مقالات
Mohamad Reza ardalan; fariborz erfanizadeh
Abstract
1. Introduction
The significance of the human factor in organizations has recently been taken into account in the science of human resources management and psychology; given the role of humans in productivity, growth, and development of organizations, focusing on manpower is of substantial necessity. ...
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1. Introduction
The significance of the human factor in organizations has recently been taken into account in the science of human resources management and psychology; given the role of humans in productivity, growth, and development of organizations, focusing on manpower is of substantial necessity. Since universities are fields for human activities where the foundations of political, economic, cultural, and social growth of any country originate from, managers and authorities in universities should particularly pay attention to everything related to their manpower. On the other hand, the requisite for improving any organization such as universities depends on a correct identification of the changes required in line with environmental challenges as well as planning for their implementation. The absence of a proper platform regarding this area in universities along with the staff’s lack of attention toward planning for change have been completely tangible. Consequently, it is of utmost importance to examine the job stress of the staff with regards to the attitude toward organizational change and commitment, for which universities should offer appropriate mechanisms for development purposes. Given these subjects, the present study is an examination of the relation between attitude toward organizational change and job stress with the mediator role of organizational commitment.
2. Theoretical Framework
Changes occur constantly, at any place and any time. Changes taking place in organizations may be due to any reasons, and organizations need changes in order to survive and continue being influential. However, many organizational plans for change face failure, regardless of the effort and money invested in them. Failure in organizational plans for change could be the result of unsolicited responses such as stress, reduced organizational commitment, resistance against change, and declined levels of organizational change reception. Accordingly, the presence of stress relative to plans for change plays a very significant role in executing the processes for change. In other words, high job stress levels leads to a lower organizational commitment in staff. In return, organizational commitment is an important factor for accepting changes in organizations as well as lowering the staff’s stress levels. As a result, not only organizational commitment could describe the results of changing processes in organizations, but it also could be considered as an indicator of attitude toward organizational changes. Consequently, the beliefs, understandings, and Attitude of the staff are vital in a successful implementation of the plan.
3. Method
The method of the study is descriptive and the research plan is correlation through structural equations modeling. The total population of the study included the entire staff of Bu-Ali Sina University of Hamadan, i.e. 777 individuals, out of whom 215 were selected as the sample population of the study using random sampling. To estimate the number of sample population, the Cochran formula was used. As for date collection, three types of questionnaires were used including standard, attitude toward organizational change, job stress, and organizational commitment. The validity of questionnaires were examined and confirmed using the comments of management and educational sciences experts. Cronbach’s alpha was also used for the reliability of questionnaires. After collection, the data of the study were analyzed using SPSS and LISREL softwares.
4. Results and Discussions
The results of structural equations showed a significant, negative and positive direct impact of attitude toward organizational change on Job stress and organizational commitment, respectively. However, the impact of organizational commitment on job stress is not significant. The indirect effect of attitude toward organizational change on job stress through organizational commitment mediator is also not significant. As a result, factors that should be taken into account by university managers parallel to reducing job stress involves improving the staff’s Attitude toward organizational change and commitment.
5. Conclusion and Recommendations
When a process of change begins in an organization, it usually increases the staff’s Job stress which results in their resistance against changes. Yet, when individuals are committed to their organizations, they would accept the process of change easier and show less resistance as they trust the organization and feel a sense of responsibility toward it. On the other hand, committed manpower who comply with organizational purposes and values are considered as an important factor in the effectiveness of organizational change; not only the presence of such assets in organizations increases the level of performance and reduces resistance against change, but it also provides the means for decreasing job stress in line with the changes. Accordingly, when deciding on implementing organizational changes in universities, it is recommended that managers pay significant attention to having close relations with the staff, their attitude, their understanding of managers’ actions, encouraging them, and constant enhancement of the work space as well as the contexts for increasing organizational commitment.
مقالات
Mostafa Ravand; Mohammad Ali msarlak; Mir Ali Seyed Naghavi
Abstract
1- INTRODUCTION
Globalization, massive population changes, differences in the level of knowledge, skills and capabilities of individuals and the lack of specialized workforce in various business areas can have a significant impact on the ability of nations to maintain their competitive ability with ...
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1- INTRODUCTION
Globalization, massive population changes, differences in the level of knowledge, skills and capabilities of individuals and the lack of specialized workforce in various business areas can have a significant impact on the ability of nations to maintain their competitive ability with their peers in the world. Without skilled, highly experienced, technical knowledge-equieped workforce, businesses will lose their ability to compete in national and international markets, and will have no result other than reduced economic success. The high speed of technological progress also puts steady pressure on speed, innovation and change. Therefore, employees should have a wide range of technical and interpersonal skills in the field of work that allow them to work with advanced technologies and in an optimal way, to operate in organizations with today's high performance capabilities. Whereas, One of the vital challenges facing organizations in the world, and especially Iranian public organizations, is "daily routine" and "lack of work morale in terms of organization's growth and excellence and lack of staff's effort to achieve the goals and strategies of the organization and In turn, reducing the adaptability and alignment of human resource goals and strategies with the organization's goals and strategies and the lack of attention to the management professionalism in human resources field in order to optimally use the technical and ethical capabilities of these social capital.
Therefore, this paper aims to investigate factors affecting professionalism of human resources of Iranian public organizations; wherever as the main highway of entrance, retention and exit of professionals, it plays the most important role in the growth and excellence of the organizations and society, as a whole.
2- THEORETICAL FRAMEWORK
The theoretical framework of this study is the result of studies on the relationship and interactions between ultra-organizational factors affecting professionalism including politics, rules and regulations, economics, culture and society and their effects on some institutional variables such as organizational culture (see Brodbeck, Hanges, Dickson, Gupta & Dorfman, 2004; Hofstede, 1980; Konrad & Susanj, 1996; Mehmetaj, 2014; Pour-Ezzat, 2008; Ralston, Holt, Terpstra & Cheng, 1997), the relationship between individual professionalism and organizational culture (Johnson, Haegeli, Hendrikx & Savage, 2016), the impact of organizational culture on organizational effectiveness (Peters & waterman, 1982), measuring the relationship between organizational culture and human resource management practices (Adewale & Anthonia, 2013; Legge, 1995; Storey, 1995), assessing the impact of the institutional factors on the human resources management system and its internal achievements (Schuler & Jackson, 2014), examining the effect of organizational strategy on organizational structure (Marx, 2016), examining the effect of organizational technology on human resources management practices (Vohra, Shrivastava, Premi & Shine, 2015), and finally, assessing the impact of human resource management practices on productivity, individual satisfaction, motivation, individual, organizational, and social performance (see Delery & Gupta, 2016; Kopelman, Brief & Guzzo, 1990; Wong, Tan & Fong, 2013). Designed theortitical framework includes ultra-organizational factors of professionalism with criteria such as politics and supportive rules, culture and society, economics and economical justice, strategic master plan, and technological infrastructure, individual factors of professionalism with criteria such as moral attributes, and performance capabilities, organizational-institutional factors of professionalism with criteria such as organizational and human resources strategies, organizational structure and processes, professional organizational culture, and organizational technology, organizational- practices factors of professionalism with criteria such as HR planning and employment, HR training and development, HR retention and compensation, and effective HR utilization, and professionalism achievements with criteria such as individual, organizational, and social achievements.
3- METHODOLOGY
The research method of this study is descriptive-survey. This body of research has 5 main variables (factors) and 14 secondary variables (criteria) which have been identified and classified from literature review and interview with the experts of HRM field of Electric Power Industry. This study had 6 hypotheses about the relationship between the criteria affecting professionalism and its achievements. After calculating face, content (in three stages), and construct using confirmatory factor analysis validities and reliability, using Cronbach's alpha test, final questionnaire was set with 88 items.
Statistical population is employees of public sectors in electric power sector of Ministry of Energy with 10000 people; the sample includes 370 individuals calculated based on Morgan table. Regarding the sample dispersion and the probability of not returning the expected responses, 600 questionnaires were distributed by stratified random sampling. Data analysis was performed with 480 refined data.
4- RESULTS & DISCUSSION
For data analyzing and investigating the six hypotheses in this study, researchers have used Path Analysis method and Multi Analysis Of Variance in a stepwise method. Based on the results, it should be noted that all the relationships of criteria in the path analysis method are proven and 95% confidence can be attested to the impact of individual, organizational and ultra-organizational factors on attaining individual, organizational and social achievements in the studied statistical society and it has used enough of valuable results of considering such relationships in the macroeconomic structure of the country, in line with the plans for improving the status of individuals, organizations and the society.
5- CONCLUSIONS & SUGGESTIONS
After studying the relations between the main and the side variables of the present study, it can be deduced that considering the criteria of politics and supportive rules, culture and society, economics and economical justice, strategic master plan, and technological infrastructure can be the basis for the professional performance of organizations in the institutional and practical aspects, which refer to the human resources management practices of public organizations and provides valuable achievements for the professionalization of human resources employed in the state body.
The two key suggestions of this study are considering academic education related to the needs of the labor market for potential human resources, and planning and monitoring the performance of human resources management activities in public sector by establishing Human Resource Management Professionalism Association (HRMPA) as a mediating role within the subsidiary of each ministry of the state cabinet that contributes to integration, consolidation, and the implementation of the human resources management practices in specialized business of public organizations.
مقالات
narges sadat mortazavi; hamidreza oreyzi
Abstract
1- INTRODUCTION
Immoral behaviors such as counterproductivity have increased in different industries and organizations. Consequently, studies have been conducted to examine environmental predictors for counterproductive behaviors such as occupational stressors or negative emotions. Evidently, focusing ...
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1- INTRODUCTION
Immoral behaviors such as counterproductivity have increased in different industries and organizations. Consequently, studies have been conducted to examine environmental predictors for counterproductive behaviors such as occupational stressors or negative emotions. Evidently, focusing on this subject is of substantial importance.
2- THEORETICAL FRAMEWORK
Today, counterproductive behaviors have become prevalent in organizations and industries, becoming the focus of numerous researchers (Babamiri, 2011؛ Zare, 2012;Christian & Ellis, 2014). Such behaviors could bring about a number of impacts such as increasing turnover and reducing productivity for organizations and their employees (Coyne, Gentile, Born, Ersoy & Vakola, 2013). Counterproductive behaviors are highly correlated with occupational stressors (Fida & et.al, 2014;Fox & Spector, 1999). One of the occupational stressors related to counterproductive behaviors are interpersonal conflicts (Ho, 2012; Penney & Spector, 2002), which are directly connected to negative emotions at workplace (Chen, Zhao, Liu & Dash Wu, 2012). The three main constructs in the present study include interpersonal conflicts, counterproductive behaviors, and negative affect. According to the theoretical model, the purpose of this study is to investigate moderating role of negative affect on relationship between interpersonal conflict and counterproductive behaviors.
3- METHODOLOGY
The current study was the correlation research and the population was the employees of Isfahan's Mobarakeh Steel Company that 319 persons were selected through available sampling. Research instruments consisted of the interpersonal Conflict at Work Scale Spector & Jex (1998), Job Related Affects Scale Fox & Spector (1999) and Counterproductive Work Behavior Index Fox, Spector &Miles (2001). Data was analyzed using the hierarchical regression and moderate analysis.
4- RESULTS & DISCUSSION
The results showed that given considerable interpersonal conflicts, the counterproductive behaviors reported by the person himself as well as his coworker would increase when the staff are in a highly negative affect. In fact, the results denote the substantial role of negative affect in forming counterproductive behaviors at workplace, confirming the moderating impact of this variable in the relation between counterproductive behaviors and interpersonal conflicts at workplace.
5- CONCLUSIONS& SUGGESTIONS
The present study was conducted with the purpose of examining the moderating impact of negative affect in the relation between counterproductive behavior and interpersonal conflicts at workplace. The results showed that the main impact for the interpersonal conflicts and negative affect were not significant, whereas the interactive effect for counterproductive behaviors graded by the subject himself and their coworker shows a significant relation. Furthermore, the results indicated that whenever the staff are in a highly negative affect, they are more likely to show counterproductive behaviors. These results could be exploited by mangers in organizations and industries in order to enhance the performance of their staff as well as reducing counterproductive behaviors at workplace. In fact, a pleasant, positive atmosphere could be offered by managers at the workplace so as to reduce the negative affect of the staff, followed by decreasing the extent of counterproductive behaviors and interpersonal conflicts.
Key Words: Negative affect, Counterproductive behavior, Inter personal conflict
مقالات
Elham Behpour; Ali Shirazi; hamed mohammadi shahroodi
Abstract
1- INTRODUCTION
With the advancement of new technology and industry and their related problems, disorders and mental illnesses such as physical problems have increased dramatically, and since the mental health of students is very important, it is essential that the psychological issues of this massive ...
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1- INTRODUCTION
With the advancement of new technology and industry and their related problems, disorders and mental illnesses such as physical problems have increased dramatically, and since the mental health of students is very important, it is essential that the psychological issues of this massive group be addressed. In this regard, psychologists in recent years have attached great importance to the strategic roles that people’s coping styles play in the physical and mental health. Coping styles are the cognitive and behavioral skills that a person employs in order to control overwhelming internal and external welfare needs. One of the styles that have been extended recently is the spiritual and religious coping styles. Spiritual intelligence is one of the concepts that has been proposed and developed in the light of the interest of psychologists in the field of spirituality, and incorporates the spirituality and intelligence structures into a new structure.
Conscious use of spiritual intelligence in a person's life can lead to increased relationship with self, others and the bigger world. Spiritual intelligence is the foundation of individual’s beliefs that affects his/her performance and increases his/her flexibility in the face of problems. In order to fertilize the students’ intelligence, the examination of the relationship between positive thinking and intelligence can be critical, and the spiritual intelligence is not an exception because the spiritual intelligence has the ability to modulate and even remove the effects of mental stresses and feelings of emptiness in students. Hence, with regard to the expanded role of spiritual intelligence in human life and according to the fact that students in each nation construct and develop their future and that their mental health is important, this study aimed to investigate the impacts of spiritual intelligence on positive thinking among the students in Ferdowsi University of Mashhad (FUM).
2- THEORETICAL FRAMEWORK
Spiritual intelligence consists of two components: understanding and communicating with the origin of the universe and spiritual life (existence). Understanding and communicating with the origin of the universe means believing in the fact that we human beings are spiritual entities and that the physical life in this world is temporary. Thus, such people understand and believe the superior spiritual being (i.e., the God) and recognize their place in the presence of the God. Spiritual life, as the other component of spiritual intelligence, means that people with high spiritual intelligence have the capacity to devote a part of their daily activities to spiritual practices, which helps understanding ethic issues in their lives. Positive thinking refers to the positive orientation (desired outcome) in interpretations of past and current events and positive expectations of the future in the fields of individual assessment of their abilities to communicate with others, with the God (superior) and with the entire universe (nature). Positive thinking causes people to better develop their skills and to establish constructive interactions with their environment. Considering the purposes of this study, assumptions are as follows:
The primary hypothesis: Spiritual intelligence has impact on the positive thinking of FUM students.
The secondary hypothesis 1: Understanding and communicating with the origin of the universe has impact on the positive thinking of FUM students.
The secondary hypothesis 2: The spiritual life has impact on the positive thinking of FUM students.
3- METHODOLOGY
This study is a descriptive-survey study and was done in 2015 in the Faculty of Economics and Administrative Sciences at Ferdowsi University of Mashhad. The study population included all students (i.e., 1965 individuals) in this faculty who had been studying political sciences, law, accounting, management and economics, in all the three bachelor, master and doctoral programs (in the second semester of 2015-2016).
4- RESULTS and DISCUSSION
In order to examine the research hypotheses, the results of the multiple regression analysis showed that positive thinking affects the spiritual intelligence, thus, the main hypothesis of this study was confirmed. Additionally, the hypothesis of the impacts of the spiritual life on the positive thinking was confirmed, but the impacts of the understanding and communicating with the origin of the universe (as the other component of spiritual intelligence) on the students’ positive thinking was not confirmed. Although in this study there is a significant relationship between the component of communication with the origin of the universe and positive thinking (according to Pearson’s correlation coefficient), this hypothesis has not been confirmed. These findings clearly indicate that the intervention of the spiritual intelligence increases the positive thinking.
5- CONCLUSIONS and SUGGESTIONS
In general, according to the results obtained in this study, spiritual intelligence is a good predictor for positive thinking among students of Ferdowsi University of Mashhad, and according to these results, we can conclude that people will interpret the life events optimistically based on the spiritual life and enjoyment of spiritual communication and learning the religious teachings. In addition, taking advantage of human virtues and interpretive experiences that reinforce positive emotions, they will become more patient about unpleasant events and deal with problems more logically, resulting in a deep feeling of relaxation.
One of the limitations of this study is that the samples (students) are cross-sectional and specific. Therefore, the results of the study are generalizable only to this population. Hence, more research in this area and in other samples from different classes of the society is recommended. It also recommended that researchers who are interested in the subject of this research study the impacts of spiritual intelligence and positive thinking in other areas such as prevention of depression, anxiety, mental health improvement, academic achievement and coping with stress in students. It is also recommended that training the positive thinking skills and optimism as well as spirituality be done as a regular and compiled program in the form of workshops and training courses for students in order to strengthen and promote feelings of happiness, self-esteem, and enabling people.
مقالات
masood hakimi; Hamid Erfanian Khanzadeh; Masoud Taheri Lari
Abstract
1- INTRODUCTION
These Days, organizations are heavily looking for members who believe their organization is a good place to work and show their loyalty to it, and even identify their identities with the organization's identity. Thus, organizational identity is a tool for providing coherence within organizations, ...
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1- INTRODUCTION
These Days, organizations are heavily looking for members who believe their organization is a good place to work and show their loyalty to it, and even identify their identities with the organization's identity. Thus, organizational identity is a tool for providing coherence within organizations, and interest to it has recently grown in organizations. Lack of employees' belonging to organizations is very dangerous and it reduces their productivity, satisfaction and presence. Given the importance of employees’ understanding of organizational identity, it is needed to be determined that personal thinking and the type of individual perception of the environment are effective in understanding organizational identity and, on the other hand, organizational values should be clarified for employees to help them accept the company. Therefore, the purpose of this study is to investigate the role of mediating organizational socializations in the relationship between locus of control (internal - external) and organizational identity.
2- THEORETICAL FRAMEWORK
Scientists define organizational identity with the sense of employee belonging to the organization, which increases the effectiveness and improves organizational performance.
Rotter (1996) introduced the concept of locus of control based on social learning theory, which currently has one of the most popular studies in psychology. It means that people are controlling their living conditions or events beyond their control. Some schools regard individuals as absolute and some free absolutes, the viewpoint of Islam does not regard man as absolute, but absolute authority. A group that attributes success and failure to their own endeavors or abilities has an internal locus of control, and those who attribute success and failure to environmental external factors such as fortune or luck have an external locus of control. Organizational socialization is a process in which individuals acquire and align with the values, norms, behavioral patterns and regulations of the organization to play a role in the organization, which reduces ambiguity for them, and employees are aware of the expectations that the organization has from them, and give them a more secure feeling. Wen Lee (2013) and Buttgen, Schumann and Atus (2012) concluded that if people had belief in controlling their fate, they would better adapt to the organization's requirements and pursue the organization's socialization agenda with eagerness. In fact, employees with an internal control are more socialized. It is clear that employees who adhere to the organization's rules and adopt to the culture of the organization are more in line with their own goals and values. Wen Lee (2008) also found that employees who have internal control, that is, their own skills, are aligned with the organization's rules, values, and regulations, and can sometimes make changes in the organization and its values.
3- METHODOLOGY
This research is a kind of applied research, and in this research, out of 637 formal and pious employees of Ferdowsi University of Mashhad, 242 people were selected by random sampling as sample size.
Data were collected using three organizational identity questionnaire (Edwards & Peccei, 2007), Locus Control questionaire (Rotter, 1996), and socialization questionnaire (Taormina, 2004). The validity of the construct was confirmed using Confirmatory factor analysis, and the Cronbach's alpha coefficient of the questionnaire is 0.896 for organizational identity, 0.689 for internal control, 0.797 for external control, and 0.719 for socialization.
4- RESULTS & DISCUSSION
In order to analyze the collected data, a structural equation model was used to examine whether there is a simultaneous relationship between the research variables. According to the t-statistic obtained for the relationship between the internal locus control and socialization, which is 8.722, and the statistics for the relation socialization and Organizational identity is 9.505, The first hypothesis is confirmed, since both statistics are larger than 1.96. Also, according to t statistics, socialization can mediate the relationship between internal locus control and organizational identity. Since the t statistic is 0.305 in the path of external locus control and socialization, and is less than 1.96, it can be said that there is no significant relationship between the external locus control and socialization of the university staff, as well as between the external locus control and organizational identity of There is not a meaningful relationship between the mediation of organizational socialization, so the second hypothesis of the research is rejected.
5- CONCLUSIONS & SUGGESTIONS
The results of the first hypothesis showed that socialization mediates the relationship between internal control and organizational identity. In the findings of researchers such as Wen Lee (2013) and Buttgen et al. (2012), the relationship between internal control and socialization has been confirmed, which shows that employees who are trusted in their capabilities are more socialized. There is a meaningful relationship between organizational socialization and organizational identity, as well as the findings of Jianhua (2010), Hatch and Schultz (2002) Riketta (2005) Wen Lee (2013) and Hayashi (2013). That is, employees who are accustomed to the organization's customs and culture have a better alignment between their goals and their values and organization. Wen (2008) showed that employees with an internal locos of control, with precision and planning, can combine their identity with the organization's identity. Regarding the rejection of the second hypothesis, Wen Lee (2013), Buttgen et al. (2012) and Adams and Shea (1978) also reached to similar results, meaning that employees with external control do not see successes and failures as the product of their performance. Managers of of Ferdowsi University are suggested to engage employees in formal and informal sessions to address work issues as well as meeting them to improve organizational identity and strengthen their self-esteem. Since the perception of the future of the job among the staff of Ferdowsi University is low, it is better to give job independence and encourage creativity and innovation among employees so that their attitudes towards the prospects of a job become positive. Training can also be used to strengthen positive-thinking skills in order to shift the external locus of control to internal.
مقالات
mahdi nadaf; hoda purzare; mozhgan bagheri
Abstract
1- INTRODUCTION
Since behavioral and mental disorders cause organizational performance weakening, planning for mental health would lead to personnel mental health and rise of industrial and production development of organization. The more individuals have mental health, the less they are vulnerable. ...
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1- INTRODUCTION
Since behavioral and mental disorders cause organizational performance weakening, planning for mental health would lead to personnel mental health and rise of industrial and production development of organization. The more individuals have mental health, the less they are vulnerable. People with mental health gain more achievement and compensate their personal and social problems. One of the factors affecting mental health improvement is social relationships and particularly interpersonal forgiveness. This factor, as a civic virtue in organizations, has attracted many attention. Moreover forgiveness has been influenced by organizational characteristics. Some researchers have shown organizational justice is one of them.
Considering the fact that preventing lacking effects help people to increase physical and mental well-being and bearing in the mind that individuals spend considerable time of their life in their working places, the purpose of the research is to study the mediating role of forgiveness in the relationship of organizational justice and mental health among Ahwaz Rolling and Pipe Mills Company's employees.
2- THEORETICAL FRAMEWORK
Mental health
The concept of mental health comprises several elements including inner feelings of being good and confidence, self-efficacy, competitiveness capacity, intergeneration dependency and self-actualization of potential intellect and emotion and so on (Riahi, Aliverdi–Nia, & Bani Asadi, 2009).
Interpersonal forgiveness
According to academic communities, forgiveness is somehow ignoring and terminating hate, resentment and anger that stem from injuring, conflict and perceived errors and is defined as a demand to halt punishing and to seek revenge from a mortified person. Although there is no consensus in research literature to delineate forgiveness, the definition of "models and process of containing a behavioral approach" is agreed upon (Cautilli, Simon & Cordova, 2006).
Organizational Justice
Research on organizational justice has got a long history and scholars have presented a variety of classifications. It may be expressed as the study of equity in workplace. Study on organizational justice began by Adam's research on equity theory. He concentrated on perceived fairness of consequences that was distributional justice (Fatemi & Esfahani, 2014).
3- METHODOLOGY
The current research is an applied one by means of purpose and according to data gathering method is a descriptive and correlational one. Statistical population is the employees of Ahwaz Rolling and Pipe Mills Company which consists of around 800 people. In order to get sample by using Morgan's table a number of 260 people is attained. The sampling method is random. Gathering data was conducted through analyzing literature review and field study. To attain model fit and test the hypotheses, structural equation modeling method and the third version of smart PLS were implied.
4- DISCUSSION
To measure reliability, composed reliability and Chronbach's alpha were exploited which both were appropriate proving that the questionnaire is reliable. To designate validity, the average variance exploited is implied and the current research verifies the model goodness of fit.
The quotients of R2 and Q2 criteria were used to examine the structural model fit. The amount of R2 and Q2 for the constructs of forgiveness and organizational justice are 0.246, 0.586 and 0.263, 0.586, respectively. Considering fitness of measurement and structural components of the model, the overall model fit was extracted by index of GOF=0.47 that is the strong fitness of the research model.
5- CONCLUSION AND IMPLICATIONS
Once the T amounts are more than 1.96, the related parameters are significant and the hypotheses are verified (Tenenhaus & Amato, 2010). The significant quotient of the first hypothesis is 22.063 that means organizational justice has got a significant positive impact on forgiveness. The significant quotient of the second hypothesis is 4.814, and when it is more than 1.96, it shows the hypothesis verification and the significant direct impact of organizational justice on mental health. The significant quotient of the third hypothesis is 4.545 that postulates forgiveness has a significant positive impact on mental health. Regarding z-value extracted by Subel test that is 3.36 and above 1.96 it indicates the confidence level of 95 percent the mediating impact of forgiveness in the relationship between organizational jussive and mental health is significant. Furthermore considering VAF test (relationship intensity) by amount of 0.516 demonstrates the strong impact of the mediator variable. According to the resources the quotient above 0.5 is considered strong (Davari & Rezazade, 2013).
For short-run planning it is suggested that managers imply procedural and interactional justice due to relatively low economic costs. In order to implement procedural justice, instructions and procedures should be clear and organizational pays and beneficences must be based vividly on how people received them. To improve employees' mental health, it is recommended managers improve feelings of safety, honor, independence and responsibility to the employees so that they understand fair behavior and then they are expected to perform enthusiastically and whenever necessary, conduct their tasks flexibly.
مقالات
Seeyd Mohammad Tafreshi; ali Hosseinzadeh; mehdi nafti; m abdollahi
Abstract
1- INTRODUCTION
Today, rapid changes in the environment and shortened life cycle of products along with increased competitiveness have led organizations to seek new solutions for survival in the environment. In such circumstances, greater regard for factors such as innovation speed, knowledge sharing ...
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1- INTRODUCTION
Today, rapid changes in the environment and shortened life cycle of products along with increased competitiveness have led organizations to seek new solutions for survival in the environment. In such circumstances, greater regard for factors such as innovation speed, knowledge sharing and knowledge management help companies to adapt themselves to a changing environment and remain competitive. Alis Co. has been an active player in food (beverage) industry for about 15 years. At the beginning, this company was less experienced than its rivals in some aspects and therefore it put greater efforts to attract new customers and maintain its existing customers. The achievement of both goals called for the implementation of a fundamental plan such as using organizational knowledge (knowledge sharing) and taking lead in its industry, which constitutes the main subject of this study. Hence, given the above-discussed points and the paucity of relevant studies in this area, this paper attempts to investigate the effect of knowledge leadership and social capital on innovation speed through the mediating role of knowledge sharing in Alis Co. in the city of Mashhad.
2- THEORETICAL FRAMEWORK
Innovation speed is defined as the time interval between the initial expansion including conceptualization and definition of innovation and final commercialization of a product or service in the market, which reflects the ability of a company to expedite activities in order to obtain competitive edge over rivals in an industry characterized with shortened life cycle of products.
In this paper, five items of rapid formulation of new ideas, production of new products, development of new products, improvement of processes and improvement of management compared to competitors to study innovation speed.
Knowledge leaders consist of official leaders with unofficial authority, who may also have a position of official authority. They are responsible for linking natural barriers to knowledge sharing. In addition, they have a significant impact on knowledge management activities. They utilize knowledge leadership for creating an environment of trust where acquisition and sharing of knowledge are encouraged and essential. To explore knowledge leadership, this paper adopts three dimensions including leadership skills, cooperation with sincerity and knowledge and innovation integration.
Social capital theory posits that social capital is a set of resources embedded in social relations between social actors, which can be considered as a valuable asset that retains the benefits of social actors. In this study, three dimensions including social interaction, trust and shared vision and perspective were adopted for the study of social capital.
Knowledge sharing is the ability to exchange knowledge and encourage creativity, which naturally leads to higher performance of intellectual capacity and intellectual capital in two dimensions of implicit and explicit knowledge sharing. In this study, the latter dimension, i.e. explicit knowledge, has been studied based on sharing reports and administrative documents, sharing reports and official documents collected by members of the organization, collecting administrative documents and reports from others, encouraging members to adopt methods of knowledge sharing, training and development programs and facilitating the use of IT systems.
3- METHODOLOGY
This is an applied research that employs a descriptive and survey method for data collection. The study population consisted of all employees of Alis Co. in the city of Mashhad in the year 2016 (n=1350). Using Cochran formula, a sample size of n=300 was achieved. The questionnaire was a combination of all variables used in previous studies and its content validity had already been approved. The questionnaire was close-ended with a 5-point scale for answers, which ranged from very low to very high. The face validity of questionnaire was assessed by three university professors specialized in marketing and organizational behavior. The construct validity was also evaluated using confirmatory factor analysis techniques by Smart PLS software.
4- RESULTS & DISCUSSION
The results of the study on the first hypothesis, namely the effect of knowledge leadership on innovation speed, suggested that knowledge leadership did not affect innovation speed directly, but it did so through the variable of knowledge sharing. In other words, the main hypothesis, i.e. the indirect effect of knowledge leadership on innovation speed through the mediating role of knowledge sharing, was confirmed, despite the direct effect on knowledge leadership on innovation speed.
Since this is the attribute of an individual intending to play assume the role, it ensures continuous implementation of knowledge management. As for the second hypothesis, given the standard coefficient for the effect of social capital on innovation speed (α=0.796), the significant and positive impact of social capital on innovation speed was confirmed.
With regard to the third hypothesis, given the standard coefficient for the effect of social capital effect knowledge sharing (α=0.446), the positive and significant effect of social capital on knowledge sharing was confirmed. This clearly demonstrated the important role of social capital in knowledge sharing and improvement, implying that interaction based on mutual trust between members encouraged knowledge sharing.
In the fourth hypothesis, considering the standard coefficient for the effect of knowledge leadership on knowledge sharing (α=0.464), the significant and positive effect of knowledge leadership on knowledge sharing was confirmed.
5- CONCLUSIONS & SUGGESTIONS
Researchers recommend to the company under study and other companies to provide the necessary ground for discussion of new ideas so that new venues can be opened up for increasing market penetration. Companies spearheading the production of new and innovative products have been able to absorb new customers and then retain them all way along. It is essential for these companies to improve organizational processes to accelerate innovation and overcome challenges.
In addition, executives of Alis Co. are recommended to set up marketing units for permanent monitoring of the market and customer needs, so that demands are properly identified and opportunities are exploited.
In this way, technological innovations are applied to products, and products and services tailored to the needs of customers are distributed in the market. Moreover, by adopting innovative marketing methods such as developing a creative and innovative brand, acquiring new markets, employing new sale techniques through advertisement and using appropriate distribution channels, products are recognized in the market. Besides, drawing on executive initiatives such as changes in organizational structure and the deployment of flexible structure, these marketing units help improve working environment and the company's overall performance.
Executives should also nurture foresight and a culture of preparedness for the future so that employees feel a sense of ownership and therefore responsibility towards the company. To this end, executives can determine future goals and visions of the company in the presence and in consultation with employees so that their sense of accountability is fostered and they dedicate themselves to exploring opportunities and proposing new ideas.