Purpose: While knowledge management has been shown to be a strategic source of competitive advantage, processes designed to enhance the productivity of knowledge do not, however, equally contribute to the organization's capabilities. Consequently, this research aims to focus on the relationship between each mode of the knowledge management process…

Success in any organization may depend on changing the behavior of stakeholders to meet new challenges. But humans have brains designed to register change as threat, and thus they often cling to old habits and mindsets. Recent breakthroughs in brain research provide a fresh alternative to both behavioral and humanistic approaches to organizational…

This study replicates and extends Coyle-Shapiro and Morrow's study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. "Journal of Vocational Behavior, 28," 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than…

The Learning Climate Questionnaire (LCQ) compares the objective properties of schools with measures of overall student satisfaction. The validity of the instrument suggests its use for substantive research investigations into the organizational dynamics of professional schools. (Author/JR)

Explores several schools of organizational thought and their contribution to a new approach called organizational development. Three attempts to operationalize the concepts of organizational development are discussed in terms of their assets and liabilities. The three approaches are: self study model, external consultant model, organizational…

Investigates communication openess by examining the responses of one hundred supervisor-subordinate pairs in a hierarchical setting, and concludes that both supervisors and subordinates favor responses which reflect communication openess. (MH)

This paper identifies critical components of recent organizational quality improvement programs and specifies how applied behavior analysis can contribute to quality technology. Statistical Process Control and Total Quality Management approaches are compared, and behavior analysts are urged to build their research base and market behavior change…

Behavior analysis in general and applied behavior analysis in particular requires a well developed, empirically supported, and useful approach to human language and cognition in order to fulfill its mission of providing a relatively adequate comprehensive account of complex human behavior. This article introduces a series of articles in which the…

Planning, programing, budgeting is an approach to rationalizing budgeting and strengthening analysis as a policy change and planning tool. Organizational development applies behavioral science research to organization to enhance the commitment and involvement of personnel for smoother and more effective system function. It is argued that…

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Organization development consultants (N=75) asked to list the 10 "most important" diagnostic questions they would want answered before accepting the contract. These were seen as a function of the change agent's organizational model and predictive of the interventions these consultants would plan. (Author)

Analyzes the expectation that a group subjected to organization development interventions will behave differently in the work setting from a group not subjected to such interventions, predicting that the differences will be attributable to interdependency awareness in the intervened group. (Author/JM)

Describes major areas of progress in organization development (OD): progress in operationalizing the concept of change; progress in improving measurement; and progress in designing statistical procedures used to analyze OD intervention data. Suggests recent research developments point to a more solid base on which to build OD practice and theory.…

Four aspects of organizational development (OD) strategies, which have been used in schools over the past 15 years, are reviewed: values, goals, and assumptions; models and operating characteristics; impact on achievement, productivity, and attitudes; and the future use of OD in schools. (Author/RD)

The authors state that organizational development (OD) consultants are reluctant to rely upon instruments because this would diminish their sense of usefulness. They discuss 15 OD issues and conclude that OD instruments must be based on sound principles of behavior and sequenced in a planned way in order to implement organizational change and…