000			03379nam a22002897a 4500
003			KOHA
005			20230414112727.0
008			230302d2022 cy ||||| m||| 00| 0 eng d
040			_aCY-NiCIU _beng _cCY-NiCIU _erda
041			_aeng
090			_aYL 2764 _bA83 2022
100	1		_aAtabongafac, Mercy
245	1	0	_aASSESSING THE MEDIATING ROLE OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL INNOVATION AND PSYCHOLOGICAL CONTRACT / _cMERCY ARABONGAFAC; SUPERVISOR: PROF. DR. MUSTAFA SAĞSAN
264			_c2022
300			_a49 sheets; _c31 cm. _eIncludes CD
336			_2rdacontent _atext _btxt
337			_2rdamedia _aunmediated _bn
338			_2rdacarrier _avolume _bnc
502			_aThesis (MBA) - Cyprus International University. Institute of Graduate Studies Business Administration Department
504			_aIncludes bibliography (sheets 42-46)
520			_aABSTRACT 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
650		0	_aCorporate culture _vDissertations, Academic
650		0	_aOrganizational change _vDissertations, Academic
700	1		_aSağsan, Mustafa _esupervisor
942			_2ddc _cTS
999			_c289837 _d289837