Organizational Behavior
Marziyeh Dehghanizadeh; Ali Shojaeifard; Sajjad Zarei Pizadani
Abstract
The purpose of current research is to investigate effect of transformational leadership on organizational citizenship behavior: the role of identification, Work engagement, psychological empowerment and Proactive personality. The statistical population of this research is employees of Agricultural Jihad ...
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The purpose of current research is to investigate effect of transformational leadership on organizational citizenship behavior: the role of identification, Work engagement, psychological empowerment and Proactive personality. The statistical population of this research is employees of Agricultural Jihad Organization of Isfahan Province, that With Cochran's formula, a sample of 162 people was selected. research method is descriptive -survey, and the tool for collecting information is the use of the standard questionnaires. Its validity was checked based on factor of confirmatory analysis and its reliability was checked by Cronbach's alpha method and composite reliability. results of the current research show that transformational leadership has a positive and significant effect on organizational identification, Work engagement, and psychological empowerment, therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; However, with the existence of mediating variables of organizational identification, Work engagement and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, Work engagement and psychological empowerment on organizational citizenship behavior have positive and significant, and proactive personality plays a role in the relationship between transformational leadership on Work engagement and organizational identification and It acts as a moderator and cause of strengthens these two relationshipsIntroduction Today, the key to the success of organizations is the creation and development of organizational citizenship behavior among employees. The concept of organizational citizenship behavior in the field of organizational behavior emerged two decades ago and continues to develop. This issue is critical and essential for service organizations, such as the Agricultural Jahad Organization, whose activities depend highly on human resources (Sartika et al., 2020). Organizational citizenship behavior is a preferred extra-role and extra-task behavior of employees that promotes the success of organizations (Gammoh et al., 2021). Therefore, considering the importance of organizational citizenship behavior, it is necessary to conduct more research on the mechanisms that influence it; Therefore, the current research has addressed the issue of whether the relationship between transformational leadership and organizational citizenship behavior may be mediated by the concepts of organizational identification, work engagement and psychological empowerment of the employees of the Isfahan Agricultural Jahad Organization and also whether the proactive personality of the employees of the Agricultural Jahad of Isfahan strengthens the effects of transformational leadership on organizational identification and work engagement or not?Materials and MethodsThe statistical population of this research is employees of the Agricultural Jahad Organization of Isfahan Province (280 people). With Cochran's formula, a sample of 162 people was selected. The research method is a descriptive -survey, and the tool for collecting information is standard questionnaires. The data gathering tools in this research are the transformational leadership standard questionnaire of Afsar et al. (2019), the organizational identification standard questionnaire by Su & Swanson (2019), the work engagement standard questionnaire by Schaufeli & Bakker (2004), the employee psychological empowerment's standard questionnaire of Spreitzer (1995); proactive personality's standard questionnaire of Akgunduz et al. (2018); and organizational citizenship behavior's standard questionnaire of Organ (1988). In order to check the validity of the questionnaires, in addition to the content validity, which management professors and experts confirmed, the validity of the questionnaires was also checked from the index of factor loadings. The reliability of the questionnaires was calculated using the two methods of Cronbach's alpha coefficient and composite reliability and confirmed the reliability of the validity of the research instrument. Discussion and ResultsThe findings of the current research show that transformational leadership has a positive and significant effect on organizational identification, work engagement, and psychological empowerment; therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; however, the existence of mediating variables of organizational identification, work engagement, and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, work engagement, and psychological empowerment on organizational citizenship behavior has positive and significant, and proactive personality plays a role in the relationship between transformational leadership on work engagement and organizational identification. It acts as a moderator and causes of strengthens these two relationships.ConclusionsAccording to the results of this research, it was found that by using the social identity theory, social exchange theory and self-concept theory, the transformational leadership style in the organization increased the employees' perception of the organizational identity and made them feel more attached to their jobs and also the power distance decreased and felt more empowered in his self-concept, and thus these cases increased organizational citizenship behaviors in the employees of the Agricultural Jahad Organization of Isfahan; Therefore, according to the dynamics of the environment, the managers of the agricultural jahad organization should pay attention to the transformational leadership style as one of the best management styles that create and manage changes in the organization and try to manage their employees with this leadership style, and value the development and participation of employees in organizational decision-making and encourage creativity and acceptance of challenges as part of their work so that a sense of purpose is created in people and developed beyond the standards, and as a result, employees also, transfer their ideas and insight to other members.
Mostafa Niknami; Abbas Abbaspour; Mohammad Taghi Taghavifard; Parastoo Asghari
Abstract
The main premise of the present paper is that the former methods for fully enhancing the dimensions of psychological empowerment may not be fully effective in the context of the Corona epidemic. For this reason, the aim of this paper is to model and applied systematically to promote empowerment in times ...
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The main premise of the present paper is that the former methods for fully enhancing the dimensions of psychological empowerment may not be fully effective in the context of the Corona epidemic. For this reason, the aim of this paper is to model and applied systematically to promote empowerment in times of crisis is epidemic. The present study was conducted by mixed method as an explanatory approach. Explanatory approach indicates the precedence of the quantitative method. In this research, first the quantitative points of the research are identified by quantitative data and then more accurate information is obtained based on a qualitative method about the detected domain information.The results showed that the methods of mutual and continuous monitoring (in terms of competence and effectiveness), improving the informal environment (in terms of participation), integration of organizational and individual funds (in terms of the right to choose and participate), developments and interactions at organizational levels (In terms of effectiveness) and upgrading organizational communication knowledge (in terms of sense of participation) will specifically help to enhance the empowerment dimension in the employees of Samt organization in coronary conditions.
Niloofar Habibzadeh Shirazi; Sayyed Mohsen Allameh
Abstract
The purpose of this study was to determine the effect of personal values on burnout with the mediating effect of psychological empowerment with support of Isfahan Gas Company. The research method was descriptive and correlation type. The statistical population of this research was employees and ...
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The purpose of this study was to determine the effect of personal values on burnout with the mediating effect of psychological empowerment with support of Isfahan Gas Company. The research method was descriptive and correlation type. The statistical population of this research was employees and managers of the Gas Company of Isfahan Province, among which 214 people were formed as sample size. Data were collected by questionnaires. The content validity of the questionnaires was approved by the experts. The reliability of the questionnaire was calculated and it was desirable and 0.77. In this research, descriptive and inferential statistical tests were used and software was used for analyzing these tests. According to research findings, personal values have a negative effect on job burnout, emotional exhaustion, depersonalization, and personal performance reduction, and has a positive effect on psychological empowerment. Also, empowerment has a negative effect on job burnout. The role of empowerment mediator in the impact between personal values on job burnout was also confirmed. According to the results of this research, Gas Company of Isfahan Province may increase organizational performance by increasing passion and satisfaction of employees.
Raziyeh Abedini valamdahy; Abdulzahra Naami; Seyad esmaeil Hashemi
Abstract
The aim of this study was designing and testing model of the effect of knowledge motivation characteristic on motivational processes with mediating role of psychological empowerment, promotion regulatory focus and learning goal orientation employees of Khuzestan Steel Co. The statistical population included ...
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The aim of this study was designing and testing model of the effect of knowledge motivation characteristic on motivational processes with mediating role of psychological empowerment, promotion regulatory focus and learning goal orientation employees of Khuzestan Steel Co. The statistical population included employees of Khuzestan Steel Company. A sample of 350 persons was selected through stratified random sampling. Job characteristics (Morgeson & Homphery), learning goal orientation (VandeWalle), Psychological Empowerment (Spreitzer), Promotion Regulatory Focus (Wallace), Goal Generation (Bindel) and Goal Striving (Bindel et al) questionnaires were used. The path analysis method was used through AMOS-23 and SPSS-23 software packages for data analysis. also Preacher and Hayes Bootstrap procedure was used for testing indirect hypotheses in the proposed model. The findings of the study indicated that the proposed model fit the data relatively proper. Better fit and more significant results were obtained by correlating the errors of the two paths proposed AMOS modification indices. The results of the study confirmed direct hypothesis. In the case of indirect relationships, the results showed that all of the indirect hypotheses were confirmed. In addition the result showed that motivational states (psychological empowerment, promotion regulatory focus and learning goal orientation) have an indirect effect on the relationship between knowledge motivation characteristic and motivational processes (goal generation and goal striving). Also, the results showed that knowledge motivation characteristic had the positive effect on Motivational processes and ultimately organizational outputs.
.Saeed Mortazavi; Shamsodin Nazemi; Hamide Parishani Froshani
Abstract
This research seeks to investigate the impact of psychological empowerment in shaping creativity,that may eventually affect employees committment . The population of this study was employees of Khorasan Razavi Gas Company. Sample consists of the 170 employees, who were selected through stratified sampling. ...
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This research seeks to investigate the impact of psychological empowerment in shaping creativity,that may eventually affect employees committment . The population of this study was employees of Khorasan Razavi Gas Company. Sample consists of the 170 employees, who were selected through stratified sampling. Data were collected through questionnaires and its validity was confirmed through face validity by experts and construct validity through confirmatory factor analysis. The reliability was confirmed by Cronbach\'s alpha coefficient greater than 0.7 for all variables. Data analysis was performed using structural equation modeling and using AMOS software. The results showed that there were significant effects from psychological empowerment on creativity and organizational commitment and creativity plays a role of mediator in the relationship between psychological empowerment and organizational commitment.
Abbas Abbaspour; Morteza Badri
Volume 24, Issue 79 , March 2016, , Pages 73-100
Abstract
The purpose of this study was "Relationship between psychological empowerment and Effective factors of the productivity of human resources. This study was a descriptive study that was conducted in manner correlation and the type of target, was applications And the survey was used for gathering data. ...
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The purpose of this study was "Relationship between psychological empowerment and Effective factors of the productivity of human resources. This study was a descriptive study that was conducted in manner correlation and the type of target, was applications And the survey was used for gathering data. all facilities department staff of different branches of Bank Melli of Mash’had were chosen randomly as the sample. The data were collected by the Spreitzer’sstandard psychological empowerment questionnaire with a 92% reliability coefficient as well as the Goldsmith’s Effective factors of productivity of human resources standard questionnaire with a 93% reliability coefficient.The data were also analyzed by the Pearson’s correlation test, linear regression analysis, and T-test. The results show that psychological empowerment and Effective factors of productivity of human resources have a positive and significant relation (52%) and based on the findings, the psychological empowerment predicts a 30% of productivity for human resources among the staff. As can be suggested by the results, the factor impact as one of the psychological empowerment components with a β= 46% has the most meaningful effect on the Effective factors of productivity of human resources with a 5% level. The positive coefficient suggests that the higher the factor, the higher the productivity for human resources. It is recommended that organizations apply the different methods for the psychological empowerment creation and reinforcement to improve the productivity of human resources and ultimately the organizational productivity.
Sanjar Salajeghe; Rostam Pour Rashidi; Mahmoud Mousaei
Volume 22, Issue 72 , March 2014, , Pages 99-118
Abstract
Today, knowledge is considered a valuable and strategic resource as well as an asset and organizations need to do knowledge management in its best in order to succeed. One factor that can help organizations in successful implementation of knowledge management is the use of powerful forces in the organization. ...
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Today, knowledge is considered a valuable and strategic resource as well as an asset and organizations need to do knowledge management in its best in order to succeed. One factor that can help organizations in successful implementation of knowledge management is the use of powerful forces in the organization. The purpose of this study is analysis of psychological empowerment and its relationship with knowledge management in Jam Petrochemical Company selected as a sample.This study is a combination of correlation and description studies. The population includes employees of Jam Petrochemical Company (818 people), from which 263 people were selected by simple random sampling. To collect data, two questionnaires of psychological empowerment and knowledge management were used. Reliability was calculate through Cronbach's alpha coefficient and the data were analyzed by SPSS software.Test results of correlation test show a significant relationship between psychological empowerment and its components with knowledge management. The results of multiple regression test imply that apart from the impact (excluded from the regression model), autonomy had the most significant effect and meaning had the least effect on knowledge management.
Iraj Soltani; Rasool Sarihi Asfestani; Hamideh abbasi
Volume 22, Issue 70 , July 2013, , Pages 209-229
Abstract
As employees' deliberate and conscious behavior, organizational behavior has critical influence on their job performance. Hence, their psychological empowerment enables the organizations to have higher flexibility and faster responsiveness toward changes. At the same time, perceived organizational support ...
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As employees' deliberate and conscious behavior, organizational behavior has critical influence on their job performance. Hence, their psychological empowerment enables the organizations to have higher flexibility and faster responsiveness toward changes. At the same time, perceived organizational support implies the employees' perception of the value of their attempts, health, and well-being for the organization.Accordingly, with respect to the importance of these factors in the organizations, the present study examines the effect of the relationship between organizational support and psychological empowerment on job performance with respect to the mediating role of organizational citizenship behavior. . The population of this research, finance and treasury staff supervision department of the Ministry of Economy and Finance, which have a total of 168 cases, the random method used and the population sample through Cochran formula, 117 were obtained. In order to collect survey data, standardized questionnaire and Tsvng Hai (2012) was used. Also, to increase the validity of the opinions of experts and specialists in this field has benefited from the Ministry of Economy and Finance. Using Cronbach's alpha (0.86) was used to determine reliability.In this analysis, the correlation matrix, regression, path analysis and structural equation modeling was performed using the statistical software LISREL. The findings indicate that perceived organizational support (0.11). And empowerment (0.12) alone does not affect job performance. However, OCB as an effective mediator between perceived organizational support (0.38) and psychological empowerment (0.59) with job performance. Organizations benefiting from the results, in the modern world that is constantly changing will be able to outdo the competition
Volume 20, Issue 62 , September 2010, , Pages 37-59
Abstract
As human beings have learning abilities and can acquire knowledge through discovery and making mistakes, and also have the power to create concepts and sights, organizations also possess the same abilities. With the current vast and fast development of information technology in this ...
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As human beings have learning abilities and can acquire knowledge through discovery and making mistakes, and also have the power to create concepts and sights, organizations also possess the same abilities. With the current vast and fast development of information technology in this century and clear and cryptic competition in the world, the importance of organizational learning and psychological empowerment is felt increasingly. Therefore, in this research the effect of organizational learning on psychological rehabilitation ofemployees of the Deputy for the State Treasury and Expense of the Ministry of Economic and Property Affairs was surveyed. To evaluate organizational learning factors, Nife Model Standard questionnaire, and to survey Psychological empowerment Mirsha and Sprinter Model Standard questionnaire were applied. The statistical methods used in this research are Kolmogruf- Smirnoff Test, correlation Coefficient on sample t test, liner regression and Friedman Test. The results achieved indicate that organizational learning has influence on psychological empowerment of the employees (competency sense, self-organizational sense, effective sense,meaningful sense of occupation and trust sense).This results can act as a basis for organizations to compose the suitable human resource management strategies regarding organizational learning and psychological empowerment of employees, in this ever-changing world
