Ali Safari; Ali Nasr Isfahani; Rosa Eydizadeh
Abstract
The Current study aims at investigating the effects of organizational pride and analyzing some of the consequences thereof among the employees of Khuzestan Regional Electric Company. In this study, cooperative behavior, commitment to customer service, psychological attachment, hubristic pride, deviant ...
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The Current study aims at investigating the effects of organizational pride and analyzing some of the consequences thereof among the employees of Khuzestan Regional Electric Company. In this study, cooperative behavior, commitment to customer service, psychological attachment, hubristic pride, deviant behavior and organizational narcissism, as the variables influenced by organizational pride, were studied. The statistical population of the research were the employees of Khuzestan Regional Electric Company encompassing 715 people among which 280 employees were selected by stratified sampling method according to the number of employees. To test the research hypotheses, content and construct validity of the questionnaire were examined to verify the validity of the questionnaire and Cronbach’s alpha was used to determine the questionnaire reliability. The results of testing the hypotheses demonstrated that organizational pride has a significant effect on the following variables: cooperative behavior, 0.81, psychological attachment, 0.94, commitment to customer service, 0.51, organizational narcissism, 0.38 and deviant behavior, 0.29.
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.
