Abbas Rasregar; Banafshe Fotovat
Abstract
Start-ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research which is how can build a gamified process in the field of human resources, especially ...
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Start-ups need the application of new management techniques and concepts. Gamification is considered as a useful tool for organizations and this qualitative research answers the main question of the research which is how can build a gamified process in the field of human resources, especially in recruitment section of startups. In this research 12 people are interviewed. These people were experts of human resources and gamification. In relation to primary and secondary themes in the field of gamification design during recruitment process in order to improve the recruitment of proper human force for small and medium startup businesses, 8 primary themes and 21 secondary themes are recognized. 8 primary themes which are effective factors on designing gamified recruitment process for startups are as follows: designing work plan, recognizing the job skills of applicant, examining the job innovation of applicant, developing the technology substructures of organization, characteristics of applicant, recognizing the psychological capital of applicant, recognizing the social capital of applicant, and the applicant`s adjustment ability to job purposes. The final result is a framework for designing a gamified process which is suitable for human resources especially in the recruitment section
Mohammad Dustar; Mohammad Esmailzadeh
Volume 22, Issue 72 , March 2014, , Pages 143-163
Abstract
The purpose of this paper is to examine the effects of organizational justice on employee voice and also their effects on employee performance. Thus, we first described organizational voice and justice and their dimensions. Also, by reviewing the literature we have provided the appropriate assumptions. ...
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The purpose of this paper is to examine the effects of organizational justice on employee voice and also their effects on employee performance. Thus, we first described organizational voice and justice and their dimensions. Also, by reviewing the literature we have provided the appropriate assumptions. Next, we collected data from target community to investigate hypothesis. Data collection tool was a questionnaire and the sample size was 257 employees and faculty members from Guilan university. Then, using exploratory factor analysis we identified the dimensions of organizational justice and voice. Organizational justice was compromised of three dimensions that includes distributive, procedural and interactional justice. Also, it was determined three dimensions for organizational voice that includes acquiescent, defensive and prosocial voice. Then, using confirmatory factor analysis and path analysis technique we examined hypothesis. The results show that the three dimensions of organizational justice has a significant influence on prosocial voice but they have no significant influence on acquiescent and defensive voice. Also, the results show that three types of organizational justice effect on employee performance.