Article history: Received 27 April 2010 Available online 7 May 2010 This research examines the relationship between employees' career growth and organizational commitment. Career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth, while organizational commitment was conceptualized using Meyer and Allen's (19...

The provision of multi-organizational time-critical services requires integrated data exchange across partners, but achieving this technical goal requires sustained and comprehensive attention to inter-organizational relationships and governance mechanisms. This article first describes a general framework that captures the requirements for multi-organizational collaboration for different time-c...

With the aim to manage and retrieve the organizational knowledge, in the last years numerous proposals of models and tools for knowledge management and knowledge representation have arisen. However, most of them store knowledge in a non-structured or semi-structured way, hindering the semantic and automatic processing of this knowledge. In this chapter the authors specify a case-based organizat...

Sophisticated knowledge of individuals on the one hand and collective collaboration between various disciplines and teams on the other hand are required for complex products and services. Work-related individual and organizational learning processes in organizations provide the foundations for such individual and organizational knowledge and capabilities. These interconnected learning processes...

Affordance theory has promise for studying technology’s role in organizational change. By distinguishing properties of technology and their affordances in relation to its users, it facilitates the examination of technological consequences whilst avoiding technological determinism. This paper argues that it is useful to explore affordances and consequences of their actualization (or the lack of)...

Aims: The goal of this study was to survey the factors influencing the productivity of human resources in a military health organization. Methods: It was a cross-sectional descriptive-analytical study carried out in 2012 with 400 participants. A researcher-made questionnaire was used for data collection. For data analysis, SPSS 18.0 and Amos software were used. Results: In the path analysis don...

Often, training fails to improve organizational outcomes. Increasingly, practitioners are assuming a performance improvement perspective that takes a holistic and systemic perspective in analyzing causes of and solutions for gaps in organizational results. We review the models and evidence for three perspectives on performance improvement: behavioral engineering, cognitive–motivational, and tec...

Knowledge enablers exist at the organizational and project levels. There is however, no meaningful means to measure organizational or project knowledge sharing. The need to understand the elements that enable this flow of knowledge is dramatically evidenced in information technology organizations in which insufficient knowledge sharing leads to intellectual capital loss, rework, skills deterior...

In this paper we argue the need and motivation for an organizational engineering pattern language focused on the identification of the basic entities, or constructors, that would support the modelling, monitoring, simulation, and eventual execution of organizations. The main motivation for those constructors would be the development of a new class of information systems that would allow manager...

The general goal of this research is to study the relationships between individual and social cognition (e.g., organizational culture development), an approach to the micro-macro link in social and cognitive sciences [Sawyer, 2003] [Schillo, 2000]. More specifically, this work aims to represent, in a multiagent system, how does organizational knowledge changes according to individual’s characte...