Industrial and Organizational Psychology Research Papers (original) (raw)

- by Kenneth Johnson
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- Business, Organizational Behavior, Business Administration, Business Ethics

This milestone text provides a comprehensive and state-of-the art overview of perfectionism theory, research, and treatment from the past 25 years, with contributions from the leading researchers in the field. The book examines new theories and perspectives including the social disconnection model of perfectionism and the 2 × 2 model of perfectionism. It also reviews empirical findings, with a special focus on stress, vulnerability, and resilience, and examines perfectionism in specific populations. Finally, it considers how perfectionism relates to physical health and psychophysiological processes and introduces new approaches to effective prevention and treatment. By increasing our understanding of perfectionism as a complex personality disposition and providing a framework for future explorations, this landmark publication aims to promote further research in this field. It will be invaluable reading for academics, students, and professionals in personality psychology, clinical and counselling psychology, applied psychology and related disciplines.

People abused by angry discipline as children, may tend to abuse or overly punish other people or themselves for perceived wrongs in their adult life. In some individuals, aggressive personality traits may be genetically inherited. The aggressive personality may feel weakened by having guidelines or boundaries for anger. Anger is a normal human emotion, and these guidelines can help express anger in a healthy way.

This is a practical book, but it is not a “how-to” book. Instead, it deals with the what, when, and why; with such tangibles as policies and decisions; opportunities and risks; structures and strategies; staffing, compensation, and rewards. Innovation and entrepreneurship are discussed under three main headings: The Practice of Innovation; The Practice of Entrepreneurship; and Entrepreneurial Strategies. Each of these is an
“aspect” of innovation and entrepreneurship rather than a stage.

Instituting effective organisational communication is imminent for organisations if they want to be relevant in the business world, going forward. Severally, breaches in communication ethics result in conflicts between top management and the labour force. This work examine such a case with a fictitious company name, in order to address the issue, by proffering a way forward using psychological theories and models.

A participatory ergonomics model was designed for improving working conditions, quality, and productivity in a medium-sized manufacturing enterprise by making use of a Supportive Expert Team (SET). In order to implement the model, a team-based structure consisting of a Steering Committee (SC) and 2 Action Groups (AGs) was designed and a 5-phase methodology followed. To validate the model, a similar factory was selected as control. Performance of the model was successful throughout the project. AGs under the supervision of the SC and the support of the SET designed and implemented several ergonomics solutions using local resources. Our findings showed that, in comparison with the control factory, application of such a model could be considered as a provider of a more humanized work environment as well as a more efficient and cost-effective approach.

Organizational Behavior (2018) Perilaku organisasi (OB) adalah studi tentang apa yang orang pikirkan, rasakan, dan lakukan di dalam dan di sekitar organisasi. Ini melihat perilaku karyawan, keputusan, persepsi, dan tanggapan emosional. Ini memeriksa bagaimana individu dan tim dalam organisasi berhubungan satu sama lain dan dengan rekan mereka di organisasi lain. OB juga mencakup studi tentang bagaimana organisasi berinteraksi dengan lingkungan eksternal mereka, terutama dalam konteks perilaku dan keputusan karyawan. Peneliti OB secara sistematis mempelajari topik-topik ini pada berbagai tingkat analisis, yaitu individu, tim (termasuk interpersonal), dan organisasi.

Work and family are the essential and leading circles in one’s life. From the last three decades the changeover and extensive role of these two variables at workplace and home has gained much consideration. This variation has become a challenge for working force and families. Present study investigates the interaction of work family conflict and work-family enrichment with social support, job and life satisfaction among college teachers (N = 180) across the gender. Five scales were administered to the participants for the purpose of data collection in this cross-sectional study design. Sophisticated statistical techniques like structural equation modeling (SEM) technique and correlation were applied to test the assumptions. The findings revealed that WFE was the important moderator between WFC and JS in male workers. WFC was the substantial moderator between social support and job satisfaction in female employees while the WFE was also moderator between WFC conflict and LS in female...

- by reha noor
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- Industrial and Organizational Psychology

This research is a preliminary study, which aims to examine the relationship among peer relationship, organizational commitment, organizational culture and job satisfaction. Besides, the mediation role, the study also investigates the significance of job satisfaction. Further, while investigating the moderating impact of psychological capital “PsyCap” between the peer relationship and organizational commitment, it determined that PsyCap strengthens peer relationship and organizational commitment in Pakistan Railways. Thus, at large, job satisfaction had played mediating role between culture and employee commitment. On the other hand, PsyCap has a moderating impact in this study, whereas the job satisfaction does not arbitrate among peer relationships, organizational culture and organizational commitment.

... a typical naive set of assumptions about "group oriented" cultures it that the participants within them are basically altruistic, self-effacing, self-sacrificing and sociable. A society of such individuals should exhibit the very best of human civilization working in equitable, democratic communities. By contrast, those from individualistic cultures should be cold, grasping, selfish, egotistical and almost incapable of the cooperation demanded by a civil society. Indeed, a society of individualists, by this stereotype would be a dog eat dog affair, dedicated to conflict, riven with disloyalty and betrayal, forever failing to build a stable and humanistic community.

- by Thorold (Thor) May
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- Sociology, Environmental Sociology, Economic Sociology, Media Sociology

The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership"moral perspective and relational transparency"present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal a...

This comprehensive and enlightening book deepens organizations’ understanding of work in the 21st Century through the “lens” of psychological relationships in organizations. The volume outlines how the workplace has changed significantly due to shifting environmental conditions “in a turbulent world,” such as the advent of cyber entities, mass migration, globalization, and the COVID-19 pandemic. Accordingly, the fluctuations in how work is done, the structure of organizations, and workforce characteristics, led to changes in the psychological relationships in the workplace. The challenges should not be overstated. Nevertheless, the book discusses in detail how these developments affect current and future psychological relationships at work, especially in developed countries. The debate presented in this book is based on profound and groundbreaking thinking, sometimes critical. The author, Dr. Edna Rabenu, has extensive proficiency in theoretical research and in-depth knowledge of the field. Readers will be enriched by the book’s frank and structured coverage of a wealth of subject matter and the many timely suggestions on how organizations might best respond to the new developments. The book is a must-read for management, HR personnel, and industrial/organizational psychologists, and, indeed, for anyone who has the interest of excellence in executive leadership at heart.

- by Edna Rabenu
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- Organizational Behavior, Management, Psychology, Positive Psychology
- by rudolph bauer
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- Psychology, Clinical Psychology, Cognitive Psychology, Organizational Psychology

…We position this chapter as an invitation to whoever is interested in gaining a broad understanding of postcolonialism and associated ideas, how these ideas have developed across business and management, and what constitutes appropriate... more

- by Miguel Imas
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- Management, Sociology, Anthropology, Organizational Theory

This paper deals with the contribution of positive psychology to coaching psychology in the organizational contexts. First, the current situation of coaching in the world of work is outlined. Many are the “savage” applications of so-called “coaching” in the organizations: the chaos that reigns in this field is stigmatized. It is therefore necessary to identify the “psychological” coaching in order to define in a serious way the scientific-professional field. Positive psychology could offer to coaching psychology an interesting perspective, but at the same time, we have to avoid trivializing. Seeing only the “positive” aspects of organizational situations of the people at work - as if there were no hardships, sufferings and serious problems in their organizational life - could drastically reduce the effectiveness of coaching; pros and cons of positive psychology applied to coaching are then outlined.

- by Andrea Castiello D'Antonio
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- Management, Clinical Psychology, Psychoanalysis, Psychotherapy

Cognitive capital is an important resource for employers. A survey instrument is proposed to evaluate employee’s desire to use their cognitive capital in the workplace. Additionally, the survey incorporates elements to allow for cross analysis of results by whether or not the employee is receiving income from external sources outside their primary employer. This is an important aspect for study due to the increasing need to analyze how universal basic income may potentially impact employee mindset and use of cognitive capital within or external to their work environment.

This article explores Professionalization of homecare services as recipe for employment creation in Nigeria: an entrepreneurial perspective. The focus of the study was to create awareness on the enormous potential of professional homecare services in job creation as an entrepreneurial activity. In consideration of lack of legislation to professionalize the services of home caregivers and near absence of entrepreneurial interest by the people, this study utilized the theoretical foundations of Planned Behaviour by Ajzen (1991) which harnessed the conceptualization and development of new strategies to enhance and promote nascent behaviours. Thus, in relation to high unemployment rate in Nigeria, the theory provides the desirability, feasibility, and a propensity to act upon opportunities or given circumstances such as one created by lack of professional home care services in Nigeria to promote an entrepreneurial home care services which will yield multiple chains of direct and indirect employments. This will give individuals opportunity to explore this area for wealth and job creation.

The purpose of this article was to explore the police officers' experiences during police vehicle pursuits. Interviews of 3 US police officers were conducted and the descriptive phenomenological psychological method was used to analyze their naive (unanalyzed) accounts of their lived-experiences. The psychological constituents of the experience of leading a successful chase and capture of a fleeing criminal found are: (1) Alert to Possible Car Chase, (2) Suspect Identified, (3) Anxiety and Excitement About the Chase, (4) Awareness of Primary Chase Role, (5) Radio Coordination with Others to Take Actions to Stop the Suspect, (6) Ongoing Evaluation of Chase Situation and Persistence, (7) Reading the Suspect's Driving Behaviors, (8) Car Chase Transition to a Coordinated Physical Capture, and (9) Making Sense of the Experience through Inquiry. The differences and similarities in Japanese and American police that might influence the research finding's relevance to japan were brought to light. Insights garnered from this study may be useful to police, policy makers, trainers and others interested in emergency and crisis decision-making.

- by Rodger Broomé and +1
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- Japanese Studies, Criminal Justice, Japanese Language And Culture, Industrial and Organizational Psychology
- by Hugo Horta
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- Psychology, Industrial and Organizational Psychology, China, Medicine

The objective of this study was to employ the theory of planned behavior in examining the inclusion of Islamic religiosity in predicting Islamic ethical work behavior. Islamic religiosity was included as Islam plays a dominant role in Brunei's society. Participants consisted of 370 Malay Muslim teachers. Structural equation modeling was used to test three proposed models. While Model 1 was based on the theory of planned behavior, it does not take into consideration the distinctive Islamic context of the Bruneian society. Hence, Model 2 was proposed to include Islamic religiosity. To better reflect the population, a model with Islamic religiosity was further augmented leading to Model 3. Results showed support for only two models: Model 1 and Model 3. Model 3 was revised by removing non-significant paths. Model comparison indicated that the revised Model 3 (AIC = 100.82; BIC = 103.55) is a better model than Model 1 (AIC = 141.88; BIC = 143.98). This suggests that the predictive power of the theory of planned behavior can be improved by including dominant cultural factors, such as religiosity, that affect a person's belief. In conclusion, it can be said that religion is indispensable in exploring and understanding how the people in Brunei think and behave in their workplace and society.

This study utilized a sequential mixed method approach in developing a model for team effectiveness in Philippine organizations. In the first phase, qualitative data were gathered to elicit the factors that were deemed important to creating effective teams. In the second phase, a survey composed of three factors identified in the first phase: team member competencies, quality of relations, and leadership, was administered to 418 employees from 85 Filipino work teams from various sectors and industries. Results revealed that the three significant predictors accounted for 60% of the variance in perceived team effectiveness. The proposed model of input-process-output was partially supported. Results showed that quality of relations partially mediated the relationship of leadership and team member competence on perceived team effectiveness. The study highlights the importance of social relations especially in the Philippine context and underscores the value of understanding team effecti...

Psychological capital (PsyCap) is personal power and autonomy in every person, which is one of the factors that affect an employee's well-being. PsyCap as the development of positive psychology could strengthen individuals in understanding their competency and enhancing their capabilities, as well as the concept of psychological empowerment. Furthermore, psychological empowerment is also a factor in the employee's well-being; therefore, this study purpose to find out whether the relationship of PsyCap and employee well-being has a role of psychological empowerment as a mediator. The total of respondents is 307 employees in the services company. The analysis technique applied the mediation regression analysis model no. 4 by Hayes. The results showed that the relationship between PsyCap and employee well-being, contained the role of psychological empowerment as a partial mediator. Wherein, PsyCap will have a more significant effect if through psychological empowerment first. This study like dew in the desert where this study seeks to cover the gap in previous research and, especially for psychology literature regarding these three variables.

- by laila wardani and +1
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- Social Psychology, Subjective Well-Being, Industrial and Organizational Psychology, Workplace Studies
- by Geoffrey J Leonardelli
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- Business, Management, Psychology, Organizational Psychology
- by Paul Hanges
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- Organizational Behavior, Marketing, Organizational Change, International Business

A brief report on industrial Relations in Pak suzuki and the employee benefits

Frederick Winslow Taylor 's classical approach to improving productivity in factories, which was published in the book Scientific Management (1911) is still relevant today. It is essential for Industrial Sociology to know the... more

- by Anirban Banerjee
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- Industrial and Organizational Psychology

The fit between individuals and their work environments has received decades of theoretical and empirical attention. This study investigated two antecedents to individuals’ perceptions of fit: vocational interests and personality. More specifically, the authors hypothesized that vocational interests assessed in terms of the Career Occupational Preference System Interest Inventory–Professional Level taxonomy predict perceived fit with occupations (person-vocation fit) and personality assessed
in terms of the Five-Factor Model predicts perceived fit with job characteristics (person-job fit). Results indicated that vocational interests were better predictors of both perceived person-job and perceived person-vocation fit than personality. These results are discussed in terms of their implications for researchers and practitioners.

Organizational trauma is a contemporary construct that highlights long-lasting negative psychological consequences of various internal and external events that overwhelm the capacity of people in organizational settings. This chapter proposes that a typology of “potentially traumatic events” (PTEs) and the taxonomy of these events’ attributes can be developed by conducting a comprehensive literature review.
The search of databases for the period of 1995-2016 revealed 81 articles on which inductive qualitative content analysis was conducted. Analysis brought three PTEs: “events resulting from organizational processes”; “adverse experiences in trauma-prone occupations/sectors”, and “catastrophic events caused by economic/ social/ environmental conditions”. These events’ attributes appeared distinctive under three
themes: “features of traumatic events”;“human behaviours”; “internal and external organizational environment”. As the final step, the proposed taxonomy was applied to real traumatic business cases happened in 2015 and early 2016 so that the taxonomic model was tested.

This writing appears as Appendix I in my book, Transitions in Consciousness from an African American Perspective: Original Essays in Psycho-Historical Context. The book was published in 2004. Appendix I is a comprehensive Timeline of African American Life, focused on Five Historical Time Frames For African American Life, with Consciousness Transition Themes and Examples of Historical Events. The five time frames are: 1517-1863 (6 Themes)--The Beginning of Slavery in the New World Up to The Onset of a Civil War and The Emancipation of Slaves; 1863-1896 (4 Themes)--Resistance to the End of the Civil War and the Force of the Reconstruction Era Up to Early Popularized African American Cultural Influences; 1896-1929 (5 Themes)--Creative Tension of Two Ideologies for Black Progress: Vocational Education vs. College-Trained Leadership Up to The Second Black Nationalist Movement; 1929-1954 (4 Themes)—The Condoning of a Segregated American Lifestyle and the Treatment of African Americans As “Objects” By the U. S. Government Up To Challenges To U. S. Segregated Cultural Life Through Music, Art, Publications, Inventions, Sports, and Civic Symbols; 1954-2002 (Themes)—The Struggle of the Civil Rights Movement, Sit-In Movement, and Freedom Rides to Promote the Ideas of Freedom, Desegregation, and Full Equality for African Americans Up to The Struggle to Shift Race-Related Consciousness and to Urge Cultural Transformations By Infusing African American Cultural Influences and a Search for the Meaning of Race and Ethnicity Into The Mainstream Via The Mediums of Music, Dance, Film, Television, Publications, Sports, and Civic Symbols. Even though the Time Line ends at 2002, the Themes are very instructive for understanding what is happening in today’s reality (2017) regarding race relations in the United States. The Themes mirror how the mind, body, and spirit has been dealt with in the United States over time in regard to the phenomenon of race.

- by carroy ferguson
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- Discourse Analysis, History, Intellectual History, Cultural History
- by Cieka Ramadhani
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- Industrial and Organizational Psychology

Making sense of a situation or issue, particularly if it is confusing, ambiguous or paradoxical, also requires sense to be made of human nature, of the cognitive and comprehension processes of those people who are trying to make sense of the situation. The perceptions of the situation or issue, what is imagined and what is sensed, occur at the boundary of the inner and the outer world and form the basis of the orientation process through which a person actually makes sense of the world. Most of this perceptual flow across the boundary between inner and outer worlds takes place unconsciously and so is often disregarded in typical sense making procedures. Instead of working with human nature as an animated perceptual flow, it is typically viewed as a set of inanimate categories or dimensions, which can be statically and prescriptively described. Rather than attempting to work with human nature in this mechanistic and largely ineffective manner, a human sense making framework is described, which actively engages with unconscious perceptual flows by working with language as a flow of dynamic vectors rather than just a set of simple static descriptions. This human sense making framework enables individuals and groups to orient themselves in complex and uncertain situations, so providing much greater levels of situational awareness. Introduction The behaviour of human beings, by their very nature, can often appear to be complex, irrational and paradoxical. Rather than embracing human nature and actively navigating its rich complexity, it can seem much easier to view it in a simplistic manner by describing it in the prescriptive categories and dimensions of psychometrics. One of the main reasons for using this simplistic approach is that it seems to provide an apparent level of certainty in understanding human nature and predicting human behaviour. The reality is, however, that this simplistic approach often results in situations where human nature becomes idealised and pathologised. Rather than attempting to describe an individual and their personality characteristics by placing them in a tightly defined prescriptive type, or locating them at some point along a trait dimension, an alternative approach is to place the individual at the centre of their own knowledge and experience, inviting them to engage with the dynamic feedforward– feedback perceptual loop across the boundary between their inner and their outer worlds. Standing at the centre of their knowledge and experience also naturally places an individual in the centre of a circle of their perceptions, with the circumference of the circle being the boundary between their inner and their outer worlds. This circle of understanding and awareness is neither fixed nor rigid. It is constantly and dynamically moving as perceptions emerge, exist and evolve along the boundary between inner and outer worlds.

For industrial and organizational psychologists who are unfamiliar with the mindfulness literature, Hyland, Lee, and Mills (2015) nicely introduce the concept by highlighting key findings from prior studies. Although their review focuses on the many benefits of mindfulness, we believe that mindfulness research should address certain questions that will help us understand whether mindfulness interventions result in a cost-effective positive return on investment. In alignment with the perspective of evidence-based practice (Briner & Rousseau, 2011; Pfeffer & Sutton, 2006), we call for a holistic evaluation of mindfulness, including a consideration of when or how unintended side effects emerge. Importantly, we discuss the potential mechanisms by which mindfulness generates valued outcomes (e.g., performance and collective psychological climate) and the need for more sophisticated research to isolate these causal effects. We also consider how the judicious use of utility analytics (e.g., cost effectiveness and return on investment) might help demonstrate the value of mindfulness interventions while also acknowledging questions of causality that must be addressed for such value to be experienced. We close by clarifying that we have the intention of promoting research to further evidence-based practices. There are organizations that have already begun providing mindfulness meditation interventions, and it is our hope that our commentary will help practitioners in these settings to consider the evidence suggesting that there may be unknown nuances regarding mindfulness practice. Ultimately, we believe that mindfulness is an important burgeoning area of research deserving of more scholarly attention.

- by John Buckner
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- Psychology, Industrial and Organizational Psychology, Mindfulness, Skepticism

The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership-moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal and directe...

The main focus of this study was to examine the level of job satisfaction of employees of the ICICI bank in their organizational context. A convenient sample of employees at selected six branches of the ICICI bank in the state of Himachal Pradesh was used. It comprised of eighty employees. A five point Likert Scale questionnaire containing fifteen questions extracted from the short form of Minnesota Satisfaction Questionnaire (MSQ) was administered for data collection. Besides, questions on personal characteristics, the questionnaire included important dimensions of organizational structure. The results obtained from analysis of data revealed that salary, inter-personal relationship, communication, attitude of superiors, working conditions and team work have more bearing than the factors of training and development, rewards and compensation, nature of job, job security, morale and role clarity in determining job satisfaction of employees of the ICICI bank in Himachal Pradesh. Some s...

- by Prof. O P Monga
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- Industrial and Organizational Psychology, Job Satisfaction, Medicine

Article Information The purpose of this study was to determine the extent to which influence of career self-efficacy beliefs on career exploration behaviour of TVET college students. A total 238 TVET college students from the three Wollega Zone were selected using multistage sampling methods. The instrument of data collection was self-report questionnaire were career self-efficacy adapted (Nasta, 2007), and Career Exploration behaviour (Stumpf et al., 1983). Data was analyzed using Pearson correlation for career self-efficacy beliefs and career exploration behaviour, and regression analysis used to predicate influence of career self-efficacy on career exploration behaviour. Result of research indicated that career self-efficacy sources were positive influenced and statistical significantly correlated with career exploration behaviour(r= .408, P<.01). The career self-efficacy has positive and strong statistically significant association with past performances accomplishment of the...

In his draft paper, James C. Coyne argues that replication initiatives will not salvage the trustworthiness of psychology, due to various limitations inherent in almost any (actually feasible) replication program; instead, he believes that the bulk of attention should be directed at Questionable Research Practices (QRPs), editorial and publication biases, sloppy statistical reasoning, perverse incentives in the reward structure of science, and so on. This is as opposed to so-called "direct" replications, in particular, especially when it comes to certain sub-fields of the discipline in which such replications would be hard to conduct, much less interpret. I agree with many of Professor Coyne's points, and have made similar arguments elsewhere. However, I think that his discussion of the apparent implications of the now-famous Open Science Collaboration (OSC) paper published in Science (purporting to show that more than half of a sample of 100 psychology studies "failed to replicate" when carried out by independent labs) is flawed in a number of ways. I argue, among other things, that the informational value of the OSC paper is much lower than many people seem to think.

- by Brian D . Earp
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- Psychology, Clinical Psychology, Cognitive Psychology, Cognitive Science
- by Imran Asif
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- Industrial and Organizational Psychology

Abstract
Partant de l’idée que l’Afrique a toujours été une source de matières premières, et qu’aujourd’hui elle est aussi devenue un marché important pour les entreprises étrangères, Monsieur Moundiaye fait le constat que cette situation profite exclusivement à l’élite politique qui s’enrichit.
Afin que cette situation change, il faudrait des dirigeants experts et visionnaires qui permettent au continent de se développer par ses propres moyens, en particulier en encourageant le commerce intra régional, la construction d’infrastructures, l’accès des entreprises à de l’énergie, à des coûts compétitifs et à une monnaie commune.
Il appelle de ses vœux la création de grandes entreprises et à la souveraineté budgétaire.
Le Professeur Sangdel a plaidé pour la mise en place des 5 E, comme proposées par sa théorie. L’éducation et l’énergie, en particulier, devraient permettre le décollage économique de l’Afrique.
Madame Chérel-Robson insiste sur le développement du commerce intra régional et se félicite de la création et du rôle de la Zone de Libre Échange Continental Africain (ZLECAf) qui représente une opportunité unique pour l’Afrique de concrétiser son ambition de faire du commerce international un moteur pour l’industrialisation et la marche vers la prospérité. L’auteur passe en revue les obstacles au commerce intra régional et les coûts très élevés qu’il engendre. Les changements nécessitent, cependant, un fort leadership technique et politique.
Monsieur Van Rompaey insiste sur la nécessité de la phase d’industrialisation comme base indispensable du développement. La quatrième révolution industrielle permet que l’on se pose des questions sur le rôle de l’industrialisation pour le développement sauf introduction de nouvelles technologies, ce qui présente un défi majeur pour les pays en voie de développement.
L’ONUDI a identifié quatre principes importants permettant le développement économique basé sur l’industrialisation dans les pays en développement :
- Le leadership politique
- Une stratégie réaliste
- Une collaboration entre les secteurs publics et privés
- La mesure de l’impact.

- by Richard Hart
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- Organizational Behavior, Criminology, Complex Systems Science, Organizational Change