Alireza Bahrami; Rasool Sarihi Asfestani
Abstract
Success in competitive world requires the ability to develop trust-based relationships and is considered to be its key component. Accordingly, organizations and employees need to both be reliable and trust each other. And, organizational commitment is also an important occupational and organizational ...
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Success in competitive world requires the ability to develop trust-based relationships and is considered to be its key component. Accordingly, organizations and employees need to both be reliable and trust each other. And, organizational commitment is also an important occupational and organizational attitude which has been given the prime attention by the researchers of organizational behavior field. On the other, perceived organizational support indicates the employees’ perception regarding the extent of organization’s attention to their attempts, health, and peace. Hence, with respect to the importance of these factors in organizations, the present study examines the relationship between organizational trust, organizational multidimensional commitment, and perceived organizational support. Sample of the study consisted of the headquarters staff of deputy of financial supervision and bursary of the Ministry of Treasury and Economic Affairs (N=175). Stratified random sampling was applied and the sample size was gained as 120 employees based on Cochran’s formulae. To collect data, Clip Siwat et al (2012) questionnaire was used. Also, to enhance the validity of the questionnaire, the feedback from the elites of the field and experts of Ministry of Treasury and Economic Affairs were used. Chronbach’s alpha (0.84) was employed to determine the reliability of the questionnaire. Here, data analysis was carried out by means of correlation matrix, multi-regression equations, and SPSS. Results indicated that organizational trust (0.83) and perceived organizational support (0.653) Relationship organizational commitment And, organizational trust has significant Relationship on perceived organizational support (0.75). Exploiting these results organizations will be able to overcome their rivals in the modern ever-changing world.
Ali Shaemi; Ali Safari; Samaneh Salimian
Volume 24, Issue 78 , December 2015, Pages 17-32
Abstract
This study has been done with the aim of determining the effect of financial and nonfinancial compensation satisfaction on employee engagement considering mediator role of perceived organizational justice. The research statistical population included eight hundred sixty two Isfahan Municipality employees. ...
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This study has been done with the aim of determining the effect of financial and nonfinancial compensation satisfaction on employee engagement considering mediator role of perceived organizational justice. The research statistical population included eight hundred sixty two Isfahan Municipality employees. Three hundred fourtheen persons were selected as the research sample by stratified random sampling. The required data was obtained through questionnaire. In this regard, ُُstandard questionnaire has used to measure organizational justice and emloyee engagement, and self- made questionnaire has used for evaluation compensation system satisfaction. SPSS software was used to describe the research data. Also, testing of structural equations model were performed using PLS software. The hypothesis test results showed that financial and nonfinancial compensation satisfaction have effect on organizational justice. Nonfinancial compensation satisfaction have effect on employee engagement. But the impact financial compensation and organizational justice on employee engagement was not confirmed. Also, the mediating role of perceived organizational justice on effect of nonfinancial compensation on employee engagement was confirmed.
Jafar Torkzade; Fatemeh Abdsharif
Volume 24, Issue 78 , December 2015, Pages 33-64
Abstract
The aim of this research was to predict the readiness for organizational change based on staff perceptions of organizational structure type with the mediating role of organizational integrity in a state bank. This study, in terms of its goal is applicable and in terms of methods is descriptive and correlation. ...
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The aim of this research was to predict the readiness for organizational change based on staff perceptions of organizational structure type with the mediating role of organizational integrity in a state bank. This study, in terms of its goal is applicable and in terms of methods is descriptive and correlation. Required data gathered using questionnaires and survey method. Statistical population consisted of the whole staff of all branches of this bank in Shiraz. Using Cluster sampling method 201 people were selected among them. The research tools included four scales; Organizational Structure Types questionnaire, organizational integrity scale, and researcher-made questionnaire of organizational readiness for change, after estimating the reliability and validity, questionnaires were distributed and gathered. For the analysis of research data Lisrel 8.54 and structural equation modeling test were applied. Results indicated that hindering organizational structure was a negative and significant predictor of organizational integrity and it also was a negative and significant predictor for organizational readiness for change. Moreover, Results suggest that enabling organizational structure is a positive and significant predictor for organizational readiness for change with the obvious mediating role of organizational solidarity.
Behrooz rezaeemanesh; Jafar Abbaspour
Volume 24, Issue 78 , December 2015, Pages 65-88
Abstract
A vast number of published studies in the field of humanities and social sciences have suggested that the mastery of all aspects of a problem to a large extent is not impossible. Hence it is important to combine research and use a systematic review and meta-analysis. This paper, using meta-analysis method ...
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A vast number of published studies in the field of humanities and social sciences have suggested that the mastery of all aspects of a problem to a large extent is not impossible. Hence it is important to combine research and use a systematic review and meta-analysis. This paper, using meta-analysis method and Comprehensive Meta-Analysis Software (CMA2), aggregated the findings of 10 articles. Meta-analysis results indicated that , Quality of work life and organizational commitment relationship has average correlation(mean effect size 0/413). Among the dimensions of quality of work life, quality of work life was strongly correlated with The Social Relevance of Work Life (0/382), the Opportunity for Continued Growth and Security (0/322), Total Life Space (0/318).
Mohammad Rahim Rahnama; Omid Ali Kharazmi; Fateme Beygi Nasrabadi
Volume 24, Issue 78 , December 2015, Pages 89-108
Abstract
Job demands (consisting of challenge demands and hindrance demands) are significant antecedents of job engagement. The aim of this study is to evaluate the impact of challenge demands and hindrance demands on job engagement and determining the most effective indicators of challenge demands and hindrance ...
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Job demands (consisting of challenge demands and hindrance demands) are significant antecedents of job engagement. The aim of this study is to evaluate the impact of challenge demands and hindrance demands on job engagement and determining the most effective indicators of challenge demands and hindrance demands. Data were collected from 80 employees of Vice Chancellor for Planning and Development of Municipality of Mashhad by questionnaire. Descriptive data analysis and structural equation modeling were used. The results showed that challenge demands affect on job engagement positively and hindrance demands affect on job engagement negatively. Other results show that time urgency affect on challenge demands more than other factors and organizational politics effect on hindrance demands more than other factors. In addition the results also show that in the scope of study job engagement and challenge demands level is more than moderate and hindrance demands level is moderate
Davood Hossin Poor; Mohammad Abdollahi
Volume 24, Issue 78 , December 2015, Pages 109-126
Abstract
This study aimed to identify the impact of human capital on entrepreneurial behavior of the knowledge-based companies and was performed in Science and Technology Park of Tehran University in 1393. The survey population was 64 managers of knowledge-based companies, and according to Morgan table the sample ...
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This study aimed to identify the impact of human capital on entrepreneurial behavior of the knowledge-based companies and was performed in Science and Technology Park of Tehran University in 1393. The survey population was 64 managers of knowledge-based companies, and according to Morgan table the sample size was 56 individuals. Method of data gathering is based on two standard questionnaires to measure research variables. Data analysis was conducted in two parts: measurement model and a sturtural part. In the measurement model, the technical charactersitics of questionnaries inculuding reliability, validity, convergent and divergent validity were examined and necessary amendments were adopted. In the structure, the structure coefficients of the model were used to evaluate research hypotheses. Results indicate a positive and significant impact of human capital and its dimensions on the entrepreneurial behavior of the firms. It was conclude that human capital is a potential source of competitive advantage for knowledge-based companies. Which eventually led to the development of these companies and also enhance the situation of entrepreneur in these firms.
Hossin Damghanian; Laleh Jamshidi; Tahereh Maghsoodi
Volume 24, Issue 78 , December 2015, Pages 127-150
Abstract
The purpose of this study was to investigate the impact of resilience on job burnout. This is a descriptive correlational study clearly based on the structural equation modeling (SEM). The participants of this study were 234 primary worker of Gas Company of the Markazi Province that were selected via ...
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The purpose of this study was to investigate the impact of resilience on job burnout. This is a descriptive correlational study clearly based on the structural equation modeling (SEM). The participants of this study were 234 primary worker of Gas Company of the Markazi Province that were selected via random method. Participants completed the Resilience Inventory (by Conner and Davidson, 2003) and the Job Burnout Inventory (by Maslach and Jackson(MBI),1986) Reliability and validity of these questionnaires was obtained. Results of the Pearson correlation showed that all resilience components and job burnout components are mutually correlated with each other (P<0/01(. Implementing structural equation modeling (SEM) for relationship between job burnout and resilience tests, we found that the proposed model has a good fit and job burnout is well explained by resilience. Also all of the model path coefficients were significant.
