KM Technologies and the Organizational LOE

2008 ◽  
pp. 104-118
Author(s):  
Victoria M. Grady ◽  
James D. Grady III
Keyword(s):  
General Theory ◽  
Organizational Behavior ◽  
Geographic Distance ◽  
Organizational Level ◽  
Technology Change ◽  
Loss Of Stability ◽  
Global Organizations ◽  
Potential Benefits ◽  
The Individual ◽  
The Relationship

The potential benefits of utilizing KM technologies in multinational and global organizations are of particular significance due to the inherent geographic distance and diversity of such organizations. Unfortunately, the process of constantly changing technology can be extremely disruptive at both the individual and organizational level. This chapter explores the relationship between KM technology change within the organization and the theory of an organizational loss of effectiveness (LOE). “The general Theory of Organizational Loss of Effectiveness is predicated upon organizational behavior resulting from a loss of stability, e.g. technology change, within an organization.” (Grady, 2005) The loss of stability, in the context of this theory, occurs when a defined set of symptoms develop in individuals and groups undergoing a change in technology. The assertion is that the development of these symptoms is predictable, and when viewed collectively, results in an organizational loss of effectiveness.

METHODOLOGICAL PARADIGM OF MODERN LEGAL SCIENCE IN UKRAINE

2020 ◽  
Vol 10 (4) ◽  
pp. 12-20
Author(s):  
Vladimir Yashchenko ◽  
◽  
Olha Balynska ◽  
Keyword(s):  
Law Enforcement ◽  
General Theory ◽  
Social Relations ◽  
Positive Law ◽  
Legal Science ◽  
The Will ◽  
Definition Of ◽  
The Individual ◽  
The Relationship ◽  
Interacting Components

The leading idea of the article is the application of the most appropriate methodology for disclosing the essence and content of law, its origin, evolution, contradictions and their coordination in the context of the relationship between natural and positive law, social and individual paradigms, in particular, in the context of nationalizing the individual, and, on the contrary, individualizing the collective in a wide humanistic plane. This aspect synthesizes approaches to the disclosure of individual and collective through the categories of �self�, where dialectical, phenomenological, existential and other approaches are qualified as communicative and dialogic paradigm, which today finds its practical embodiment in lawmaking and law enforcement. Feeling the controversy of these views, the authors emphasize the deepening of the humanistic content of the legal regulator of social relations. Domestic modern legal science in its development should focus on deepening the humanistic content of the normative regulation of social relations. This actualizes the need to solve such scientific problems as the methodology of research and functioning of law, achieving a harmonious relationship between individual and collective in law, the connection of its natural and positive aspects, etc. A fundamentally new definition of the essence of law is proposed, not as the will of a certain class or majority, but as the will to self-existence, which is expressed in the phenomenon of self as a harmonious synthesis of individual and social. In this context, to investigate the legal phenomena dialectics can be effectively used not as a materialistic or idealistic methodology, but as the most general theory and way of ascending to the truth. After all, opposites in law are not necessarily antipodes, but can act as interacting components of legal reality

Managerial Ambidexterity and Firm Performance

2020 ◽  
Vol 16 (3) ◽  
pp. 52-69
Author(s):  
Ching Seng Yap ◽  
Rizal Ahmad ◽  
Farah Waheeda Jalaludin ◽  
Nurul Afza Hashim
Keyword(s):  
Firm Performance ◽  
Organizational Level ◽  
Environmental Dynamism ◽  
Individual Level ◽  
Mediating Role ◽  
Positive Effects ◽  
Knowledge Brokerage ◽  
Antecedents And Consequences ◽  
The Individual ◽  
The Relationship

Ambidexterity or the ability by individuals or firms to simultaneously and synergistically pursue both exploitation and exploration activities has been found to have positive effects on firm performance. However, the ambidexterity literature has been predominated by the studies at the organizational level, and little is known about the antecedents and consequences of ambidexterity at the individual level. This study examines environmental dynamism and social network as the antecedents of managerial ambidexterity, and knowledge brokerage and firm performance as the consequences. This study tests the mediating role of knowledge brokerage on the relationship between managerial ambidexterity and firm performance. Data are collected from 308 senior executives working in technology manufacturing firms in Malaysia using a questionnaire survey. The findings reveal that environmental dynamism and social networks are significantly and positively related to managerial ambidexterity, and knowledge brokerage mediates the relationship between managerial ambidexterity and firm performance.

Organizational Stress, Job Satisfaction and Job Performance: Where Do We Go From Here?

1992 ◽  
Vol 18 (2) ◽  
pp. 353-374 ◽  
Author(s):  
Sherny E. Sullivan ◽  
Rabi S. Bhagat
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Stress ◽  
Organizational Level ◽  
Empirical Literature ◽  
The Individual ◽  
Relationship Of ◽  
The Relationship

This article reviews and summarizes two decades of empirical literature concerned with both direct and moderating variable-based analyses of the relationship of organizational stress with job satisfaction and job performance. Moderating influences of various constructs operationalized at the individual, group and organizational level of analysis are classified and then reviewed systematically. An evaluative summary of this research suggests that although there have been significant improvements in the analytical methods employed to investigate such phenomena, much of this research still does not consider the role of reciprocal relationships that evolve over time. We provide four guidelines for improving the quality of both theoretical rigor and methodological robustness in this important area of organizational inquiry.

scholarly journals Does Service Recovery Really Work? The Multilevel Effects of Online Service Recovery Based on Brand Perception

2020 ◽  
Vol 12 (17) ◽  
pp. 6999
Author(s):  
Tzu-En Lu ◽  
Yi-Hsuan Lee ◽  
Jer-Wei Hsu
Keyword(s):  
Brand Equity ◽  
Service Recovery ◽  
Negative Influence ◽  
Brand Identity ◽  
Organizational Level ◽  
Online Service ◽  
Perceived Justice ◽  
Individual Level ◽  
The Individual ◽  
The Relationship

This study explores how customer perception of online shopping brands plays a key role in moderating the relationship between service recovery and perceived justice. We incorporated brand equity at the organizational level and brand identity at the individual level into the relationship between online service recovery and customer-perceived justice. The findings are as follows: (a) online service recovery has a positive effect on customer-perceived justice; (b) brand equity at the organizational level has a negative influence on the relationships that courtesy and compensation have with perceived justice; (c) brand identity at the individual level has a negative influence on the relationships that courtesy and compensation have with perceived justice; and (d) hierarchical linear modeling can precisely measure the relationship between organizations and customers.

Managerial Ambidexterity and Firm Performance

2022 ◽  
pp. 1743-1761
Author(s):  
Ching Seng Yap ◽  
Rizal Ahmad ◽  
Farah Waheeda Jalaludin ◽  
Nurul Afza Hashim
Keyword(s):  
Firm Performance ◽  
Organizational Level ◽  
Environmental Dynamism ◽  
Individual Level ◽  
Mediating Role ◽  
Positive Effects ◽  
Knowledge Brokerage ◽  
Antecedents And Consequences ◽  
The Individual ◽  
The Relationship

Ambidexterity or the ability by individuals or firms to simultaneously and synergistically pursue both exploitation and exploration activities has been found to have positive effects on firm performance. However, the ambidexterity literature has been predominated by the studies at the organizational level, and little is known about the antecedents and consequences of ambidexterity at the individual level. This study examines environmental dynamism and social network as the antecedents of managerial ambidexterity, and knowledge brokerage and firm performance as the consequences. This study tests the mediating role of knowledge brokerage on the relationship between managerial ambidexterity and firm performance. Data are collected from 308 senior executives working in technology manufacturing firms in Malaysia using a questionnaire survey. The findings reveal that environmental dynamism and social networks are significantly and positively related to managerial ambidexterity, and knowledge brokerage mediates the relationship between managerial ambidexterity and firm performance.

Quantitative Analysis of Amartya Sen's Theory

2015 ◽  
Vol 7 (3) ◽  
pp. 13-26 ◽  
Author(s):  
Deen Islam ◽  
Mahfuz Ashraf ◽  
Azizur Rahman ◽  
Rashadul Hasan
Keyword(s):  
Communication Technology ◽  
Rural Areas ◽  
General Term ◽  
Organizational Level ◽  
Information Communication ◽  
Individual Group ◽  
Potential Benefits ◽  
Five Freedoms ◽  
The Individual ◽  
Ict For Development

In this article, the authors attempted to evaluate the contribution of Information Communication Technology (ICT) for development (ICT4D) project in a context of developing country: Bangladesh. Though ICT4D is a general term referring to the application of ICT within the fields of development of a country, there are many cases where the potential benefits of ICT linked with the individual, group/community and organizational level. Considering two case studies, the authors have attempted to understand how ICT can be linked with the lives of community in rural areas of Bangladesh. They have adopted Amartya Sen's five freedoms as conceptual framework for this study. Through a quantitative perspective the authors argue that ICT projects can lead to development in general and five freedoms at particular.

THE REBEL ALLIANCE STRIKES BACK: UNDERSTANDING THE POLITICS OF BACKLASH MOBILIZATION*

2017 ◽  
Vol 22 (1) ◽  
pp. 39-56 ◽  
Author(s):  
Christopher Michael Sullivan ◽  
Christian Davenport
Keyword(s):  
Panel Data ◽  
Organizational Behavior ◽  
Mixed Effects ◽  
Drop Out ◽  
Organizational Level ◽  
Individual Level ◽  
Movement Organization ◽  
The Republic ◽  
The Individual ◽  
Individual Participation

How does repression influence backlash (i.e., challenges against political authorities that follow acts of government coercion)? This study argues that to adequately study backlash, it is necessary to analytically open up a social movement and examine why specific individuals in the same movement organization increase their participation following repression while other members drop out. The study uses original panel data on organizational behavior and individual participation in a black-nationalist insurgency group called the Republic of New Africa. Results show that the effects of repression are more complex than previously imagined. At the organizational level, repression leads to backlash challenges. At the individual level, however, repression has mixed effects. Challengers who personally experience repression become more likely to participate in post-repression challenging activities. At the same time, those within the organization who did not directly experience repression withdraw.

scholarly journals Beyond the Expected Activities: The Role of Impulsivity between Emotional Intelligence and Employee Creativity

2016 ◽  
Vol 9 (3) ◽  
pp. 143 ◽  
Author(s):  
Ebru Gozukara
Keyword(s):  
Emotional Intelligence ◽  
Leadership Style ◽  
Sensation Seeking ◽  
Organizational Level ◽  
Employee Creativity ◽  
The Individual ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
A Company

<p>Individual creativity is considered as an individual phenomenon level that provides the production of new and extremely valuable ideas for organizations. Organizational level studies indicate that there are lots of factors examined in individual and group levels within organizations like innovation climate effecting individual creativity, group communication, leadership style and creativity core competences. This study is based on the employees of a company who are affected by the individual impulsivity behavior, providing positive increase in the performance of the company by the help of creativity features of the employees. Accordingly, individuals’ behaviors leading to impulsivity are examined in a number of dimensions such as premeditation, urgency, sensation seeking and perseverance. These dimensions influence the creativity of employees. Impulsivity is an important psychological situation, studied in many individuals and generally in systematic level. In addition, this study examines the assumption that emotional intelligence, consisting self-emotion appraisal, other-emotion appraisal, use of emotion, regulation of emotion dimensions has an influence on the relation between employee impulsivity behavior and employee creativity. This study also examines whether the relationship among the impulsivity behavior, emotional intelligence and creativity of an employee changes with respect to gender.</p>

Courage in the workplace: The effects of organizational level and gender on the relationship between behavioral courage and job performance

2018 ◽  
Vol 26 (5) ◽  
pp. 899-915 ◽  
Author(s):  
Oleksandr Tkachenko ◽  
Louis N. Quast ◽  
Wei Song ◽  
Soebin Jang
Keyword(s):  
Job Performance ◽  
Organizational Behavior ◽  
Human Resource Development ◽  
The United States ◽  
Organizational Level ◽  
Future Research ◽  
Leadership Studies ◽  
Study Results ◽  
And Gender ◽  
The Relationship

AbstractThis study examines the relationship between behavioral courage and job performance, and explores the possible effects of organizational level and gender on this relationship. With a sample of managers from mid- to large-sized for-profit organizations in the United States, we found that behavioral courage was positively associated with job performance. Our results also revealed significant differences in supervisors’ ratings of behavioral courage between employees at low and high organizational levels. The effects of behavioral courage on job performance did not vary by organizational level. In turn, the moderating effect of gender on the association between behavioral courage and job performance was supported. The study results provide important theoretical and practical implications in the fields of organizational behavior, leadership studies, and human resource development. Recommendations for future research are discussed.

scholarly journals Valores e entrincheiramento organizacional: um estudo em uma seguradora

2018 ◽  
Vol 17 (3) ◽  
pp. 951-974
Author(s):  
Ana Paula Timbó Formiga ◽  
Luis Eduardo Brandão Paiva ◽  
Tereza Cristina Batista de Lima ◽  
Serafim Firmo de Souza Ferraz
Keyword(s):  
Organizational Behavior ◽  
Financial Stability ◽  
Work Values ◽  
Theoretical Models ◽  
Self Determination ◽  
Insurance Company ◽  
Organizational Training ◽  
The Individual ◽  
The Relationship ◽  
Moderate Relationship

Resumo: Neste estudo analisa-se a relação entre os valores no trabalho e o entrincheiramento organizacional, baseando-se nos modelos teóricos de Porto e Pilati (2010), para os valores relativos ao trabalho; e de Rodrigues e Bastos (2012), no tocante ao Entrincheiramento Organizacional. Diante disso, trata-se de uma investigação de natureza quantitativa e descritiva, com base em uma amostra de 102 funcionários de uma seguradora. Os resultados apontaram: as principais recompensas desejáveis no trabalho foram a segurança em poder se sustentar financeiramente e a realização em ser bem-sucedido; e a hierarquia de valores seguiu na seguinte ordem: segurança, realização, conformidade, universalismo/benevolência, autodeterminação/estimulação e poder. Quanto ao Entrincheiramento Organizacional, predominou a percepção das perdas de benefícios pelo indivíduo ao sair da instituição, verificando-se uma relação moderada com a segurança e a estabilidade financeira. De modo geral, os resultados contribuem para suplantar a lacuna da literatura que alinha os valores no trabalho e o Entrincheiramento Organizacional, incentivando o desenvolvimento de pesquisas no campo do comportamento organizacional para os funcionários de seguradoras, por se tratar de uma categoria que sofre, constantemente, com as mudanças no mercado de trabalho.Palavras-chave: Carreira. Entrincheiramento. Seguradora. Trabalho. Valores.Values and Entrenchment Organizational training: a study in an insurance company Abstract: This study analyzes the relationship between values at work and organizational entrenchment, based on the theoretical models of Porto and Pilati (2010), for the values related to work; and Rodrigues and Bastos (2012), regarding Organizational Entrenchment. In the light of this, it is a quantitative and descriptive investigation, based on a sample of 102 employees of an insurer. The results allowed to point out: the main desirable rewards in the work were the security in being able to be supported financially and the accomplishment in being successful; and the hierarchy of values followed in the following order: security, achievement, conformity, universalism/benevolence, self-determination/stimulation, and power. As for Organizational Entrenchment, the perception of the loss of benefits by the individual when leaving the institution prevailed, with a moderate relationship with security and financial stability. In general, the results contribute to overcome the literature gap that aligns work values and Organizational Entrenchment, encouraging the development of research in the field of organizational behavior for insurance employees, because it is a category that is constantly suffering, with the changes in the labor market.Keywords: Career. Entrenchment. Insurance company. Job. Values.

Sign in / Sign up

Export Citation Format

Share Document