Shirin Mazraeh; Ali Shaemi Barzoki; Ali Safari
Abstract
This paper aimed to examin how employer brand experience formed for talented employees and determine the effect of employee’s expectation and brand promise on forming the employer brand experiences. The statistical population is talented employees who worked in active enterprises of Tehran labor ...
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This paper aimed to examin how employer brand experience formed for talented employees and determine the effect of employee’s expectation and brand promise on forming the employer brand experiences. The statistical population is talented employees who worked in active enterprises of Tehran labor market with mixed research method.This study is applied and survey research which was done with theme analysis from 25 interviews by using Nvivo 10 software and identified expectations, brand promises, and brand experiences from the talented employees point of view. The research hypotheses were tested with path analysis from 437 questionnaires by using SPSS 25 and AMOS 24 software. Results revealed that employees expectations affected either through brand promise, or directly on brand experience. Also job experience affected on brand promise. In the other hand, brand promise affected either through brand experience, or directly on turnover intention. Although brand experience didn’t lead to job persistence, brand promise affected directly on job persistence. The model found that employee’s expectations and employer brand promises had hierarchical structure. The concept of employer brand experience for employee included sum of employer brand images that they could remember from each touch points with organization.
Hadi Teimouri; Arash Shahin; Ali Shaemi Barzoki; Abdoullah Karimi
Abstract
The purpose of this research is to propose a competency-Compensation Assessment System Through Succession Planning. Having reviewed the research literature as well as experts' opinions, the primary model was proposed and then, the final research model was presented using the experts' opinions. The study ...
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The purpose of this research is to propose a competency-Compensation Assessment System Through Succession Planning. Having reviewed the research literature as well as experts' opinions, the primary model was proposed and then, the final research model was presented using the experts' opinions. The study was carried out via mixed methods research. The statistical population included the experts and academic specialists in the field of human resources and senior managers of Bank Saderat Iran in the qualitative section and experts and managers at various levels of Bank Saderat in the quantitative section. Non-judgmental purposive sampling and random stratified sampling were employed in the qualitative and quantitative sections respectively. In the qualitative section, 17 persons participated in the interview and in the quantitative section, 400 persons participated as the research sample. Tools of data collection were interview and researcher self-made questionnaire. Reliability of the questionnaire was calculated equal to 0.93 and its validity was approved. The results of the survey in the qualitative section illustrate that there are 25 components for competency-oriented compensation system in five dimensions including competency, foresight, flexibility, justice, and comprehensiveness. In the quantitative section, the findings showed that competency has the highest effect on employees' competency-oriented compensation. Likewise, among the secondary components in the subset of competency dimension, "absorption, retaining and development of organization's talents" has the highest effect on employees' competency-oriented compensation system. T-statistic of this component is equal to 11.82 and its path coefficient is equal to 0.8.
Ali Shaemi Barzoki; Masoud Kianpour; Fatemeh Shakeri
Abstract
The purpose of this research is tracking the intrapersonal factors that have affect onindividual employee’s engagement in knowledge sharing. The method of this research is mixed method and for qualitative analysis, the data were obtained through in-depth interviews with 30 top and middle managers ...
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The purpose of this research is tracking the intrapersonal factors that have affect onindividual employee’s engagement in knowledge sharing. The method of this research is mixed method and for qualitative analysis, the data were obtained through in-depth interviews with 30 top and middle managers and employees of a public organization and some its affiliated private companies from the Yazd Power Industry. Following open and axial coding, the theoretical model was constructed. According to coding results, a questionnaire was designed and for quantitative analysis was distributed among 248 members of these organizations. After gathering questionnaires, the data of 164 questionnaires were used for analyzing structural equation model(SEM) and determining validity and reliabilityof model by SMART PLS. Results showed validity and reliability of model and also conformity conceptual model with reality was confirmed by goodness of fit index. According to results, the person’s positive attitude to knowledge sharing and one’s overall beliefs, interests, ethos, personality, behavior and also genetic, family and educational specificities influence in creating good feelings about knowledge sharing and leads to willingness to engage in knowledge sharing. By regression analysis, the intervening role of organization department, place, type of work and time of knowledge sharing was confirmed. Totally, this study determined effect of intrapersonal factors in willingness to engage in knowledge sharing by a mixed exploratory approach. So, organizations can improve these factors to increasing contribution in knowledge sharing
