Seyyed Ali Akbar Afjehi
Reza Vaezi; Seyed Naghavi Mir Ali; sara maleki
Abstract
At some points, organizations might have no choice but to attempt to adjust their staff and sack some. Obviously postponement or avoiding such layoffs in emergency times can be a serious threat to the whole well-being and survival of the business, but doing it the wrong way will also lead to bad consequences ...
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At some points, organizations might have no choice but to attempt to adjust their staff and sack some. Obviously postponement or avoiding such layoffs in emergency times can be a serious threat to the whole well-being and survival of the business, but doing it the wrong way will also lead to bad consequences and costs. Hence the purpose of this study is to investigate the perception of justice in process of staff adjustment by remaining employees who survived it and its effects on their intention for quitting their jobs regarding their feeling of being guilty as a meditative variable. This paper is carried out by a descriptive-correlational method in which for collecting data questionnaires were used. To reach our purpose, using simple-random sampling method and Cochran's sample volume determination formula, 342 questionnaires were distributed among remaining staff in a company which produces vehicle parts and had done some layoffs recently. Collected data were analyzed by smart PLS software using Structural Equation Modeling (SEM). Results show that staff's opinions about justice in such adjustments have reverse relationship with their feeling of being guilty; in other words, the more these staff find company's layoffs unfair, more do they feel guilty' and as a result, their tendency & willingness to quit their jobs will increase.
Morteza Mousakhani; Seyed Mehdi Alvani; Ebrahim Mahmoodzadeh; Yasser Alidadi Talkhestani
Abstract
Organizational ambidexterity is defined as the ability of companies to simultaneously explore and exploit. One of the key resources to achieve ambidexterity, is social capital. This study seeks to identify factors influencing the creation of an ambidextrous social capital at defense-industrial organization. ...
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Organizational ambidexterity is defined as the ability of companies to simultaneously explore and exploit. One of the key resources to achieve ambidexterity, is social capital. This study seeks to identify factors influencing the creation of an ambidextrous social capital at defense-industrial organization. In order to achieve this goal, the combination of quantitative and qualitative research methods were used. Initially the focus group was used, and based on its results, a questionnaire was prepared and in the sample of 98, were distributed in the organization. 32 items extracted from the literature an focus group meetings, 3 key competencies, were analyzed using structural equation modeling (PLS-SEM). As a result in the organization, structural social capital with dimensions strong-bonds and weak-ties; cognitive social capital with dimensions values, vision and language (narratives); and relational social capital with dimensions trust, norms and identity were the most important in the studied organization.
Narges Nazarnejad; Esmail Malek Akhlagh
Abstract
bThe present paper, which can be regarded as a kind of philosophical management study, is based on the hypothesis that philosophy and management can interact and thus enhance their ability and effectiveness. Based on this hypothesis, management can provide new subjects for philosophical reflections, ...
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bThe present paper, which can be regarded as a kind of philosophical management study, is based on the hypothesis that philosophy and management can interact and thus enhance their ability and effectiveness. Based on this hypothesis, management can provide new subjects for philosophical reflections, and philosophy can also diversify and deepen the management and organizational studies. The claim of the role of philosophy in the field of management is not limited to managerial and organizational studies, but in this paper, the emphasis is placed on the fact that, in addition to the theoretical sphere, managers who have philosophical insights practically will be wiser, more influential and more successful executives. Ontology, epistemology, and ethics are three branches of the main branches of philosophy. These three branches are defined as independent variables in the present study and their impact on the dependent variable of management has been investigated. In connection with organizational ontology, it has been shown that managers' perception of the kind of existence their organizations have, can affect their perceptions of their organizational mission. The subject of organizational epistemology leads to the conclusion that the branch of epistemology can help managers fill in the existing gaps between knowledge and practice. The most important consequence of organizational ethics is that the managers are the ethics teachers of their organization. The relationship between wisdom and organizational maturity is the last topic discussed in this paper t variables in the present study and their impact on the dependent variable of management has been investigated. In connection with organizational ontology, it has been shown that managers' perception of the kind of existence their organizations have, can affect their perceptions of their organizational mission. The subject of organizational epistemology leads to the conclusion that the branch of epistemology can help managers fill in the existing gaps between knowledge and practice. The most important consequence of organizational ethics is that the managers are the ethics teachers of their organization. The relationship between wisdom and organizational maturity is the last topic discussed in this paper.
Seyyed Abbas Ebrahimi; Mohammad Keshavarz
Abstract
The purpose of this study was to investigate the relationship between emotional deprivation, social companionship and loneliness in organization with wellbeing in work while examining the effect of job control moderator. This study was applied in a descriptive and surveyed manner. The statistical population ...
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The purpose of this study was to investigate the relationship between emotional deprivation, social companionship and loneliness in organization with wellbeing in work while examining the effect of job control moderator. This study was applied in a descriptive and surveyed manner. The statistical population of this study was 212 employees of public organizations of Semnan who were selected through Accessible sampling. Structural equations’ modeling was used to analyze research data with Smart-PLS software. To assess the validity of convergent validity, the software was used and the cronbach alpha was used to fit the reliability, and its coefficient for all research structures was more than 0.7. The results show that emotional deprivation has a positive and significant effect on loneliness in organization, but social Companionship has a negative and significant effect on the level of employee loneliness. The results of the research confirmed the positive and significant effect of loneliness and wellbeing in work. Also, loneliness in the organization mediates the relationship between emotional deprivation and wellbeing, but does not mediate the relationship between social companionship and wellbeing. Nevertheless, job control modifies the relationship between loneliness in organization and sense of wellbeing.
Abbas Ali Rastegar; Behnam Golshahi
Abstract
This study aimed to identify the challenges of relationship between individuals and organization in knowledge based companies and to provide useful strategies in order to eliminate job obstacles of knowledge workers. It is done by an analytical case and qualitative approach and thematic analyses. The ...
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This study aimed to identify the challenges of relationship between individuals and organization in knowledge based companies and to provide useful strategies in order to eliminate job obstacles of knowledge workers. It is done by an analytical case and qualitative approach and thematic analyses. The statistical population includes active managers in companies placed in Tehran technology and science parks. Date gathering were based on a semi structured interview with 10 persons of expert managers by purposive sampling. The results of thematic analyze showed that there are three challenges including individuals, structural and cultural in the relationship between individuals and organization. So in this manner it should be review the policies of relationship setting among individuals and organization. Also it should be designed jobs which are align with knowledge-economy such as professional industrial jobs including; project management, jobs derived from new technology like Nano and biology science, professional service jobs facilitating interaction as advocacy, counselor and jobs absorbed from foreign companies.
Fattah Sharifzade; Behrooz Rezaeemanesh; Amir Hassan Ezzati
Abstract
Due to the importance of organizational culture and its impact on organizational performance, the present article aims to identify and investigate the effect of behavioral, structural and context factors on the institutionalization of an organizational culture based on Islamic values, in order to help ...
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Due to the importance of organizational culture and its impact on organizational performance, the present article aims to identify and investigate the effect of behavioral, structural and context factors on the institutionalization of an organizational culture based on Islamic values, in order to help managers of organizations and executive agencies. This research is an applied research and survey design. Among the staff of the Government Education Management Center, 87 people were tested by simple random sampling method. According to the analysis, it has been shown that in order to institutionalize organizational culture , we are facing to several factors from different levels, it should be achieved with the support of high-level organizational managers and through the integrated management to institutionalize Islamic values in organizational culture. It was also found that leadership in the organization has a huge impact on the institutionalization of an organizational culture based on Islamic values.
