The detection of psychiatric illness by questionnaire

This handbook looks to provide academics and students with a comprehensive and holistic understanding of the phenomenon of innovation. Innovation spans a number of fields within the social sciences and humanities: Management, Economics, Geography, Sociology, Politics, Psychology, and History. Consequently, the rapidly increasing body of literature on innovation is characterized by a multitude of perspectives based on, or cutting across, existing disciplines and specializations. Scholars of innovation can come from such diverse starting points that much of this literature can be missed, and so constructive dialogues missed. The editors of The Oxford Handbook of Innovation have carefully selected and designed twenty-one contributions from leading academic experts within their particular field, each focusing on a specific aspect of innovation. These have been organized into four main sections, the first of which looks at the creation of innovations, with particular focus on firms and networks. Section Two provides an account of the wider systematic setting influencing innovation and the role of institutions and organizations in this context. Section Three explores some of the diversity in the working of innovation over time and across different sectors of the economy, and Section Four focuses on the consequences of innovation with respect to economic growth, international competitiveness, and employment. An introductory overview, concluding remarks, and guide to further reading for each chapter, make this handbook a key introduction and vital reference work for researchers, academics, and advanced students of innovation. Contributors to this volume - Jan Fagerberg, University of Oslo William Lazonick, INSEAD Walter W. Powell, Stanford University Keith Pavitt, SPRU Alice Lam, Brunel University Keith Smith, INTECH Charles Edquist, Linkoping David Mowery, University of California, Berkeley Mary O'Sullivan, INSEAD Ove Granstrand, Chalmers Bjorn Asheim, University of Lund Rajneesh Narula, Copenhagen Business School Antonello Zanfei, Urbino Kristine Bruland, University of Oslo Franco Malerba, University of Bocconi Nick Von Tunzelmann, SPRU Ian Miles, University of Manchester Bronwyn Hall, University of California, Berkeley Bart Verspagen , ECIS Francisco Louca, ISEG Manuel M. Godinho, ISEG Richard R. Nelson, Mario Pianta, Urbino Bengt-Ake Lundvall, Aalborg

The Oxford Handbook of Innovation

Part One: Initial Considerations Chapter 1: Motivation in Organizations Mitchell, Terence R., and Daniels, Denise. Observation and Commentary on Recent Research in Work Motivation. Chapter 2: Conceptual Approaches to Motivation at Work Ryan, Richard M., and Deci, Edward L. 2000. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1): 68-78. Mowday, Richard, and Colwell, Kenneth A. Employee reactions to unfair outcomes in the workplace: The contributions of Adams' equity theory to understanding work motivation. Cropanzano, Russell, and Rupp, Deborah. An overview of organizational justice: Implications for work motivation. Komaki, Judith. Reinforcement theory at work: Enhancing and explaining what employees do. Locke, Edwin A. 1996. Motivation through conscious goal setting. Applied and Preventive Psychology, 5: 117-124. Stajkovic, Alexander D., and Luthans, Fred. Social cognitive theory and self-efficacy: Implications for motivation theory and practice. Part Two: Central Issues in Motivation at Work Chapter 3: The Role of Cognitions, Beliefs, and Attitudes in Motivation Staw, Barry M. 1986. Organizational psychology and the pursuit of the happy/productive worker. California Management Review, 28(4): 40-53. Rousseau, Denise M., and Tijoriwala, Snehal A. 1999. What's a good reason to change? Motivated reasoning and social accounts in promoting organizational change. Journal of Applied Psychology, 84(4): 514-528. Luthans, Fred. Positive Organizational Behavior: Implications for Leadership and HR Development and Motivation. Chapter 4: The Role of Goals and Intentions in Motivation Klein, Howard J., Wesson, Michael J., Hollenbeck, John R., and Alge, Bradley J. 1999. Goal commitment and the goal-setting process: Conceptual clarification and empirical synthesis. Journal of Applied Psychology, 6: 885-896. O'Leary-Kelly, Anne M., Martocchio, Joseph J., and Frink, Dwight D. 1994. A review of the influence of group goals on group performance. Academy of Management Journal, 37(5): 1285-1301. Crown, Deborah F., and Rosse, Joseph G. 1995. Yours, mine, and ours: Facilitating group productivity through the integration of individual and group goals. Organizational Behavior and Human Decision Processes, 64(2): 138-150. Chapter 5: The Role of Affect in Motivation Raghunathan, Rajagopal, and Pham, Michel T. 1999. All negative moods are not equal: Motivational influences of anxiety and sadness on decision-making. Organizational Behavior and Human Decision Processes, 79(1): 56-77. Venkatesh, Viswanath, and Speier, Cheri. 1999. Computer technology training in the workplace: A longitudinal investigation of the effect of mood. Organizational Behavior and Human Decision Processes, 79(1): 1-28. Chapter 6: The Role of Social Influences in Motivation Porter, Lyman W., Lawler, Edward E. III, and Hackman, J. Richard. 1975. Ways groups influence individual effectiveness. (Holdover from previous edition) Vardi, Yoav and Wiener, Yoash. 1996. Misbehavior in organizations: A motivational framework. Organization Science, 7(2): 151-165. Whyte, Glen. 1998. Recasting Janis's groupthink model: The key role of collective efficacy in decision fiascoes. Organizational Behavior and Human Decision Processes, 73(2/3): 185-209. Chapter 7: The Role of Cross-Cultural Influences in Work Motivation Hofstede, G. 1993. Cultural constraints in management theories. Academy of Management Executive, 7(1): 81-94. Sanchez-Runde, Carlos J., and Steers, Richard M. Cultural influences on work motivation and performance. Frese, Michael, Kring, Wolfgang, Soos, Andrea, Zempel, Jeannette. 1996. Personal initiative at work: Differences between east and west Germany. Academy of Management Journal, 39(1): 37-63. Meek, Christopher B. 1999. Ganbatte: Understanding the Japanese employee. Business Horizons, January-February, 27-36. Chapter 8: The Role of Individual Differences in Motivation O'Reilly, Charles A. III and Chatman, Jennifer A. 1994. Working smarter and harder: A longitudinal study of managerial success. Administrative Science Quarterly, 39: 603-627. Pilegge, Anthony J. and Holtz, Rolf. 1997. The effects of social identity on the self-set goals and task performance of high and low self-esteem individuals. Organizational Behavior and Human Decision Processes, 70(1): 17-26. Part Three: Applications of Motivational Approaches Chapter 9: Rewards Lawler, Edward L. 1987. The design of effective reward systems. In J. W. Lorsch (ed.), Handbook of Organizational Behavior. Englewood Cliffs, NJ: Prentice Hall, pp, 25-271. Kerr, Steven. 1995. On the folly of rewarding A, while hoping for B. Academy of Management Executive, 9(1): 7-14. Pearce, Jone L. 1987. Why merit pay doesn't work: Implications from organizational theory. In D. B. Balkin and L. R. Gomez-Mejia (eds.), New Perspectives on Compensation, pp. 169-178. Pfeffer, Jeffrey. 1998. Six dangerous myths about pay. Harvard Business Review, May-June, 109-119. Duncan, W. Jack. 2001. Stock ownership and work motivation. Organizational Dynamics, 30(1): 1-11. Chapter 10: Punishment George, Jennifer M. 1995. Asymmetrical effects of rewards and punishments: the case of social loafing. Journal of Occupational and Organizational Psychology, 68: 327-338. Butterfield, Kenneth D., Trevino, Linda K., and Ball, Gail A. 1996. Punishment from the manager's perspective: A grounded investigation and inductive model. Academy of Management Journal, 39(6): 1479-1512. Chapter 11: Motivating Creativity aand Innovation Amabile, Teresa. 1997. Motivating creativity in organizations: On doing what you love and loving what you do. California Management Review, 40(1): 39-58. Cummings, Anne and Oldham, Greg R. 1997. Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1): 22-38.

Motivatiom and work behaviour

Social identity theory and the organization

Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

/pdf/organizational-commitment-job-satisfaction-and-turnover-1m9aenmhzm.pdf

Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

Calisanlarin algiladiklari orgutsel destek ve yasadiklari stres ise ve orgute bakislarini etkilemektedir. Isverenler yuksek performans talep ederken calisanlar destek ve uygun calisma sartlari talep etmektedir. Orgut ile calisanlar arasindaki psikolojik bag olarak tanimlanan orgutsel ozdeslesmenin saglanan orgutsel destek ve uygun calisma sartlarindan olumlu etkilenecegi ve performans uzerinde de etkili olabilecegi dusunulmustur. Bu nedenle savunma alaninda faaliyet gosteren kucuk isletmelerde calisan 172 kisi uzerinde algilanan orgutsel destek ve is stresinin ozdeslesme ve is performansi uzerine etkileri yapisal esitlik modeli ile analiz edilmistir. Analiz sonucunda algilanan orgutsel destegin ve is stresinin orgutsel ozdeslesmeyi anlamli olarak etkiledigi ve orgutsel ozdeslesmenin hem is performansini anlamli olarak etkiledigi hem de algilanan orgutsel destek ile is performansi arasinda tam aracilik rolu ustlendigi tespit edilmistir

/pdf/calisanlarin-algiladiklari-orgutsel-destek-ve-is-stresinin-4grjg1axok.pdf

Çalışanların Algıladıkları Örgütsel Destek ve İş Stresinin Örgütsel Özdeşleşme ve İş Performansına Etkisi

The present cross-sectional study aims to investigate (1) the direct effects of perceived organizational support and role overload on work–family conflict and (2) the mediating role of role overload in the relationship between perceived organizational support and work–family conflict using a Turkish sample. The hypotheses were tested with a sample of 344 employees from small and medium-sized enterprises in Turkey. The results demonstrated that perceived organizational support was negatively related to both family to work conflict and work to family conflict of the employees. Role overload was also positively related to both family to work conflict and work to family conflict. In addition, the results indicated that role overload did not have a mediating role between perceived organizational support and work–family conflict.

/pdf/the-impact-of-perceived-organizational-support-on-work-1etl9ygi6s.pdf

The impact of perceived organizational support on work-family conflict: Does role overload have a mediating role?

Orgut basariminda onemli bir role sahip isgucunun beklentileri gun gectikce farklilasabilmektedir. Calisanlar icin orgutsel destek, calisanlarin tutumlarinda etkisi olan onemli bir faktordur. Orgutsel destegin calisanlarin orgutsel ozdeslesme duzeyine, is-aile ve aile is catismasi duzeyi ile isten ayrilma niyetine etkilerini belirlemek bu calismanin temel konusudur. Savunma sektoru calisanlari uzerinde yapilan arastirmada konu edilen bes degisken yapisal esitlik modeli ile analiz edilmis ve elde edilen veriler dogrultusunda aracilik etkileri arastirilmistir. Analiz sonucunda algilanan orgutsel destegin(AOD) is-aile catismasi(IAC), aile-is catismasini(AIC) ve isten ayrilma niyetini (IAN) anlamli olarak azalttigi, orgutsel ozdeslesmeyi(OO) anlamli olarak artirdigi belirlenmistir. Ayrica, AOD’nin IAN’ye etkisinde IAC ve orgutsel ozdeslesmenin kismi aracilik rolu ustlendigi tespit edilmistir

/pdf/algilanan-orgutsel-destegin-calisanlarin-is-aile-aile-is-5d9hmmb0r9.pdf

Algılanan örgütsel desteğin çalışanların iş-aile, aile-iş çatışması, örgütsel özdeşleşme ve işten ayrılma niyetine etkisi: Savunma sektöründe bir araştırma

Gunumuzde surdurulebilir rekabet gucunun yakalanmasinda yoneticiler icin en onemli kritik basari faktorlerinden birisi calisan performansinin artirilmasidir. Calisan performansinin artirilmasinda pek cok faktor rol oynar. Yoneticiler icin sorunun ve ayni zamanda cozumun baslangici bu faktorlerin belirlenerek optimize edilmesidir. Bu calismada calisanlarin is performansinda etkili oldugu dusunulen gelisim kulturu, algilanan orgutsel destek, is tatmini ve guven faktorleri ele alinmistir. Calismanin amaci, yoneticiler icin onemli bir problem sahasi olan is performansini artiran faktorlerin modellenmesidir. Arastirma sonucunda algilanan orgutsel destegin ve gelisim kulturunun calisanlarin is tatmini ve is performansi uzerine etkilerinin bulundugu, Is tatmininin is performansini pozitif ve anlamli olarak etkiledigi tespit edilmistir. Algilanan orgutsel destek ve gelisim kulturunun calisanlarin hem is tatmini hem de is performansi uzerine etkisinde guvenin kismi aracilik rolu oldugu belirlenmistir. Tum bu degiskenlerden olusan en uyumlu yapisal esitlik modeli yapilan yol analizleri ile tespit edilerek yoneticilere onerilerde bulunulmustur

/pdf/orgutlerde-gelisim-kulturu-ve-algilanan-orgutsel-destegin-is-2ofz6qf2ik.pdf

Örgütlerde Gelişim Kültürü ve Algılanan Örgütsel Desteğin İş Tatmini ve İş Performansına Etkisi: Güvenin Aracılık Rolü

In this study, the variables organizational trust and burnout which are considered to be affecting organizational performance are discussed for small-scaled business (food) enteprises. Although the effects of organizational trust and burnout on organizational performance are particularly examined, interpersonal deviance as another variable is also considered. We find that there is no significant relationship between employees’ burnout and organizational performance. However, there is a positive and significant relationship between organizational trust and organizational performance. We also find that, while interpersonal deviance has not any mediating effect on burnout and organizational performance, it has a negative and partial mediator role on organizational trust and organizational performance. Through designating a structural equation model, recommendations that are geared towards improving the organizational performance are made to the employers and executive officers

https://dergipark.org.tr/en/download/article-file/255954

Ömer Turunç

Papers

Çalışanların Algıladıkları Örgütsel Destek ve İş Stresinin Örgütsel Özdeşleşme ve İş Performansına Etkisi

The impact of perceived organizational support on work-family conflict: Does role overload have a mediating role?

Algılanan örgütsel desteğin çalışanların iş-aile, aile-iş çatışması, örgütsel özdeşleşme ve işten ayrılma niyetine etkisi: Savunma sektöründe bir araştırma

Örgütlerde Gelişim Kültürü ve Algılanan Örgütsel Desteğin İş Tatmini ve İş Performansına Etkisi: Güvenin Aracılık Rolü

The role of organizational trust, burnout and interpersonal deviance for achieving organizational performance