ASSESSING THE MEDIATING ROLE OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL INNOVATION AND PSYCHOLOGICAL CONTRACT / MERCY ARABONGAFAC; SUPERVISOR: PROF. DR. MUSTAFA SAĞSAN

Yazar: Katkıda bulunan(lar):Dil: İngilizce 2022Tanım: 49 sheets; 31 cm. Includes CDİçerik türü:
  • text
Ortam türü:
  • unmediated
Taşıyıcı türü:
  • volume
Konu(lar): Tez notu: Thesis (MBA) - Cyprus International University. Institute of Graduate Studies Business Administration Department Özet: ABSTRACT The purpose of this research is to see the effect of Organizational culture (OC) on Organizational innovation (OI) and to look at the role organizational culture (OC) and Organizational innovation (OI) plays in Psychological contract (PC). A good culture is very important in an organization since it motivates workers to see exceptional levels of performance, which eventually leads to organization success, while lack of it, on the other hand, can lead to the company down fall. The questionnaire was dived into three sub-sections; organizational culture (OC), organizational Innovation (OI), and psychological contract (PC). The research survey was been asked to be completed by a certain number of respondents and approximately 160 participants willfully took part in the survey, however 140 respondents participated and only 121 participants finished their questionnaires, the analyze using descriptive statistical construct. Structural equation modeling was accustomed create and tested a model of mediation. The research shows that organizational culture (OC) psychological contract (PC), as organizational innovation (OI) all of which had a good influence on psychological contract (PC). The research also says that organizational culture (OC), slightly arbitrate the connection within organizational innovation (OI) and psychological contract (PC). Managers may increase organizational innovation by using psychological contract method, putting more focus to individual abilities, and considering workers like assets, in respect with this research. To add, one in all the most important means for getting workers efforts depend on shared values and organizational commitment, because more commitment eventually leads to better outcome. Dedicated participant of the corporate, in other words, try very well to keep the company beliefs and goals, as such, they work so hard to attain organizational purpose. Therefore, managers should use an organizational culture to expand psychological contract to the corporate and innovation in the agricultural sector, so as to boost employee ability to perform. Keywords: Organizational Culture, Organizational Innovation, Psychological Contract
Materyal türü: Thesis
Mevcut
Materyal türü Geçerli Kütüphane Koleksiyon Yer Numarası Durum Notlar İade tarihi Barkod Materyal Ayırtmaları
Thesis Thesis CIU LIBRARY Tez Koleksiyonu Tez Koleksiyonu YL 2764 A83 2022 (Rafa gözat(Aşağıda açılır)) Kullanılabilir Business Administration Department T3103
Suppl. CD Suppl. CD CIU LIBRARY Görsel İşitsel YL 2764 A83 2022 (Rafa gözat(Aşağıda açılır)) Kullanılabilir Business Administration Department CDT3103
Toplam ayırtılanlar: 0

Thesis (MBA) - Cyprus International University. Institute of Graduate Studies Business Administration Department

Includes bibliography (sheets 42-46)

ABSTRACT
The purpose of this research is to see the effect of Organizational culture (OC) on
Organizational innovation (OI) and to look at the role organizational culture (OC)
and Organizational innovation (OI) plays in Psychological contract (PC). A good
culture is very important in an organization since it motivates workers to
see exceptional levels of performance, which eventually leads to organization
success, while lack of it, on the other hand, can lead to the company down fall. The
questionnaire was dived into three sub-sections; organizational culture (OC),
organizational Innovation (OI), and psychological contract (PC). The research survey
was been asked to be completed by a certain number of respondents and
approximately 160 participants willfully took part in the survey, however 140
respondents participated and only 121 participants finished their questionnaires, the
analyze using descriptive statistical construct. Structural equation modeling
was accustomed create and tested a model of mediation. The research shows that
organizational culture (OC) psychological contract (PC), as organizational
innovation (OI) all of which had a good influence on psychological contract
(PC). The research also says that organizational culture (OC), slightly arbitrate the
connection within organizational innovation (OI) and psychological contract (PC).
Managers may increase organizational innovation by using psychological contract
method, putting more focus to individual abilities, and considering workers like
assets, in respect with this research. To add, one in all the most important means for
getting workers efforts depend on shared values and organizational
commitment, because more commitment eventually leads to better outcome.
Dedicated participant of the corporate, in other words, try very well to keep the
company beliefs and goals, as such, they work so hard to attain organizational
purpose. Therefore, managers should use an organizational culture to
expand psychological contract to the corporate and innovation in the agricultural
sector, so as to boost employee ability to perform.
Keywords: Organizational Culture, Organizational Innovation, Psychological
Contract

Araştırmaya Başlarken  
   Sıkça Sorulan Sorular