Intra -organizational turnover in a self -selective team environment

Four-hundred twenty-seven firefighter/paramedics and firefighter/emergency medical technicians completed questionnaires regarding past and current turnover decisions. The employees, who work in teams of either three or four, have a collective bargaining benefit that allows them to "bid for" (request) new positions/teams every six months; positions are awarded on the basis of seniority. Because employees are leaving neither the organization nor their job, the "bid" process creates intra-organizational turnover on a regular basis. It was hypothesized that those individuals higher in teamwork/social cohesion expectations, higher in interpersonal orientation, and lower in conflict tolerance would report placing greater importance on interpersonal reasons (teamwork/social cohesion) in past bid/assignment decisions. Creation of a conflict tolerance scale was the goal of a preliminary study. It was further hypothesized that current bid/assignment satisfaction would predict the current turnover decision (during the cycle in which the study was conducted), and that past individual turnover frequency would also predict current turnover. All hypotheses were supported. ^

Intra-organizational use of communication tools in value nets - Cases from the ICT industry

Tutkimuksen tavoitteena oli selvittää sisäisen kommunikoinnin tilannetta case-yrityksissä. Yritykset kuuluvat kahteen case-arvoverkostoon, jotka toimivat informaatio- ja kommunikaatioteknologian alalla. Sisäinen kommunikointi valittiin tutkimusalueeksi, koska se muodostaa perustan ulkoiselle, yritysten väliselle kommunikoinnille. Tutkimuksen painopiste oli web-pohjaisessa kommunikoinnissa ja webin ominaisuuksissa arvoverkoston näkökulmasta. Tutkimusprosessissa käytettiin sekä kvalitatiivisia että kvantitatiivisia menetelmiä. Tutkimuksen kvantitatiivinen osa toteutettiin web-kyselynä, jonka tulokset osoittivat, että case-yritysten sisäinen kommunikointi perustuu pääasiassa perinteisten kommunikointivälineiden käyttöön. Toisin sanoen, webin hyödyntäminen on vähäistä, mihin vaikuttavat monet eri tekijät. Webissä on kuitenkin useita ominaisuuksia, jotka parantavat kommunikointia arvoverkostossa ja siksi nämä web-pohjaiset välineet tulisi huomioida, kun suunnitellaan yleistä kommunikointijärjestelmää. Tutkimuksen teoreettisessa osassa määriteltiin vuorovaikutteisuus-ominaisuuteen perustuva kommunikointivälineiden luokittelu. Tämän lisäksi määriteltiin myös arvoverkoston käsite. Empiirinen osa koostui web-kyselyn toteutuksen ja tulosten raportoinnista, jonka jälkeen yhteenvetokappale koosti merkittävimmät havainnot sekä mahdolliset jatkotutkimusaiheet.

Intra-organizational knowledge transfer in a Finnish multinational company

The ability of a multinational company to effectively transfer knowledge from one unit to another can create a great source of competitive advantage and is crucial for long-term success. However, in their attempts to disseminate existent knowledge across national boundaries, organizations encounter several obstacles. Especially challenging is the transfer of tacit knowledge, the most valuable kind, as it is embedded in the minds and the behavior of people. The purpose of this study is to identify the main factors and challenges to be considered in intra-organizational knowledge transfer and consequently develop a framework that could be utilized to improve the process. The research is of qualitative nature and it adopts an exploratory approach. The study was further conducted as an intensive single-case study through studying a Finnish multinational company, and the researcher adopted a role as a participant observant in the research setting. Other data collection methods include semi-structured interviews and an online survey. The research findings show that knowledge transfer is currently challenging within the international sales organization of the case company. The majority of knowledge is currently concentrated in the company headquarters, and it is not always systematically distributed to the regional offices abroad. The main factor affecting knowledge transfer seems to be the organizational culture, which does not support or encourage knowledge sharing. The company is struggling in having a common place for information and employees that lack proper social networks have difficulties accessing relevant knowledge. Some recommended improvement suggestions include the institutionalization of knowledge transfer by turning it into an articulated organizational goal, and the implementation of a reward system that includes soft factors, such as teamwork and knowledge sharing behavior. Furthermore, the organizational culture should be more open and supportive in order to reinforce trust. Individuals in regional offices should be given better support by offering them dedicated mentors and increasing the amount of expatriation. Finally, knowledge should actively be codified and stored in commonly shared platforms where it is easily accessible by all employees.

How do Chinese firms deal with inter-organizational conflict?

Based on social exchange and customer relationship marketing theory, this study examines how ethical leadership contributes to inter-organizational conflict management (task conflict (TC) and relationship conflict), and the moderating role of task interdependence in these relationships. Data was collected from 81 suppliers and 45 corresponding managers of a large group company in China. Results show that ethical leadership is negatively associated with the levels of inter-organizational conflict,whether task or relationship. Task interdependence significantly moderates the relationship between ethical leadership and TC. Managerial implication in terms of creating sound buyer–supplier relationship through an ethical perspective is discussed.

Knowledge Exchange in Intra-Organizational Innovation Communities: The Role of Cognitive and Affective States

Many aspects in the area of designing platforms for intra-organizational innovation communities are not well understood. In this article, we examine the impact of technologically induced psychological factors on knowledge exchange in such communities. Using two experimental pretest-posttest experiments, we find that the implementation of (i) technologically induced self-efficacy (expressed by a ‘hurray’ message) and (ii) technologically induced positive affect (expressed by playing some 30 seconds of rock-‘n’-roll music) in the design of the platform results in an influential increase of knowledge exchange. Importantly, the studies suggest that the integration of technologically induced self-efficacy leads to a higher extent of knowledge exchange than technologically induced positive affect. The implications of these results for future research and practice as well as for the design of a platform for such communities are discussed.

Athlete Perceptions of Intra-Group Conflict in Sport Teams

The study of conflict has been of primary interest in various fields such as organisational psychology for decades (e.g. Barki & Hartwick, 2004). In sport psychology, however, conflict research has been almost nonexistent (Lavoi, 2007) with few exceptions (e.g. Holt et al., 2012; Sullivan & Feltz, 2001). The importance of understanding conflict in sport and in groups, however, has been acknowledged because it has potentially serious implications for group outcomes (Lavoi, 2007). The present study investigated competitive sport athletes’ perceptions of intra-group conflict in sport. Ten intercollegiate athletes: (N=5 males, N=5 females; Mage=25.00, SD=2.87) participated in semi-structured interviews. Athletes perceived the nature of conflict to manifest itself in several ways including: (a) disagreements; (b) negative emotions; and (c) interference/antagonistic behaviors. In addition, conflict episodes were perceived to arise in task and social situations. The findings are discussed in terms of their contributions to current perspectives on intra-group conflict in sport.

Identifying sources of organizational conflict /

"August 1981."

Athlete Perceptions of Intra-Group Conflict in Sport Teams

The study of conflict has been of primary interest in various fields such as organisational psychology for decades (e.g. Barki & Hartwick, 2004). In sport psychology, however, conflict research has been almost nonexistent (Lavoi, 2007) with few exceptions (e.g. Holt et al., 2012; Sullivan & Feltz, 2001). The importance of understanding conflict in sport and in groups, however, has been acknowledged because it has potentially serious implications for group outcomes (Lavoi, 2007). The present study investigated competitive sport athletes’ perceptions of intra-group conflict in sport. Ten intercollegiate athletes: (N=5 males, N=5 females; Mage=25.00, SD=2.87) participated in semi-structured interviews. Athletes perceived the nature of conflict to manifest itself in several ways including: (a) disagreements; (b) negative emotions; and (c) interference/antagonistic behaviors. In addition, conflict episodes were perceived to arise in task and social situations. The findings are discussed in terms of their contributions to current perspectives on intra-group conflict in sport.

Dinâmicas e relações intra-organizacionais nos cuidados às crianças / adolescentes com diabetes mellitus tipo 1

Mestrado em Intervenção Sócio-Organizacional na Saúde. Área de especialização: Políticas de Administração e Gestão dos Serviços de Saúde.

Keskenään kilpailevien tiimien välinen yhteistyö organisaatiossa

Organisaatioissa on aina keskinäistä kilpailua. Hallitsemattomana kilpailu organisaation sisäisistä resursseista tai organisaation ulkoisista markkinoista voi johtaa konfliktiin, joka pahimmillaan romuttaa yhteistyön organisaation yksiköiden välillä. Tämän pro gradu -tutkielman tavoitteena oli selvittää, kuinka keskenään kilpailevien tiimien yhteistyötä voidaan kehittää ja mahdollista organisaation sisäisen kilpailutilanteen aiheuttamaa konfliktia hallita johtamisen keinoin organisaation sisäisessä kilpailutilanteessa. Tutkimus toteutettiin kvalitatiivisena tapaustutkimuksena, kohdeorganisaationa oli Sanoma Lehtimedia Oy. Tutkimusaineisto kerättiin haastattelemalla Sanoma Lehtimedian kahden yhteistyötä tekevän sanomalehden myyntitiimien henkilökuntaa. Kohdeorganisaatiota tutkittaessa ei havaittu merkittävää kilpailutilanteen aiheuttamaa konfliktia, mutta tiimien välisessä yhteistyössä oli kuitenkin vielä kehitettävää. Tutkimuksen tulosten perusteella tärkeimmät tiimien välisen yhteistyön tekemiseen vaikuttavat tekijät olivat yhteistyöasenne, luottamus, tiedon jakamisen halukkuus sekä kannustimet. Näihin tekijöihin voidaan vaikuttaa strategisen johtamisen keinoin, kun yhteistyön kehittäminen otetaan organisaation tavoitteeksi.

Pursuit of change versus organizational inertia: a study on strategic renewal in the Finnish broadcasting company

This doctoral dissertation explores the intra-organizational dynamics of a strategic renewal process. The main research question is how the pursuit of change and organizational inertia co-exist, intertwine, and collide in organizational cognition and capabilities during the strategic renewal. It is a comprehensive study on how organizational capabilities, organizational cognition, and structure enhance and inhibit change. Theoretically, the study is positioned in the modern tradition of strategy research, using the dynamic capability view and the organizational and managerial cognition research tradition as the main theoretical frames. Empirically, the study is a longitudinal case study of the Finnish Broadcasting Company (Yle), following the organizational changes during the years of 2011-1014. The analysis is based on both quantitative and qualitative data, which was collected during the research process using surveys, interviews, and archives. The main theoretical contribution is the application of the two theoretical approaches in one study. Empirically, the study contributes to operationalization of the concepts related to the dynamic capability view and organizational cognition, in a media context that is going through drastic changes due to digitalization. Furthermore, the case of a public broadcasting company extends the application of the theoretical concepts to the context of public management. The results suggest that renewal is a complex process, in which an organization’s perceptions intertwine with the strategic actions and decision-making. The change evolves pathdependently: the past experiences, routines, and organizational structures tend to dictate the future visions, desires, and actions. The study also reveals how the public nature of an organization adds to the tensions between change and organizational inertia, and hampers the decision-making. The doctoral dissertation consists of six research papers, each of which explores the phenomenon under study from a different perspective.

Efectividad en las redes empresariales

Este estudio tiene como objetivo identificar cuáles son las variables que repercuten en la efectividad de las redes empresariales. Esto, con base en la búsqueda de literatura existente de la efectividad en equipos, en organizaciones y en las redes interorganizacionales, así como el análisis de modelos y estudios empíricos que permitieron el análisis. De acuerdo con la búsqueda, se encontró que variables como la estructura de la red, la estabilidad del sistema, el compromiso de los empleados en cada una de las organizaciones que hacen parte de la red, la confianza dentro de la red, la transferencia de conocimiento y la apertura del sistema son las variables que en conclusión, mostraron ser buenas predictoras de efectividad dentro de las redes empresariales.