sokhan
Seyyed Ali Akbar
Afjehi
Professor Allameh Tabataba’i University
author
text
article
2018
per
Management Studies in Development and Evolution
Allameh Tabataba’i University
2251-8037
27
v.
87
no.
2018
https://jmsd.atu.ac.ir/article_11135_e3edaa63cec5edfefad7be5e633bd782.pdf
dx.doi.org/10.22054/jmsd.2018.11135
The Sstudy of Effect Perceived Talent Management Strategies on Job Performance with the Mediating Role of Emotional Intelligence
Rahmatollah
Gholipour
Professor of Public Management, Faculty of Management, University of Tehran
author
Mahmoud
Khazaei
MA of Public Management, Faculty of Management, University of Tehran
author
text
article
2018
per
The purpose of this study is to investigate The effect of perception of talent management strategies on job performance by considering the mediating role of emotional intelligence. The population of this research is employees of Iran Khodro Company, The required data obtained by using of questionnaire instrument and random sampling of 379 personnel. Research method In terms of data collection is descriptive-correlational, fpom branch of covariance analysis and Specifically, based on structural equation modeling and and by using of LISREL software were done. The results results of statistical analysis show that 1) Employees' perception of talent management strategies had significant positive effect on the emotional intelligence. 2) emotional intelligence had significant positive effect on job performance. 3) Perception of talent management strategies had significant positive effect on their job performance. Finally, Emotional intelligence play the mediator role in the relationship between employees' perception of talent management Strategies and job performance.
Management Studies in Development and Evolution
Allameh Tabataba’i University
2251-8037
27
v.
87
no.
2018
1
28
https://jmsd.atu.ac.ir/article_8648_e004209d6070b71b9faf92ec4be0fde8.pdf
dx.doi.org/10.22054/jmsd.2017.8648
Impact of Welfare Facilities on Positive psychological Capital
Mohsen
Alizadeh Sani
Business Management, , Department of Business management, Assistant Professor
author
Abolhasan
Hosseini
Business Management, , Department of Business Management, Assistant Professor,
Faculty of Economics and Administration, University of Mazandaran
author
Amir
Tabassomi
Business Management, , Department of Business management, M.A. Student, Faculty
of Economics and Administration, University of Mazandaran
author
text
article
2018
per
At present, after the financial, social and human capitals, psychological capital can be as a source of sustainable competitive advantage for organizations. Positive psychological capital, is a relatively new concept that today enterd in the field of organizational behavior from positive psychology and remembered as a competitive advantage . This capital is expandable and provides good potential for excellence in employee performance. The aim of this study was to investigate the impact of welfare facilities on the promotion of positive psychological capital by quasi-experimental study of positive psychological capital changes in staff, before and after using welfare facilities, by Luthans questionnaire (2007). The population of this study includes employees of National Iranian Oil Company that have used services of Mahmoodabad recreational and training complex in in the first six months of 2016. The results of the random sample (344 people), show that the dimensions of positive psychological capital has increased significantly.
Management Studies in Development and Evolution
Allameh Tabataba’i University
2251-8037
27
v.
87
no.
2018
29
44
https://jmsd.atu.ac.ir/article_8649_2b9b87f01fa0b277b7a7ddad18e1d5e7.pdf
dx.doi.org/10.22054/jmsd.2018.8649
Managerial Skills in Different Organizational Levels
Abbas
Abbasi
Associate Prof.of Musiness Administration, Faculty of Economics, Management, and
Social Sciences, Shiraz University, Shiraz
author
Moslem
Alimohammadloo
Assistant Prof. of Industrial Management, Faculty of Economics, Management, and
Social Sciences, Shiraz University, Shiraz, Iran
author
Zahra
karimi
M.A. Student of Human Resoursce Mangement, Faculty of Economics, Management,
and Social Sciences, Shiraz University, Shiraz, Iran
author
text
article
2018
per
Nowadays, recognizing and applying managerial skills truly target their activities at achieving goals. The aim of this study is to present a model for measuring managerial skills in different organizational levels. Regarding method, this study has a mixed method (using qualitative meta-synthesis method and Delphi method in the first phase and quantitative survey method and its analysis by means of DANP method in the second phase). And, regarding the goal, this is a practical study. In the first phase of the study, all related research published in Iranian and foreign valid scientific databases were studied using meta-synthesis method and the model was confirmed by Delphi. In the second phase, the statistical population was consisted of all managers in South Zagros Oil and Gas Exploitation Company chosen by purposive sampling method. The results of this study shows that the dimensions of team working, technology and problem solving skills have the most importance among top managers respectively; the dimensions of technology, learning and communication skills have the most importance among middle managers respectively, and the dimensions of learning, communication and technology skills have the most importance among first-line managers respectively.
Management Studies in Development and Evolution
Allameh Tabataba’i University
2251-8037
27
v.
87
no.
2018
45
73
https://jmsd.atu.ac.ir/article_8650_d7aec0774a6ff3c4d258dddda03a52de.pdf
dx.doi.org/10.22054/jmsd.2018.8650
The pathology of Groupwork in Iranian organizations
Mahmoud
Jafarpoor
Associate Professor of Management, The Research Institute of SAMT for Advanced
Studies in the Humanities
author
text
article
2018
per
Groupwork” is a series of conscious, united and coordinated efforts of a team in order to achieve a common goal or goals and also synergy is its subsequent; the subject that always has been a social concern and a key issue in the country’s organizations. Hence, the main purpose of the present study is pathology of teamwork in organizations that used the three-branched model including behavioral, structural and environmental pathos for categorizing the pathos. The present study is quantitative regarding to data type, exploratory regarding to objective and practical regarding to result. Statistical community of the research consisted of personnel of an NGO that works in teamwork frames and its activities are performed in groups. Sampling method was random cluster one; the sample size was 384 persons with confidence level of 99% and research instrument was a researcher-made questionnaire. The results showed that pathos in the way of realization of teamwork consist of 48 indexes. Indexes of “lack of performance measuring system”, “lack of teamwork training”, “insufficient understanding of organization work environment”, “unresolved conflicts in group” and “not measurability of objectives” were recognized as the most important pathos and “lack of loyalty between group members and leader”, “formal and uncomfortable environment in group” and “lack of confidence between group members and leader” were recognized as the less important pathos. While there was no significant deference between the view of respondents to structural and environmental pathos with different ages, respondents under 30 years old emphasized on behavioral pathos of teamwork more than other respondents.
Management Studies in Development and Evolution
Allameh Tabataba’i University
2251-8037
27
v.
87
no.
2018
75
100
https://jmsd.atu.ac.ir/article_8651_5691687d683701ec5b976d881dee477b.pdf
dx.doi.org/10.22054/jmsd.2018.8651
Analyzing the Effect of Job Characteristics on Pro-social Rule Breaking Based on the Mediating Role of Self - efficacy of Employees
MirAli
seyed Naghavi
Associate Professor of Public Administration, Allameh Tabataba'i University, Tehran.
author
Abbas
Sabet
Ph.D, Student of Public Administration, Allameh Tabataba'i University, Tehran
author
text
article
2018
per
The main objective of this study is to analyze the effects of Hackman and Oldham job characteristics on pro-social rule breaking based on the mediating effects of self-efficacy of employees. This study is a descriptive survey. The sample consisted of 354 Municipal workers in Shiraz who were selected randomly by class selection method from ten regions of Shiraz municipality. Data collection included three questionnaires: Machiavellian Personality Scale (MPS) (Dahling et al.), Oldham and Hackman Job Motivation Questionnaire and General Self-Efficacy Scale (Bossche and Smit). The results of the tests revealed that task significance, task identity, and job autonomy had a positive significant effect on pro-social rule breaking. The task significance path coefficient (0.25) had the greatest impact on pro-social rule breaking. Task identity (with a path coefficient of 0.24), and job autonomy (path coefficient: 0.14) had the greatest impact, respectively. Skill variety and feedback had no significant effect on employees' pro-social rule breaking. Finally, it can be concluded that job autonomy, task identity and task significance can result in pro-social rule breaking.
Management Studies in Development and Evolution
Allameh Tabataba’i University
2251-8037
27
v.
87
no.
2018
101
126
https://jmsd.atu.ac.ir/article_8652_0aaa800f8fccd06a25be0933f48ea5f0.pdf
dx.doi.org/10.22054/jmsd.2018.8652
The Effect of Organizational Justice on Organizational Citizenship Behavior by Mediating Job Commitment in the Context of Project Management
Hosein
Rahmanseresht
Professor of Faculty of Management and Accounting, Allameh Tabataba'i University,
Tehran
author
Mahdi
Joneidi Jafari
Ph.D. Student of IT Management –School of Graduate Studies, Allameh Tabataba'i
University (ATU) , Tehran.
author
text
article
2018
per
In developing a successful Information Technology (IT) development project today, good IT personnel are crucial. However, just achieving and maintaining their skills is not sufficient; they must contribute to the project in a meaningful fashion, including their supportive activity: organizational citizenship behavior (OCB). However, IT personnel have different motivational factors, informal behavior patterns, and exhibit OCBs different from those in other fields. In addition, projects present a different face than operations in an organization and alter the context of OCBs. This combination leads to a unique setting where the perceptions of equity by IS employees in project teams are unlikely to follow patterns established for functional operations. To determine if perceived equity can lead to desirable attitudes and behavior in this novel setting, we surveyed IS team members of development projects. Data from 141 respondents in projects teams indicated that equity, as measured by perceptions of justice, add to job commitment, which serves as a mediator between the justice and OCBs. Therefore, project leaders must strive to raise people's understanding of equality in the distribution of rewards and behaviors.
Management Studies in Development and Evolution
Allameh Tabataba’i University
2251-8037
27
v.
87
no.
2018
127
146
https://jmsd.atu.ac.ir/article_8653_fa0d8e9b59f34b828217364f196d8cb6.pdf
dx.doi.org/10.22054/jmsd.2018.8653