Organizational Behavior
Hadi Teimouri; Ali Asghar Mobasheri
Abstract
Employees mental absent is a negative phenomenon which can make organizations face many challenges in order to achieve a competitive advantage. Therefore, the aim of the this study is to designing a pattern for antecedents and consequences of employees mental absence in Iran. This study conducted using ...
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Employees mental absent is a negative phenomenon which can make organizations face many challenges in order to achieve a competitive advantage. Therefore, the aim of the this study is to designing a pattern for antecedents and consequences of employees mental absence in Iran. This study conducted using the meta- synthesis method as a qualitative research. The results show that the antecedents of employees mental absence in Iran can be studied in to two individual (with two components of attitudinal-perceptual factors and behavioral-functional factors) and organizational levels (with three components of factors related to the nature of the job, factors related to the job environment and the weakness of internal processes of the organization). The findings also indicate that the consequences of employees mental absence in Iran can be mentioned in to two individual (with two components of attitudinal-perceptual consequences and behavioral-functional consequences) and organizational levels (with two components of short-term consequences and long-term consequences).
Organizational Behavior
Shahrzad Kiyanpour; Hadi Teimouri; Ali Asghar Mobasheri
Abstract
Organizational inertia leads to the damage and inefficiency in organizational processes and then the incidence of serious obstacles in the direction of achieving goals at micro and macro levels. Today due to the possibility of this phenomenon occurring in various organizations, and its role as the most ...
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Organizational inertia leads to the damage and inefficiency in organizational processes and then the incidence of serious obstacles in the direction of achieving goals at micro and macro levels. Today due to the possibility of this phenomenon occurring in various organizations, and its role as the most important factor limiting flexibility and preventing the organization from providing a timely reaction and response to daily environmental changes, the importance of deeper identification of the causes affecting the occurrence of this phenomenon and its consequences has doubled. Therefore, due to the lack of a unified and coherent model around the causes and consequences of organizational inertia, the present research aims to systematically review and qualitatively combine the findings of previous studies regarding the issue of inertia in the organization and formulate a single framework of the causes and consequences of the mentioned phenomenon. The results of the present applied research indicate that the causes of inertia in the organization can be studied and investigated in three individual, group and organizational dimensions and its consequences in two individual and organizational dimensions. based on the mentioned cases, at the end of the research, the conceptual model of the organizational inertia was developed and presented.
Hadi Teimouri; Parisa Heidari
Abstract
Nowadays, with the competitiveness of organizations and the increasing complexity, creativity is an important factor for gaining competitive advantage in the global arena and the attention of creative people to achieving creative solutions is of particular importance and in situations where economic ...
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Nowadays, with the competitiveness of organizations and the increasing complexity, creativity is an important factor for gaining competitive advantage in the global arena and the attention of creative people to achieving creative solutions is of particular importance and in situations where economic crises Each organizational entity will be the presence of creative staff as the main organization of the organization and can guide the situation in an appropriate direction. Therefore, it is important to review it. The purpose of this research is to analyze the effect of the loneliness on creativity in the workplace through mediation of job engagement. This research is applied in terms of purpose and in terms of collecting data, survey-descriptive. The statistical population of this research is the staff of the central directorate of Iran Insurance in Isfahan Province. Simple random sampling was used. To analyze the data collected and to test the research hypotheses, PLS 2.0 software was used. The results indicate that the variable of emotional loneliness and social loneliness on creativity in the workplace has a negative and significant effect, and also loneliness in the workplace on creativity has a negative and significant effect through the mediating factor of job engagement.
Hadi Teimouri; Farkhondeh forouzan; Ali Safari
Abstract
The present study aims to explain the model for employees' leisure management at the Workplace using the mix method approach and systematic grounded theory in its qualitative aspect. To this end, besides open interviewing with 16 university experts and managers of the selected hospitals in Shiraz City, ...
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The present study aims to explain the model for employees' leisure management at the Workplace using the mix method approach and systematic grounded theory in its qualitative aspect. To this end, besides open interviewing with 16 university experts and managers of the selected hospitals in Shiraz City, a set of initial themes were collected via open coding process and some categories were extracted. Then, the connection among these categories was determined in axial coding stage under the titles such as causal conditions, the central phenomenon, strategies, intervening conditions, ground conditions, and consequences of leisure management in the framework of coding paradigm. In the selective coding stage, each element of the coding paradigm was explained and the model for employees' leisure management at the workplace was created. The fitness and existing relationship of that qualitative pattern are evaluated with Amos 22 software with structural equation pattern and it is confirmed at the end.
Hadi Teimouri; Arash Shahin; Ali Shaemi Barzoki; Abdoullah Karimi
Abstract
The purpose of this research is to propose a competency-Compensation Assessment System Through Succession Planning. Having reviewed the research literature as well as experts' opinions, the primary model was proposed and then, the final research model was presented using the experts' opinions. The study ...
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The purpose of this research is to propose a competency-Compensation Assessment System Through Succession Planning. Having reviewed the research literature as well as experts' opinions, the primary model was proposed and then, the final research model was presented using the experts' opinions. The study was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat Iran in the qualitative section and experts and managers at various levels of Bank Saderat in the quantitative section. Non-judgmental purposive sampling and random stratified sampling were employed in the qualitative and quantitative sections respectively. In the qualitative section, 17 persons participated in the interview and in the quantitative section, 400 persons participated as the research sample. Tools of data collection were interview and researcher self-made questionnaire. Reliability of the questionnaire was calculated equal to 0.93 and its validity was approved. The results of the survey in the qualitative section illustrate that there are 25 components for competency-oriented compensation system in five dimensions including competency, foresight, flexibility, justice, and comprehensiveness. In the quantitative section, the findings showed that competency has the highest effect on employees' competency-oriented compensation. Likewise, among the secondary components in the subset of competency dimension, "absorption, retaining and development of organization's talents" has the highest effect on employees' competency-oriented compensation system. T-statistic of this component is equal to 11.82 and its path coefficient is equal to 0.8.
Hadi Teimouri; Ali Shaemi; Maryam Zarei
Abstract
According to increase the intensity of competition in the banking sector, retaining existing customers and attracting new customers are very important. Therefore, organizations must have entrepreneurial spirit in the organizational structure and encounter with unstable and dynamic external environment. ...
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According to increase the intensity of competition in the banking sector, retaining existing customers and attracting new customers are very important. Therefore, organizations must have entrepreneurial spirit in the organizational structure and encounter with unstable and dynamic external environment. Intelligent human resources could generate creativity in the turbulent environment and leads to promotion of entrepreneurship in organizations. This study examines the relationship between organizational intelligence and organizational entrepreneurship in branches of Saderat Bank in Isfahan city. To achieve this purpose, the relationship between dimensions of organizational intelligence and organizational entrepreneurship is examined. The study aim is applied and its nature is descriptive. A self-made questionnaire for collecting data to test the hypothesis questionnaire with acceptable reliability and validity have been used. The research population includes experts and managers of different levels of branches in Saderat Bank in Isfahan city. For sampling, the method of stratified cluster sampling volume concluding the five areas of Saderat Bank in the city is used, Therefor, by random sampling, experts and managers of different levels of bank Isfahan. The sample size, based on Morgan table, is equal to 216 cases and 214 completed questionnaires are analyzed. The results of this study show that there is a significant positive relationship between dimensions of organizational intelligence and organizational entrepreneurship in branches of Saderat Bank in Isfahan city.
