ASSESSING THE MEDIATING ROLE OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL INNOVATION AND PSYCHOLOGICAL CONTRACT / (Kayıt no. 289837)
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| 000 -BAŞLIK | |
|---|---|
| Sabit Uzunluktaki Kontrol Alanı | 03379nam a22002897a 4500 |
| 003 - KONTROL NUMARASI KİMLİĞİ | |
| Kontrol Alanı | KOHA |
| 005 - EN SON İŞLEM TARİHİ ve ZAMANI | |
| Kontrol Alanı | 20230414112727.0 |
| 008 - SABİT UZUNLUKTAKİ VERİ ÖGELERİ - GENEL BİLGİ | |
| Sabit Alan | 230302d2022 cy ||||| m||| 00| 0 eng d |
| 040 ## - KATALOGLAMA KAYNAĞI | |
| Özgün Kataloglama Kurumu | CY-NiCIU |
| Kataloglama Dili | eng |
| Çeviri Kurumu | CY-NiCIU |
| Açıklama Kuralları | rda |
| 041 ## - DİL KODU | |
| Metin ya da ses kaydının dil kodu | eng |
| 090 ## - Yerel Tasnif No | |
| tasnif no | YL 2764 |
| Cutter no | A83 2022 |
| 100 1# - KİŞİ ADI | |
| Yazar Adı (Kişi adı) | Atabongafac, Mercy |
| 245 10 - ESER ADI BİLDİRİMİ | |
| Başlık | ASSESSING THE MEDIATING ROLE OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL INNOVATION AND PSYCHOLOGICAL CONTRACT / |
| Sorumluluk Bildirimi | MERCY ARABONGAFAC; SUPERVISOR: PROF. DR. MUSTAFA SAĞSAN |
| 264 ## - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE | |
| Date of production, publication, distribution, manufacture, or copyright notice | 2022 |
| 300 ## - FİZİKSEL TANIMLAMA | |
| Sayfa, Cilt vb. | 49 sheets; |
| Boyutları | 31 cm. |
| Birlikteki Materyal | Includes CD |
| 336 ## - CONTENT TYPE | |
| Source | rdacontent |
| Content type term | text |
| Content type code | txt |
| 337 ## - MEDIA TYPE | |
| Source | rdamedia |
| Media type term | unmediated |
| Media type code | n |
| 338 ## - CARRIER TYPE | |
| Source | rdacarrier |
| Carrier type term | volume |
| Carrier type code | nc |
| 502 ## - TEZ NOTU | |
| Tez Notu | Thesis (MBA) - Cyprus International University. Institute of Graduate Studies Business Administration Department |
| 504 ## - BİBLİYOGRAFİ NOTU | |
| Bibliyografi Notu | Includes bibliography (sheets 42-46) |
| 520 ## - ÖZET NOTU | |
| Özet notu | ABSTRACT<br/>The purpose of this research is to see the effect of Organizational culture (OC) on <br/>Organizational innovation (OI) and to look at the role organizational culture (OC) <br/>and Organizational innovation (OI) plays in Psychological contract (PC). A good <br/>culture is very important in an organization since it motivates workers to <br/>see exceptional levels of performance, which eventually leads to organization <br/>success, while lack of it, on the other hand, can lead to the company down fall. The <br/>questionnaire was dived into three sub-sections; organizational culture (OC), <br/>organizational Innovation (OI), and psychological contract (PC). The research survey <br/>was been asked to be completed by a certain number of respondents and <br/>approximately 160 participants willfully took part in the survey, however 140 <br/>respondents participated and only 121 participants finished their questionnaires, the <br/>analyze using descriptive statistical construct. Structural equation modeling <br/>was accustomed create and tested a model of mediation. The research shows that <br/>organizational culture (OC) psychological contract (PC), as organizational <br/>innovation (OI) all of which had a good influence on psychological contract <br/>(PC). The research also says that organizational culture (OC), slightly arbitrate the <br/>connection within organizational innovation (OI) and psychological contract (PC). <br/>Managers may increase organizational innovation by using psychological contract <br/>method, putting more focus to individual abilities, and considering workers like <br/>assets, in respect with this research. To add, one in all the most important means for <br/>getting workers efforts depend on shared values and organizational <br/>commitment, because more commitment eventually leads to better outcome. <br/>Dedicated participant of the corporate, in other words, try very well to keep the <br/>company beliefs and goals, as such, they work so hard to attain organizational <br/>purpose. Therefore, managers should use an organizational culture to <br/>expand psychological contract to the corporate and innovation in the agricultural <br/>sector, so as to boost employee ability to perform.<br/>Keywords: Organizational Culture, Organizational Innovation, Psychological <br/>Contract |
| 650 #0 - KONU BAŞLIĞI EK GİRİŞ - KONU TERİMİ | |
| Konusal terim veya coğrafi ad | Corporate culture |
| Alt başlık biçimi | Dissertations, Academic |
| 650 #0 - KONU BAŞLIĞI EK GİRİŞ - KONU TERİMİ | |
| Konusal terim veya coğrafi ad | Organizational change |
| Alt başlık biçimi | Dissertations, Academic |
| 700 1# - EK GİRİŞ - KİŞİ ADI | |
| Yazar Adı (Kişi adı) | Sağsan, Mustafa |
| İlişkili Terim | supervisor |
| 942 ## - EK GİRİŞ ÖGELERİ (KOHA) | |
| Sınıflama Kaynağı | Dewey Onlu Sınıflama Sistemi |
| Materyal Türü | Thesis |
| Geri Çekilme Durumu | Kayıp Durumu | Sınıflandırma Kaynağı | Kredi için değil | Koleksiyon Kodu | Kalıcı Konum | Mevcut Konum | Raf Yeri | Kayıt Tarih | Source of acquisition | Yer Numarası | Demirbaş Numarası | Son Görülme Tarihi | Fatura Tarihi | Materyal Türü | Genel / Bağış Notu |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Dewey Onlu Sınıflama Sistemi | Tez Koleksiyonu | CIU LIBRARY | CIU LIBRARY | Tez Koleksiyonu | 02.03.2023 | Bağış | YL 2764 A83 2022 | T3103 | 02.03.2023 | 02.03.2023 | Thesis | Business Administration Department | |||
| Dewey Onlu Sınıflama Sistemi | CIU LIBRARY | CIU LIBRARY | Görsel İşitsel | 02.03.2023 | Bağış | YL 2764 A83 2022 | CDT3103 | 02.03.2023 | 02.03.2023 | Suppl. CD | Business Administration Department |