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首页> 外文学位 >Organizational Blackmail: A Social Construction of Faculty Assessment System in a Commercialized Public University.
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Organizational Blackmail: A Social Construction of Faculty Assessment System in a Commercialized Public University.

机译：组织敲诈：商业化公立大学教师评估系统的社会建构。

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摘要

What is the social construction of the faculty assessment system at Unival University, and how can it be explained? This dissertation used interview data from thirty members of faculty from a commercialized non-profit public university in Ghana to induct a substantive theory to describe and explain the particular social construction.;The findings indicate that organizational blackmail is the dominant view held by the faculty about the faculty assessment system. The first part of the findings indicates that the phenomenon of organizational blackmail has seven important dimensions: causes, process, structures, strategies, manifestations, effects, and responses. The second part integrates the findings into a conceptual model of triggers, enablers, and suppressors of organizational blackmail and change. The dissertation concludes that organizational blackmail is a management control tool, and that reforming the faculty assessment system to embrace principles of multiple scholarships in Unival University's faculty assessment, faculty retention, and faculty promotion regimes would reduce if not nullify the conditions that give rise to the phenomenon of organizational blackmail. Theoretical as well as practical implications of the findings are outlined.;This research has brought blackmail into the mainstream of organizational studies. Further exploration of this phenomenon in other organizational contexts is merited. In particular, the seven dimensions identified for the phenomenon need to be more clearly specified in order for them to gauge organizational blackmail in other organizational contexts.;NB: The organization used for this research is disguised for the entire presentation. Both the name Unival University and the names of the respondents were chosen for purposes of anonymity.
机译：大学大学的教师评估系统的社会结构是什么，如何解释？本文利用加纳一所商业化的非营利性公立大学的三十名教职员工的访谈数据，引出了一种实质性的理论来描述和解释这种特殊的社会结构。研究结果表明，组织勒索是该教职员工的主要观点。教师评估系统。研究结果的第一部分表明，组织勒索现象具有七个重要方面：原因，过程，结构，策略，表现，效果和响应。第二部分将调查结果整合到组织敲诈和变更的触发因素，促成因素和抑制因素的概念模型中。论文得出的结论是，组织勒索是一种管理控制手段，而改革大学评估体系以在大学大学的教师评估，教师留任和教师晋升制度中纳入多项奖学金的原则，将会减少甚至不消除造成这种情况的条件。组织勒索现象。概述了研究结果的理论和实践意义。这项研究已将敲诈行为纳入组织研究的主流。值得在其他组织环境中对此现象进行进一步的探索。特别是，需要更清楚地指定为现象识别的七个维度，以便在其他组织环境中评估组织勒索。注：用于本研究的组织在整个演示文稿中都是伪装的。出于匿名目的，选择了Unival大学的名称和受访者的姓名。

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  • 作者

    Mensah, Ben Sarpong.;

  • 作者单位

    Benedictine University.;

  • 授予单位 Benedictine University.;
  • 学科 Psychology Behavioral.;Education Higher Education Administration.;Business Administration Management.;Education Health.
  • 学位 Ph.D.
  • 年度 2012
  • 页码 216 p.
  • 总页数 216
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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