Ali Mahmoodi; Abbas Khamseh; Mehrdad Hosseini Shakib
Abstract
1- INTRODUCTION
In recent years, the development of information and communication technology infrastructures, has equipped banks with online information and communication resources and led them from traditional space to a banking platform based on centralized and multi-branch infrastructures. ...
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1- INTRODUCTION
In recent years, the development of information and communication technology infrastructures, has equipped banks with online information and communication resources and led them from traditional space to a banking platform based on centralized and multi-branch infrastructures. Relying on promotion of technology and data orientation, social banking has provided a new space to the country's banking industry. Adopting a digital transformation approach, the current research is to identify factors affecting the innovation process of social banking.
2- THEORETICAL FRAMEWORK
According to research institutes, digital innovations in the banking industry have created various opportunities and threats for banks. These institutions introduce digital transformation as a double-edged sword, one side of which will increase the bank's profitability by creating a competitive advantage and reducing costs. On the other hand, with the empowerment of competitors and the pressure to reduce the profit margin and increase some operational risks, it may lead to a decrease in profitability. In the path of digital transformation and implementation plans, it is necessary to be realistic and then proceed to develop a strategy and carry out the necessary activities. One of the major challenges of digital transformation is that we cannot reach the highest level of digital maturity at once and should go through a series of intermediate steps. In the field of fintech digital transformation, open banking and mobile technology are of great importance and are considered as the main drivers of the development and realization of digital transformation.
3- METHODOLOGY
In this research, fuzzy Delphi method has identified and prioritized the factors affecting innovation process in social banking with an approach to digital transformation. This was accomplished based on 377 questionnaires. To analyze the data and to check the research model fitness, structural equation modeling was conducted in Amos software. The opinion of industry experts confirmed the validity of the questionnaire, and its reliability was confirmed by Cronbach's alpha coefficients of greater than 0.7.
4- RESULTS & DISCUSSION
The results showed that 36 out of 43 indicators affect the innovation process of social banking in the form of six distinct factors. Based on obtained results with a digital transformation approach, the key affecting factors were as follows respectively (in terms of their effect size): digital transformation infrastructure, laws and policies, innovative approach, banking industry structure, security, and social factors.
5- CONCLUSIONS & SUGGESTIONS
Digital transformation infrastructure: Developing countries such as Iran must take the necessary local measures to implement the appropriate technical infrastructure for electronic commerce. For the successful implementation of digital transformation, banks need strong infrastructures to support data.
Laws and policies: Regarding digital transformations, legislators and upper bodies can implement and facilitate the process of digital transformation by formulating laws in the field of entrepreneurship.
Innovative approach: The digital economy creates unique opportunities for entrepreneurs who have an innovative approach to the environment and new entrepreneurial activities.
Banking industry structure: Customers prefer personalized services. Banks, to be successful, should switch to platforms that can offer a variety of capabilities to a larger ecosystem of specialized providers.
Security: Electronic banking, like any other Internet-based service, is one of the favorite fields for cybercriminals. Maintaining information security is one of the important topics of electronic commerce and banking.
Social factors: Digital banking allows customers to take advantage of IT benefits when using their banking processes that increase their intention to use online banking.
Based on research results, the following practical suggestions are presented to the banking industry managers and practitioners:
Government institutions and legislators are suggested to formulate and implement new laws and regulations for the effective use of technology in this industry.
Banks should identify and exploit the opportunities existing in the environment by creating a strong expert group.
Banks should utilize powerful support systems to protect information and customers.
Banks should change their organizational structure for deploying new technology.
Banks should empower their employees by exploiting up-to-date knowledge based on information technology.
Managers should digitize the banks' environment and climate to internalize digital procedures in employees' habits and behaviors.
mahnaz mohamadi
Abstract
Extended abstract1- INTRODUCTIONToday, due to the increasing speed of change in organizations, managers are looking for ways to increase employee organizational commitment to gain a competitive advantage. since organizations face dynamic environments, they need employees who are able to quickly change ...
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Extended abstract1- INTRODUCTIONToday, due to the increasing speed of change in organizations, managers are looking for ways to increase employee organizational commitment to gain a competitive advantage. since organizations face dynamic environments, they need employees who are able to quickly change their tasks and move easily between teams. this is where the person-organization fit is considered. the fit between employees' values and organizational culture can be a predictor of organizational commitment. on the other hand, one of the important factors for the survival of organizations is their manpower capability. when employees have a high level of psychological empowerment, they consider their work important, consider themselves an effective person in the organization, and consequently increase their commitments to the organization.2- THEORETICAL FRAMEWORKConsidering that performance improvement is the most important goal for organizations, desired affecting factors must be identified and be strengthened. one of these factors is the organizational commitment which in turn may affect job satisfaction, absenteeism, turnover, and performance. on the other hand, the issue of compatibility between employees and organizations has been raised as an important factor to answer the question of why individuals are attracted to a particular organization or why employees remain in a particular organization. also, today, employees' empowerment is one of the most important indicators of an organizations' success. organizational commitment can be increased through empowering employees by means of more freedom, job independence, decision-making responsibility, and authority in performing tasks. empowerment cause employees to be internally motivated and, thus, has a positive relationship with human resource productivity. previous research emphasized these three variables as important antecedents of organizational performance.3- METHODOLOGYThis research is an applied study in terms of purpose, and in terms of nature and method of research, it is a descriptive survey. The statistical population of the study was comprised of 150 employees working in the Isfahan Customs Department, 108 of which were selected as the statistical sample using Cochran's formula and random sampling. Needed data was collected distributing a written questionnaire.4- RESULTS & DISCUSSIONThe research results demonstrated that person-organization fit had a positive and significant impact on organizational commitment. In addition, the indirect impact of person-organization fit on organizational commitment through psychological empowerment was statistically significant. The direct effect of the predictor variable was greater than the indirect effect. Overall, person-organization fit and psychological empowerment can be considered as affecting factors of organizational commitment.5- CONCLUSIONS & SUGGESTIONSThe result of the first hypothesis is consistent with that of Poorrostami et al. (2016) and Margarta and Vikaksana (2020). Therefore, it is suggested to managers that create more effective employment mechanisms to maximize person-organizational fit and increase the organizational commitment. The result of the second hypothesis is consistent with the results of Eshaghiyan et al. (2016), Ameri and Ismaili (2010), Ratanasari and Soderma (2019), Afsar and Badir (2016), and Gregory (2010). To increase the employees' psychological empowerment, it is suggested that managers focus on improving the person-organization fit. Additionally, managers are recommended to hire employees who are adaptable to the organization's value system. The effect of psychological empowerment on organizational commitment was also confirmed, which is consistent with the results of Kafashpour and Shakoori (2015), Abbasi et al. (2013), Ravaghi et al. (2013), Zahedi et al. (2009), Yakubaki (2003), Janssen (2004), Ambad (2010), and Yasin Hamed (2020). Therefore, it is recommended that managers inform employees about direct and indirect costs imposed on the organization by employees' turnover and, thus, create a sense of duty in employees to stay in the organization. The results confirmed the indirect effect of person-organizational fit through psychological empowerment. This was consistent with the results of Farzaneh et al. (2014) and Karimi et al. (2018). Accordingly, attention to the measures of employee empowerment should be on the agenda of organizational management.
Alireza Hadadian; zohre mohamadzade
Abstract
Today, many people are faced with stress in the workplace. Burnout as a syndrome of emotional exhaustion is proposed to reduce the Effectiveness of professional people. Burnout is consequence of job stress and job pressures. Moreover, one of the factors that cause stress at work is work – family conflict, ...
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Today, many people are faced with stress in the workplace. Burnout as a syndrome of emotional exhaustion is proposed to reduce the Effectiveness of professional people. Burnout is consequence of job stress and job pressures. Moreover, one of the factors that cause stress at work is work – family conflict, that arise from maladaptive pressures the role of family and job. However, today's researchers are looking for positive organizational behavior-oriented, that seeking to increase employee's mental resources. This study aims to explore the relationship between work-family conflict and Burnout with the mediating role of psychological capital in this relationship amongst employees of governmental Banks of Gonabad. Data was gathered through questionnaires used in previous studies reaffirming the validity and reliability and by conducting convenience random sampling. From collected questionnaires, 130 were confirmed to be valid for analysis. Research type was survey-analytical and based on structural equation modeling. Findings illustrated mediation of psychological capital in the relationship between work-family conflict and Burnout.
Mohsen Moradi; AhmadReza Karimi Mazidi; Mojtaba Golestani Nia
Abstract
In era of service economy, organizations' success depends significantly on providing quality services. Therefore, organizations are in the idea of employing tools such as knowledge management to survive. Human activities such as knowledge sharing among organizational members are the foundation of knowledge ...
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In era of service economy, organizations' success depends significantly on providing quality services. Therefore, organizations are in the idea of employing tools such as knowledge management to survive. Human activities such as knowledge sharing among organizational members are the foundation of knowledge management in organizations. Recent studies have shown that the relational psychological contract and social capital motivate the individuals' propensity to share and create the new knowledge in organizations. This study investigates the mediating role of interpersonal trust and collaboration as important components of relational social capital, in the relationship between relational psychological contract and knowledge sharing amongst employees of Ferdowsi University of Mashhad. Data was gathered through questionnaires used in previous studies reaffirming the validity and reliability and by conducting random sampling. From collected questionnaires, 210 were confirmed to be valid for analysis. Research type was survey-analytical and based on structural equation modeling. Findings illustrated full mediation of collaboration in the relationship between relational psychological contract and knowledge sharing, while the mediation of interpersonal trust was not verified in this research.
Mohammad Reza Shojaei; Somayeh Ghojavand
Abstract
Inter organizational collaboration has been considered as a novel concepts in supply chain management by many researchers. In this paper two groups of internal and external factors were examined in relationship with inter-organizational collaboration in Iran Khodro supply chain. Internal factors consist ...
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Inter organizational collaboration has been considered as a novel concepts in supply chain management by many researchers. In this paper two groups of internal and external factors were examined in relationship with inter-organizational collaboration in Iran Khodro supply chain. Internal factors consist of organizational strategy and technology and inter-organizational factors refers to trust and shared input resources. SPSS and lisrel soft wares were used to analyze and examine research data. Finally structural equation model was designed for research variable. Results showed that except technology all other factors have positive relationship with inter- Organizational collaboration.