mohammad reza fallah
Abstract
The purpose of this study is to provide a framework for reproduction of social capital in the workplace, to analyze the qualitative results of researches carried out in the field of social capital and its decline in the organization to create solutions for the reproduction of social capital. The emphasis ...
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The purpose of this study is to provide a framework for reproduction of social capital in the workplace, to analyze the qualitative results of researches carried out in the field of social capital and its decline in the organization to create solutions for the reproduction of social capital. The emphasis of this research is on the reproduction of social capital, the application of the method of extension, which is one of the overarching methods, along with the foundation's analysis of the data. According to this approach, after compilation of research questions, initial search and refinement of resources related to the issue of social capital between 2010 and 2019, 356 sources were found, out of which 93 sources were selected and analyzed using the Strauss and Corbin Foundation (1990) was coded. The result of coding is the extraction of 11 sub-categories and the six main categories in relation to reproduction of social capital in the workplace. The results show that the categories of reproduction of social capital in the workplace in the context of causative causation include behavioral capacity building and normative co-operation, in the dimension of the intervening factors including perceived individual and perceived value, in the dimension of the field factors including organizational and environmental adaptation and in the dimensions of the strategies including structural and social strategies. According to the results of this research, the reproduction of social capital in the workplace creates a variety of individual, organizational and social implications
Mahdi Dehghani Soltani; Mahdi Joneidi Jafari
Abstract
Most of the frontline jobs put a lot of pressure on employees, because employees are in constant demand of managers and customers. Scholars believe psychological capable employees can overcome this challenge. This paper examines the mediating effect of psychological capital on work engagement, well-being ...
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Most of the frontline jobs put a lot of pressure on employees, because employees are in constant demand of managers and customers. Scholars believe psychological capable employees can overcome this challenge. This paper examines the mediating effect of psychological capital on work engagement, well-being and control at work. This study was conducted using a descriptive-survey research method with a sample of 828 employees of Mellat Bank, using a questionnaire and through structural equation method. The results of the research show that: (1) there is a significant relationship between work engagement and psychological capital. (2) Psychological capital plays the role of mediator between work engagement and well-being and control at work. (3) The results indicate that banks for providing customer orientation services, should put a program for recruiting and employing high psychologically staff, since they are vigorous and absorbed to their work and will promote well-being and control their work.
Tayyebeh Amini; Majid Nasiri; Parviz Saeidi; Ebrahim Aabbasi
Abstract
The turmoil in the business environment has led to unpredictable changes that, on the one hand, have created new opportunities to gain value and, on the other hand, have hampered companies' competitive advantages and, in some cases, led to their disappearance. In such an environment, successful organizations, ...
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The turmoil in the business environment has led to unpredictable changes that, on the one hand, have created new opportunities to gain value and, on the other hand, have hampered companies' competitive advantages and, in some cases, led to their disappearance. In such an environment, successful organizations, especially knowledge-based companies, seek to use strategic entrepreneurship, that is, taking advantage of current competitive advantages and discovering innovations that determine future competitive advantage, as a key factor in achieving success. The need for strategic management and entrepreneurship activities simultaneously in the form of strategic entrepreneurship leads to a significant impact on the success of the company, the development of competitive advantages, effective allocation of resources in proportion to current and future activities. This research has used the meta-combined method to explain and identify the indicators of strategic entrepreneurship which has led to the identification of 70 codes, 16 concepts and 6 categories and has leveled them using the interpretive structural modeling method. It has been the case that environmental factors at the fourth level, organizational factors, economic factors and innovative factors at the third level and individual and social factors at the second level and entrepreneurial opportunities and capabilities at the first level.
Ali Falsafi; Gholamreza Memarzadeh; Seyyed Mehdi Alvani; Mohammad Mousakhani
Abstract
Attention to its undeniable role in advancing human and organizational goals of modern societies is obvious, as in all societies, there is a special emphasis on the relationship between man and correctly with good morals and human dignity in all levels. In Iran, in accordance with paragraph 6 of ...
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Attention to its undeniable role in advancing human and organizational goals of modern societies is obvious, as in all societies, there is a special emphasis on the relationship between man and correctly with good morals and human dignity in all levels. In Iran, in accordance with paragraph 6 of Article 2 of the Constitution, human dignity is part of the belief system, par tenets, such as monotheism, prophet hood and resurrection has been introduced. Also in the first paragraph of the general policies of the country's administrative system institutionalization of organizational culture based on Islamic values and human dignity and respect for the human and social capital has been mentioned. The aim of this study is to provide a comprehensive model of human dignity in Iran public organizations; This research approach, is a combination of research (qualitative and quantitative). So as to design the meta-synthesis of qualitative research methods Sandelowski and Barroso and to test a confirmatory factor analysis method are used. After assessing the validity and reliability of meta-synthesis method and the opinions of specialized experts, explaining the model was possible. In order to test the final design of 218 employees and managers, in one of the state agencies stratified sampling were selected and analysis was performed using LISREL software. As a result, dimensions, elements and indicators were validated in the model of human dignity.
Iraj Soltani; Bahrami Reihaneh
Volume 20, Issue 62 , September 2010, , Pages 163-193
Abstract
maturity individually, procedurally and organizationally. Based on the studies conducted on organizational maturity at individual, procedural and organizational levels, a brief reference can be made to the following eight components taken as their signs and finding: 1. Sustainable ...
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maturity individually, procedurally and organizationally. Based on the studies conducted on organizational maturity at individual, procedural and organizational levels, a brief reference can be made to the following eight components taken as their signs and finding: 1. Sustainable Organizational Development, 2. Increased Productivity 3. Organizational Excellence and Development, 4. Employees Excellence, 5. Customer-Related Excellence, 6. Competitive Advantage, 7. Organizational Agility and 8. Increased Organizational Adaptability.The present work was conducted with the aim to measure the effect of organizational maturity on each of the above eight components at Mobarakeh Steel Company in 2010. In this study a statistical population comprising Mobarakeh Steel Company managers and professionals, 95 in number and a sample of 76 people were selected randomly based on the Morgan table. An inventory was developed to measure the effect of organizational maturity on maturity components. Having collected the data, the researcher analyzed the data using SPSS, Minitab, T-test and Tukey Posttest. The results indicated that the effect of individual maturity on organizational excellence was 47.86 %, the effect of procedural maturity 49.36 % and the effect oforganization maturity was 49.44 %. A study of reliability and internal validity of the test revealed that the reliability of the inventory was 0.921.
Hadjar Moeini Shahraki; Jafar Torkzadeh; Mehdi Mohammadi; Mohsen Khademi
Volume 21, Issue 66 , January 2012, , Pages 165-193
Abstract
The aim of this study was survey of relationship between organizational structure types and administrators' power resources at ShirazUniversity's administration division. Tow Scales were used: Organizational Structure Types (Torkzadeh & Mohtaram, 2011) and Power Resources Identification (Torkzadeh ...
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The aim of this study was survey of relationship between organizational structure types and administrators' power resources at ShirazUniversity's administration division. Tow Scales were used: Organizational Structure Types (Torkzadeh & Mohtaram, 2011) and Power Resources Identification (Torkzadeh & Moeini, 2010). Validity and reliability of scales were Assessed. Research Sample were 243 persons. Results showed: 1) The dominant organizational structure Type in the research scope was enabling structure. 2) dominant power resource was reward and the lowest was information; differences were significant. 3) the ranks of administrators' using power resources was as follows: reward, environmental dominance, expert, referent, coercive, ethic, legitimate, culture and information. 4) enabling structure was a significant positive anticipant of environmental dominance, expert, referent, ethic, legitimate and information power resources and it was a significant negative anticipant of reward, coercive and culture power resources. hindering structure was a significant positive anticipant of reward, coercive and culture power resources and it was a significant negative anticipant of other mentioned power resources.
Alireza Shahraki; Somayeh Ghasemifard
Volume 21, Issue 64 , August 2011, , Pages 167-193
Abstract
Change is one of the major challenges that organizations face with in this competitive area. Organizations deal with changes in different aspects such as customer demand variations, technological innovations and instability of the environment. In order to adapt to this turbulent and ...
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Change is one of the major challenges that organizations face with in this competitive area. Organizations deal with changes in different aspects such as customer demand variations, technological innovations and instability of the environment. In order to adapt to this turbulent and volatile market, organizations should attempt to change their priorities, strategic visions and their traditional models. For that reason, in the past few decades, the manufacturing realm has taken a rather new orientation toward a manufacturing paradigm called agility. Agility as the 21stcentury’s paradigm is the organization’s ability to exploit the opportunities brought about by the occurring changes. Numerous researches have taken place in association withthis winner strategy, its evaluation and ways of making organizations agile. However, what has not taken much attention is weather getting to an agile state is vital and inevitable for organizations in the globaleconomic system. In this paper, environmental variables of Baspar Sazeh Company were identified as the agility drivers. Then, employing the fuzzy approach, the importance weights, and performance rate of drivers were aggregated; thereby an agility index was obtained enabling the agility-need-level of manufacturingcompanies to be evaluated.
Saeedeh karimi; Jahanyar Bamdadsoofi; Peyman Meirab
Volume 20, Issue 61 , April 2010, , Pages 167-191
Abstract
As the power of the seller has shifted to the buyer today, organizationsare realizing that competing with cheaper, better or different productsis not sufficient, and competitive advantage cannot be achieved bydifferentiating products alone, but through enhanced customerrelationship . At the same time, ...
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As the power of the seller has shifted to the buyer today, organizationsare realizing that competing with cheaper, better or different productsis not sufficient, and competitive advantage cannot be achieved bydifferentiating products alone, but through enhanced customerrelationship . At the same time, customers are experiencing lowswitching costs and could easily redirect their loyalty from onecompany to another.In this research, for CRM assessment, a CRM score card consisting offour parts (substructure, process, customer, and organizationperformance) was utilized. After identifying the CRM assessmentfactors, a questionnaire was applied to confirm the effectiveness ofeach factor in CRM assessment of Iran Khodro Company (IKCO), tobe used in structured interviews with experts and managers; theresults indicated verification of these factors. In the subsequent step,the present situation of IKCO in CRM implementation was evaluatedwith regard to the identified factors. Finally gap analysis wasperformed to identify the factors that created the gap between thepresent and desired situation. Identification of effective factors inCRM assessment, evaluation of the CRM present situation of IKCO,and gap analysis, are the most important outputs of this research.
Zahra Gholami; Mahdi Yadollahi
Abstract
The present study aims to investigate the effects of complementary information technology resources on organizational capabilities, strategic goals and performance (Case Study: auto parts manufacturing companies in Tehran province). The methodology of the research was applied in terms of the purpose; ...
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The present study aims to investigate the effects of complementary information technology resources on organizational capabilities, strategic goals and performance (Case Study: auto parts manufacturing companies in Tehran province). The methodology of the research was applied in terms of the purpose; also, according to the time of the research, it was a cross-sectional study; and in terms of data collection, it was among quantitative studies. The method of the research was descriptive-correlational. The statistical population in this research included all CEOs of auto parts companies in Tehran province (417 employees). Using Random-cluster sampling method, 200 employees were selected as the sample size using the Cochran formula. in this research, standard questionnaires have been used. The results of the research showed that Strategic goals affect the financial performance of the company; Organizational capabilities (operational, research and development, and marketing) affect strategic goals; also, IT resources have a positive and significant effect on organizational capabilities (operational, research and development and marketing), respectively. Finally, suggestions are provided in accordance with the research results.
Abbas Abbaspour; Ahmad Aghazadeh; Amin bagheri kerachi
Volume 21, Issue 69 , January 2013, , Pages 171-217
Abstract
In this age of chaos, a small change can make a big impact. For change management in this chaotic environment, Methods and other traditional paradigm is not appropriate. Thus, the higher education system needs to forms of agility. The aim of this study is to answer the following question: What are the ...
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In this age of chaos, a small change can make a big impact. For change management in this chaotic environment, Methods and other traditional paradigm is not appropriate. Thus, the higher education system needs to forms of agility. The aim of this study is to answer the following question: What are the Agility indices in the universities? .The method of the present research is grounded theory. this research defineded Agility indices as follows: agility drivers, agility capabilities ,agility providers, agility Outcomes. Therefore, The findings of this research indicates that a agile University to fulfill their responsibilities, must identify agility drivers and To deal with these drivers ,acquire this agility competencies (intelligece and masttering change ,being a solutions provider, being knowledge - driven, innovation, speed and flexibility) and enablers (organization, technology, agile people, culture, partnering).
Abdolhamid Hajipour Shoushtary; Masoud Saffari Ashtiani
Volume 23, Issue 73 , May 2014, , Pages 175-199
Abstract
scientific management, requires the application of appropriate technology tools to process data to improve decision making and enhance the performance of employees. Business Intelligence provides suitable solutions, advance tools and technology to prepare suitable strategy to achieve competitive advantages ...
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scientific management, requires the application of appropriate technology tools to process data to improve decision making and enhance the performance of employees. Business Intelligence provides suitable solutions, advance tools and technology to prepare suitable strategy to achieve competitive advantages and timely and intelligent decisions in order to assist managers.The present research considered the relations between business intelligence and psychological empowerment of the Sepah Bank employees of the city of Tehran. The research is considered as practical one and done through the surveys method; and its statistical society consist the experts and directors of the Sepah Bank in Tehran.The questionnaire of the research consisting of a closed method of five variations (questionnaire of BI made by researcher and the standard questionnaire form of psychological empowerment of Weteen and Cameroon) considering reliance, meaningfulness, consequence, self efficacy and self determination. The reliability of the questionnaire according to Cronbach’s alpha coefficient 82/1 and 90 and the validity of them is obtained %70.The amount of 224 persons from the experts and directors of the Sepah Bank being selected for the study by the suitable sampling method where analyzing information consisting of description statistical method and comprehensive Piarsoon method.The research shows that there is a significant relation between business intelligence and dimensions of five variations of psychological empowerment. The reliance determined as the grade 1,self determination grade 2 ,personal consequence grade 3, self efficacy grade 4 and finally the meaningful dimension grade 5
Volume 20, Issue 63 , January 2011, , Pages 183-201
Abstract
Novel approaches such as "Business Process Management” (BPM)have been taken seriously nowadays, by most industrial sectors due tothe role they can play in increasing organization productivity.Accordingly, in order to avoid wasting valuable resources, and evenmore importantly, to protect the organization ...
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Novel approaches such as "Business Process Management” (BPM)have been taken seriously nowadays, by most industrial sectors due tothe role they can play in increasing organization productivity.Accordingly, in order to avoid wasting valuable resources, and evenmore importantly, to protect the organization against potential hazardsof BPM implementation, we must make sure of the organization’sreadiness for its successful implementation. The purpose of this studywas to present a framework for the assessment of BPMimplementation readiness in such organizations. This case study,carried out on Tehran Regional Electric Company (with a statisticalsociety of managers and experts on different levels of thatorganization) was a 'developmental' and 'applied' study since first thekey factors for BPM success were identified, integrated, anddeveloped; and then on the basis of these factors the final frameworkwas presented. T-student techniques, ANOVA (Variance analysis),Chi square, and Friedman tests were used for the hypothesis testing.Finally, findings demonstrated that the company didn’t have enoughReadiness for BPM implementation.
Alireza Koushkie Jahromi; Moein Abdolmohamad Sagha; Saeed Zarandi
Abstract
The current study aims to present a typology of alignment of the employee mistakes types’ and learning from them with the internal marketing approach. The authors review the literature and in-depth overview of the theoretical foundations in the area of employees' mistakes and how to learn from ...
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The current study aims to present a typology of alignment of the employee mistakes types’ and learning from them with the internal marketing approach. The authors review the literature and in-depth overview of the theoretical foundations in the area of employees' mistakes and how to learn from them with an internal marketing approach in organizations. And then, based on the mutual orientation of the internal marketing matrix and combining it with employee mistakes typologies have achieved an analytical framework. Finally, the Delphi method has been used to inform the opinions of the experts to measure the correctness of the framework. Experts who were human resource experts and scholars were selected by the Purposive sampling method. The findings showed that stretch and sloppy mistakes are in line with transactional marketing methods, in such a way that stretch mistakes with energising and sloppy mistakes are associated with code-breaking. On the other side, the aha-moment and high-stakes mistakes are in line with relational marketing methods, in such a way that there are aha-moment of diffusing and the high-stakes mistakes with authorising. Considering the findings of the consensus of the experts, it can be concluded that there is an alignment between different types of employee mistakes and internal marketing approaches.Introduction Employee mistakes should not be observed as events to be disregarded or unseen but as chances for creative learning. Such a direction is viewed to positively affect learning and act of and inside organizations (Harteis et al., 2008). According to the review of existing literature on people's mistakes and their role in the domestic market, it has been determined. Therefore, in this research, we try to strengthen the literature in this field. The aim of the current research is a typology of mistakes by examining internal issues. In the following, the theoretical literature of the research was carefully described, and the background of the research was made by examining the most up-to-date research and internal research related to the current research topic from reliable databases. Then, the current research methodology is discussed, and the findings and conclusions are presented. The research's main question is: Is there alignment between the types of mistakes of employees and internal stakeholders? Literature ReviewEmployee mistakes Palmer et al. (2010) describe a mistake as "actions of oversight or commission by individuals or groups of individuals, performance in their organization functions, that create surprising harmful consequences with an included social cost." Like this, employee mistakes can damage organizational performance (Naveh et al., 2015; Palmer et al., 2010). 2.1.1. Learning from MistakesMistakes are frequently recognized as an annoying side effect of human learning, though they can be a valuable experience resource empowering learning if acknowledged. We cannot learn from mistakes if we do not agree to take them (Kucharska, 2021). 2.1.1.1. Mistake ToleranceWhile organizations take success as confirmation of current organizational knowl-edge, defeats, and errors call it into question (Weinzimmer & Esken, 2017). Internal MarketingTo et al. (2015) described internal marketing as "observing employees as internal clients, seeing jobs as internal goods that satisfy the needs and wants of these clients while dealing with the organization's purposes." MethodologyThe current research method is one of the survey methods, the Delphi. Delphi is a systematic method or approach in research to collect opinions from a group of experts on a topic or a question.ResultsAccording to the results obtained from the literature review and the consensus of the experts, it was found that stretching and sloppy mistakes are aligned with transactional marketing methods; in this way, stretching mistakes are aligned with energetic learning and sloppy mistakes with decoding learning. On the other hand, it was found that momentary and risky mistakes are aligned with relational marketing methods; In this way, momentary mistakes are aligned with distributed learning, and high-risk mistakes with empowerment-based learning. These cases are summarized in the table below . Discussion A learning-centric culture of mistakes tolerance might not rise in those organizations which induce staff to shirk or even hide errors. In order to finally start a learning procedure, the acting individual has to experience concern for the event. Many events are considered errors (Harteis et al., 2008). Alsinnovativeart learning from errors is one of the important belongings of innovative organizations (Khorakian & Jahangir, 2018). In the present research, the Delphi working group was held in two rounds to reach a consensus. In the first round, the respondents scored the items based on their agreement or disagreement with them, and in the second round, they revised their opinion based on the average of the opinions of the first round. The results of the experts' consensus at the end of the second round are reported below.Conclusion According to the consensus of experts, there is an alignment between different types of employee mistakes and internal marketing. Based on the results, it is suggested that organizations use the internal marketing approach to allow their employees to make mistakes and welcome their mistakes by creating a culture of acceptance of mistakes and by using relational and transactional internal marketing methods (according to the type of mistake) Creating a space to facilitate learning from mistakes.Discussion and Resultswe identified and prioritized the consequences of BD in 7 major Category including: 1-process 2-people 3-product 4-physical evidence 5-promotion 6-place 7-price. And Challenges of BD in 4 Category including: 1- Ethical and privacy issues 2- Management and financial issues 3- Technological, human and organizational challenges 4- Data reliability and data accessConclusionsOn the demand side, there has been a massive transformation in consumer behaviour. Consumers have become more experienced, independent and irrational due to changes in their values, lifestyles and demographic patterns. This has forced the supply side to shift from mass marketing to personalized marketing through the rules of market segmentation. The production process has also become more consumer centric. Furthermore, as a sign of a new era in ICTs, concepts such as big data, IoT and AI have recently gained significant importance in many sectors because the developments in ICTs have accelerated worldwide. Tourism is one of the important fields that use these concepts and will also be influenced to a great extent. Such changes will occur in the “P”s of tourism and hospitality marketing on the supply side and consumer behaviour on the demand side. As for the retransformation of tourism and hospitality marketing, new forms of “P”s can be explained as below: First, tourism products and services will be redesigned with the help of ICTs. Products and services will become more destination-oriented and smart destinations will be the core of tourism products and services. Second, the ability to use information technology and develop more technology-oriented products and services will be an indicator of pricing and value. Third, the place where all purchasing and transactions to be handled will become much more virtual. Finally, the promotion will also be more virtual-centric, where consumer decision-making can be influenced by the experience of other consumer peers and more personalized communication channels will be part of online or virtual marketing.
Management
Alireza Mohammadi bajgan; Mohammad Montazeri; Yousef Ahmadi
Abstract
This research was carried out by analyzing the theme and interviewing 22 university professors and shipping experts on the southern line of Iran. During the coding process, 436 codes, 130 sub-themes, 18 main themes and 6 core themes were extracted and their characteristics in shipping on the southern ...
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This research was carried out by analyzing the theme and interviewing 22 university professors and shipping experts on the southern line of Iran. During the coding process, 436 codes, 130 sub-themes, 18 main themes and 6 core themes were extracted and their characteristics in shipping on the southern line of Iran using MAXQDA2020 software were detected. The results showed that: managerial and behavioral conflicts, structural conflicts, environmental conflicts (extra-organizational) and personal conflicts of employees as causal conditions are among the main causes of intergenerational conflicts in Iran's southern shipping line Company. And the solutions and strategies provided by the experts are effective communication, culture building, incentives and conflict management, which are based on the background conditions, which were: organizational culture and structure, employee challenges, rules and regulations, and the weakness of the evaluation system. The performance of employees must be implemented. Also, among the facilitating factors such as: the creative role of personnel in order to reduce and eliminate negative conflict, outsourcing to private sectors, etc. as facilitating factors in this research can make the implementation of solutions easier and speed up.
Organizational Behavior
Mahdi Alizadeh; Ziba Feizy
Abstract
Organizational Grit is a new concept of positive psychology and characteristic of successful people worldwide. Organizational Grit expresses enthusiasm to achieve long-term organizational goals. However, there needs to be more understanding about the lived experience of Organizational Grit. In this research, ...
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Organizational Grit is a new concept of positive psychology and characteristic of successful people worldwide. Organizational Grit expresses enthusiasm to achieve long-term organizational goals. However, there needs to be more understanding about the lived experience of Organizational Grit. In this research, the phenomenological method was used to describe the lived experience of this phenomenon. The statistical population of this research was the judicial staff of Kurdistan Province. In this research, first, based on the questionnaire of Southwick and his colleagues, people with Grit were identified. Then, with the non-random-targeted sampling method, an in-depth interview was conducted with eight people. The findings of the qualitative analysis showed that the essence of the experience of organizational strength consists of four main themes: Organizational Grit as an active personality with sub-themes of innovation, patience, flexibility, learning, optimism, self-confidence, and risk-taking. Moreover, healthy thinking; Two: Organizational Grit as work spirituality with the sub-themes of God's satisfaction, God's people's satisfaction, honesty, piety, politeness, ethics, fairness and work conscience; Three: Organizational Grit as work endurance with the sub-themes of perseverance, pursuit, effort courage, decisiveness, being committed, accuracy, authority and foresight, Four: Organizational Grit as a general problem solver with the sub-themes of problem analysis, expertise, responsibility, service-oriented, realization of justice, citizen rights, result-oriented and solving judicial cases. Understanding the lived experience of organizational Grit can facilitate the organization's movement toward achieving its goals.IntroductionGoal pursuit is ubiquitous in our everyday life. Goals can keep us going and provide something to aim at; they guide our actions, big and small. Indeed, goal pursuit can be considered the cornerstone of human behavior (Milyavskaya& Werner, 2021). In connection with this subject, A newly defined personality trait called “grit” has been attracting the interest of scholars in recent years. Duckworth et al. defined grit as a personality trait of perseverance of effort and consistency of interest for long-term goals and suggested Grit as a valid predictor of long-term success shared by the most prominent leaders in every field (Suzuki et al., 2015).People adopt different behavior patterns in the way of motivating their long-term goals. Some people are steadfast and continue their efforts despite various issues and challenges (Arco Tirado et al., 2018). High-performance people have special attitudes and behaviors that differentiate them from others, and this capability has been proposed as organizational strength (Fernandez-Martin et al., 2020). Considering the importance of organizational Grit and the research gap in this field, this research investigates the lived experience of people with Grit in the judiciary using the phenomenological method. It seeks to answer the following main question:What does organizational Grit mean from the point of view of judicial staff? Literature ReviewThe studies of Duckworth and his colleagues in 2005 also showed that a large part of people's success is explained by their ability to be Grit in addition to intelligence (Guerrero et al., 2016). In other words, pursuit, effort, and interest, which indicate Grit, are distinguished from intelligence and talent and are equally critical in achieving success (Duckworth et al., 2015). Grit is in the intra-individual field and expresses the necessary capacity to regulate individual behavior and emotions to achieve goals (Shechtman et al., 2013). Duckworth and his colleagues define Grit as a non-cognitive parameter of individual abilities to pursue long-term goals without changing interests or goals along the path that leads to desirable outcomes (Duckworth et al., 2012).People with high and low Grit are distinguished only in situations of failure or difficulty. Difficulty is necessary for the distinction of having or not having Grit. (Lucas et al., 2015). People with Grit have a positive view of the work environment, see failure as a success for learning, and have long-term goals (Wagner & Ruch, 2015). When faced with difficult problems, these people do not give up easily and have perseverance and stability in the face of changing directions (Duckworth et al., 2007). Because they have positive emotions and expectations, they have more continuity and continuity in doing their work (Ginti, Brindle, 2015). People with Grit are conscientious and highly motivated (Meriac et al., 2015). They are conscientious, reliable, organized, diligent, and self-controlled (Duckworth & Seligman, 2005). People with Grit have the capacity and ability to self-regulate and enjoy doing the task until the end of the work - not for the reward - (Kohen, 2014). In addition, people with Grit are self-efficacious and optimistic (Kraft & Duckworth, 2015). MethodologyIn this research, the philosophy of interpretive research, inductive research approach, phenomenological research strategy and qualitative research method were used, and the data collection method was interview. The phenomenon of organizational Grit is an individual variable, and in its investigation and analysis, it should be addressed from an individual lens. In this regard, first, in the Kurdistan Province Justice Research Society, the Organizational Grit Questionnaire of Sutwick and his colleagues (the attached questionnaire) was distributed, then the people who had an average score of 4 or higher (out of 5 points) were identified as people with Grit and then with Non-random-targeted sampling method, in-depth interviews were conducted with 8 people (according to Table 1). The phenomenological approach is to study how the phenomenon is described by humans and their experience through the senses. The experience and interpretation of the phenomenon is the focus of phenomenological research (Mohammadpour, 2017). In order to deeply understand and understand the phenomenon of organizational Grit, this research deals with the lived experience of people with Grit. Discussion and ResultsQualitative data analysis showed that the lived experience of organizational Grit includes four main themes and thirty-two sub-themes as follows:Organizational Grit as an active personality with sub-themes of innovation, patience, flexibility, learning, optimism, self-confidence, risk-taking and healthy thinking.Organizational Grit as work spirituality with the sub-themes of God's satisfaction, God's people's satisfaction, honesty, piety, politeness, ethics, righteousness and work conscience.Organizational Grit as work endurance with the sub-themes of perseverance, follow-up, hard work, decisiveness, being committed, accuracy, authority and foresight.Organizational Grit as a general problem solver with the sub-themes of problem analysis, expertise, responsibility, service-oriented, realization of justice, citizen rights, result-oriented and solving court cases. ConclusionThe results of the research showed that the lived experience of organizational Grit indicates having four main themes, and according to these four themes, organizational Grit can be described as follows:Organizational Grit means having the characteristics of an active judicial personality (innovative, flexible, learning, optimistic, self-confident, risk-taking, patient and healthy thinking), which with the approach of work spirituality and righteousness (pleasure of God, satisfaction of God's people, honesty, piety, politeness, ethics, right-mindedness and work conscience) and the presence of work perseverance (persistence, follow-up, effort, decisiveness, commitment, accuracy, authority and foresight) in order to solve public issues and litigation (problems, expertise, responsibility) acceptable, service-oriented, realization of justice, citizenship rights, result-oriented and solving court cases).In general, the phenomenon of organizational Grit is common in some dimensions such as personality traits, having work endurance and problem solving (result realization), but in this research, work spirituality makes it different from other definitions and is proposed as an innovation in the definition of organizational Grit. AcknowledgmentsThe researchers consider it necessary to express their appreciation and gratitude to all the judicial staff of Kurdistan province who helped them in conducting this research.
Organizational Behavior
Mahdi Alizadeh; Masoud Shariati; Parviz Noroozirad
Abstract
Organizational democracy situation in which the organization gives its employees the opportunity to participate in the organization's management and provides the conditions for participation in organizational decisions. Considering the diversity of the concept of organizational democracy, this research ...
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Organizational democracy situation in which the organization gives its employees the opportunity to participate in the organization's management and provides the conditions for participation in organizational decisions. Considering the diversity of the concept of organizational democracy, this research seeks to understand and interpret this phenomenon with a phenomenography approach. The data collection method is field and interview tool is used. The community of participants of the research was the employees of the Social Security Organization, which was sampled by the maximum diversity method and 32 employee were interviewed. Based on the analysis of the research findings, it was determined that there are eight methods of experiencing democracy in the organizational environment, which include: Thriving, realization of public will, power to change the process, rule of law, professional ethics, employee empowerment, collaborative decision-making and responding to clients. Based on research findings, descriptive classes in five levels of personal development (Thriving and empowerment), process-oriented (participatory decision-making and the power to change the process), culture-oriented (rule of law and professional ethics), organizational management (realization of public will) And society-oriented (answering to clients), which is a sign of the existence of structural and hierarchical differences in addition to their semantic differences.
Human Resource Management
Farideh Anvari; MirAli Seyyed Naghavi; Hossein Aslipour; Saeed Zarandi
Abstract
The emergence of Platform Businesses (PBs) has caused a conflict of interest between traditional and new economic players, so, based on the public interest theories to establish justice, the need for government intervention through regulation is highlighted. The research purpose is to extract regulatory ...
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The emergence of Platform Businesses (PBs) has caused a conflict of interest between traditional and new economic players, so, based on the public interest theories to establish justice, the need for government intervention through regulation is highlighted. The research purpose is to extract regulatory challenges and solutions to the PBs in the field of labor relations. The participant's community includes all the stakeholders of the PBs, 24 of which were selected by snowball sampling, and semi-structured interviews with labor relations experts, academics in legal, economic, and regulatory fields, managers, and workers of transportation platforms were conducted. Thematic Analysis method was used to answer the questions. Results showed 8 main categories of labor relations challenges, which are Ambiguity in the concept of PBs; Market failure and the necessity of government intervention; Ambiguity in how to regulate; Necessity of amending the labor law and creating a special law of PBs; Reducing the bargaining power of platform workers; Weakness of HR systems; Weak social protection of platform workers' rights; Domination of the capitalist system. Also, five solutions were extracted. The fifth scenario -participation of all stakeholders in regulating the labor relations of PBs - was proposed to the practitioners and policymakers.
ali moftakhar
Volume 2, Issue 8 , March 1993, , Pages 101-119
Mohammad Reza Karimi Alavijeh; Seyyed Mohamad Sadiq Es-haghi; Mohammad Mahdi Ahmadi
Abstract
In the past, most of the companies in service industry were using consumer-based approach in branding. This approach is mainly based on advertising to build powerful brand and underestimate the role of employees in branding. Lately, a new approach was developed in which employees play an important role ...
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In the past, most of the companies in service industry were using consumer-based approach in branding. This approach is mainly based on advertising to build powerful brand and underestimate the role of employees in branding. Lately, a new approach was developed in which employees play an important role in branding. This approach is mainly shaped by internal brand management (IBM), employees’ commitment to the brand (BC) and brand citizenship behavior (BCB). The aim of this study is to investigate the factors which affect on formation of brand citizenship behavior. This approach has attracted less attention in Persian literature. This is an applied research in term of goal, and also descriptivecorrelative approach in data collection. Statistical population includedall employees of ASIA insurance company in Tehran that 154 selected through Convenience sampling method. To test the hypotheses, structural equation model through Lisrel 8.8 were used. Our results show the relationship between IBM and BCB, job satisfaction and BCB, IBM an employees’ brand trust. But in contrast to the previous researches, there is no relationship between IBM and BC, and BC with BCB neither. Finally, recommendations are presented to managers.
abolghasem ebrahimi; amin rudani
Volume 20, Issue 60 , April 2009, , Pages 125-136
Abstract
Electronic banking is a crucial product of the Internet and information technology. The importance of electronic banking increases day by day due to growing economic relations between countries. Man tends to develop simpler methods and mechanisms, and this encourages to revise our financial and economic ...
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Electronic banking is a crucial product of the Internet and information technology. The importance of electronic banking increases day by day due to growing economic relations between countries. Man tends to develop simpler methods and mechanisms, and this encourages to revise our financial and economic activities and try to innovate new methods to facilitate bureaucratic processes within the banking system. However, founding an electronic society, in addition to completing infrastructures and updating the software basis, requires creating a new culture. Hence, identifying characteristics and needs of the people using this electronic society may be very important in encouraging individuals to enjoy advantages of electronic banking. This research intends to make a survey into demographic characteristics of clients and the inclination toward electronic banking. Regarding the nature of the research, a descriptive research methodology was used and the data gathering was performed through distributing inventories. To gather data the inventories were distributed and samples were selected randomly. 400 inventories, including the questions, were distributed among clients of Bank Persian in Karaj County, and 262 clients of the bank were chosen as the population determining the sample size. The research results show there is a relation between sex and electronic banking, and as well between marital status and electronic banking. In addition, findings of the research show the existence of a relation between the age, education, income and occupation of the people and their inclination toward using electronic banking.
seyed abbas musavi
Volume 7, Issue 25.26 , March 2000, , Pages 127-140
Abstract
In the begining of third millennium new generation of learning organizations have emerged. These organizations have applied new instruments and also used previous genernation instruments ...
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In the begining of third millennium new generation of learning organizations have emerged. These organizations have applied new instruments and also used previous genernation instruments more effectively. New learning organizations are more successful in competivite world and enable to achieve thier missions. By using various sources, we try to define these organizations and deiscribe thier instruments in past, present and future.
Volume 4, Issue 13.14 , August 1994, , Pages 127-140
Abstract
In the beginning of third millennium new generation of learning organizations have emerged. These organizations have applied new instruments and also used previous generation instruments more effectively.
New learning organizations are more successful in cornpetivite world and enable to achieve their ...
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In the beginning of third millennium new generation of learning organizations have emerged. These organizations have applied new instruments and also used previous generation instruments more effectively.
New learning organizations are more successful in cornpetivite world and enable to achieve their missions. By using various sources, we try to define these organizations and describe their instruments in past, present and future.
adel azar
Volume 7, Issue 27.28 , March 2000, , Pages 129-146
aadel azar; ahmad tolangi
Volume 5, Issue 20 , February 1996, , Pages 131-150
