Leadership & Organization Development Journal
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Các bài báo tiêu biểu
MRP Systems: Using New Technology in Manufacturing
Tập 4 Số 2 - Trang 26-29
Material Requirements Planning systems are complex and sophisticated and can bring about great changes; they have much to offer manufacturing industry but must be carefully implemented.
The psychological contract, organisational commitment and job satisfaction of temporary staff
Tập 21 Số 2 - Trang 84-91
The proportion of the workforce on temporary contracts of employment is increasing, as organisations use non‐permanent staff as a flexible resource. Rousseau and Wade‐Benzoni suggested such temporary staff have a different psychological contract with the organisation than their permanent counterparts. Temporary staff, it is argued, will have a transactional contract, with the emphasis upon the eco......
Quality behaviour for quality organizations
Tập 16 Số 6 - Trang 10-15
Goal setting and feedback techniques have previously been used to
improve safety behaviour. Describes a pilot study of the application of
a behaviour‐based quality improvement process in a continuous process
production plant with a particular focus on certain aspects of the
organizational structure and climate which might be conducive to the
changes necessary to facilitate this approach. Since “qu......
Leadership in action: student leadership development in an event management course
Tập 32 Số 2 - Trang 170-189
– The purpose of this paper is to examine the leadership practice scores and leadership behaviors of students before and after participation in an event management course., – A mixed methods approach was utilized. The Student‐Leadership Practice Inventory (S‐LPI) was administered to a sample of 184 students in three semesters of an event management course. Students completed the S‐LPI at the begin......
Identifying key characteristics of technical project leadership
Tập 20 Số 5 - Trang 253-261
This paper explores the nature and importance of leadership in technical projects. It argues that there is a need to develop a leadership model incorporating the distinguishing personality and occupational characteristics of technical professionals. It tested the applicability of Bass and Avolio’s transformational leadership model in an information systems project environment along with technical ......
Sự tham gia đầy đủ: sự tích hợp giữa sự tham gia của nhân viên và sức khỏe tâm lý Dịch bởi AI
Tập 31 Số 4 - Trang 324-336
- Bằng cách giới thiệu khái niệm "sự tham gia đầy đủ", bài báo này nhằm đề xuất rằng sự tham gia của nhân viên có khả năng bền vững hơn khi sức khỏe của nhân viên cũng ở mức cao. - Bằng chứng nghiên cứu về các khái niệm riêng biệt được xem xét và chứng cứ về những lợi ích mà cả sự tham gia và sức khỏe mang lại cho các tổ chức được trình bày. - Hầu hết các quan điểm hiện tại về sự tham gia của nhân......
#sự tham gia của nhân viên #sức khỏe tâm lý #sự tham gia đầy đủ #lợi ích tổ chức #nghiên cứu trường hợp
Leadership for socially responsible organizations
Tập 19 Số 2 - Trang 97-105
This article addresses how for‐profit organizational management and leadership considers social responsibility. It is argued in this article that managers and leaders self‐define their personal and organizational missions in holistic integrative ways or in ways that particularize and isolate their organizations from the wider societal context. This is discussed in the context of the paradigms that......
Seeing and Believing Management Productivity
Tập 3 Số 1 - Trang 2-4
If all human beings were motivated in the same way, the job of management would be relatively easy. Of course we do not all see the world in the same way. Perception is what we see, and attitudes are what we think about what we see. There are two views of perception: a macro, or organisationally influenced view, and a micro, or individually oriented view of the perceptual process.
Mediating Interpersonal Conflict in Organizations: Minimal Conditions for Resolution
Tập 3 Số 1 - Trang 11-16
This article discusses the minimal conditions that must be present in order for movement towards resolution of interpersonal conflict to occur, and brings into question earlier assumptions about the amount of skill a person functioning as a third party mediator must possess in order to be effective.