Gholam Reza Tavakoli; mohammad mohammad zaheri; Javad Aghazadeh Habashi
Abstract
In many organizational interactions,the employee and the organization have different understandings of the obligations of each party and how to fulfill their obligations.Divergence of these perceptions can lead to misunderstandings,conflicts and even breaches of contract.The main purpose of this study ...
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In many organizational interactions,the employee and the organization have different understandings of the obligations of each party and how to fulfill their obligations.Divergence of these perceptions can lead to misunderstandings,conflicts and even breaches of contract.The main purpose of this study is to "provide a framework for stabilizing the employee-organization relationship,studied:Snapp".This research is applied-developmental in terms of purpose and mixed method in terms of approach and descriptive-survey in terms of data collection method.The statistical population used in this study were Snapp managers and experts in middle and senior levels and the sample size was 15 Snapp organizational experts.To select these people,targeted sampling and snowball sampling methods were used.In this study,interpretive structural modeling(ISM) and MICMAC analysis were used to identify the criteria and explore the relationships between them,After studying the literature and conducting in-depth semi-structured interviews with the sample size.Findings of the study showed the extraction of six components "employee characteristics,cultural characteristics,structural factors, governance model, policy rationality and environmental context" in a four-level ISM graph. Environmental contexts and policy rationality were identified as the most effective components and employee characteristics as the most impressive component in stabilizing the relationship between the employee and the organization.
Milad Bakhti; mohsen Torabi; Aryan Gholipour
Volume 21, Issue 66 , January 2012, , Pages 25-46
Abstract
With an emphasis on the role of social capital as one of the most important intangible assets in modern organizations, the present study aims to add to the literature in this area and help managers to create and maintain this in their organizations. Specifically, the study has aimed to develop and fit ...
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With an emphasis on the role of social capital as one of the most important intangible assets in modern organizations, the present study aims to add to the literature in this area and help managers to create and maintain this in their organizations. Specifically, the study has aimed to develop and fit a model that considers the employees’ perceived organizational support as one of the major sources for creating social capital and highlights the importance of organizational citizenship behavior as a mediator. To this end, 192 employees from Telecommunication Infrastructure Company of Iran (TIC) were randomly selected to participate in the study. The applied research methodology is survey design and specifically the research is based on Structural Equation Modeling. The results indicated favorable fit for the model that considers organizational citizenship behavior as a mediator that explains the impact of perceived organizational support in creating social capital. Based on the results of this model, the employees who conceive of their organization as supportive help improve the social capital through displaying citizenship behavior in the organization.
