Aboalhasan Hosseini; fatemeh jafari bazyar
Abstract
The present research was performed with the aim of expounding the role of talent management on organizational resilience with the role of mediator of knowledge sharing and psychological contract fulfillment in industrial towns of Mazandaran province. This research in terms of purpose, is practical and ...
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The present research was performed with the aim of expounding the role of talent management on organizational resilience with the role of mediator of knowledge sharing and psychological contract fulfillment in industrial towns of Mazandaran province. This research in terms of purpose, is practical and in terms of data gathering method, is descriptive- survey of the type of correlation. The statistical population of this research included all the active companies with more than 50 employees located in Amol, Babol and Babolsar industrial towns to 77 companies which 64 companies have been selected by stratified random sampling method. Data were collected by standard questionnaires with appropriate reliability and validity from top managers or human resources of companies and their talented employees. For data analysis, descriptive statistics and structural equation modeling were used using SPSS and PLS software. The results of the research indicate that talent management has a positive and significant relationship with organizational resilience. Also the results showed that talent management activities have affected the talent's understanding of fulfilling their unwritten expectations by the organization and cause their psychological contract fulfillment. Psychological contract fulfillment also has a positive effect on the attitude and willingness talents for knowledge sharing, and finally, the sharing of knowledge of talents has a significant relationship with organizational resilience.
Ali Babaeian; Firouz Zandi
Volume 23, Issue 75 , September 2014, , Pages 97-114
Abstract
According to Social Exchange Theory, Employees participate actively in social interactions and considering their inputs they expect outputs from these interactions. Employees' exchange in organizations, if interpreted justly, leads to understanding organizational trust and organizational support. ...
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According to Social Exchange Theory, Employees participate actively in social interactions and considering their inputs they expect outputs from these interactions. Employees' exchange in organizations, if interpreted justly, leads to understanding organizational trust and organizational support. One of these interactions is employment relationships. Psychological contract is trying to explain such a relationship between employees and the organization. If employees perceive that the organization has made its promises and obligations, Psychological contract will rise in a way to act as a kind of organizational support which can be considered as a buffer against work and environmental stress. The aim of this study is to investigate the role of psychological contract fulfillment considering cognitive differences and perceived organizational support as mediators for job burnout. The research method is functional, descriptive-survey and is specifically Structural Equation Modeling. The population of this research is Imam-Khomeini hospital nurses, 188 of them were chosen using stratified random sampling. The results indicated good fitting proposed model in which perceived organizational support and cognitive characteristics as mediating variables explain the effect of psychological contract fulfillment in burnout reduction. Research results show that the psychological contract fulfillment has a significant negative relationship with burnout, either directly or indirectly. Fulfilling psychological contract reduces nurses' job burnout and leads to an increase in positive affectivity and perceived organizational support and to reduce negative affectivity among nurses.
