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  Access Rights: Use restricted to UNT Community
  Partner: UNT Libraries
 Degree Discipline: Industrial/Organizational Psychology
 Degree Level: Master's
 Collection: UNT Theses and Dissertations
Organizational Change Development Interventions: Are Multiple Interventions Useful?

Organizational Change Development Interventions: Are Multiple Interventions Useful?

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Date: August 2005
Creator: Smith, Lindsay C.
Description: The effects of multiple interventions in organizational development change were studied in a comprehensive meta-analytic review. Thirteen organizational interventions were assessed on five outcome variables based upon previous research of six major meta-analytic reviews. Findings based on 138 studies indicated that there were no significant effects of multiple interventions on positive organizational change as opposed to individually implemented interventions. The findings are not congruent with previous findings of organizational development change, and possible issues surrounding these differences are discussed.
Contributing Partner: UNT Libraries
Performance appraisal impact on employee career development and performance: A longitudinal study.

Performance appraisal impact on employee career development and performance: A longitudinal study.

Access: Use of this item is restricted to the UNT Community.
Date: December 2006
Creator: Bhagwat, Tanya A.
Description: The purpose of this study was to determine the effectiveness of the implementation of an internally created performance appraisal system as well as the subjects' overall satisfaction with the implementation. The system was implemented at a major technology consulting firm in the US. The subjects of this study were three levels of employees of the firm. An employee survey conducted annually at the firm included questions relating to the implementation of the performance appraisal system. Eight years of employees' responses to three key questions were analyzed. Employees' perceptions of the appraisal feedback aiding increased performance, their belief about the implementation assisting with their career management, satisfaction with the initiative, and their understanding of the requirements for promotion were captured by this survey. Trend analysis indicates that employees at the firm perceived their career path knowledge unimproved, their understanding of promotion criteria unimproved as a result of the implementation. Employees did not indicate overall satisfaction with the implementation and the employee's belief about their skills and abilities utilization did not improve post implementation.
Contributing Partner: UNT Libraries