension. This revealed a tendency for the company to be risk averse, while the expressed preference of staff is that it be more open to risk taking. The literature review also highlights the importance that risk taking plays in innovation. The conclusion drawn is that, in order to achieve improved levels of innovation, Sappi Fine Paper needs to support existing creativity with a greater openness to risk taking resulting in higher levels of innovation.

The thesis describes corporate culture of global advisory company in the Czech Republic. The main aim of the thesis is to determine importance of corporate culture for an organization, influence of a national culture on formation of the corporate one and a success of implementing the corporate culture of global company in the Czech Republic. The first part explains theory of culture and corporate culture, the second one focuses on the corporate culture of the chosen company.

Based on the findings of previous studies, we propose that culture and management practices significantly influence ERP decisions that include using or not using ERP and using which type of ERP system. To provide more insights for the ERP vendors to develop systems which fit Chinese culture and practices as well as for Chinese manufacturers to choose a suitable ERP system, this study explores and aims to empirically validate factors influencing ERP decisions from the perspectives of organizational culture and SCM practices. / In the past decade, more and more Chinese manufacturers adopt enterprise resources planning (ERP) systems to facilitate their planning, manufacturing, logistics and other business processes and management. Meanwhile, how to choose a suitable ERP system becomes a difficult problem for many companies. / Scholars have conducted many studies related to ERP decision problem. Findings of those existing studies have provided important references for companies to make decision on using or not using ERP system. However, very limit insight can be found from the previous studies regarding of which type of ERP system should be chosen. / We propose two research models integrating organizational culture, SCM practices and ERP decisions, based on a comprehensive review on the literatures of IT and culture, management practices and culture. We conduct a survey in the manufacturing firms in five cities in Pearl River Delta (PRD) regions and empirically validate our research models. The empirical results indicate that process versus results oriented, open versus closed system and information sharing significantly influence the decision on using or not using ERP system; in addition, loose versus tight control, normative versus pragmatic, information quality and internal agile practices significantly influence the decision on using which type of ERP system. / Tang, Mincong. / Advisers: Xiande Zhao; Waiman Cheung. / Source: Dissertation Abstracts International, Volume: 73-07(E), Section: A. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 179-205). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract and appendix also in Chinese.

The introduction of standardized quality systems and their development into quality management systems offers the opportunity to evaluate the organizational quality of business entities, regardless of their industry. For professional purchasers it has become common practice to demand evidence of the successful application of a quality management system-a necessary step in the process of pre-qualifying potential suppliers. It has become common practice to have the introduction and operation of a quality management system as a minimum requirement for contract as part of a value chain of potential clients or contracting authorities as a future or continuous supplier or service provider. Moreover, this has to be approved. To do so, purchasers can perform supplier audits or ask for evidence provided by certificates. Typically, certificates stating conformity to the requirements of a quality management system are issued by professional audit service companies, so called certification bodies. This study helps to remedy the dearth of studies concerning the effectiveness of audits conducted by certification bodies. This qualitative study uses a limited number of case studies to analyse and assess the approaches and techniques used by auditors for certification or re-certification audits. Additionally, this study attempts to understand whether auditors involved have taken into account the paradigm change of the early 2000s. To this end, auditors involved in the case studies were interviewed. The interviews were dedicated to understanding the cognitive processes of data analysis and the resulting judgements which led to the issuance of certificates stating conformance to the relevant standards. The study was completed on quality management system audits founded on the ISO 9001:2008. This standard establishes the foundation for various further industry-dedicated standards, for example the IRIS or the ISO/TS 16949. Cases studies were performed out in small sized companies and recorded through audio tape recordings, as well by notes concerning auditors’ observed actions. These were transcribed and coded. Analysis of the data indicates that auditors have a detailed idea of what is to be found, regardless the type of business an auditee conducts and the aims of a company. The structure, policy, and individual processes of the audited company did not seem to be of interest. Additionally, audits were performed on the results of audited processes more so than on the progress of the process action and their input/output relation. The interviews shed light on auditors’ understandings of the underlying concepts of the ISO 9001:2008. The results show that the auditors examined still have problems with applying these concepts for their audit practices. Furthermore, the study shows the relationship between power and independence of auditors and their impact on effectiveness. Consequently, the study shows that a certificate issued by a professional audit service does not guarantee conformance to the ISO 9001:2008.

The topic of emotional intelligence and effective leadership has attracted considerable interest from researchers for many years. Most of the interest in the area is based on claims that emotional intelligence and organizational culture is linked to leadership effectiveness. Many studies have been conducted on the link between emotional intelligence and leadership effectiveness this studies examines the relationship between three concepts: emotional intelligence, leadership effectiveness and organizational culture. The study concludes with recommendations for further studies in this field.

The aim of this research is to explore the relationship between culture and climate as well as the significance of an organisation’s climate on cross-functional behaviour, activities and actions (who, what and when) which forms an integral part of strategy implementation and increasing performance. A key component of an organisational development is team work; which facilitates organisational learning, establish common goals and provide support to achieve these goals. Within the Organisation under investigation there has not been any research into the subject of the significance of the climate on cross-functional behaviour and activities, which is impacted by ‘coopetition’ - the simultaneous role of cooperation and competition within organisations. The research by means of qualitative research should provide some insight into the significance of and if climate impact cross-functional behaviour and activities in organisations. The research methodology included a customised survey which was developed to elicit answers to determine the climate and cross-functional behaviour and activities within the Organisation. Interviews were conducted with Operating Unit Executive Directors of the Organisation. The results indicate that the perceived current climate of the Organisation is not positive and that there is still silo-behaviour within the Organisation which is as a result of the culture of the Organisation, a culture which existed prior to Beyond 60 process. The research confirmed the overlapping relationship between culture and climate and that climate indeed impact cross-functional behaviour and activities at the Organisational and Operating Unit level. / Graduate School for Business Leadership / (M.B.A.)

Mo Lai-lan. / "February 1999." / Thesis (Ph.D.)--Chinese University of Hong Kong, 1999. / Includes bibliographical references (p. 182-208). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Mode of access: World Wide Web. / Abstracts in English and Chinese.

Managing and transferring knowledge within a corporation becomes the ultimate key for survival in the Knowledge Age. Internal knowledge is often unique and lays the foundation for a company’s competitiveness. Effective and fast knowledge transfer (KT) is particularly critical to KIFs such as IT consultancies, R&D based companies or firms in the software industry. Intrafirm KT is a complex undertaking though and a number of initiatives fail. Therefore, achieving optimal KT is a compelling need. The aim of this thesis is to explore what kind of process-oriented framework helps create optimal KT practices in a KIF by applying and adapting the Scrum management and control practices. Scrum was initially formalised for the development of software and can be used to manage complex projects. Enhancing Scrum to enable intra-firm KT represents a novel approach, involving diverse roles across a team of employees and making use of their respective capabilities. The work makes a contribution to knowledge by introducing clearly defined KT process steps and documentation tools - underpinned by motivational practices, transparency and accountability of individual employees to find ways for them to impart their knowledge. It proffers an extension to existing frameworks and models. The study could be highly relevant for practitioners concerned with intra-firm KT for two reasons. Employing the newly developed approach helps investigate appropriate organisational contexts and, more importantly, provides a practical set of tools to assist with the task of enabling KT. The form of a case study within a KIF, a consultancy firm focussed on digital business transformation, has been chosen as the foundation for the inquiry. The research strategy is rooted in a participatory paradigm. Qualitative data captured in the company were specifically developed through participatory action research (PAR). Documentary analysis, non-participant observation, and open-ended interviews ahead of iterative action-reflection cycles contributed to providing new learning for a team of highly qualified Knowledge Workers (KWs). Overall the team of consultants that was the focus of this case study believes that knowledge in the firm will be transferred faster and sustainably by employing practices of interaction and adaptation within a knowledge-friendly and motivational environment. The time required to phase new consultants into existing projects, where KT was indispensable, was reduced significantly by 50% from four to two weeks. The research suggests that the newly developed process-oriented framework can greatly improve KT practices in a KIF by applying practices of gathering data and information (Aggregating), prioritising them (Featuring), reviewing KT progress (Reviewing), and utilising newly acquired knowledge (Doing). The key findings of this work, the AFRD-process and the AFRD-framework, were subject to an audit by an expert panel from the Fresenius University of Applied Science in Munich, Germany, and practitioners in a machine engineering company in Augsburg, Germany.