Party Organizational Resources

2012 ◽  
pp. 218-251
Keyword(s):  
Organizational Resources

Perceived Organizational Resources Scale

2005 ◽  
Author(s):  
Steven Brown ◽  
Eli Jones ◽  
Thomas W. Leigh
Keyword(s):  
Organizational Resources

Framing the Abortion Debate: Organizational Resources, Media Strategies, and Movement-Countermovement Dynamics

2002 ◽  
Vol 43 (4) ◽  
pp. 479-507 ◽  
Author(s):  
Deana A. Rohlinger
Keyword(s):  
Organizational Resources ◽  
Abortion Debate

scholarly journals Cross-border buyout pricing

2020 ◽  
Author(s):  
Benjamin Hammer ◽  
Nils Janssen ◽  
Bernhard Schwetzler
Keyword(s):  
Transaction Costs ◽  
Firm Size ◽  
Private Equity ◽  
Large Firm ◽  
Accounting Standards ◽  
Information Production ◽  
Organizational Resources ◽  
Cross Border ◽  
Effective Remedy ◽  
Related Transaction

AbstractUsing a dataset of 1149 global private equity transactions, we find that cross-border buyouts are associated with significantly higher valuation multiples than domestic ones. We attribute this finding to informational disadvantages of foreign acquirers. Consistent with this idea, we find that the spread in valuation multiples narrows when the target operates in a country with high accounting standards, when it was publicly listed prior to the buyout, and when information production is facilitated due to large firm size. Further results suggest that local partnering in a syndicate serves as an effective remedy to avoid adverse pricing effects. The spread in valuation multiples is also less pronounced for large buyout funds, presumably because they draw on sufficient organizational resources to cope with cross-border-related transaction costs.

scholarly journals Opening the black box: Actors and interactions shaping European sectoral social dialogue

2021 ◽  
pp. 095968012110000
Author(s):  
Barbara Bechter ◽  
Sabrina Weber ◽  
Manuela Galetto ◽  
Bengt Larsson ◽  
Thomas Prosser
Keyword(s):  
European Union ◽  
Black Box ◽  
Social Partner ◽  
Organizational Resources ◽  
Eu Policy ◽  
Social Dialogue ◽  
Or Groups ◽  
Social Partners ◽  
Work Programme

This article highlights the importance of organizational resources and individual capabilities for interactions and relationships among social partners in European sectoral social dialogue committees (SSDCs). We use an actor-centred approach to investigate work programme setting in the hospital and metalworking SSDCs. Our research reveals differences in how European social partner organizations coordinate and integrate members in SSDCs. In hospital, European Union (EU)-social partners build bridges that span otherwise separate actors or groups. The findings suggest that the absence of bridging efforts can lead to the dominance of a few actors. In metalworking, small cohesive groups are more effective in forming close networks and determining work programmes. While work programmes in hospital represent issues which are on national agendas, in metalworking, they focus mainly on EU policy areas.

Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty: The Mediation of Service Climate.

2005 ◽  
Vol 90 (6) ◽  
pp. 1217-1227 ◽  
Author(s):  
Marisa Salanova ◽  
Sonia Agut ◽  
José María Peiró
Keyword(s):  
Work Engagement ◽  
Customer Loyalty ◽  
Employee Performance ◽  
Service Climate ◽  
Organizational Resources

Blended learning

2018 ◽  
Vol 39 (3/4) ◽  
pp. 207-215 ◽  
Author(s):  
Bruce Keisling
Keyword(s):  
Blended Learning ◽  
Organizational Structures ◽  
Library Services ◽  
Organizational Restructuring ◽  
Organizational Resources ◽  
Content Type ◽  
Organizational Learning Culture ◽  
Learning Programs ◽  
Online Distance

Purpose Because many colleges and universities have growing numbers of students in online and blended programs, libraries should adapt their services and adjust their organizational structures to support them. Students have adopted blended learning programs whether or not the programs are officially designed as blended programs. Libraries need to change their service orientation in response and learn to scale services using available technologies. Scaling services and personnel resources also requires developing a scalable organizational learning culture. The paper aims to discuss these issues. Design/methodology/approach Using a change in support for online/distance students and organizational restructuring in Ekstrom Library at the University of Louisville as a case study, this paper examines the review process, organizational restructuring, and focus on scaling services that resulted in a new service model. Findings This study found that scaling services as applied to IT and business organizations is also valuable as an approach in enhancing library services to online students. Changing user needs must be correlated with available organizational resources and technological solutions to deliver appropriate services. Modifying and building services with a goal of scaling them to appropriate levels will enhance library outcomes. Research limitations/implications Other case studies concerned with responding to changing student expectations and scaling services and organizational resources would be useful to add to these findings. Originality/value The perspectives and approach described in this case study will be instructive for adapting library services to changing user environments.

Personal and organizational resources of family caregivers ' well-being

2014 ◽  
Vol 43 (3) ◽  
pp. 401-418 ◽  
Author(s):  
Susanna Maria Krisor ◽  
Jens Rowold
Keyword(s):  
Family Caregivers ◽  
Family Caregiving ◽  
Self Efficacy ◽  
Well Being ◽  
Work And Family ◽  
Organizational Resources ◽  
Content Type ◽  
Important Resource ◽  
Health Related ◽  
Work Family

Purpose – Previous research on the work-family nexus has tended to concentrate on childcare responsibilities. This neglects consideration of an increasing population of employees who care for dependents such as elders, impaired partners or disabled children. Therefore, the aim of this study is to investigate organizational and personal resources as antecedents of work-family conflict (WFC) and irritation in a sample of employed family caregivers. Design/methodology/approach – Data were collected from 508 employees within one organization who had informal family caregiving responsibilities. Findings – The results indicate that a supportive work-family culture was an important resource for reducing WFC and health-related self-efficacy reduced irritation. In sum, when a company fosters a family-friendly culture that includes working in a constructive and understanding manner with employees who have informal family caregiver responsibilities, it becomes easier for the employees to integrate the demands of work and family demands. Moreover, health-related self-efficacy is an important resource that can improve stress and future researchers should give it greater consideration. Originality/value – This study contributes to existing literature by the identification of personal and organizational resources of informal family caregivers with the aim to reduce their stress experiences.

scholarly journals STRATEGI PEMBANGUNAN ZONA INTEGRITAS

2021 ◽  
pp. 574
Author(s):  
Dodik Ari Cahyono ◽  
IB Raka Suardana
Keyword(s):  
Human Capital ◽  
Qualitative Methods ◽  
Management Strategy ◽  
Good Governance ◽  
Organizational Management ◽  
Field Observations ◽  
Effective Management ◽  
Organizational Resources ◽  
Research Setting ◽  
Work Programs

Text This study aims to determine the organizational management strategy with all the capabilities and limitations of organizational resources in going beyond the twists and turns, sacrifices, obstacles and challenges in realizing the development of the integrity zone by implementing effective management and empowering potential employees. as human capital. To serve as a reference as a pilot office in realizing good governance. Qualitative methods with triangulation techniques, namely interviews, field observations and document studies, with the research setting at the Office of Supervision and Service of Customs and Excise Type Madya Pabean Ngurah Rai. The data were analyzed against the interviewee's answers with secondary / supporting data obtained and verification of the validity / validity of the data was carried out with no difference between what the researcher reported and what actually happened to the object under study. In this study, it was found the intricacies of organizational efforts in implementing management in the form of work programs / strategies, innovation, empowerment of employees as human capital and the results of developing the integrity zone.

scholarly journals Achieving employee support during the COVID-19 pandemic – the role of relational and informational crisis communication in Austrian organizations

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sabine Einwiller ◽  
Christopher Ruppel ◽  
Julia Stranzl
Keyword(s):  
Crisis Communication ◽  
Online Survey ◽  
Internal Communication ◽  
Equation Modeling ◽  
Relational Communication ◽  
Job Engagement ◽  
Organizational Resources ◽  
Content Type ◽  
Organizational Crises

PurposeBased on social exchange theory, the study examines the influence of informational and relational internal communication on cognitive and affective responses and job engagement during organizational crises caused by the COVID-19 pandemic.Design/methodology/approachData were collected by means of an online survey among people working in organizations with a minimum of 10 employees (N = 1,033) and analyzed using structural equation modeling.FindingsResults show that informational and relational communication as organizational resources have a significant but distinct influence on how employees support their employer during the crisis. While informational communication influences employees' acceptance of managerial decisions, relational communication exerts most influence on affective commitment, which is the strongest driver of job engagement.Research limitations/implicationsThe cross-sectional design, specific crisis situation and geographic location are limitations of the study.Practical implicationsDelivering relevant information to employees quickly and reliably is important. Yet, relationship-oriented communication that demonstrates appreciation and allows for participation has even stronger effects on job engagement, which is essential to mastering challenges arising from a crisis.Social implicationsDuring the COVID-19 pandemic, organizations demanded much from their employees. In exchange, organizations should provide the resources information, status and love (Foa and Foa, 1980) by means of internal crisis communication.Originality/valueThe study demonstrates the role of different types of internal communication during organizational crises used to convey organizational resources, and it highlights the mediating role of acceptance and commitment to enhance employees' engagement at work.

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