Seyyed Ali Akbar Afjehi
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.
saied sehhat; Fatemeh Sajadian
Abstract
Human Resource is the most important element in every organization and it can direct a country toward developing goals. Utilizing this valuable wealth in a good way has always been a considerable subject in every society and achieving the goals of development depends significantly upon management ...
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Human Resource is the most important element in every organization and it can direct a country toward developing goals. Utilizing this valuable wealth in a good way has always been a considerable subject in every society and achieving the goals of development depends significantly upon management of this crucial resource. The current research is seeking the relationship between employees’ perception of commitment based human resource practices , job embeddedness and intention to quit. The questionnaires, using simple sampling, were distributed among the branches of Refah Kargaran Bank in Shiraz city, and number of respondents was 144. The hypotheses of this research were approved through the application of structural equation modeling method which used SPSS and SMART PLS softwares. The results show that there is a meaningful relationship among the employees’ perception of commitment based human resource practices, job embeddedness and intention to quit. The mediator role of job embeddedness is also approved
Reza Sheikh; Saeed Aibaghi Isfahani; Ehsan Lotfi
Abstract
Purpose - To promote knowledge about how the process of change and its performance is implemented, and the complex environment in which public organizations operate. Methodology - The combination of three government offices in Mashhad was selected for a case study. This integration was carried out in ...
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Purpose - To promote knowledge about how the process of change and its performance is implemented, and the complex environment in which public organizations operate. Methodology - The combination of three government offices in Mashhad was selected for a case study. This integration was carried out in an environment increasingly complicated by the progressive development of implementing the process. The main method of collecting data was interviewing managers who participated in organizational change. A total of 19 interviews were conducted. Interviews were coded using Atlas.ti software. Findings- Analyzes show that a high degree of complexity of the environment forces public organizations to adopt a planned approach from top to bottom, while the effectiveness of such an approach is limited to the simultaneous change of a complex environment. In addition, the routine change leadership activities is not sufficient to implement a change in a complicated environment. In order to overcome environmental dependence and maintain current trend in change process, public managers must be involved in leadership activities focusing on external environment. Innovation - The hypotheses can be further tested in future research and provides a basis for future research in the field of change management in public organizations. Focusing on the process and not paying attention just to the feedback of the process and the pre-process schema is the distinction of the present research
Seyed Ali Akbar Afjei; Mehdi Yazdanshenas; Fatemeh zargaran khouzani
Abstract
Banking industry is one of the most important service provider industries in Iran. Given the crucial role of human resources and employee behavior in Quality Management Services, the aim of this study is to survey the impact of perceived organizational support, psychological empowerment and leader-member ...
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Banking industry is one of the most important service provider industries in Iran. Given the crucial role of human resources and employee behavior in Quality Management Services, the aim of this study is to survey the impact of perceived organizational support, psychological empowerment and leader-member exchange on organizational commitment and its consequences on the quality of service in the banking industry. This is descriptive, correlational and practical study. Statistical population is all of employees of pasarged bank branches in Tehran and its customers. By Clustering method, 322 employees have been selected and by simple random sampling 322 customers were selected. In this paper Eisenberger perceived organizational support questionnaire, Spreitzer psychological empowerment questionnaire, Liden & Maslyn LMX questionnaire, Allen & Meyer organizational commitment questionnaire and Parasuraman SERVQUAL questionnaire have been used for data gathering. For analyzing data Lisrel and SPSS softwares were used. Results showed that POS, PE and LMX affect OC and have relationship with QOS. A suggestion in human resource development strategies in order to compete in the service sector of the banking industry is that manager should pay more attention to the factors affecting organizational commitment, that is not only creating a reward system. Success of a bank in attracting customers and maintaining them depended on the service that employees provide to customers, hence, the role of employees and their organizational behavior is highlight and providing services quality is one of challenges in organizational behavior and human resources field and is related to organizational commitment, Leadership, perceived of organizational support and psychological empowerment of employees.
Ali Nasre Esfahani; parisa heidari
Abstract
In today's organizations, considering the bureaucracies and the competitive atmosphere that exists, attention to the feelings of people, especially the feeling of jealousy at work is of particular importance. The purpose of this research is to investigate the effect of envy at work on employees' deviant ...
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In today's organizations, considering the bureaucracies and the competitive atmosphere that exists, attention to the feelings of people, especially the feeling of jealousy at work is of particular importance. The purpose of this research is to investigate the effect of envy at work on employees' deviant behavior. This research is applied in terms of purpose and is a survey-descriptive in terms of collecting data. The statistical population of Isfahan Steel Technic Co. employees was used by simple random sampling. To analyze the collected data and to conduct the research, PLS 2.0 software was used. The statistical population consisted of 300 executives and experts of Isfahan Steel Technique Co., and 90 people were evaluated using simple random sampling for analysis. PLS 2.0 software was used for conducting the research. The results indicate that jealousy at work and its components have a positive and significant effect on deviant behavior. Since jealousy at work causes deviant behaviors in the organization and cause damage to the organization's core body, attention to employees' feelings, such as jealousy, is important. Therefore, the organization and management, taking into account the system of proper performance evaluation and considering the equal conditions of each person's performance is properly investigated and the results presented to everyone so that if there is any ambiguity to prevent any behavior that could harm the organization in the future. Management can, by organizing the organization's culture, tell employees that everyone has the ability and skills to compete with others instead of jealousy and move in one direction in order for the organization to succeed. Controlling the sense of jealousy at a reasonable level can be in the best interest of the organization so that employees can compete with each other to increase productivity, and if they do not pay attention to the feeling of jealousy, employees may be in violation of their partner's failure and it leads to the organization's failure to compete.
Habibollah Ranaei Kordshouli; Abolghasem Ebrahimi; Ali Asghar Mobasheri
Abstract
Present study is designed to provide a model for measuring employer brand and measuring employer brand in zarringhazal corporate. literature review of the subject used to estimate the dimensions of employer brand and then attempt to measure the company's employer brand. According to the purpose current ...
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Present study is designed to provide a model for measuring employer brand and measuring employer brand in zarringhazal corporate. literature review of the subject used to estimate the dimensions of employer brand and then attempt to measure the company's employer brand. According to the purpose current study is a developmental and applied research and research design and method of data gathering is Survey/ Descriptive. Needed data gathered with use of customized related questionnaire to the research model from Employees and job applicants of Zarringhazal corporate and the results of Confirmatory factor analysis shows that an employer brand can be measured in five dimensions of economic with Three indicators, Functional with five indicators, social with eleven indicators, developmental with five indicators and messaging with seven indicators. Results of Mean and Standard deviation of answers also shows that in an overall assessment situation of employer brand in Zarringhazal corporate is relatively Appropriate and gets the highest mean in the economic dimension and the lowest in the social.
