東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Employees' Responses to the Mismatch...

Porter, Terrence Jermyn.

Linked to FindBook

Google Book

Amazon

博客來

Employees' Responses to the Mismatch Between Organizations' Espoused Values and Basic Assumptions About Organizational Culture.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Employees' Responses to the Mismatch Between Organizations' Espoused Values and Basic Assumptions About Organizational Culture./
Author:	Porter, Terrence Jermyn.
Description:	189 p.
Notes:	Source: Dissertation Abstracts International, Volume: 74-11(E), Section: A.
Contained By:	Dissertation Abstracts International74-11A(E).
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3572552
ISBN:	9781303316036

Employees' Responses to the Mismatch Between Organizations' Espoused Values and Basic Assumptions About Organizational Culture.
Porter, Terrence Jermyn.

Employees' Responses to the Mismatch Between Organizations' Espoused Values and Basic Assumptions About Organizational Culture. - 189 p.

Source: Dissertation Abstracts International, Volume: 74-11(E), Section: A.

Thesis (Ed.D.)--University of St. Thomas (Minnesota), 2013.

During the initial phase of the recruitment process, job applicants base their attraction and job choice decisions on the organization's espoused values that manifest themselves through the organization's use of positive images and signals. Based on this limited amount of data, applicants develop a perceived notion of how well they would fit within that organization. When applicants become employees of that organization and discover a mismatch between their perception of the espoused values and the reality of the basic assumptions of that culture, the results may be detrimental to the employee as well as to the organization. The researcher wanted to test his theory and examine the potential outcomes of the discovery of employees of a mismatch between an organization's espoused values and the basic assumptions that exist within the organization. The researcher believed that one of these outcomes was employee turnover. This study used the positivistic multiple case study method to test his theory. The researcher interviewed a total of 17 participants from a variety of occupations and industries from the Midwest region of the United States. This study was able to contribute to the research on recruitment and person-organization (P-O) fit. While the findings supported the researcher's theory that employees leave organizations because of a mismatch between initial perceptions of espoused values and the basic assumptions of the organizational culture, additional replications of this study may be necessary to have a theoretical generalization.

ISBN: 9781303316036Subjects--Topical Terms:

626628
Business Administration, Management.

Employees' Responses to the Mismatch Between Organizations' Espoused Values and Basic Assumptions About Organizational Culture.
LDR:02650nam a2200301 4500 001 1967622
005 20141124080604.5
008 150210s2013 ||||||||||||||||| ||eng d
020 $a 9781303316036
035 $a (MiAaPQ)AAI3572552
035 $a AAI3572552
040 $a MiAaPQ $c MiAaPQ
100 1 $a Porter, Terrence Jermyn. $3 2104668
245 1 0 $a Employees' Responses to the Mismatch Between Organizations' Espoused Values and Basic Assumptions About Organizational Culture.
300 $a 189 p.
500 $a Source: Dissertation Abstracts International, Volume: 74-11(E), Section: A.
500 $a Adviser: Alla Heorhiadi.
502 $a Thesis (Ed.D.)--University of St. Thomas (Minnesota), 2013.
520 $a During the initial phase of the recruitment process, job applicants base their attraction and job choice decisions on the organization's espoused values that manifest themselves through the organization's use of positive images and signals. Based on this limited amount of data, applicants develop a perceived notion of how well they would fit within that organization. When applicants become employees of that organization and discover a mismatch between their perception of the espoused values and the reality of the basic assumptions of that culture, the results may be detrimental to the employee as well as to the organization. The researcher wanted to test his theory and examine the potential outcomes of the discovery of employees of a mismatch between an organization's espoused values and the basic assumptions that exist within the organization. The researcher believed that one of these outcomes was employee turnover. This study used the positivistic multiple case study method to test his theory. The researcher interviewed a total of 17 participants from a variety of occupations and industries from the Midwest region of the United States. This study was able to contribute to the research on recruitment and person-organization (P-O) fit. While the findings supported the researcher's theory that employees leave organizations because of a mismatch between initial perceptions of espoused values and the basic assumptions of the organizational culture, additional replications of this study may be necessary to have a theoretical generalization.
520 $a Keywords: espoused values, basic assumptions, recruitment, person-organization (P-O) fit, positivistic case study.
590 $a School code: 1064.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Organization Theory. $3 1669248
650 4 $a Sociology, Organizational. $3 1018023
690 $a 0454
690 $a 0635
690 $a 0703
710 2 $a University of St. Thomas (Minnesota). $b Organization Development. $3 2104669
773 0 $t Dissertation Abstracts International $g 74-11A(E).
790 $a 1064
791 $a Ed.D.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3572552