seyedeh zahra fatemi; asghar moshabaki esfehani
Abstract
In the current studies, organization and management is of the opinion that the concept of spirituality and spirituality in work would be the answer and solution to reduce the negative functions such as stress, turnover and political behavior in organizations and lead to the favorable consequences, such ...
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In the current studies, organization and management is of the opinion that the concept of spirituality and spirituality in work would be the answer and solution to reduce the negative functions such as stress, turnover and political behavior in organizations and lead to the favorable consequences, such as increased commitment and satisfaction the job entails. In this regard, there some factors that can reinforcing effects of spirituality on positive organizational outcomes.
In this study organizational justice as an intermediate variable between spirituality and organizational commitment in spiritual oriented organizations leads to higher levels of commitment in all aspects. To illustrate this model of our study, with consider placing literature is designed and among the sample of administrative staff in Tarbiat Modares University is tested. Correlational research method - Structural Equation Modeling was applied. The results show the influence of independent variables on organizational commitment. The role of Organizational Justice as a mediator variable was also confirmed that represents the indirect effect of spirituality on the organization commitment.
Roghayeh Khanalizadeh; Asadollah Kordnaiej; Ali Asghar Fani; Asghar Moshabaki
Abstract
The environment in which organizations work is dynamic, complex and unconventional. Therefore, top managers seek for solutions to overcome these uncertainty and complexity by empowering their human resources through creation of a learning environment where employees are kept updated. Such investment ...
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The environment in which organizations work is dynamic, complex and unconventional. Therefore, top managers seek for solutions to overcome these uncertainty and complexity by empowering their human resources through creation of a learning environment where employees are kept updated. Such investment in turn, is expected to contribute to organizational performance and eventually build bases for competitive advantage. This study investigates the relationship between organizational learning and empowerment. The objective of present article is to evaluate the relation between organizational learning and empowerment of Tarbiat Modares University's employees. For this purpose, two standard questionnaires in the field of learning and empowerment were used and the data were collected and analyzed to specify the aspects of organizational learning on empowerment. In this research, the statistical population includes 271 employees of Tarbiat Modares University holding at least a bachelor degree. A sample of 74 employees was randomly selected using kokran sampling plan. From 90 questionnaires distributed 89 questionnaires were returned, and data was analyzed using SPSS software version 15. The research results indicated a strong correlation between organizational learning and empowerment. According to the findings, although, aspects of empowerments (Competence, Self – Determination, Impact, Meaning and Trust in others) reasonably exist among the university employees, three aspects of organizational learning (Team work, Knowledge sharing, Partnership leadership) appears to be lower than standard. However four aspects of organizational learning including shared vision, organizational culture, system thinking, and development of staffs sufficiency , are higher than standard.