Current Search: organizational performance (x)
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- Title
- ORGANIZATIONAL SOCIAL CAPITAL AND PERCEIVED PERFORMANCE OF DRUG LAW ENFORCEMENT DEPARTMENTS: A CASE STUDY IN TURKEY.
- Creator
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Sahin, Ismail, Wan, Thomas, University of Central Florida
- Abstract / Description
-
Supply reduction efforts by drug law enforcement departments are a significant factor in improving the effectiveness of drug control policies. As with other public organizations, the performance of drug law enforcement departments is one of the most important concerns for policy makers. Therefore, improving the performance of these departments is crucial in order for governments to constrict illegal drug markets and prevent illegal drug distribution. The literature suggests that social...
Show moreSupply reduction efforts by drug law enforcement departments are a significant factor in improving the effectiveness of drug control policies. As with other public organizations, the performance of drug law enforcement departments is one of the most important concerns for policy makers. Therefore, improving the performance of these departments is crucial in order for governments to constrict illegal drug markets and prevent illegal drug distribution. The literature suggests that social capital may have significant implications for policy makers and practitioners in terms of enhancing organizational performance.Social capital has recently been examined at the organizational level. It may contribute to organizational effectiveness by increasing motivation, solving coordination problems, facilitating information flow between individuals and organizations, and developing knowledge within organizations. Because of the nature of the work, drug law enforcement departments or agencies require information sharing, cooperation, and motivation, all possible derivatives of social capital.Using a measurement model of organizational social capital, this study examines relationships among three dimensions of organizational social capital. The influence of social capital on the perceived performance of drug law enforcement departments is investigated using structural equation modeling. Possible correlations among these dimensions or domains of organizational social capital are also empirically tested.Using survey data from 12 city law enforcement departments in Turkey, this study examines three social capital dimensions: (1) the structural dimension, concerning the extent to which officers within a department informally interact with each other; (2) the relational dimension, referring to the normative qualities of relationships among officers, such as trust and reciprocity; and (3) the cognitive dimension, reflected by shared language, shared interpretation, and shared vision.Four research hypotheses were tested and supported by the statistical results. The studyÃÂ's findings indicate that the relational and cognitive social capital variables have a direct and positive relationship with the perceived performance of drug law enforcement departments. Relational and cognitive social capital, as latent constructs, were shown to have a strong relationship with organizational performance. Structural social capital, however, does not have a direct relationship with but may indirectly influence performance. This result indicates that structural social capital may influence organizational performance only indirectly, through its joint influence with two other social capital domains. On the other hand, strong and positive intercorrelations were found among the three dimensions. The results suggest that social capital is essential for drug law enforcement departments because police officers who know, understand, and trust each other are more likely to work together efficiently and effectively towards achieving organizational performance.According to the findings, informal structures shaped by informal relations among officers within the departments may also be an important factor for organizational performance. Investing in the development of social interactions and networks and building trust within organizations is important in order for administrators to improve organizational performance. The results of this conceptually grounded and empirical study suggest that drug law enforcement departments or agencies should pay close attention to promoting social capital among officers in order to fight effectively against drug trafficking.
Show less - Date Issued
- 2010
- Identifier
- CFE0003182, ucf:48601
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0003182
- Title
- Three Studies Examining The Effects of Informal Management Control Systems and Incentive Compensation Schemes on Employees' Performance.
- Creator
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Akinyele, Kazeem, Arnold, Vicky, Sutton, Steven, Tian, Yu, Libby, Theresa, University of Central Florida
- Abstract / Description
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This dissertation is comprised of three studies investigating the effects of informal management control systems (MCS) and different types of incentive compensation schemes on employees' performance. Prior research describes informal MCS as implicit sets of structures that management adopts to encourage employees to act in a way that aligns with overall organizational goals (Berry et al. 2009). Management usually puts informal MCS in place to inspire self-regulation behaviors among employees;...
Show moreThis dissertation is comprised of three studies investigating the effects of informal management control systems (MCS) and different types of incentive compensation schemes on employees' performance. Prior research describes informal MCS as implicit sets of structures that management adopts to encourage employees to act in a way that aligns with overall organizational goals (Berry et al. 2009). Management usually puts informal MCS in place to inspire self-regulation behaviors among employees; hence, management may not reward or penalize employee behavior that is consistent or inconsistent with this informal MCS (Berry et al. 2009; Christ et al. 2008). Informal controls are implied by social pressures, such as employees' feedback, and management communication, such as a value statement or the organizational culture, where no explicit enforcement measures exist (Berry et al. 2009; Kachelmeier, Thornock and Williamson 2015). The first study examines whether the presence of a value statement (an informal MCS) can be used to motivate employees to perform important, but uncompensated subsequent tasks. The second study extends the first study by examining whether the interactive method of delivery of a value statement (informal MCS) can be used in conjunction with an incentive scheme to improve employees' performance. Lastly, the third study investigates the impact of an important aspect of organizational context, specifically organizational culture (informal MCS), and different types of incentive compensation schemes on strategy surrogation. The first study investigates whether the presence of a value statement (an informal MCS) can be used to motivate employees to perform important, but uncompensated tasks. Additionally, this study seeks to examine the type of incentive scheme that will result in the highest subsequent uncompensated task performance in the presence of an organizational value statement. Considering that incentive contracts cannot completely govern all the employees' responsibilities (Christ, Emett, Summers and Wood 2012), this study investigates how employees will perform their important but uncompensated tasks. The study shows that under fixed pay compensation, the presence of a value statement improves the performance of employees compared to the absence of a value statement. Conversely, under a piece rate incentive compensation, the presence of a value statement negatively influences the performance of employees in the important but uncompensated task. The study also shows that the intrinsic motivation of employees operating under piece rate compensation is more likely to be crowded out by their incentive pay relative to employees operating under a fixed wage. The second study examines whether the interactive method of delivery of a value statement (informal MCS) through electronic integration can be used in conjunction with an incentive scheme to improve employees' performance. Prior research shows that effectiveness of incentive systems is influenced by the presence or absence of a nonbinding value statement in the organization. A value statement is a declaration that communicates an organization's priorities and core beliefs to its customers and employees. Drawing upon the mere-exposure effect, the results of the study show that the employees who experience the interactive delivery of a value statement do not perform significantly better than employees who experience the passive delivery of a value statement. However, employees who receive a piece-rate incentive perform significantly better than employees who receive a fixed pay incentive. As predicted, the method of delivery of an organizational value statement moderates the effectiveness of a fixed pay incentive scheme.The third study draws upon the theory of inattentional blindness to investigate whether different types of organizational culture, control dominant or flexibility dominant, impacts strategy surrogation. Strategy surrogation occurs when managers focus on the measures in the SPMS on which they are compensated and completely or partially lose focus on the overall strategic objectives of the organization (Choi et al. 2012, 2013). Organizational culture is defined as a set of dominant values, beliefs, and assumptions that governs how people behave in organizations (Henri 2006). The results of the study show that there is no significant difference between employees operating under a control-dominant culture and employees operating under a flexibility-dominant culture. Similarly, the type of organizational culture does not moderate the relationship between incentive systems and strategy surrogation. However, employees operating under a pay-for-performance compensation scheme significantly surrogate more than employees operating under a fixed pay compensation scheme.Collectively these studies contribute to management accounting research by examining how different types of informal MCS such as organizational value statement and organizational culture interact with incentive compensation scheme. Specifically, these three studies highlight how and when we can use informal MCS to improve employees' performance as well as their decision making in the organization. Study one contributes to research and practice by highlighting situations where a pay-for-performance incentive scheme may result in unintended consequences. Study two contributes to the management control literature by demonstrating how utilizing technology can enhance the delivery of an organization's value statement and ultimately improve employees' performance. Study three contributes to the incentives and organizational culture literature as well as strategy surrogation research by examining institutional factors that may inhibit or exacerbate surrogation.
Show less - Date Issued
- 2017
- Identifier
- CFE0006850, ucf:51783
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006850
- Title
- Predictors of an Effective Performance Measurement System: Evidence from Municipal Governments in Turkey.
- Creator
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Eliuz, Sedat, Kapucu, Naim, Hu, Qian, Martin, Lawrence, Wang, Xiaohu, University of Central Florida
- Abstract / Description
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The aim of this study is to examine the predictors of effective performance measurement in the context of Turkish municipalities. In the study, mainly the theoretical guidance of context-design-performance model has been utilized to examine the contextual and design factors which have influenced the effective use of performance measurement systems in Turkish municipalities. The following research questions were examined in this study: To what extent do Turkish municipalities implement...
Show moreThe aim of this study is to examine the predictors of effective performance measurement in the context of Turkish municipalities. In the study, mainly the theoretical guidance of context-design-performance model has been utilized to examine the contextual and design factors which have influenced the effective use of performance measurement systems in Turkish municipalities. The following research questions were examined in this study: To what extent do Turkish municipalities implement performance measurement systems effectively?, What are the predictors of effective performance measurement in Turkish municipalities?, and whether or to what extent do quality of performance measures, technical capacity of the municipality for performance measurement, organizational support, and external support for the use of performance measurement have influence on the effectiveness level of performance measurement systems in Turkish municipalities? In the study, the data were collected from Turkish municipalities by a self-administered online survey and were analyzed by using the structural equation modeling (SEM). It is hypothesized in the study that external support and organizational support for the use performance measurement, and technical capacity for the performance measurement are associated with quality of performance measures and effectiveness of performance measurement systems in general. The results of the study supported the hypotheses of the study regarding the relationships among organizational support, technical capacity, quality of performance measures, and effectiveness of performance measurement. Although the results confirmed that external support has an indirect effect on effectiveness of performance measurement via technical capacity and quality of performance measures, the hypothesis regarding the direct effect of it on effectiveness of performance measurement was not supported. Moreover, the study found that support of employees and citizens for the use of performance measurement in Turkish municipalities are relatively low, the municipalities have deficiencies both in the quantity and the quality of staff that are responsible for performance measurement activities, and the level of employee involvement in the development of performance measures is low.
Show less - Date Issued
- 2014
- Identifier
- CFE0005487, ucf:50364
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0005487
- Title
- ORGANIZATIONAL SUPPORT, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND PERCEIVED PERFORMANCE: ANALYSIS OF CRIME SCENE INVESTIGATION UNITS OF TURKISH NATIONAL POLICE.
- Creator
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Tongur, Aykut, Kapucu, Naim, University of Central Florida
- Abstract / Description
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Policing is more difficult than ever before in today's world since types of crime and criminal profiles change as a result of technological development and globalization. Police organizations should review their organizational and operational strategies to improve the fight against contemporary crimes and criminals. Behaviors and performance of police officers are very important in fighting crime. In this struggle, especially today, officers should exhibit organizational citizenship behaviors...
Show morePolicing is more difficult than ever before in today's world since types of crime and criminal profiles change as a result of technological development and globalization. Police organizations should review their organizational and operational strategies to improve the fight against contemporary crimes and criminals. Behaviors and performance of police officers are very important in fighting crime. In this struggle, especially today, officers should exhibit organizational citizenship behaviors and perform better. One of the most important factors affecting these two concepts in organizations is organizational support. The literature stresses the social exchange cycle and reciprocity rules in the relationships of organizations and their members. In this cycle, if the organization cares about its members and if members perceive that the organization is supportive, they feel obliged to behave positively, perform better, and help the organization to reach its goals and objectives. If they don't perceive organizational support, they won't care about the organization, either. Hypotheses were developed based on these assumptions in the literature. This study tested these assumptions in Crime Scene Investigation units of the Turkish National Police (TNP). Structural Equation Modeling (SEM) was used to analyze the relationships among variables of Perceived Organizational Support (POS), Organizational Citizenship Behavior (OCB), and Perceived Performance (PP). Measurement models for these three latent constructs were developed by deriving the indicators from the literature. Most earlier studies tried to figure out reasons of the OCB. This study has a different perspective that investigates both reasons and results of OCB. A survey was developed to measure the latent variables of the study, and 405 of approximately 3,000 Crime Scene Investigators in the Turkish National Police responded to the iv survey. Results of the study showed that the relationship between POS and OCB is positive and significant. This is consistent with the literature. The relationship between OCB and PP is also positive and significant, and this is also consistent with the literature. However, the relationship between POS and PP is negative and insignificant. This result contradicts the results of previous studies in the literature and can be attributed to the subjective nature of measuring individuals' perceptions. According to the literature, perceptions are subjective rather than objective; therefore, data coming from reports of individual perceptions may not reflect the actual situation. Demographic information of the participants served as the control variables of the study. Information about the education level, rank, age, gender, size of the unit, and tenure of the respondents was collected by way of the conducted survey, and the effects of these variables were analyzed on the endogenous variable of the study, Perceived Performance. This study found no significant relationships between these control variables and Perceived Performance. Therefore, all these control variables were removed from the Structural Equation Model of the study. This study revealed that the TNP needs to be more supportive toward its members in order to have officers show organizational citizenship behavior and perform better. The TNP should revise its policies, especially regarding rotations from one province to another, working hours, rewards, and overtime pay. These are all indicators of organizational support and will result in a higher performance level among officers.
Show less - Date Issued
- 2011
- Identifier
- CFE0004058, ucf:49124
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0004058
- Title
- POLICE ORGANIZATIONAL PERFORMANCE IN THE STATE OF FLORIDA:CONFIRMATORY ANALYSIS OF THE RELATIONSHIP OF THE ENVIRONMENT AND DESIGN STRUCTURE TO PERFORMANCE.
- Creator
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Goltz, Jeffrey, Wan, Thomas, University of Central Florida
- Abstract / Description
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To date, police organizations have not been rigorously analyzed by organizational scholars and most analysis of these organizations has been captured through a single construct. The purpose of this study is to develop confirmatory police organizational analysis by validating a multi-dimensional conceptual framework that explains the relationships among three constructs: environmental constraints, the design structures of police organizations, and organizational performance indicators. The...
Show moreTo date, police organizations have not been rigorously analyzed by organizational scholars and most analysis of these organizations has been captured through a single construct. The purpose of this study is to develop confirmatory police organizational analysis by validating a multi-dimensional conceptual framework that explains the relationships among three constructs: environmental constraints, the design structures of police organizations, and organizational performance indicators. The modeling is deeply rooted in contingency theory, and the influence of isomorphism and institutional theory on the covariance structure model are investigated. One hundred and thirteen local police organizations from the State of Florida are included in this non-experimental, cross-sectional study to determine the direct effect of the environmental constraints on the performance of police organizations, the indirect effect of environmental constraints on the performance of police organizations via the organizational design structure of police organizations, and the direct affect of organizational design structure on performance of police organizations. For the first time, structural equation modeling and data envelopment analysis are used together to confirm the effects of the environment on police organization structure and performance. The results indicate that environmental social economic disparity indicators have a large positive effect on police resources and a medium effect on police efficiency. Propensity of crime indicators has a large negative effect on police resources, and population density has a small to medium negative effect on crime clearance. Structure has a much smaller effect on performance than the environment. The results of the efficiency analysis revealed unexpected findings. Three of the top five largest police organizations in the study scored maximum efficiency. The cause of this unexpected result is explained and confirmed in the covariance model. The study methodology and results enhances the understanding of the relationship among the constructs while subjecting environmental and police organizational data to two comprehensive analytical techniques. The policy implications and practical contributions of the study provide new knowledge and information to organizational management of police organizations. Furthermore, the study establishes a new approach to police organizational analysis and police services management research called Police Services Management Research (PSMR) that encompasses a variety of disciplines with a primary responsibility of theory building and the selection of theoretical framework.
Show less - Date Issued
- 2006
- Identifier
- CFE0001363, ucf:47000
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0001363
- Title
- DETERMINANTS OF INTERPERSONAL TRUST, ORGANIZATIONAL COMMITMENT FOR PERFORMANCE WITHIN KYRGYZ NATIONAL POLICE.
- Creator
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Bakiev, Erlan, Kapucu, Naim, University of Central Florida
- Abstract / Description
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Improving organizational performance is an essential goal for any type of organization. This process involves varieties of methods, polices and strategies. One of the important elements of organizational performance is trust-building process which deeply depends on leadership efforts of ranked employees and managers. Literature has enough empirical evidence on influence of trust and trusted work environment on organizational performance. Aftermath of recent riots and clashes in Kyrgyzstan...
Show moreImproving organizational performance is an essential goal for any type of organization. This process involves varieties of methods, polices and strategies. One of the important elements of organizational performance is trust-building process which deeply depends on leadership efforts of ranked employees and managers. Literature has enough empirical evidence on influence of trust and trusted work environment on organizational performance. Aftermath of recent riots and clashes in Kyrgyzstan Kyrgyz National Police (KNP) officers are demoralized by the actions of both previous and current governments which bear corruption, bribery and clan type of ruling. These facts led to untrustworthy environments and relationships among officers with concentration of power on the top. In order to provide trusted environments and trust among officers, there is need for more linear type of management, especially in terms of supervisor-subordinate relationships. There is urgent need for reforms at KNP which would focus more on governance and collaborative management style administration. Organizational social capital and organizational citizenship behavior develop strong foundation for trusted relationships and committed actions in communities and organizations. These two concepts were examined in public organization setting in this study. Organizational social capital is a source for trust building process where participative decision-making, feedback on performance, empowerment and interpersonal trust among employees are important elements of this phenomenon. On the other hand, organizational citizenship behavior is a source for entrepreneurship and organizational commitment. iv The measurement models of four dimensions of organizational social capital (participation, feedback on performance, empowerment and interpersonal trust) and organizational citizenship behavior represented by organizational commitment were examined in this study. The influence of organizational social capital and organizational citizenship behavior on perceived organizational performance of KNP is observed by utilizing structural equation modeling (SEM) technique. Moreover, all possible correlations among all dimensions of organizational social capital with each other and with organizational commitment were tested. This study utilizes the data accomplished in 7 regions of Kyrgyzstan and a capital of Bishkek. The total number of respondents participated in the survey were 267 KNP officers from different KNP departments. This study tested eleven hypotheses where nine of them were statically supported. The results of this study indicate that the dimensions of organizational social capital (participation, feedback and empowerment) have statistically significant relationships with perceived organizational performance through mediating variable of interpersonal trust. However, the relationship of participation and feedback with perceived organizational performance through mediating variable of organizational commitment was insignificant. On the other hand, results indicated positive correlations among the three dimensions organizational social capital with high factor loadings. Overall, the results suggest that organizational social capital with its dimensions is the main source of trust-building process which enormously influences perceived organizational performance. Moreover, by practicing empowerment it is possible to increase number of committed officers which is also an important factor in improving organizational performance.
Show less - Date Issued
- 2011
- Identifier
- CFE0003951, ucf:48696
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0003951
- Title
- IMPROVING BUSINESS PERFORMANCE THROUGH THE INTEGRATION OF HUMAN FACTORS ENGINEERING INTO ORGANIZATIONS USING A SYSTEMS ENGINEERING APPROACH.
- Creator
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Philippart, Monica, Karwowski, Waldemar, University of Central Florida
- Abstract / Description
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Most organizations today understand the valuable contribution employees as people (rather than simply bodies) provide to their overall performance. Although efforts are made to make the most of the human in organizations, there is still much room for improvement. Focus in the reduction of employee injuries such as cumulative trauma disorders rose in the 80's. Attempts at increasing performance by addressing employee satisfaction through various methods have also been ongoing for several...
Show moreMost organizations today understand the valuable contribution employees as people (rather than simply bodies) provide to their overall performance. Although efforts are made to make the most of the human in organizations, there is still much room for improvement. Focus in the reduction of employee injuries such as cumulative trauma disorders rose in the 80's. Attempts at increasing performance by addressing employee satisfaction through various methods have also been ongoing for several years now. Knowledge Management is one of the most recent attempts at controlling and making the best use of employees' knowledge. All of these efforts and more towards that same goal of making the most of people's performance at work are encompassed within the domain of the Human Factors Engineering/Ergonomics field. HFE/E provides still untapped potential for organizational performance as the human and its optimal performance are the reason for this discipline's being. Although Human Factors programs have been generated and implemented, there is still the need for a method to help organizations fully integrate this discipline into the enterprise as a whole. The purpose of this research is to develop a method to help organizations integrate HFE/E into it business processes. This research begun with a review of the ways in which the HFE/E discipline is currently used by organizations. The need and desire to integrate HFE/E into organizations was identified, and a method to accomplish this integration was conceptualized. This method consisted on the generation of two domain-specific ontologies (a Human Factors Engineering/Ergonomics ontology, and a Business ontology), and mapping the two creating a concept map that can be used to integrate HFE/E into businesses. The HFE/E ontology was built by generating two concept maps that were merged and then joined with a HFE/E discipline taxonomy. A total of four concept maps, two ontologies and a taxonomy were created, all of which are contributions to the HFE/E, and the business- and management-related fields.
Show less - Date Issued
- 2008
- Identifier
- CFE0002445, ucf:47716
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0002445
- Title
- ADAPTIVE SELF-REGULATION AND ORGANIZATIONAL POLITICS: INVESTIGATING THE EFFECTS IN THE ACCOUNTING PROFESSION.
- Creator
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Howell, Sharon, Peggy D. Dwyer, Robin W. Roberts, University of Central Florida
- Abstract / Description
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The purpose of this dissertation is to investigate whether or not perceptions of organizational politics mediate the relationships between accountants' personality and interpersonal traits and their perceptions of a superior's leadership ability and performance. An accountant who has a higher degree of confidence in his or her superior's abilities is more likely to be committed to a given project, resulting in a better project outcome. This benefits the client and ultimately society as a...
Show moreThe purpose of this dissertation is to investigate whether or not perceptions of organizational politics mediate the relationships between accountants' personality and interpersonal traits and their perceptions of a superior's leadership ability and performance. An accountant who has a higher degree of confidence in his or her superior's abilities is more likely to be committed to a given project, resulting in a better project outcome. This benefits the client and ultimately society as a whole. This study contributes to the accounting and psychology literatures because extant research views perceptions of leadership ability and performance from the perspective of the individual agent, with little or no recognition that social action and interaction shape and mold both the individual agent's actions and perceptions of those actions. Perceived leadership and perceived performance are important in accounting for several reasons. First, individuals act in part in relation and response to the expectations of others. Thus, the perception of effective leadership and performance is gained by meeting the expectations of others. Secondly, accountants with reputations for effectiveness have been found to be more successful in their careers. Finally, the reputation for effectiveness in performance and leadership ability has been shown to increase those abilities. This study draws on the adaptive self-regulation framework as well as other theoretical models of perceived performance. The study results indicate that certain manageable personality, interpersonal, and contextual variables affect how accountants view the level of organizational politics within the workplace. In turn, the accountant's view of the organizations' politics is shown to very strongly affect how the accountant perceives his or her superiors' performance and leadership ability.
Show less - Date Issued
- 2005
- Identifier
- CFE0000507, ucf:46458
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0000507
- Title
- Nike(&)#191;s Corporate Social Advocacy (CSA) Practices as Related to Strategic Issues Management (SIM) and Threats to Organizational Legitimacy.
- Creator
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Heffron, Eve, Dodd, Melissa, Spence, Patric, Yu, Nan, University of Central Florida
- Abstract / Description
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This research examined how corporate social advocacy (CSA) and corporate social responsibility (CSR) efforts impacted perceptions of authenticity. Using an experimental survey, participants were randomly exposed to Nike's actions related to the Black Lives Matter (BLM) movement via mock-online news articles. Participants completed a survey that contained Likert-type scale items regarding attitudes (perceived corporate intent, perceived authenticity, brand trust, and brand credibility) and...
Show moreThis research examined how corporate social advocacy (CSA) and corporate social responsibility (CSR) efforts impacted perceptions of authenticity. Using an experimental survey, participants were randomly exposed to Nike's actions related to the Black Lives Matter (BLM) movement via mock-online news articles. Participants completed a survey that contained Likert-type scale items regarding attitudes (perceived corporate intent, perceived authenticity, brand trust, and brand credibility) and behavioral intentions (word of mouth intentions (WOM), and purchase intention (PI)). Results indicated that positive attitudes significantly increased when Nike implemented an action step after taking a public stance on a controversial social-political issue. Further, results revealed significant differences for positive WOM intentions and PI, given the experimental prompt. This study extends public relations scholarship through expanding our understanding of stakeholder perceptions of authenticity when companies engage in CSA and CSR practices. To earn legitimacy, companies must meet stakeholder expectations through successfully executing socially responsible actions. This study illustrates a need for future research on stakeholder perceptions of authenticity when various action steps are added to a company stance on divisive social-political issues.
Show less - Date Issued
- 2019
- Identifier
- CFE0007650, ucf:52461
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0007650
- Title
- A Framework of Critical Success Factors for Business Organizations that Lead to Performance Excellence Based on a Financial and Quality Systems Assessment.
- Creator
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Francisco, Melissa, Elshennawy, Ahmad, Karwowski, Waldemar, Rabelo, Luis, Xanthopoulos, Petros, Weheba, Gamal, University of Central Florida
- Abstract / Description
-
One of the most important tasks that business leaders undertake in order to achieve a superior market position is strategic planning. Beyond this obligation, business owners desire to maximize profit and maintain steady growth. In order to do this, resources must be invested in the most efficient way possible in order to achieve performance excellence. Adjusting business operations quickly, however, especially in times of economic uncertainty, is extremely difficult. Business leaders...
Show moreOne of the most important tasks that business leaders undertake in order to achieve a superior market position is strategic planning. Beyond this obligation, business owners desire to maximize profit and maintain steady growth. In order to do this, resources must be invested in the most efficient way possible in order to achieve performance excellence. Adjusting business operations quickly, however, especially in times of economic uncertainty, is extremely difficult. Business leaders therefore need insight into which elements of organizational improvement are most effective in order to strategically invest their resources to achieve superior performance in the most efficient way possible.This research examines the results of companies which have a demonstrated ability to achieve performance excellence as defined by the National Institute of Standards and Technology's Malcolm Baldrige Criteria for Performance Excellence. This research examined award-winning applications to determine common input factors, compared the business results of a subset of those award-winners with the overall market for a time-frame of 11 years, and then investigated the profitability, liquidity, debt management, asset management, and per share performance ratios of award-winners compared with their industry peers over 11 years as well.The main focus of this research is to determine whether participation in performance excellence best practices have created value for shareholders and business owners. This objective is achieved through the analysis of performance results of award winning companies. This research demonstrates that the integration of efforts associated with performance excellence is in-fact advantageous.
Show less - Date Issued
- 2014
- Identifier
- CFE0005331, ucf:50503
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0005331
- Title
- Not Woman Enough Harassment: Scale Development and an Integrated Model from Antecedent to Outcome.
- Creator
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Wolcott, Amanda, Jentsch, Kimberly, Jentsch, Florian, Shoss, Mindy, Lopez, Stephanie, University of Central Florida
- Abstract / Description
-
The rise of research on workplace mistreatment in the past twenty years can be attributed to the realization that workplace mistreatment is associated with a host of deleterious outcomes for both the individual targets of the mistreatment and the organizations in which they work. However, the extant literature is failing to capture the full range of sex-based mistreatment that people may experience through a tendency to focus solely on sexual harassment and sex discrimination, which are very...
Show moreThe rise of research on workplace mistreatment in the past twenty years can be attributed to the realization that workplace mistreatment is associated with a host of deleterious outcomes for both the individual targets of the mistreatment and the organizations in which they work. However, the extant literature is failing to capture the full range of sex-based mistreatment that people may experience through a tendency to focus solely on sexual harassment and sex discrimination, which are very specific types of behavior based on one's sex and gender stereotypes. In this dissertation, I introduce the construct of Not Woman Enough Harassment, or the extent to which women perceive that they are treated unfavorably because they do not meet traditionally held stereotypes of femininity. A scale was developed and validated in order to measure this type of harassment, and a model from antecedent to outcome was proposed. Results demonstrated that not woman enough harassment was experienced by approximately 32.5% of the sample. The scale showed good psychometric properties, with two distinct factors of harassment based on physical and non-physical traits. Not woman enough harassment was demonstrated to be distinct from other forms of sexual and workplace harassment. Discomfort with gender norm conformity and masculine physical and non-physical expression were shown to be antecedents of not woman enough harassment, along with a moderating effect of job gender context. In addition, not woman enough harassment significantly predicted decreased job satisfaction, affective organizational commitment, and task performance and increased withdrawal and job stress. Similar patterns were found for males with not man enough harassment.
Show less - Date Issued
- 2017
- Identifier
- CFE0006962, ucf:51629
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFE0006962