Results for 'Organizational Invariantism'

503 found
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  1. What panpsychists should reject: on the incompatibility of panpsychism and organizational invariantism.Miguel Ángel Sebastián - 2015 - Philosophical Studies 172 (7):1833-1846.
    Some philosophers, like David Chalmers, have either shown their sympathy for, or explicitly endorsed, the following two principles: Panpsychism—roughly the thesis that the mind is ubiquitous throughout the universe—and Organizational Invariantism—the principle that holds that two systems with the same fine-grained functional organization will have qualitatively identical experiences. The purpose of this paper is to show the tension between the arguments that back up both principles. This tension should lead, or so I will argue, defenders of one of (...)
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  2. An organisational approach to biological communication.Ramiro Frick, Leonardo Bich & Alvaro Moreno - 2019 - Acta Biotheoretica (2):103-128.
    This paper aims to provide a philosophical and theoretical account of biological communication grounded in the notion of organisation. The organisational approach characterises living systems as organised in such a way that they are capable to self-produce and self-maintain while in constant interaction with the environment. To apply this theoretical framework to the study of biological communication, we focus on a specific approach, based on the notion of influence, according to which communication takes place when a signal emitted by a (...)
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  3. Organisational teleology 2.0: Grounding biological purposiveness in regulatory control.Leonardo Bich - 2024 - Ratio.
    This paper critically revises the organisational account of teleology, which argues that living systems are first and foremost oriented towards a goal: maintaining their own conditions of existence. It points out some limitations of this account, mainly in the capability to account for the richness and complexity of biological systems and their purposeful behaviours. It identifies the reason of these limitations in the theoretical grounding of this account, specifically in the too narrow notion of closure of constraints, focused on self-production. (...)
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  4. Skeptical Invariantism, Considered.Gregory Stoutenburg - 2021 - In Christos Kyriacou & Kevin Wallbridge (eds.), Skeptical Invariantism Reconsidered. New York, NY: Routledge. pp. 80-101.
    In this paper I consider the prospects for a skeptical version of infallibilism. For the reasons given above, I think skeptical invariantism has a lot going for it. However, a satisfactory theory of knowledge must account for all of our desiderata, including that our ordinary knowledge attributions are appropriate. This last part will not be easy for the infallibilist invariantist. Indeed, I will argue that it is much more difficult than those sympathetic to skepticism have acknowledged, as there are (...)
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  5. Epistemic invariantism and speech act contextualism.John Turri - 2010 - Philosophical Review 119 (1):77-95.
    In this essay I show how to reconcile epistemic invariantism with the knowledge account of assertion. My basic proposal is that we can comfortably combine invariantism with the knowledge account of assertion by endorsing contextualism about speech acts. My demonstration takes place against the backdrop of recent contextualist attempts to usurp the knowledge account of assertion, most notably Keith DeRose's influential argument that the knowledge account of assertion spells doom for invariantism and enables contextualism's ascendancy.
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  6. Storytelling as a tool for forming and supporting organisational culture in medical institutions.Oleksandr P. Krupskyi & Yuliya Stasiuk - 2023 - Communications and Communicative Technologies 23:123-144.
    The article discusses the role and importance of storytelling in the context of creating and maintaining organisational culture in the healthcare sector. Medical institutions are constantly solving complex tasks related to the provision of high-quality medical care and interaction with patients and staff. In this regard, storytelling is an important tool, aimed at strengthening cultural values and adjusting goals. The study examines the nature of organisational culture, its main components and culture, its main components and the peculiarities of its formation (...)
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  7. Epistemic invariantism and contextualist intuitions.Alexander Dinges - 2016 - Episteme 13 (2):219-232.
    Epistemic invariantism, or invariantism for short, is the position that the proposition expressed by knowledge sentences does not vary with the epistemic standard of the context in which these sentences can be used. At least one of the major challenges for invariantism is to explain our intuitions about scenarios such as the so-called bank cases. These cases elicit intuitions to the effect that the truth-value of knowledge sentences varies with the epistemic standard of the context in which (...)
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  8. Model of expatriate adjustment and framework for organisational support.Pranav Naithani - 2009 - Alternative: Journal of Mgmt. Studies and Research 8 (1):34-41.
    Increasing globalisation of workforce has resulted into a large population of expatriate workers who engage in temporary work outside their home country. Along with monetary benefits, expatriate assignment is closely associated with a number of challenges which influence adjustment of an expatriate in a foreign country. This paper presents an expatriate adjustment model derived from review of research papers published on expatriate adjustment in the last two decades. Later section of this paper presents major internal and external expatriate support factors. (...)
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  9. Invariantist, Contextualist, and Relativist Accounts of Gender Terms.Dan Zeman - 2020 - EurAmerica 4 (50):739-781.
    In this paper, I explore a range of existent and possible ameliorative semantic theories of gender terms: invariantism, according to which gender terms are not context-sensitive, contextualism, according to which the meaning of gender terms is established in the context of use, and relativism, according to which the meaning of gender terms is established in the context of assessment. I show that none of these views is adequate with respect to the plight of trans people to use their term (...)
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  10. Knowledge Attributions, Contextualism, and Invariantism.Eugene Ho - manuscript
    In Knowledge and its Limits (KAIL), Timothy Williamson argues for the view that “only knowledge warrants assertion” (2000, 243). Call this the knowledge norm of assertion. Several philosophers including DeRose, Hawthorne, and Stanley, agree that if the knowledge norm is true, then knowledge itself depends on stakes, since warranted assertability seems to change with what is at stake if the proposition in question is true (1992; 2003; 2005). This brings us to the question: stakes for whom? DeRose maintains that knowledge (...)
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  11. Contextualism, Subject‐Sensitive Invariantism, and the Interaction of ‘Knowledge’‐Ascriptions with Modal and Temporal Operators.Michael Blome-Tillmann - 2009 - Philosophy and Phenomenological Research 79 (2):315-331.
    Jason Stanley has argued recently that Epistemic Contextualism (EC) and Subject‐Sensitive Invariantism (SSI) are explanatorily on a par with regard to certain data arising from modal and temporal embeddings of ‘knowledge’‐ascriptions. This paper argues against Stanley that EC has a clear advantage over SSI in the discussed field and introduces a new type of linguistic datum strongly suggesting the falsity of SSI.
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  12. Skeptical pragmatic invariantism: good, but not good enough.Alexander Dinges - 2016 - Synthese 193 (8):2577-2593.
    In this paper, I will discuss what I will call “skeptical pragmatic invariantism” as a potential response to the intuitions we have about scenarios such as the so-called bank cases. SPI, very roughly, is a form of epistemic invariantism that says the following: The subject in the bank cases doesn’t know that the bank will be open. The knowledge ascription in the low standards case seems appropriate nevertheless because it has a true implicature. The goal of this paper (...)
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  13. Prediction in Social Science - The Case of Research on the Human Resource Management-Organisational Performance Link.SteveAnthony FleetwoodHesketh - 2006 - Journal of Critical Realism 5 (2):228-250.
    _ Source: _Volume 5, Issue 2, pp 228 - 250 Despite inroads made by critical realism against the ‘scientific method’ in social science, the latter remains strong in subject-areas like human resource management. One argument for the alleged superiority of the scientific method lies in the taken-for-granted belief that it alone can formulate empirically testable predictions. Many of those who employ the scientific method are, however, confused about the way they understand and practice prediction. This paper takes as a case (...)
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  14. A Defense of Causal Invariantism.Martin Montminy & Andrew Russo - 2016 - Analytic Philosophy 57 (1):49-75.
    Causal contextualism holds that sentences of the form ‘c causes e’ have context-sensitive truth-conditions. We consider four arguments invoked by Jonathan Schaffer in favor of this view. First, he argues that his brand of contextualism helps solve puzzles about transitivity. Second, he contends that how one describes the relata of the causal relation sometimes affects the truth of one’s claim. Third, Schaffer invokes the phenomenon of contrastive focus to conclude that causal statements implicitly designate salient alternatives to the cause and (...)
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  15. The Organizational Account of Function is an Etiological Account of Function.Marc Artiga & Manolo Martínez - 2015 - Acta Biotheoretica 64 (2):105-117.
    The debate on the notion of function has been historically dominated by dispositional and etiological accounts, but recently a third contender has gained prominence: the organizational account. This original theory of function is intended to offer an alternative account based on the notion of self-maintaining system. However, there is a set of cases where organizational accounts seem to generate counterintuitive results. These cases involve cross-generational traits, that is, traits that do not contribute in any relevant way to the (...)
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  16. Organizational Justice and Job Outcomes: Moderating Role of Islamic Work Ethic.Khurram Khan, Muhammad Abbas, Asma Gul & Usman Raja - 2015 - Journal of Business Ethics 126 (2):1-12.
    Using a time-lagged design, we tested the main effects of Islamic Work Ethic (IWE) and perceived organizational justice on turnover intentions, job satisfaction, and job involvement. We also investigated the moderating influence of IWE in justice–outcomes relationship. Analyses using data collected from 182 employees revealed that IWE was positively related to satisfaction and involvement and negatively related to turnover intentions. Distributive fairness was negatively related to turnover intentions, whereas procedural justice was positively related to satisfaction. In addition, procedural justice (...)
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  17. Moderate pragmatic invariantism and contextual implicature cancellation.Michael Blome-Tillmann - 2021 - Analysis 81 (1):3-8.
    Moderate Pragmatic Invariantism (MPI) has been criticized in the literature for postulating implicatures that are not straightforwardly cancellable. Defenders of MPI have responded that the data are not as clear-cut as one might wish. This paper grants the defenders of MPI, for the sake of argument, that the implicatures in question are cancellable and then turns this admission against them. In particular, the paper offers Bank Case variants in which the conversational implicatures postulated by MPI are contextually suspended – (...)
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  18. Refined Invariantism.Jacques-Henri Vollet - 2020 - Theoria 86 (1):100-127.
    A certain number of cases suggest that our willingness to ascribe “knowledge” can be influenced by practical factors. For revisionary proposals, they indicate that the truth‐values of “knowledge” ascriptions vary with practical factors. For conservative proposals, on the contrary, nothing surprising is happening. Standard pragmatic approaches appeal to pragmatic implicatures and psychological approaches to the idea that belief formation is influenced by practical factors. Conservative proposals have not yet offered a fully satisfactory explanation, though. In this article, I introduce and (...)
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  19. Epistemic Invariantism and Contextualist Intuitions.Alexander Dinges - 2015 - Dissertation, Humboldt-University, Berlin
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  20. Defending interest-relative invariantism.Brian Weatherson - 2011 - Logos and Episteme 2 (4):591-609.
    I defend interest-relative invariantism from a number of recent attacks. One common thread to my response is that interest-relative invariantism is a muchweaker thesis than is often acknowledged, and a number of the attacks only challenge very specific, and I think implausible, versions of it. Another is that a number of the attacks fail to acknowledge how many things we have independent reason to believe knowledge is sensitive to. Whether there is a defeater for someone's knowledge can be (...)
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  21. Bourdieu's Theory of Economic Practice and Organisational Modelling.John Tredinnick-Rowe - 2023 - Cambridge: Cambridge Scholars Publishing.
    This book is unique because it is the first single-author monograph which applies Bourdieu’s theory to management studies. It takes a theory-driven approach to develop models to describe service innovation. This will give the reader a full understanding of the variety of different theoretical concepts that Bourdieu created and used and how they can be applied to the study of management and innovation. Moreover, it is also the only book that links Bourdieu’s theory to his methodological approach, providing the reader (...)
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  22. Re-organizing organizational accounts of function.Marc Artiga - 2011 - Applied ontology 6 (2):105-124.
    In this paper I discuss a recent theory on functions called Organizational Account. This theory seeks to provide a new definition of function that overcomes the distinction between etiological and dispositional accounts and that could be used in biology as well as in technology. I present a definition of function that I think captures the intuitions of Organizational Accounts and consider several objections.
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  23. The employee’s journey to a new organisational culture How employees experience the acculturation process post-acquisition.Anne Verrips & Lisette Schoonewelle - unknown
    Aim This thesis aims to develop a deeper understanding of how employees acculturate post-acquisition, its impact on their organisational identity. Methodology This research encompasses a qualitative case study which was developed by following an interpretative, abductive approach that allowed us to work simultaneously with theory and our empirical material. Nineteen semi-structured interviews, conducted at our case company Oaklers Group, together with observations, built the foundation of this thesis. Literature review In our literature review, we are outlining previous research on acculturation (...)
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  24. Ethical leadership and employee ethical behaviour: exploring dual-mediation paths of ethical climate and organisational justice: empirical study on Iraqi organisations.Hussam Al Halbusi, Mohd Nazari Ismail & Safiah Binti Omar - 2021 - International Journal of Business Governance and Ethics 15 (3):303–325.
    Due to ethical lapses of leaders, interest in ethical leadership has grown, raising important questions about the responsibility of leaders in ensuring moral and ethical conduct. Research conducted on ethical leadership failed to investigate the active role that the characteristics of ethical climate and organisational justice have an increasing or decreasing influence on the ethical leadership in the organisation’s outcomes of employees’ ethical behaviour. Thus, this study examined the dual-mediations of work ethical climate and organisational justice on the relation of (...)
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  25. Organizational Excellence in Palestinian Universities of Gaza Strip.Amal A. Al Hila, Mazen J. Al Shobaki, Youssef M. Abu Amuna & Samy S. Abu-Naser - 2017 - International Journal of Information Technology and Electrical Engineering 6 (4):20-30.
    The research aims to identify the organizational excellence in Palestinian universities of Gaza Strip, from the perspective of senior management. The questionnaires were distributed the top senior management in the Palestinian universities, and the study population was (344) employees in senior management in Palestinian universities. A stratified random sample were selected from of employees in the Palestinian universities consist of (182) employees at return rate of (69.2%). SPSS program for analyzing and processing the data was used. The study reached (...)
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  26. A (Partial) Defence of Moderate Skeptical Invariantism.Robin McKenna - 2021 - In Christos Kyriacou & Kevin Wallbridge (eds.), Skeptical Invariantism Reconsidered. New York, NY: Routledge. pp. 154-171.
    Skeptical invariantism isn’t a popular view about the semantics of knowledge attributions. But what, exactly, is wrong with it? The basic problem is that it seems to run foul of the fact that we know quite a lot of things. I agree that it is a key desideratum for an account of knowledge that it accommodate the fact that we know a lot of things. But what sorts of things should a plausible theory of knowledge say that we know? (...)
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  27. Assertion, Stakes and Expected Blameworthiness: An Insensitive Invariantist Solution to the Bank Cases.Brandon Yip - 2020 - Erkenntnis (4):1501-1519.
    Contextualists and Subject Sensitive Invariantists often cite the knowledge norm of assertion as part of their argument. They claim that the knowledge norms in conjunction with our intuitions about when a subject is properly asserting in low or high stakes contexts provides strong evidence that what counts as knowledge depends on practical factors. In this paper, I present new data to suggest they are mistaken in the way they think about cases involving high and low stakes and I show how (...)
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  28. In defense of subject-sensitive invariantism.Brian Kim - 2016 - Episteme 13 (2):233-251.
    Keith DeRose has argued that the two main problems facing subject-sensitive invariantism come from the appropriateness of certain third-person denials of knowledge and the inappropriateness of now you know it, now you don't claims. I argue that proponents of SSI can adequately address both problems. First, I argue that the debate between contextualism and SSI has failed to account for an important pragmatic feature of third-person denials of knowledge. Appealing to these pragmatic features, I show that straightforward third-person denials (...)
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  29. Bifurcated Sceptical Invariantism: Between Gettier Cases and Saving Epistemic Appearances.Christos Kyriacou - 2017 - Journal of Philosophical Research 42:27-44.
    I present an argument for a sophisticated version of sceptical invariantism that has so far gone unnoticed: Bifurcated Sceptical Invariantism (BSI). I argue that it can, on the one hand, (dis)solve the Gettier problem, address the dogmatism paradox and, on the other hand, show some due respect to the Moorean methodological incentive of ‘saving epistemic appearances’. A fortiori, BSI promises to reap some other important explanatory fruit that I go on to adduce (e.g. account for concessive knowledge attributions). (...)
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  30. Organizational Structure and its Relation to the Prevailing Pattern of Communication in Palestinian Universities.Suliman A. El Talla, Mazen J. Al Shobaki, Samy S. Abu-Naser & Youssef M. Abu Amuna - 2018 - International Journal of Engineering and Information Systems (IJEAIS) 2 (5):22-43.
    The aim of the study was to identify the organizational structure and its relation to the prevailing pattern of communication in the Palestinian universities. The researchers used the analytical descriptive method through a questionnaire randomly distributed among Palestinian university workers in the Gaza Strip. The study was conducted on a sample of (274) administrative staff from the three universities, and the response rate was (81.87%). The study found that there is a high satisfaction with the nature of the (...) structure in the Palestinian universities from the point of view of the administrative staff, which reached 68.05%. And that there is a high level of communication pattern prevailing from the point of view of administrative staff, where the percentage (71.32%), there is a direct correlation between the nature of the organizational structure and the prevailing pattern of communication, the absence of differences between the sample according to the gender variable in their perception of the nature of the organizational structure and the prevailing pattern of communication, the absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication prevailing according to the variable age. There are differences of statistical significance in the perception of the nature of the organizational structure and the pattern of communication depending on the variable of scientific qualification in the organizational structure, and the pattern of communication. Differences were in favor of diploma holders compared to other practical qualifications. There is an absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable years of service. There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable level of career (Director, Head of Department, and Administrative Officer). There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable of the workplace. And the existence of differences in the perception of the employees of the nature of the organizational structure and pattern of communication depending on the university in which they work. And that there are statistically significant differences between the Islamic University and Al-Azhar University, the nature of the organizational structure and the pattern of communication in favor of the Islamic University. And that there are statistically significant differences between Al-Azhar University and Al-Aqsa University in the prevailing pattern of communication in favor of Al-Azhar University. The study reached a number of recommendations, the most important of which is that the departments of the Palestinian universities in the Gaza Strip in general, Al-Aqsa University and Al-Azhar Universities should be given greater attention to the prevailing organizational structure and the staff, the need to improve the pattern of communication prevalent in universities. Solving workers' problems and giving them the opportunity to contribute to solving their own problems. Strengthening the democratic leadership style and empowering university staff. (shrink)
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    REALIZING ORGANIZATIONAL POTENTIAL: CUSTOMIZED TRAINING PROGRAMS FOR IMPROVED WORKPLACE BEHAVIOR.Jiomarie Jesus - 2024 - Psychology and Education: A Multidisciplinary Journal 21 (6): 629-634.
    This research examines how it is to have tailored training programs to improve behavior at work. It focuses on aspects including interpersonal skills, communication, adaptability, and work ethics. Acknowledging the paucity of empirical research on particular training requirements for these characteristics, the study uses a descriptive-correlational methodology to examine information from ninety production employees at Fine Interiors Trading and Manufacturing Incorporated. To guarantee participation from a range of employment roles, participants were chosen using purposive sampling. Utilizing an extensive survey to (...)
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  32. Interest-relative invariantism.Brian Weatherson - 2017 - In Jonathan Jenkins Ichikawa (ed.), The Routledge Handbook of Epistemic Contextualism. New York: Routledge.
    An opinionated survey of the state of the literature on interest-relative invariantism.
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  33. Against Organizational Functions.Justin Garson - 2017 - Philosophy of Science 84 (5):1093-1103.
    Over the last 20 years, several philosophers have developed a new approach to biological functions, the organizational approach. This is not a single theory but a family of theories based on the idea that a trait token can acquire a function by virtue of the way it contributes to a complex, organized system and thereby to its own continued persistence as a token. I argue that the organizational approach faces a serious liberality objection. I examine three different ways (...)
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  34. How Organizational Climate Mediates Employee Innovative Work Behavior among Food Manufacturing Industries in COVID-19 Pandemic: Implications to Business Economics and Management.Chi Hau Tan, Harsandaldeep Kaur, A. Apsara Saleth Mary, Michael Bhobet Baluyot, M. A. Dina D. Jimenez, Randy Joy M. Ventayen & Jupeth Pentang - 2021 - Estudios de Economía Aplicada 39 (12).
    In this context, the study explored the relationship between organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia. The study is a descriptive correlational survey research design where data is sourced out from a total of randomly sampled 260 employees. Results revealed that a favourable organizational climate on innovation, proactivity, and risk-taking is prevailing among the companies. A very high level of innovative work behaviour is emanating among the employees on idea exploration, generation, championing, (...)
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  35. Epistemic anxiety and adaptive invariantism.Jennifer Nagel - 2010 - Philosophical Perspectives 24 (1):407-435.
    Do we apply higher epistemic standards to subjects with high stakes? This paper argues that we expect different outward behavior from high-stakes subjects—for example, we expect them to collect more evidence than their low-stakes counterparts—but not because of any change in epistemic standards. Rather, we naturally expect subjects in any condition to think in a roughly adaptive manner, balancing the expected costs of additional evidence collection against the expected value of gains in accuracy. The paper reviews a body of empirical (...)
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  36. Inclusive organizational culture as a culture of diversity acceptance and mutual understanding.Anna Shutaleva - 2019 - Perspektivy Nauki I Obrazovania – Perspectives of Science and Education, 41 (5):373-385.
    The relevance of the study is the need to reform the educational environment based on the values of inclusion to ensure the accessibility of quality education for all people. The purpose of the study is to justify the need an inclusive culture formation as a culture of acceptance of diversity and mutual understanding. The research problem is the lack of development of an inclusive organizational culture is a barrier to ensuring the availability of quality education in a variety of (...)
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  37. An Organizational Analysis of the Schismatic Church of Satan.Steven Foertsch - 2022 - Review of Religious Research 1 (64):55–76.
    The Church of Satan, the seminal example of organizational Satanism, was founded in 1966. During the 1970s, the Church of Satan was wracked by a history of numerous schisms. Despite the notoriety of Satanism in popular culture, few scholars have analyzed the Church of Satan as a religious organization. Furthermore, not many scholars have directly discussed the schisms that it has undergone.
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  38. (2 other versions)The Nature of the Universe and the Ultimate Organisational Principle, to appear in.Attila Grandpierre - 2000 - Ultimate Reality and Meaning 23:12-35.
    It is pointed out that the different concepts of the Universe serve as an ultimate basis determining the frames of consciousness. A unified concept of the Universe is explored which includes consciousness and matter as well to the universe of existents. Some consequences of the unified concept of the Universe are derived and shown to be able to solve the paradox of the self-founding notion of the Universe. The self-contained Universe is indicated to possess a logical nature. It is shown (...)
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  39. Organizational Commitment, Human Resources, Continuance Commitment, Affective Commitment, Normative Commitment, Banking Sector.Ayşe ASİLTÜRK - 2019 - Mevzu - Journal of Social Sciences (2):65-91.
    The concept of organizational commitment is defined as employees's strong belief in accepting organizational goals and values; a strong desire to spend high-level effort taking into account the benefit of the organization and to maintain membership in the organization. Although there are different classifications related to organizational commitment in the literature, affective commitment, continuance commitment and normative commitment sub-dimensions were emphasized. This study includes the implementation of an organizational commitment questionnaire developed by Allen and Meyer (1990) (...)
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  40. Organizational Justice in Palestinian Relief Organizations.Mahmoud T. Al Najjar, Al Shobaki Mazen & Suliman A. El Talla - 2022 - International Journal of Academic Multidisciplinary Research (IJAMR) 6 (8):221-236.
    The study aimed to identify the level of organizational justice in relief organizations operating in the southern governorates - Palestine. The study used the descriptive analytical method، and the questionnaire was used to collect information that contributes to achieving the objectives of the study، and the study population consisted of workers in relief organizations، and a stratified random sample was used to collect data from 60 relief institutions. The study showed that the relative weight of organizational justice was (...)
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  41. Determinants of Organizational Justice and Their Relationship to Conscientious Behavior from the Point Of View of Officers Working In the Palestinian Police Force.Mohammed N. R. Abusamaan, Mazen J. Al-Shobaki, Suliman A. El Talla & Samy S. Abu-Naser - 2021 - International Journal of Academic Accounting, Finance and Management Research(IJAAFMR) 5 (2):67-88.
    Abstract: Purpose - This study aimed to analyze the relationship between the determinants of organizational justice and their relationship to conscientious behavior from the point of view of officers working in the Palestinian police in Gaza Strip. Methodology - The study relied on the descriptive and analytical approach, using the questionnaire, targeting a stratified random sample of (400) officers, who hold the rank of captain and above, from the study population of 1550 officers. The study tool was distributed among (...)
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  42. New Prospects for Organizational Democracy? How the Joint Pursuit of Social and Financial Goals Challenges Traditional Organizational Designs.Julie Battilana, Michael Fuerstein & Michael Y. Lee - 2018 - In Subramanian Rangan (ed.), Capitalism Beyond Mutuality?: Perspectives Integrating Philosophy and Social Science. Oxford, United Kingdom: Oxford University Press. pp. 256-288.
    Some interesting exceptions notwithstanding, the traditional logic of economic efficiency has long favored hierarchical forms of organization and disfavored democracy in business. What does the balance of arguments look like, however, when values besides efficient revenue production are brought into the picture? The question is not hypothetical: In recent years, an ever increasing number of corporations have developed and adopted socially responsible behaviors, thereby hybridizing aspects of corporate businesses and social organizations. We argue that the joint pursuit of financial and (...)
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  43. Organizational Culture of a Tourist Enterprise as an Indicator of its Innovative Potential.Oleksandr Krupskyi - 2014 - Business Inform 9:200–204.
    The purpose of this paper is to analyze the possibility of diagnosing and managing the innovation potential of the tourist enterprises through the study and modification of the characteristics of its organizational culture. The article examines the theoretical possibility of diagnosing and managing the innovation potential of the tourist business. The content of definitions "innovative potential" and "organizational culture" were analyzed. The necessity of using social-psychological model for the analysis of innovation reality of the innovative potential of tourism (...)
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  44. The Behavior of Organizational Citizenship in Palestinian Police Force between Reality and Expectations.Mohammed N. R. Abusamaan, Mazen J. Al Shobaki, Suliman A. El Talla & Samy S. Abu-Naser - 2020 - International Journal of Academic Multidisciplinary Research (IJAMR) 4 (10):167-197.
    Abstract: This study aimed to identify the behavior of organizational citizenship in Palestinian Police Force between reality and expectations, and this study comes to study the reality of human resources and their organizational behavior in the police apparatus, which is the largest security services operating in Gaza Strip, so it is expected that this study will contribute to improving this This aspect will be reflected positively on serving the country and the citizen and achieving security and safety for (...)
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  45. Malleable character: organizational behavior meets virtue ethics and situationism.Santiago Mejia & Joshua August Skorburg - 2022 - Philosophical Studies 179 (12):3535-3563.
    This paper introduces a body of research on Organizational Behavior and Industrial/organizational Psychology that expands the range of empirical evidence relevant to the ongoing character-situation debate. This body of research, mostly neglected by moral philosophers, provides important insights to move the debate forward. First, the OB/io scholarship provides empirical evidence to show that social environments like organizations have significant power to shape the character traits of their members. This scholarship also describes some of the mechanisms through which this (...)
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  46. Proper Functionalism and the Organizational Theory of Functions.Peter J. Graham - 2023 - In Luis R. G. Oliveira (ed.), Externalism about Knowledge. Oxford: Oxford University Press. pp. 249-276.
    Proper functionalism explicates epistemic warrant in terms of the function and normal functioning of the belief-forming process. There are two standard substantive views of the sources of functions in the literature in epistemology: God (intelligent design) or Mother Nature (evolution by natural selection). Both appear to confront the Swampman objection: couldn’t there be a mind with warranted beliefs neither designed by God nor the product of evolution by natural selection? Is there another substantive view that avoids the Swampman objection? There (...)
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  47. The Nature of the Organizational Structure in the Palestinian Governmental Universities - Al-Aqsa University as A Model.Suliman A. El Talla, Mazen J. Al Shobaki, Samy S. Abu-Naser & Youssef M. Abu Amuna - 2018 - International Journal of Academic Multidisciplinary Research (IJAMR) 2 (5):15-31.
    The aim of the research is to shed light on the nature of the organizational structure prevailing in Palestinian governmental universities and to identify the most important differences in the perceptions of employees of the organizational structure in the Palestinian governmental universities according to the demographic and organizational variables. The researchers used the descriptive analytical method, through a questionnaire randomly distributed to the sample of the employees of Al-Aqsa University. The study was conducted on a sample of (...)
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  48. Knowledge across Contexts. A Problem for Subject-Sensitive Invariantism.Peter Baumann - 2016 - Dialogue 55 (2):363-380.
    The possibility of knowledge attributions across contexts (where attributor and subject find themselves in different epistemic contexts) can create serious problems for certain views of knowledge. Amongst such views is subject—sensitive invariantism—the view that knowledge is determined not only by epistemic factors (belief, truth, evidence, etc.) but also by non—epistemic factors (practical interests, etc.). I argue that subject—sensitive invariantism either runs into a contradiction or has to make very implausible assumptions. The problem has been very much neglected but (...)
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  49. The Organizational Culture in the Human Resources management of a Medical Institution.Nataliya Lubenets - 2020 - In Економіка і менеджмент 2020: перспективи інтеграції та інноваційного розвитку : зб. наук. праць Міжнар. наук.-практ. конф., 2–3 квіт. 2020 р. : у 7 т. Т. 1. Соціально-економічні аспекти управління підприємствами: теорія та практика. Днипро, Днепропетровская область, Украина, 49000: pp. 7-9.
    Therefore, the first sign of the organizational culture's effectiveness of a medical institution should be considered the degree of compliance of staff values with the values of the institution and the expectations of stakeholders. The experience of the world's leading medical institutions demonstrates that an organizational culture is always a useful tool for managing human resources and one of the primary sources of competitive advantage for healthcare providers.
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  50. Organizational Culture as a Factor of Economic Security of the Tourist Enterprises.Oleksandr Krupskyi & Andrei Kobchenko - 2015 - Науковий Вісник Міжнародного Гуманітарного Університету. Серія: Економіка І Менеджмент 10:149-152.
    This article analyses the conceptual foundations of the notion of economic security in the context of the organizational culture of the tourism companies of Ukraine. The influence of the organizational culture on the economic security of the companies is justified. The areas of the security services of tourism companies are described. The conditions and criteria for establishing the systems of economic security at tourism.
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