Parviz Ahmadi; Reza Tahmasebi; Jabbar Babashahi; Mahdi Fattahi
Abstract
Nowadays, work has been indispensable component of human life. Every day people spend a lot of their time in organizations. Unlimited organizational pressures and desires force people to work continually and consequently increase possibility of work holisms formation in people. Work holism phenomenon ...
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Nowadays, work has been indispensable component of human life. Every day people spend a lot of their time in organizations. Unlimited organizational pressures and desires force people to work continually and consequently increase possibility of work holisms formation in people. Work holism phenomenon in particular is experienced in jobs that require high mental energy from employees. The objective of this research is to investigate the role of personality traits in work holisms formation among faculty members at Tehran University. Research methodology includes both descriptive and correlation analysis based on Structural Equation Modeling. Data was collected by means of designed questionnaire that was distributed among faculty members at University of Tehran. Research result indicated that personality dimension such as conscientiousness; extraversion and openness to agreeableness have a positive relationship with work holism, whereas personality dimension such as neuroticism and agreeableness did not appear to have meaningful relationship with work holism.
Hamid Ramin mehr; Akram Hadizadeh Moghadam; Iman Ahmadi
Abstract
Organizational citizenship behavior can be defined as voluntary and spontaneous behaviors that extend beyond employees' normal job duties. Employee's perception of justice in compensation programs, organizational procedures and interpersonal behaviors can have a key role in developing and encouraging ...
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Organizational citizenship behavior can be defined as voluntary and spontaneous behaviors that extend beyond employees' normal job duties. Employee's perception of justice in compensation programs, organizational procedures and interpersonal behaviors can have a key role in developing and encouraging OCB. In order to study the relationship between organizational justice perception and OCB, factor analysis technique has been used to test the validity of related questions and by using path analysis (structural equation modeling) this relationship has been examined as well. The research findings indicate that there is a meaningful relationship between organizational justice perception and OCB, and among three dimensions of justice, interactional justice has the highest correlation with OCB in compare with distributive and procedural justice. The results also show that there is relationship among three dimensions of justice