Mohammad Montazeri; Lili Ferdosipour
Abstract
A factor that can be effective in improving job performance is having a healthy organization with an empowered subset. The purpose of present study is Investigating the effect of organizational health on employee job performance with explaining the mediating role of empowerment. In addition, the theoretical ...
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A factor that can be effective in improving job performance is having a healthy organization with an empowered subset. The purpose of present study is Investigating the effect of organizational health on employee job performance with explaining the mediating role of empowerment. In addition, the theoretical literature and testing the hypotheses of the study have also been reviewed. In the frame of a survey, to select sample from the population including the entire staffs of executive entities of Sirjan city, 274 people were selected as the sample by random stratified method. After questionnaire distribution, for data analyzing was applied in two descriptive and inferential statistics levels. The construct validity was confirmed by factor analysis. Reliability of the instrument was calculated as 0.897 using Cronbach's alpha coefficient. In order to analyze data, statistical tests Parametric tests of t, correlation coefficient and structural equation model were applied by using the software LISREL. The results indicate the presence of a significant relation between organizational health and job performance, between organizational health and staffs empowering, as well as between empowering staffs and job performance of staffs.
Rahmatollah Gholipour; Mahmoud Khazaei
Abstract
The purpose of this study is to investigate The effect of perception of talent management strategies on job performance by considering the mediating role of emotional intelligence. The population of this research is employees of Iran Khodro Company, The required data obtained by using of questionnaire ...
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The purpose of this study is to investigate The effect of perception of talent management strategies on job performance by considering the mediating role of emotional intelligence. The population of this research is employees of Iran Khodro Company, The required data obtained by using of questionnaire instrument and random sampling of 379 personnel. Research method In terms of data collection is descriptive-correlational, fpom branch of covariance analysis and Specifically, based on structural equation modeling and and by using of LISREL software were done. The results results of statistical analysis show that 1) Employees' perception of talent management strategies had significant positive effect on the emotional intelligence. 2) emotional intelligence had significant positive effect on job performance. 3) Perception of talent management strategies had significant positive effect on their job performance. Finally, Emotional intelligence play the mediator role in the relationship between employees' perception of talent management Strategies and job performance.
Mahmoud Reza Esmaeili; Heidar Seidzadeh
Abstract
Employees performance is attractive for managers because of its prominent role in achieving to organization goals and employees health. Job satisfaction is among the variables affecting on performance directly and by mediating role of organizational loyalty. This study was conducted with the aim of studying ...
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Employees performance is attractive for managers because of its prominent role in achieving to organization goals and employees health. Job satisfaction is among the variables affecting on performance directly and by mediating role of organizational loyalty. This study was conducted with the aim of studying the relationship between satisfaction and performance with mediating role of loyalty in Jahad-e Agriculture Organization of Ilam province. This study is applied in terms of goal and descriptive-correlation in terms of research type. Research population was the said organization experts and 240 persons were selected as sample through random sampling. The validity and reliability of questionnaire was confirmed by using of content validity and Cronbach's alpha, respectively. The results of structural equation modeling show that satisfaction directly with the coefficient of 83 hundredths and indirectly by mediating role of loyalty with the coefficient of 62 hundredths has a positive effect on performance. Also, satisfaction has a positive effect on loyalty with the coefficient of 74 hundredths and loyalty has a positive effect on performance with the coefficient of 76 hundredths.
Mohammad Dustar; Mohammad Esmailzadeh
Volume 22, Issue 72 , March 2014, , Pages 143-163
Abstract
The purpose of this paper is to examine the effects of organizational justice on employee voice and also their effects on employee performance. Thus, we first described organizational voice and justice and their dimensions. Also, by reviewing the literature we have provided the appropriate assumptions. ...
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The purpose of this paper is to examine the effects of organizational justice on employee voice and also their effects on employee performance. Thus, we first described organizational voice and justice and their dimensions. Also, by reviewing the literature we have provided the appropriate assumptions. Next, we collected data from target community to investigate hypothesis. Data collection tool was a questionnaire and the sample size was 257 employees and faculty members from Guilan university. Then, using exploratory factor analysis we identified the dimensions of organizational justice and voice. Organizational justice was compromised of three dimensions that includes distributive, procedural and interactional justice. Also, it was determined three dimensions for organizational voice that includes acquiescent, defensive and prosocial voice. Then, using confirmatory factor analysis and path analysis technique we examined hypothesis. The results show that the three dimensions of organizational justice has a significant influence on prosocial voice but they have no significant influence on acquiescent and defensive voice. Also, the results show that three types of organizational justice effect on employee performance.
Iraj Soltani; Rasool Sarihi Asfestani; Hamideh abbasi
Volume 22, Issue 70 , July 2013, , Pages 209-229
Abstract
As employees' deliberate and conscious behavior, organizational behavior has critical influence on their job performance. Hence, their psychological empowerment enables the organizations to have higher flexibility and faster responsiveness toward changes. At the same time, perceived organizational support ...
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As employees' deliberate and conscious behavior, organizational behavior has critical influence on their job performance. Hence, their psychological empowerment enables the organizations to have higher flexibility and faster responsiveness toward changes. At the same time, perceived organizational support implies the employees' perception of the value of their attempts, health, and well-being for the organization.Accordingly, with respect to the importance of these factors in the organizations, the present study examines the effect of the relationship between organizational support and psychological empowerment on job performance with respect to the mediating role of organizational citizenship behavior. . The population of this research, finance and treasury staff supervision department of the Ministry of Economy and Finance, which have a total of 168 cases, the random method used and the population sample through Cochran formula, 117 were obtained. In order to collect survey data, standardized questionnaire and Tsvng Hai (2012) was used. Also, to increase the validity of the opinions of experts and specialists in this field has benefited from the Ministry of Economy and Finance. Using Cronbach's alpha (0.86) was used to determine reliability.In this analysis, the correlation matrix, regression, path analysis and structural equation modeling was performed using the statistical software LISREL. The findings indicate that perceived organizational support (0.11). And empowerment (0.12) alone does not affect job performance. However, OCB as an effective mediator between perceived organizational support (0.38) and psychological empowerment (0.59) with job performance. Organizations benefiting from the results, in the modern world that is constantly changing will be able to outdo the competition
