Introduction

This article specifies the codes, indicators, and value attributions for the general framework’s variables. Nine are independent variables, four are antecedent variables, and three are dependent variables. The 16 variables are presented in this order below.

The framework, its construction, and variables are presented in separate articles^[1].

Independent Variables

(O) Organizational Development

Applications of assessment techniques in organizational development, such as defining job expectations and the organization at a strategic level, as well as in mergers and acquisitions, are associated with the concept of 'Use in organizational development'. The more varied and intense the use at the organizational level, the more it is associated with positive effects on performance. Seven indicators are used to measure the 'Use in organisational development’ variable, each with an ordinal scale of four values: very low, low, strong, and very strong. They combine to form an overall indicator called 'isuorga.'

If any single indicator is very strong, it is enough to determine that 'isuorga' is very strong. If no factor is very strong and at least one factor is strong, then 'isuorga' is strong. If no factor is very strong or strong and at least one factor is low, then 'isuorga' is low. In other cases, we will say that 'isuorga' is very low.

↑ See the more about the framework and variables here in this article.<bs/> See more about the history of the framework and its methodology here in this article.

[1] See the more about the framework and variables here in this article.<bs/> See more about the history of the framework and its methodology here in this article.

[1]