Mohsen Rafiei; Alireza Hadadian; Marjan Fayyazi
Abstract
Extended abstract1- INTRODUCTIONHuman resource management is always the main concern for organizations. Since the banking sector has a pivotal role in the economic development of countries, the better management of the workforce in this sector has attracted great attention for decades. The phenomenon ...
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Extended abstract1- INTRODUCTIONHuman resource management is always the main concern for organizations. Since the banking sector has a pivotal role in the economic development of countries, the better management of the workforce in this sector has attracted great attention for decades. The phenomenon of overqualification might stem from a mismatch between person and job and is a situation in which employees have qualifications beyond their job demands. Today, the existence of overqualified employees is a concern for managers and organizations. Perceived overqualification could directly or indirectly lead to various attitudinal and behavioral consequences and impact organizational performance. Despite huge empirical studies regarding overqualification, to the best of the researcher’s knowledge, any empirical study has been conducted in Iran’s academia. Hence, the present research can be regarded as the first empirical study in the country. The banking sector has always been appealing to job seekers for its fringe benefits. This study was to examine the effect of perceived overqualification on various job attitudes including job satisfaction, organizational commitment, and turnover intention.2- THEORETICAL FRAMEWORKOne of the main concerns of HR managers is to employ people who have the required capabilities to perform their job successfully. Overqualification is defined as possessing qualifications beyond job demands. Perceived overqualification might influence employees’ attitudes such as job satisfaction, organizational commitment, and turnover intention. According to the literature on organizational behavior, job satisfaction is considered a multidimensional variable affected by a set of intrinsic and extrinsic factors. Job satisfaction can be seen as the quality of people’s feelings about their jobs. Organizational commitment implies a sense of obligation to stay in the organization. Based on the three-dimensional model proposed by Allen and Meyer (1990), affective, continuance, and normative commitment are three dimensions of this attitude. Turnover intention indicates employees’ tendency to quit the organization. In such a situation, people probably change their jobs or leave the organization. In other words, the turnover intention might pave the way for actual organization abandonment.3- METHODOLOGYThe present research is an applied study in terms of purpose, and in terms of data collection method, it is a cross-sectional study. The researchers used standard questionnaires to collect primary data. Structural equation modeling was used to test the research hypotheses. 4- RESULTS & DISCUSSIONResearch results confirmed the significance of negative effects of perceived overqualification on job satisfaction and affective organizational commitment as well as the positive effect of perceived overqualification on turnover intention. Hence, overqualification might lead to negative job attitudes. In line with previous research (e.g., Wasserman et al., 2018; Alfes et al., 2016), the current study found that there is a negative association between overqualification and job satisfaction. In line with previous research (e.g., Loben et al. 2015), results indicated that people who perceive they are overqualified might lack a sense of belongingness and are less affectively attached to their organization. In line with studies of Erdogan and Bauer (2009) and Maynard and Parfyonova (2013), the poor level of job satisfaction and affective commitment in overqualified employees leads to more intention to quit the organization.5- CONCLUSIONS & SUGGESTIONSThe current study was implemented with the aim of exploring the job attitudes in overqualified employees. To reach this goal, data were collected from ten private and public banks by distributing standard questionnaires. The results of structural equation modeling for data analysis showed that perceived overqualification might affect job attitudes including job satisfaction, organizational commitment, and turnover intention. With due attention to the negative job attitudes born out of perceived overqualification, managers and HR practitioners are highly recommended to make sure that job applicants are fitted with their jobs. Moreover, future studies are suggested to consider the role of moderators including organizational support.
marjan fayyazi; Soraya Ziaei
Abstract
The purpose of this study was to evaluate career plateau of academic librarians and their impact on burnout and intention to leave. For this purpose, data collected both manually and electronically from a sample of 537 were analyzed. The results show that the rate of job Plateau (structural Plateau and ...
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The purpose of this study was to evaluate career plateau of academic librarians and their impact on burnout and intention to leave. For this purpose, data collected both manually and electronically from a sample of 537 were analyzed. The results show that the rate of job Plateau (structural Plateau and content Plateau), burnout and intention to leave among librarian, more than average. While gender does not make a significant difference in the perception of job plateau, less educated and more experienced employees perceive more plateauing. In addition, regression analysis indicates that career plateau has significant impact on burnout and intention to leave of librarian. In other words, librarians have more career plateau, job burnout and intention to quit have also reported greater.
Mostafa Kazemi; Marjan Fayyazi; Manijeh Kaveh
Abstract
هدف از این پژوهش، بررسی میزان شیوع تعلل و عوامل مؤثر بر آن است. بدین منظور، نمونه ای تصادفی از مدیران و کارکنان یکی از بزرگ ترین دانشگاه های کشور، به حجم 133 نفر انتخاب و ...
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هدف از این پژوهش، بررسی میزان شیوع تعلل و عوامل مؤثر بر آن است. بدین منظور، نمونه ای تصادفی از مدیران و کارکنان یکی از بزرگ ترین دانشگاه های کشور، به حجم 133 نفر انتخاب و اطلاعات جمع آوری شده (توسط دو پرسشنامه تعلل تاکمن و پرسشنامه عوامل مؤثر تعلل) با استفاده از آزمون تی، تحلیل واریانس و فریدمن مورد تجزیه و تحلیل قرار گرفت. نتایج گویای شیوع 6/17 درصدی تعلل در میان مدیران و کارکنان است. در حالی که رابطه معناداری بین افراد با تحصیلات، سابقه خدمت، سن و سمت متفاوت به دست نیامد، نتایج نشان داد که بین زنان و مردان از نظر شیوع تعلل، تفاوت معنادار وجود دارد. علاوه بر این، نتایج نشان می دهد از نظر مدیران و کارکنان، عوامل فردی بیش ترین تأثیر را در بروز تعلل دارند. پس از عوامل فردی، عوامل سازمانی و محیطی در رتبه دوم و سوم قرار دارند. در بین عوامل فردی، عامل قائل نبودن اولویت برای انجام کار، در بین عوامل سازمانی، نداشتن سیستم ارزیابی عملکرد درست در سازمان و در بین عوامل محیطی، فشار خانواده و مشکلات خانوادگی، بیش ترین تأثیر را بر ایجاد و بروز تعلل داشته اند.
کلید واژه ها: تعلل، شیوع تعلل، عوامل فردی، عوامل سازمانی، عوامل محیطی، مدیران و کارکنان
Marjan Fayyazi
Abstract
Dealing effectively with workplace conflicts is a great challenge in employees' interactions at work. Conflict is almost inevitable in individual and organizational life because it stems from so many different factors. This study aimed to promote understanding of conflict and conflict management styles ...
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Dealing effectively with workplace conflicts is a great challenge in employees' interactions at work. Conflict is almost inevitable in individual and organizational life because it stems from so many different factors. This study aimed to promote understanding of conflict and conflict management styles in organizations. For this purpose, a sample of 43 mangers and employees of an educational institution (university) were randomly selected. Appropriate statistical analysis including Mann- Whitney test, Pearson Correlation, and were utilized to analyze research data that was collected by using Dubrin and Rahim questionnaires. The findings of this article show that, although, there is no significant difference among managers and employees in perceived conflict, managers perceive more conflict than employees in this organization. Furthermore, results show that major styles of conflict management among employees are compromise and avoidance styles, although there is no significant difference among managers and employees in using conflict management styles. Some support was found for the effect of age, education & tenure on conflict management styles.
Shamsodin Nazemi; Marjan Fayazi; Ali Nouri
Abstract
The main objective of this study is to explore the areas of state support towards regional co-operative manufacturing firms. A sample of 96 manufacturing and mining firms that were selected through proportional sampling plan, were provided with a designed questionnaire based on the theoretical concept ...
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The main objective of this study is to explore the areas of state support towards regional co-operative manufacturing firms. A sample of 96 manufacturing and mining firms that were selected through proportional sampling plan, were provided with a designed questionnaire based on the theoretical concept of the context as well as pervious research in the domain. The findings of the study revealed that 78 percent of co-operative firms have no record of receiving support from state administration offices. A comparison between actual services delivered to the firms by national or local state offices with the expected supports as suggested by their top mangers is an indication of significant gap. On the basis of the research findings however, such a gap is not identical for the four different categories of physical facilities, commercial, technological, and training services that are recognized widely as supporting areas.