The research aims to identify the role of organizational culture in reducing resistance to
change of the employees through a study of the relationship between the dimensions of the
organizational culture, and the reasons of resistance change by emp
loyees working in Lattakia City
Council. To achieve the objectives of the research, a questionnaire was designed and distributed to
(343) employees in Lattakia City Council, (315) questionnaire were complete and valid for
statistical analysis, with a response rate of (91.84%). Relying on multiple regression, the following
results were reached:
1. There is a strong inverse relationship which is statistically significant between the
elements after the containment and interdependence of (empowerment, staff development,
teamwork and participation), and a reeducation of the resistance of workers to change, wherever
after containment and coherence elements are available, there is a decline in the causes resistance
of workers to change.
2. There is strong inverse relationship that is statistically significant between the elements
after the consistency and uniformity of working (core values, agreement, coordination and
integration), and a reduction of resistance workers to change, i.e. when elements after consistency
and homogeneity are availed, they lead to a decline in the causes of workers resistance to change.
3. There is strong inverse relationship which is statistically significant between the elements
of the human aspects (respect and appreciation, justice, encouragement achievement, and social
welfare), and the reeducation of workers resistance to change, i.e., whenever there are elements of
the human aspects, there is a decline of the causes of workers resistance to change.
4. There is strong inverse relationship which is statistically significant between the elements
after the organizational climate of (administrative practices, rewards, communications, and
surveillance system), and the reduction of workers resistance to change, i.e., wherever after the
organizational climate elements are available, there is a decline in the causes of workers resistance
to change.
The research aims to identify the reality of change management in educational institutions and the requirements of their application as perceived by members of its teaching. And to identify the differences between the degrees of sample member's respo
nses to a questionnaire of reality of change management depending on the research variables (sex, academic rank, years of experience). The researcher relied on the analytical descriptive method, and used a questionnaire consisting of five areas:(future vision of educational institutions, organizational culture that support change, workers look to the process of change, a strategy of educational institutions in the process of change, financial and technical requirements). The sample consisted of (231) member of the faculity staff in Damascus University.
Among the most important findings of the research:
1) There is no statistically significant differences in the significance level (0.05) between the mean of sample member's responses to a questionnaire of the reality of change management and its requirements in accordance to the sex variable.
2) There are differences between the degrees of teachers responses to a questionnaire of the reality of change management and its requirements in accordance to the variable of academic rank according to the faculty staff members.
3) There are differences between the degrees of teachers responses to a questionnaire of the reality of change management and its requirements in accordance to the variable of number of years of experience according to the teaching staff members who have years of experience between (11-20) years.
In light of the research findings , the researcher suggests the following:
The necessity of opening the door to professors at different administrative levels to participate in the decision-making process by the Ministry of Education.
Ø The necessity of strengthen the staff confidence of the evaluation system through the administration work to be the performance estimates more public , not secret.
Ø Create an organizational culture and climate encourage the academics and expertise people higher education institutions to move towards excellence, creativity and innovation
The research evaluates organizational culture of Commercial Bank of Syria through
assessment of its basic components of : beliefs regulatory, organizational values ,
organizational expectations , prevailing regulatory norms. Research results show t
hat
organizational culture is not convenient with the requirements of administrative
innovation.
The research presented a set of recommendations including: work to get rid of
routine procedures that constitute the main obstacle to completion and provide creative
ideas , improve the general climate and create an internal environment suitable for creative
thinking required message to the bank and develop a plan and strategy translates this
message to the values and clear and encouraging the creative process , configure the work
teams and staff training on modern technological means to enhance the opportunities for
administrative creativity.
The current research aims to study the impact of each of the quality of accounting information system and organizational culture on the users' perceived usefulness, and to study the interactive impact of the organizational culture and the accounting
information system quality on the users' perceived usefulness.
Primary data were collected using a questionnaire developed using previous studies, and distributed to a non- probability sample of users of accounting information systems in the maritime shipping companies in Syria . 53 acceptable responses were received.Data have been analyzed using linear regression.
The results showed that there is a direct significant relationship between the quality of accounting information system and the users' perceived usefulness. They also showed that the dimensions of organizational culture (human resources orientation and cooperation) affect the perceived usefulness directly. The results demonstrated that The interaction between the system quality and each of the human resources orientation dimension and cooperation dimension has an impact on the perceived usefulness of the accounting information system.
The research aimed to identify the level of job satisfaction of teachers in secondary
schools in Tartous governorate, as well as their level of job performance, and to identify
the impact of job satisfaction on the performance of the sample members
. The descriptive
approach was used. The sample included (440) teachers, ie (88.53%) of the original
community of the selected schools, for the Academic year 2016/2017. In order to achieve
the objective of the research, two questionnaires were designed, The first one consisted of
(37) sections divided into five axes to measure job satisfaction. The second consisted of
(29) items to measure the job performance. The research reached several results, most
importantly: job satisfaction of the sample members came at medium level, and the axis of
The nature of work) ranked first, While the axis of (work environment) ranked last. As
well as job performance of the sample members came at medium degree with average of
(3,31) and a relative weight (67,54). The result also shown The effect of job satisfaction on
job performance of the sample members. The research presented some of conclusions and
proposals, including: provide an emotive and lovely atmosphere for teachers to enable
them to perform their tasks to the fullest, and improve the work environment by providing
educational equipment and tools to facilitate the work of teaching, as well as conducting
similar studies in other educational stages and in other governorate.
This study aimed to determine the requirements and constraints of the application of
knowledge management at Tishreen University. The study area was a set of employees in
the central administration of Tishreen University. The researcher used the qu
estionnaire as
a tool to collect data, where 160 questionnaires were recovered from a total of 200
distributed.
The result of this study found an urgent requirement for the application of knowledge
management is the organizational culture, organizational structure and information
technology, in addition to a number of direct obstacles, including: lack of clarity of the
concept of knowledge management at most of the studied sample, and failure to allocate
sufficient funding to be applied at Tishreen University.
The research aims to examine the relationship between
organizational culture on the one hand, and between knowledge
management practices in Tishreen University, on the other hand, where
the researcher distributed a questionnaire to a sample of the
colleges in
the University of Tishreen reached (205) questionnaire was recovered
(222) to identify them, it was good of them use (158) questionnaire. To
test the relationship, the researcher used the Student T test for one sample,
as well as the Pearson correlation coefficient.
The research aims to identify the level of organizational culture prevailing in
Tishreen University, and the level of management innovation at the administrative staff,
the study of the relationship between organizational culture and achieve the pr
evailing
management innovation at the administrative staff at the university. Adopted Find
descriptive approach and included the research community all administrative staff in
Tishreen University's (1119) administratively, and the sample was determined using the
statistical sample law amounted to (286) administrative distributed the questionnaire to
them and returned them (231) the identification of, and response rate ( 80.77%). And the
adoption of appropriate statistical methods was the most important results that have been
reached:
*The level of organizational culture prevailing in Tishreen University is the high
level and the relative importance (75.16%).
*The administrative creativity level of the administrative staff at Tishreen University
is a high level with respect to problem-solving and decision-making, and the ability to
change, and encourage creativity.
*Contribute to organizational culture prevailing at Tishreen University in achieving
administrative creativity, where (67.2%) of the developments in the achievement of
administrative creativity interpreted by the prevailing organizational culture changes.
The research aims to identify the role of organizational culture in the activation of
participation in decision-making in the General Company for the port of Latakia process.
Adopted Find descriptive approach and included the research community all
the
administrative staff at the General Company for the port of Latakia, the research sample
are soft sample of administrative staff totaled (200) administrative workers were
distributed the questionnaire to them and returned them (182) questionnaire is complete
and ready for statistical analysis, and response rate (91%). And the adoption of appropriate
statistical methods was the most important results that have been reached:
*The harmony between workers and their confidence Bmadraihm and dedication to
work, in addition to the keenness of directors authorized subordinates and develop their
abilities and their morale and encourage them to contribute to collective action to activate
the decision making process in the company under study.
*Encouraging managers to employees urging them to innovate and actually growth,
innovation and vision possessing a deep understanding of the creation of new jobs and take
advantage of the challenges to increase learning and growth contributes to the activation of
the company's decision-making process under study.
*The status of directors of the objectives are clear, organized and completed
efficiently and their quest for stability and job security contributes to the activation of the
decision making process in the company under study.
*The confirmation of managers to work efficiently in the completion of tasks, and
their interest in achieving a good performance at work, and the utilization of available
resources and the preservation of achieving a privileged position in performance and
attention to workers and increase their efficiency and follow up their achievements
contribute to activating the decision-making process in the company under study.
The research aims to identify the role of organizational culture in reducing resistance to change of the employees through a study of the relationship between the dimensions of the organizational culture, and the reasons of resistance change by emplo
yees working in Lattakia City Council. To achieve the objectives of the research, a questionnaire was designed and distributed to (343) employees in Lattakia City Council, (315) questionnaire were complete and valid for statistical analysis, with a response rate of (91.84%). Relying on multiple regression, the following results were reached: 1. There is a strong inverse relationship which is statistically significant between the elements after the containment and interdependence of (empowerment, staff development, teamwork and participation), and a reeducation of the resistance of workers to change, wherever after containment and coherence elements are available, there is a decline in the causes resistance of workers to change.2. There is strong inverse relationship that is statistically significant between the elements after the consistency and uniformity of working (core values, agreement, coordination and integration), and a reduction of resistance workers to change, i.e. when elements after consistency and homogeneity are availed, they lead to a decline in the causes of workers resistance to change.3. There is strong inverse relationship which is statistically significant between the elements of the human aspects (respect and appreciation, justice, encouragement achievement, and social welfare), and the reeducation of workers resistance to change, i.e., whenever there are elements of the human aspects, there is a decline of the causes of workers resistance to change.4. There is strong inverse relationship which is statistically significant between the elements after the organizational climate of (administrative practices, rewards, communications, and surveillance system), and the reduction of workers resistance to change, i.e., wherever after the organizational climate elements are available, there is a decline in the causes of workers resistance to change.
