مقالات
Masoud Taheri Lari; Golam Abbas Shekari; Ali Etemadikhah
Abstract
Leaders need Ethic, because they are responsible. People in leadership positions are the source of employee’s behavioral changes that requires leaders with high moral intelligence. On the eve of the third millennium, with acute competitive conditions, changes in management practices and organizational ...
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Leaders need Ethic, because they are responsible. People in leadership positions are the source of employee’s behavioral changes that requires leaders with high moral intelligence. On the eve of the third millennium, with acute competitive conditions, changes in management practices and organizational leadership are inevitable. In such circumstances, taking advantage of transformational leadership for the development of human capacities, enhancing employee commitment, and job satisfaction, in many leading organizations have proved to be successful. This study examines the mediating role of transformational leadership in the relationship between moral intelligence managers and job satisfaction of staff. Statistical population of this study includes all managers and employees of a public organization. Research data was collected using questionnaires through a randomized sampling method. In order to analyze the research questions, exploratory and confirmatory factor analysis was utilized to identify latent variables. Structural Equation Modeling was used to test the research hypothesis. Our findings confirmed the mediating role of transformational leadership in the relationship between moral intelligence managers and job satisfaction of staff.
مقالات
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.
مقالات
Hasan Darvish; Alireza Moogali; Mohammad Moosavi; Belal panahi
Abstract
The aim of this study is to investigate human resource competencies in Iranian Petroleum Company. This study is a descriptive-analytical approach. In this research, we examined human resource competencies in six main categories including; credible activist, culture & change steward, talent manager/organizational ...
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The aim of this study is to investigate human resource competencies in Iranian Petroleum Company. This study is a descriptive-analytical approach. In this research, we examined human resource competencies in six main categories including; credible activist, culture & change steward, talent manager/organizational designer, strategy architect, operational executor, business ally, as well as 21 sub indicators. To collect data, we used a designed questionnaire with 60 items. The collected data were analyzed by T-Test and Confirmatory Factor Analysis tests. The results showed, all of human resource competencies recorded above average score. Also the results showed that strategy architect and business ally had the highest average and the culture & change steward had the lowest average. The research also revealed that strategy architect and credible activist have the lowest and highest correlation with Human resource competencies respectively.
According to the results, it is suggested that managers need to identify skills relevant to these competencies, and take necessary steps to learn and practice them.
مقالات
Amin Javidi; Ali Shirazi
Abstract
In today’s business environment, firms in pursuing the goal of efficiency, outsource many necessary, but non-core operations. The majority of pervious outsourcing studies have focused on the costs and benefits analysis, while this research work examines a behavioral approach in outsourcing decisions. ...
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In today’s business environment, firms in pursuing the goal of efficiency, outsource many necessary, but non-core operations. The majority of pervious outsourcing studies have focused on the costs and benefits analysis, while this research work examines a behavioral approach in outsourcing decisions. This study examines the effects of perceived trust on loyalty through mediatory role of relationship commitment in outsourcing activities in Mashhad hospitality industry. To collect data, a questionnaire was distributed among procurement officials and hotel managers in Mashhad hotels, using stratified random sampling. To test the hypothesis, structural equation analysis was performed. The results revealed that the perception of trust affects loyalty and the intermediary role of relationship commitment on loyalty was confirmed.
مقالات
Mehdi Haghighi Kaffash; Saeed Sehat; Mohammad Asnaashari; Mozhgan Farahmand Sabet
Abstract
In this study, we addressed the relationship between corporate reputation and customer behavioral intentions in the Eghtesad Novin bank. For this purpose, we considered the components: trust, identification and commitment as mediator variables that led to formulating 8 hypothesis .The research population ...
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In this study, we addressed the relationship between corporate reputation and customer behavioral intentions in the Eghtesad Novin bank. For this purpose, we considered the components: trust, identification and commitment as mediator variables that led to formulating 8 hypothesis .The research population was the customers of Eghtesad Novin Bank in Tehran branches who had at least one active account in this bank. We used a questionnaire of 25 questions for data collection. After validity and reliability analysis, these questionnaires were distributed among customers. Collected data was analyzed using factor analysis and structural equations analysis. The results of our study were as the following: the model has a good fit; the corporate reputation has a meaningful relationship with the customer behavioral intentions; and corporate reputation showed to have meaningful relationship with customer behavioral intentions through the following components: identification, trust, and commitment. Based on these results we made several suggestions.
مقالات
Seddigheh Khorshid; Atehfeh Pashazadeh
Abstract
In a rapidly changing environment, turbulent, unpredictable and full of uncertainty, organizations should have a productive, creative and continuous learning capability and potential in order to survive, grow, and accomplish goals in order to create superior value for all their stakeholders, especially ...
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In a rapidly changing environment, turbulent, unpredictable and full of uncertainty, organizations should have a productive, creative and continuous learning capability and potential in order to survive, grow, and accomplish goals in order to create superior value for all their stakeholders, especially customers. Such a learning capability of organization and its continuous development depends on numerous factors, including organizational intelligence (having a strategic vision, to be appetite for change, to care to human resources and manage on employees’ hearts, and knowledge deployment ...) and organization management's leadership style. This research intends to investigate the impact of transformational leadership style on organizational learning capability as well as the mediating role of organizational intelligence. The research method is descriptive-correlation. The statistical population consists of Telecommunications Infrastructure Company's employees, from which a sample of 472 was selected. The data was collected by using a questionnaire, and was analyzed by the descriptive and inferential statistical tests. The research findings showed that; transformational leadership style has significant, positive and direct effect on organizational intelligence, and learning capability while organizational intelligence has a significant, positive and direct impact on organizational learning capability. The results also showed that organizational intelligence is partially mediating the relationship between the transformational leadership style and organizational learning capability. The results of path analysis showed that the transformational leadership style has a significant and indirect impact on organizational capability through organizational intelligence.
مقالات
mohsen jajarmizadeh; tahereh feizi; narges abbasi; hojat moshtaghian abarghooi
Abstract
Nowadays, massive changes have been take place in the world of work. This change is so great that is named new career paradigm. In new paradigm intrinsic career has overcome extrinsic career. Unlike the extrinsic career success focuses on objective and hierarchical criteria, intrinsic career success ...
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Nowadays, massive changes have been take place in the world of work. This change is so great that is named new career paradigm. In new paradigm intrinsic career has overcome extrinsic career. Unlike the extrinsic career success focuses on objective and hierarchical criteria, intrinsic career success focuses on individual perceptions of success in job. Given the important role of perception in intrinsic career success, in this research, design and explanation the model of perceptual factors affect career success in service companies of Fars province is considered. In this regard 15 perceptual factors by studying literature of career success, and 19 factors by Delphi process identified that affect intrinsic career success. Through the Delphi process in four stages, 7 factors from 34 factors were identified as most important factors and were used in design model. They are: perceived organizational support, person-organization fit, perceived career path, organizational learning climate, career self-efficacy, intrinsic motivation at work, organizational based self-esteem. After designing the initial model and data collection through surveys, the final model use Lisrel software tested and revised. In final model, all path relations accepted in the 0.05 significance level. Also the model fitness indices indicated that the model has good fitness at an acceptable level. Conclusions and recommendations of study can help the career success of employees in service organizations and other similar companies in Iran.