abolfazl tajzadeh namin
Volume 19, Issue 59 , September 2009, , Pages 27-46
Abstract
The informational sources and channels play an important role in the process
of tourist's decision making at different travel phases. Therefore in the meanwhile of reviewing the literature, at the first step, the informational sources and channels being used by tourists before travel departure phase, ...
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The informational sources and channels play an important role in the process
of tourist's decision making at different travel phases. Therefore in the meanwhile of reviewing the literature, at the first step, the informational sources and channels being used by tourists before travel departure phase, were identified through distribution of 98 questionnaires. Then at the next step, after travel phase, 480 questionnaires were distributed among tourists. Afterward, in the meanwhile of summarizing the information relevant to the personal characteristics and travel and situational characteristics, the necessary analysis related to the relationship of informational sources and channels, regarding the above mentioned characteristics. were accomplished. Also the significant differences between the informational sources and channels, at the before and after travel phase, by using SPSS software and Chi-square and Wilcoxon tests, were investigated.
Organizational Behavior
Yasaman Modaresi; Mir Ali Seyd Naghavi; Habib Roodsaz; Iman Raeesi Vanani
Abstract
In today's digital world, organizations are looking for changes in appearance, thinking, and performance to remain competitive. Digital transformation is a tremendous transformation that cannot be avoided, and organizations must prepare themselves to face it. This research aims to identify the soft components ...
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In today's digital world, organizations are looking for changes in appearance, thinking, and performance to remain competitive. Digital transformation is a tremendous transformation that cannot be avoided, and organizations must prepare themselves to face it. This research aims to identify the soft components of digital transformation that are very important and vital and to design the resulting model. The statistical population of this research in the first part was the existing articles in this field, which were selected by purposeful sampling. In the second part, the statistical population was formed by the managers and experts of the Ministry of Communication and Information Technology, and 14 people were selected by the purposeful sampling method and through the snowball method. The tool used in this study was MAXQDA software. First, using the theme analysis of the background of the research, the desired components were extracted and used in the design of semi-structured interview questions. The research findings identified six overarching themes, 44 organizing themes, and 185 basic themes of soft digital transformation, and the resulting network of themes has been drawn. IntroductionOver the past few decades, global industries have faced technological changes that, in addition to creating opportunities such as greater flexibility, reactivity, and product customization, have created various challenges such as change. Fast technology has also increased complexity and changed customer expectations and legal requirements (Rachinger et al., 2018). Digital transformation injects digital technology into all aspects of an organization, including its business processes and culture (Techbeacon, 2020). Transformation in the digital age is not related to technology alone and is more related to organizational agility. This means that organizational culture plays a fundamental role in the digital transformation of businesses (Shirazi et al., 2021). In response to the question of why digital transformation has become a necessity in today's world, it is enough to mention that the implementation of digital transformation can guarantee the organization's survival or, in a better case, stabilize the organization's market share.Moreover, it can increase organizations' market share and profit margin ideally. Therefore, the issue of digital transformation is the issue of survival and life. Digital transformation is of undeniable importance for organizations in today's world. Most of the research carried out in the field of digital transformation has either dealt with the issue of digital transformation in general and especially the hard part of it, which is related to the technology and infrastructure of this transformation, or separately and not in a single research. have examined the soft components of digital transformation; Therefore, there is no comprehensive research that specifically deals with the soft part of digital transformation; The scientific gap felt by the researchers of this research was, and the purpose of the current research is to identify the soft components of digital transformation using the opinions of experts from the Ministry of Communications and Information Technology and the lack of a comprehensive framework for the soft part of digital transformation. Conceptual framework design is the result of them.Research QuestionsWhat are the soft components of digital transformation in the Ministry of Communications and Information Technology?What is the conceptual framework for the soft components of digital transformation using the opinions of experts from the Ministry of Communications and Information Technology? Literature Review Theoretical foundations of researchDigital transformation: To avoid making a mistake in the definition of digital transformation, we must note that digital transformation should not be considered a magic bean that grows quickly and results beyond expectations in a short period (Shami Zanjani, 2017). In some cases, a superficial understanding of the nature of digital transformation reduces it to technological changes, and the deep processes of activity structure transformation are ignored (Rabinovich et al., 2020). Digital transformation is an endless change and is not similar to projects such as the electronicization an organization's processes Because these projects will end. However, digital transformation is a continuous improvement in the organization's processes, products, and services (Hosseini-Nasab et al., 2021).Soft components of digital transformation: Digital transformation consists of two complex parts (technology, infrastructure, Etc.) and soft (people, culture, Etc.). Digital transformation is not only about the implementation of information technology solutions but it should be seen in a broader context as "organizational change," "cultural transformation," and "moving towards a customer-oriented approach" (Verina. & Titko, 2019). Digitization and digitization are fundamentally related to technology, but digital transformation is not (Bloomberg, 2018). Digital transformation can be defined as a cultural, organizational, and operational change in the organization through the intelligent integration of digital technologies, processes, and competencies step by step in all functions and at every level with a strategic approach (Tonina Yaneva, 2022). Digital transformation does not mean decorating the organization with new technologies. However, digital transformation also includes people and culture, and neglecting them causes digital transformation not to be appropriately implemented and its benefits. It will not be given to organizations (Rislana Kanya, 2020). Therefore, the soft part of digital transformation includes everything related to humans. The degree of success of companies in recognizing and considering the influence of culture determines whether cultural factors act as supporting or opposing forces for the organization's digital transformation (Tuukkanen et al., 2022). Empirical foundations of researchMuch research has been conducted in the field of digital transformation. The subject of the present research, which is to identify the soft components of digital transformation and present the model resulting from them, has been investigated and analyzed, such as the research done by Shirazi et al. (2021), with the title of presenting a roadmap for the implementation of the organizational culture required for digital transformation with a hybrid approach, the findings of the research showed that the roadmap for implementing the organizational culture for digital transformation includes three layers of infrastructure. It includes four primary categories, the layer of cultural processes includes three main categories, and the layer of goals includes six main categories. The research conducted by Konopik et al. (2022), titled Mastering Digital Transformation through Organizational Capabilities: A Conceptual Framework. This research led to organizational identifications for digital transformation, including strategy and ecosystem, innovation thinking, digital transformation technologies, data, operations, organizational design, and digital transformation leadership.MethodologyIn terms of its purpose, this research is considered a developmental-applied type of study. It was conducted with the qualitative thematic analysis method in both parts of the analysis (research background and interview). The software used in this research was MAXQDA2020. The statistical population of this research is divided into two parts. At first, the studies and research conducted around the research subject were collected and examined. The statistical population of the interview section of the research consisted of managers, experts, and employees of the Ministry of Communications and Information Technology of Iran who were familiar with the field of digital transformation. Sampling in both sections was purposeful and judgmental. ResultsThe results of the theme analysis of the investigated research, based on the frequency of the codes, showed that the resulting soft digital transformation model consists of 4 comprehensive themes of culture, organization manager, digital leader, and skills, 21 organizing themes, and 116 basic themes. In the analysis of the theme of the background of the research, four overarching themes were identified with the names of the organization manager, digital leadership, culture, and skills, along with their organizing and basic themes. In the theme analysis section of the interviews, the results included 185 basic themes, 44 organizing themes, and six comprehensive themes, including culture, organizational manager, digital leader, human capital, digital innovation, and digital strategy.. DiscussionBy comparing the theme analysis in two parts (research background and interview with experts), it can be seen that in the interview with experts, the overarching themes of organization manager, digital leadership, and culture remained unchanged, and only the themes of the organizer and their base had changed; The overarching theme of skills was removed and replaced by the overarching theme of human capital, and finally, the overarching themes of digital innovation and digital strategy were added. ConclusionDigital transformation is not only buying new digital technologies and equipping the organization with them; digital transformation means the organization's complete transformation. In this process, they must change from the organization's thinking to the duties of individual employees. Digital transformation is not an isolated effort but a set of actions that must be appropriately managed and coordinated. One of the most important influencing parameters in the success of digital transformation is digital culture. The degree of success of companies in recognizing and considering the influence of culture determines whether cultural factors act as supporting or opposing forces for the organization's digital transformation.Along with the importance of digital culture for organizations that seek to achieve digital transformation, it is very important to pay attention to human capital. The key element in the success of digital transformation is the people who lead, accept, and implement this transformation, that is, the organization's human capital (Haydn Shaughnessy, 2018). How to carry out digital transformation is one of the challenging tasks of senior management of organizations (Mahmood et al., 2019). The turbulent and constantly changing digital environment forces managers to adopt decisions and strategies significantly faster than necessary (Nadkarni & Prügl, 2020). Several studies have also defined digital leadership as a critical skill that leaders must possess to carry out digital transformation. Digital leadership is a fast-paced, collaborative, and team-oriented approach with a strong focus on innovation, where a digital leader can use new methods and tools to solve complex problems and maintain business continuity (Oberer & Erkollar, 2018). The starting point of digital transformation is a digital business strategy that aims to create differential value using digital resources in composition and implementation (Goerzig & Bauernhansl, 2018). Therefore, digital transformation is driven by strategy, not technology (Bumann & Peter, 2019). Today's competitive world is a world of innovations that have come into existence with the help of new digital technologies. Digital transformation requires a change of focus and includes innovation in technology and modification of institutional culture to ensure the evolution of digital transformation (Abad-Segura et al., 2020). For highly digital organizations, understanding and managing digital innovations is of particular importance.
Abdolreza Miri; Mohamad Davarzani; Esmaeil Sabzikaran
Volume 23, Issue 76 , January 2015, , Pages 29-57
Abstract
Entrepreneurship as one of the main pillars of sustainable development Communities is, So that in recent decades has become one of national development strategies. In our country, the policy makers of the importance of that process and seek to create an appropriate context for its formation. The context ...
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Entrepreneurship as one of the main pillars of sustainable development Communities is, So that in recent decades has become one of national development strategies. In our country, the policy makers of the importance of that process and seek to create an appropriate context for its formation. The context of this matter, according to its specific social and cultural contexts. Investment in these areas, in addition to the positive effects, the long-term survival has. This paper examines the role of social and cultural context on entrepreneurial orientation among managers of Small and medium-sized enterprises (SME) businesses has been done. In This Paper, That has been done by Practical Vision, by Using a Descriptive Method, Attempts to help self-made instruments, Information related to these areas, from opinions and viewpoints of small and medium-sized enterprises (SME) businesses Industrial Parks Tehran is collected. Finally, these data help regression and path analysis techniques were analyzed. The results also confirm the association "Previous experience" and "Determinism" and the "Entrepreneurial Orientation" people, this results of the statistical community has a strong evaluation. Also, the relationship between "Education" and "Entrepreneurial Orientation” was considered weak, which these results are due to lack of education of persons (lack of attention to training leads to risk-taking), is. Finally, guidelines for the use of the social infrastructure in the development of an "Entrepreneurial Orientation" those presented
Mehdi Hghighi; Nader Mazloomi; Parya Ghafory
Volume 24, Issue 77 , July 2015, , Pages 29-49
Abstract
The idea of establishing security via insurance has been originated long time ago. Insurance is one of the most valuable human achievements for dealing with events and providing some of the economic, social and psychological needs. Life insurance is one of the most important kinds of personal insurances; ...
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The idea of establishing security via insurance has been originated long time ago. Insurance is one of the most valuable human achievements for dealing with events and providing some of the economic, social and psychological needs. Life insurance is one of the most important kinds of personal insurances; the life and saving insurance are considered as significant means of financial savings. According to the nature of tasks related to insurance, gaining the trust of people will guarantee the survival of an insurance company and its profitability in the long run. In regard with the long term policies of life insurance and the undertakings accepted by the insurer, one of the issues worth debating is the question of public trust in insurance companies, i.e. to what extent are they willing to confide in these companies and entrust their funds to them through premiums payment despite the long term policies. The main objective of this research is to identify and prioritize the effective factors on the trust of people in life insurance
jahanyar bamdad soofy
Volume 12, Issue 48 , June 2006, , Pages 29-54
Abstract
In the beginning of this artick, attempt is done to compare briefly the different aspects of flow - shop, Job-shop and cellular manufacturing systems. Then, the development contexts of cell. manufacturing systems and also, the experiences ...
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In the beginning of this artick, attempt is done to compare briefly the different aspects of flow - shop, Job-shop and cellular manufacturing systems. Then, the development contexts of cell. manufacturing systems and also, the experiences of several large firms in industrialized countries to implement cell. Manufacturing are discussed. Finally, some advantages and weaknesses of cell. Manufacturing in order to be installed In the Islamic Republic of Iran are underlined.
mohammad hamidi zadeh
Volume 12, Issue 46 , August 2005, , Pages 31-59
Abstract
This article aims to describe and analysis the existing organizational structure for the National Banking System (N.B.S). The model's dimensions include the levels of complexity, formality, and concentration.
Research population consists of five major banks: Tejarat, Melli, Saderat, Sepah, ...
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This article aims to describe and analysis the existing organizational structure for the National Banking System (N.B.S). The model's dimensions include the levels of complexity, formality, and concentration.
Research population consists of five major banks: Tejarat, Melli, Saderat, Sepah, and Mellat. They have majority market share and in addition the branches and personnel coverage ratios are about eighty percent.
The research method based on descriptive action research and comparative - causal one. As far as the objective of the project is concerned, the research falls within the R &D category. For gathering data, a questionnaire id designed based upon Robbins (1987 &1994), Hage, and, Aikin (1969) works.
The descriptive statistical methods and some inferential statistical approaches such as Friedman Text where applied for the purpose of data analysis and hypothesis testing.
One of the results recommended that if the N.B.S is concerned to have an integrated vision for strategic decision making, they have to implement the same research design processes at least for a five years period.
model - as theoretical bases for the research. Next we applied the elicited factors of the model on our statistical pilot. Finally we ranked the factors based o n t heir importance in customers' point of view.
abolfazl kazzazi
Volume 8, Issue 29.30 , September 2001, , Pages 33-52
shamssadat zahedi
Volume 12, Issue 45 , May 2005, , Pages 33-51
Abstract
Ten years after Beijing Conference which held in September 1995 in China and identified major critical areas of concern requiring action by governments, still there are very important issues that have not been dealt properly. It is widely recognized that in order for ...
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Ten years after Beijing Conference which held in September 1995 in China and identified major critical areas of concern requiring action by governments, still there are very important issues that have not been dealt properly. It is widely recognized that in order for the world to be able to obtain development, it is fundamental for all citizens to participate in development process and this is only possible with the full involvement of women in the development process of the country. This means that women's issues must be given priority in national and international arena. In this article four important issues that deserve prior attention and adequate action will be discussed. The issues are: globalization and women, violence against women, trafficking of women, and gender digital divide. 2 I Management Studies In the Survey research the statistical population comprised of all small and medium enterprises producing chocolate. The convenient sampling method was used in order to select the sample and the sampling size comprised 40 enterprises. Then 15 executwes in the organizations offering services were chosen and surveyed on the needs of small and medium - sized chocolate producing enterprises for different services. Finally a Model is introduced which its main points consists of ranking of chocolate producers needs services by groups and subgroups, establishing an opinion poll, centers offering professional services with education, research and consulting cores prepared to offer expected services to chocolate producers.
Organizational Behavior
Hossein Hamzavi; Behrouz Rezaee Manesh; Habib Rudsaz
Abstract
Encouraging and strengthening creativity among employees is an important strategy for maintaining and improving competitive advantages, ensuring long-term survival and growth of organizations. On the other hand, it is important to determine which leadership styles are related to employees' creativity ...
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Encouraging and strengthening creativity among employees is an important strategy for maintaining and improving competitive advantages, ensuring long-term survival and growth of organizations. On the other hand, it is important to determine which leadership styles are related to employees' creativity through which methods, procedures and approaches and through which strategies. Organizational citizenship behavior as a psychological behavior may play a critical role as a mediator in our relationship between leadership styles and employee creativity. The current research is an applied research in terms of its purpose, and a descriptive-survey research in terms of collecting data and information. The statistical population of this research is all the employees of the Persian Gulf State University of Bushehr, numbering 302 people, and the sample size based on Cochran's formula is 169 employees. The tool for collecting data and information from the statistical population was a questionnaire. In order to analyze the research data, the Structural Equation Model (SEM) method and SPSS 22 and Lisrel software were used. The results of the research showed that servant leadership and ethical leadership styles have a significant effect on employee creativity with a mediating role of organizational citizenship behavior.
Volume 20, Issue 62 , September 2010, , Pages 37-59
Abstract
As human beings have learning abilities and can acquire knowledge through discovery and making mistakes, and also have the power to create concepts and sights, organizations also possess the same abilities. With the current vast and fast development of information technology in this ...
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As human beings have learning abilities and can acquire knowledge through discovery and making mistakes, and also have the power to create concepts and sights, organizations also possess the same abilities. With the current vast and fast development of information technology in this century and clear and cryptic competition in the world, the importance of organizational learning and psychological empowerment is felt increasingly. Therefore, in this research the effect of organizational learning on psychological rehabilitation ofemployees of the Deputy for the State Treasury and Expense of the Ministry of Economic and Property Affairs was surveyed. To evaluate organizational learning factors, Nife Model Standard questionnaire, and to survey Psychological empowerment Mirsha and Sprinter Model Standard questionnaire were applied. The statistical methods used in this research are Kolmogruf- Smirnoff Test, correlation Coefficient on sample t test, liner regression and Friedman Test. The results achieved indicate that organizational learning has influence on psychological empowerment of the employees (competency sense, self-organizational sense, effective sense,meaningful sense of occupation and trust sense).This results can act as a basis for organizations to compose the suitable human resource management strategies regarding organizational learning and psychological empowerment of employees, in this ever-changing world
Abbas Afrazeh; Saviz Mohammadnabi; Sina Mohammadnabi
Volume 20, Issue 61 , April 2010, , Pages 37-63
Abstract
or develop its performance in the long-term period and it is the resultof stakeholder’s satisfaction during the time. Sustainability is relatedto the ability of organizations to monitor the opportunities, changes,trends and risks in their external environments and to make a balancebetween financial, ...
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or develop its performance in the long-term period and it is the resultof stakeholder’s satisfaction during the time. Sustainability is relatedto the ability of organizations to monitor the opportunities, changes,trends and risks in their external environments and to make a balancebetween financial, economic, social and environmental goals of theorganization in the long term. In this article, initially, the last model oforganizational sustainability management proposed by InternationalOrganization for Standardization (ISO) has been introduced, thenusing a problem solving algorithm, and through a knowledgemanagement approach, a model for assessment and improvement ofthe organizational sustainability is suggested. This model is based onthe knowledge management of organizations’ environmental changes.To validate and prove the proposed model, the degree of sustainabilityin 52 governmental companies along with their holding structure andproduction nature were evaluated. The results revealed a highcorrelation between the ability of an organization to manageknowledge of its environmental changes and its degree ofsustainability.
amir abdoli; zahra ferdowsi; neda abdolvand
Volume 18, Issue 54 , August 2007, , Pages 39-54
Abstract
Business Process Reengineering (BPR) has been introduced as an effective solution for improving radically the performance of organizations. It is recommended that a methodology in the BPR effort should be considered because of its risky and complicated nature. Although, various methodologies are presented, ...
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Business Process Reengineering (BPR) has been introduced as an effective solution for improving radically the performance of organizations. It is recommended that a methodology in the BPR effort should be considered because of its risky and complicated nature. Although, various methodologies are presented, a comprehensive methodology has not been introduced. This research investigates several academic papers and focuses on addressing all necessary aspects for developing a unified BPR methodology and for each aspect, determines needful tasks. These tasks are defined respect to the elements in the unified structure. These elements include BPR plan, supportive environment, improvement approaches, process management, change management, and information and communication technology (ICT) which are extracted by considering presented methodologies. The results propose a unified perspective and structure for BPR methodologies and hence increases the comprehensiveness and reliableness.
fateme taheri; Mahdi Fazeli
Abstract
Workplace ostracism means keeping employees deliberately isolated. This study aimed to identify the factors affecting workplace ostracism based on the three-pronged model. This study was fundamental in terms of purpose and based on the data collection method, qualitative and descriptive methods. The ...
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Workplace ostracism means keeping employees deliberately isolated. This study aimed to identify the factors affecting workplace ostracism based on the three-pronged model. This study was fundamental in terms of purpose and based on the data collection method, qualitative and descriptive methods. The statistical population of justice staff in Qom province and the research sample were purposefully selected. Research tools were interviews, and theme analysis was used to analyze the data. Data analysis led to the formation of 29 sub-themes: 3 main themes in the form of behavioral factors, two main themes in the form of structural factors, and two main themes in the form of contextual factors. To solve the problem of ostracism, improving employees' competencies, relationships between individuals, colleagues, and managers, processes and operations of the organization, human resource management functions, managers' view of human capital, and strengthening social capital should be considered.IntroductionWorkplace ostracism refers to the deliberate isolation of employees. This study aimed to identify the factors that affect workplace ostracism based on a three-pronged model. The research questions are:What are the structural factors of employee ostracism?What are the behavioral factors of employee ostracism?What are the underlying factors of employee ostracism?Literature Review Ostracism (Greek: Ostracismos) was a democratic practice in Athens where the government could expel any citizen from the city for ten years. Although some behaviors aimed to provoke public anger against citizens, ostracism was often used preemptively and non-aggressively. This procedure was considered a tactic to neutralize the activities of an individual thought to be threatening to the government. However, in general, the term "rejection" is used for situations involving pushing back or social exclusion and is defined by terms such as misplacement, non-delivery, and being treated coldly (Robinson et al., 2013). Ostracism in organizational psychology is defined as "When a person or group is excluded from actions that other members of the organization engage in, and is a socially desirable action." (Gürlek, 2021). Ostracism has been described as "social death" because when a person is ignored and excluded by another person or group, it is as if they are dead or do not exist for others (Bauman, 1992).Reviewing the research background within and outside the country reveals that there has not been a study on workplace ostracism using a three-pronged model with a qualitative method.MethodologyThis study was fundamental in its purpose and based on qualitative and descriptive data collection methods. The statistical population consisted of justice staff in Qom province, and the research sample was purposefully selected. The research tools were interviews, and theme analysis was employed to analyze the data.The ostracism questionnaire was distributed among employees in various operational departments using a five-point Likert scale. A total of 18 employees were selected as the sample, with an average score higher than 2/5. These individuals had a higher perceived ostracism than those who obtained a lower average score. By conducting semi-structured interviews with 13 participants, theoretical saturation was achieved. In order to enhance the credibility of research findings, instead of using the concepts of validity and reliability suitable for quantitative studies, a concept called "trustworthiness" was employed, which includes four elements: Dependability, Transformability, Credibility, and confirmability. For research dependability, interviews were conducted with individuals who had experienced the phenomenon of social ostracism, and this requirement was met by achieving a high average score on the Rejection Questionnaire. Before each interview, individuals were explained the research purpose, and their verbal consent to participate in the interviews was obtained. By providing a summary of the concepts, objectives, and research questions both orally and in writing, confidence in the interviewees' initial readiness for conducting the interviews was obtained, and then the interview questions were presented.The interview topic had been previously introduced to the participants, and its theoretical background was briefly provided to them, allowing them to gain theoretical familiarity with the subject matter. The next step involved involving the participants in the analysis and interpretation of the data to ensure that they agreed or disagreed with the researchers' findings.For the transformability of the research, complete findings were presented and compared with the study's theoretical framework, and the researchers attempted to provide a detailed picture of the context in which the research was conducted.For credibility and the trustworthiness of the research, all interviews were transcribed, and the coding process and data analysis stages were documented. Data documentation not only facilitated repeated review of the data by the researchers but also enabled three professors and one doctoral student in public management to review the findings of this study and provide their opinions regarding the quality of the data analysis.Finally, to increase confirmability, the transcripts were cross-checked by the interviewees. This process involved reviewing the coding and obtaining their opinions, which were subsequently incorporated into the coding and final report. ResultsThe data analysis resulted in the formation of 29 sub-themes:Three main themes in the form of behavioral factors (Absence of functional skills in the ostracized person, misbehavior by managers, the role of colleagues)two main themes in the form of structural factors (Organizational processes and operations, Weakness in the implementation of human resources management)two main themes in the form of contextual factors (Weakness in using social capital, Predominance of machines, and inhumane culture) Discussion In order to address the problem of ostracism, it is important to consider improving the competencies of employees, the relationships between individuals, colleagues, and managers, the processes and operations of the organization, the functions of human resource management, managers' attitudes towards human capital, and the strengthening of social capital. The results of this research show that workplace ostracism does not depend only on the employees themselves but also on the behavior of their colleagues and managers. Structural factors with the main themes of the organization's processes and operations and weaknesses in the implementation of human resources management indicate the existence of incorrect procedures in the organization.Also, the weakness in using social capital, the lack of trust in society, and the culture of non-participation of people in activities require the attention of the relevant policymakers in connection with strengthening this capital in society. The machine-like and unfriendly attitude of employees as one of the issues of the internal organizational environment is the basis for undermining the value of employees and not considering the importance of this crucial organizational capital.
Human Resource Management
Akbar Hassanpoor; Reza Yousefi zenouz; Hossein Safari; Tohid Ghujali
Abstract
The research purpose is responding to the human resources compensation risk in Iran's insurance industry. By systematically studying the literature and interviewing 15 experts based on the snowball sampling , risks were identified and after screening based on the fuzzy Delphi, Fuzzy cognitive mapping ...
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The research purpose is responding to the human resources compensation risk in Iran's insurance industry. By systematically studying the literature and interviewing 15 experts based on the snowball sampling , risks were identified and after screening based on the fuzzy Delphi, Fuzzy cognitive mapping has been used to respond to risk. the inflexibility of compensation was identified as the most central element of the cognitive risk mapping. In the next , the effect of different risk control policies on map elements was investigated in three scenarios. After controlling one factor and its lack of influence on the whole map, finally with the policy of controlling the key elements , seven key elements with the highest degree of centrality include inflexibility of compensation, lack of employee satisfaction, lack of transparency, internal and external inequality, and non-alignment of payment. And performance, the imbalance between short and long-term incentives and the non-compensation of extra-role behaviors of employees selected and with the aim of fully controlling these elements, values corresponding to these elements were considered equal to zero in the initial state vector. results show that by controlling key elements of mapping, whole mapping undergoes changes and risk of human resources compensation is reduced.
Hossein Damghanian; Abbas Ali Rastgar; Fatemeh Alavimatin
Abstract
The purpose of this study is to investigate the effect of the relationship conflict on the social undermining experience from the person who acts on this abrasive behavior point of view and who is treated with it, along with the role of gender demographic variable on this effect. The statistical population ...
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The purpose of this study is to investigate the effect of the relationship conflict on the social undermining experience from the person who acts on this abrasive behavior point of view and who is treated with it, along with the role of gender demographic variable on this effect. The statistical population of this study were 243 employees of selected branches of Alborz Insurance Company in Tehran. Krejcie and Morgan table was used to determine the sample size. Reliability of the questionnaire was confirmed. The findings of this study showed that the relationship conflict has a direct and significant effect on the social undermining experience and abrasive behavior, and also by mediating abrasive behavior, it affects the experience of social undermining indirectly, that means, the conflict of relationship will result in employees behavior, who act on abrasive behaviors to reduce the effect of unfavorable conditions, this in turn has a negative effect on the audience of this behavior and provokes the experience of social undermining. However, the demographic variable of gender as a moderator does not affect the direct effect of relationship conflict on the experience of social undermining and abrasive behavior as well as the direct effect of abrasive behavior on the experience of social undermining.
Gholamali Tabarsa
Abstract
One of the problems that has led to the inefficiency and the dissatisfaction of stakeholders in the public sector is the politicization of the administration. The purpose of this study is to design dimensions and indicators to differentiate political and professional seats in government to the establishment ...
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One of the problems that has led to the inefficiency and the dissatisfaction of stakeholders in the public sector is the politicization of the administration. The purpose of this study is to design dimensions and indicators to differentiate political and professional seats in government to the establishment of a meritocracy system and professionalism. This study has been conducted with a mixed-methods approach and based on exploratory sequential design. In the qualitative part, the thematic analysis method was used. In the quantitative part, based on descriptive statistics, the indicators obtained from the qualitative stage were arranged based on their importance for each seat. 10 dimensions related to the type of seats are: interactive features of the seat; professional knowledge and experience; recruitment and appointment; requirements, nature, and scope of decisions; job description and specification; performance appraisal; structural features of the seat; transparency and the rule of law; institutional context; the scope of activity and features of seats. To improve the efficiency of the government in achieving the goals as well as the optimal implementation of programs, it is necessary to distinguish between political and professional seats in the executive branch. Otherwise, with the extensive changes that take place in the government after each election, the inefficiency of the government is expected.
hossein rahmanseresht
Volume 2, Issue 8 , March 1993, , Pages 10-53
nasrin jazani
Volume 1, Issue 3 , June 1991, , Pages 13-21
mahmud satchi
Volume 1, Issue 4 , September 1992, , Pages 17-32
seyed mehdi alvani
Volume 2, Issue 7 , December 1992, , Pages 23-52
daood moheb ali
Volume 3, Issue 12 , February 1994, , Pages 23-29
Habibollah Ranaei Kordshouli; Moslem Alimohammadlo; Mohsen Jajarmizadeh; Abbas Abbasi; Ahmad Allahyari Bouzanjani
Abstract
This research aims to design a model that can illustrate and analyze the features of work culture in different levels such as a specific industry, regional or national. For this aim, using the content analysis on academic experts’ opinion, scientific and religious text, the values and norms that ...
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This research aims to design a model that can illustrate and analyze the features of work culture in different levels such as a specific industry, regional or national. For this aim, using the content analysis on academic experts’ opinion, scientific and religious text, the values and norms that are representative of work culture in Iranian society were identified. Using the force field analyses theory, findings were analyzed, and it is founded that deriving and restraining forces are two factors that forms the Iranian work culture. Furthermore, it is was founded that externally, these forces are negatively correlated to each other but internally, their attributes are negatively interrelated. Therefore, reinforcement of each attribute can lead to increase of other similar attributes and finally, weakening the other deriving or restraining factor. As a general conclusion, it can be said that to attain ideal work culture, two types of positive and negative actions are necessary. In negative actions, managers’ decisions are toward weakening the restraining forces and in positive actions, toward reinforcement of deriving forces.
Mani Arman; Mahboobe Shafiei
Abstract
As in most industries, there is no certainty about the assessment of the business environment; companies must be able to compete through sustainable methods. So in order to survive and succeed in the marketplace, companies must focus on building their competitive strengths and capabilities. The main ...
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As in most industries, there is no certainty about the assessment of the business environment; companies must be able to compete through sustainable methods. So in order to survive and succeed in the marketplace, companies must focus on building their competitive strengths and capabilities. The main objective of this study is to investigate the impact of strategic agility and strategic learning on competitive capabilities, and explore the impact of strategic learning on strategic agility in knowledge-based firms of Science and Technology Park of Bushehr. This study is an applied research and data gathering methodology is a survey. Statistical population of this study is all of the knowledge-based companies of science and technology park of Bushehr. Data were collected from questionnaire and to assess reliability, Cronbach's alpha is used which demonstrate the validity of the questionnaires. In order to test the hypothesis and model SMART PLS software is used. The results of this study show that, strategic learning and strategic agility have positive and significant effect on the competitive capabilities of knowledge-based companies, as well as strategic learning strategic has a significant and positive impact on strategic agility of these firms.
Behrooz Rezaeemanesh; Aghil Ghorbani Paji
Abstract
This study aims to investigate the effect of perceived organizational support mediates rol in the relationship between job stressors with organizational citizenship behavior. As for the research objectives, the present study can be classified as an “applied research”, while as for data gathering, ...
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This study aims to investigate the effect of perceived organizational support mediates rol in the relationship between job stressors with organizational citizenship behavior. As for the research objectives, the present study can be classified as an “applied research”, while as for data gathering, it is descriptive as a cross-sectional survey. The required data using questionnaires were collected about stress Cooper et al (1988) and Smith (1981), organizational citizenship behavior Organ (2006) and perceived organizational support shumaila (2012). The reliability and validity study, using a factor loadings, Cronbach Alpha, composite reliability, validity: convergent validity and divergent validity. The data were analyzed using SPSS and Smart –PLS software. Also The Sobel test and VAF for measuring the effect and t – value of mediator variables. Data analysis showed that job stressors have negative significant on organizational citizenship behavior and perceived organizational support. On the other hand, analysis is performed using Sobel test indicated that almost 33% of job stressors on organizational citizenship behavior change through the mediating variable of perceived organizational support.
Seyed Yaghoub Hosseini; Mani Arman; Zahra Mohammadizadeh
Abstract
Organizations in order to achieve its objectives are looking for the establishment of systems to ensure the enabling environment for productivity increase. One way to increase productivity is selection of qualified staff.Assessment center and the development are including ways that are used with aims ...
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Organizations in order to achieve its objectives are looking for the establishment of systems to ensure the enabling environment for productivity increase. One way to increase productivity is selection of qualified staff.Assessment center and the development are including ways that are used with aims of people selection, promotion and education. The staff performance evaluation is performed to survey their behavior, capabilities, growth and prosperity to achieve the organization’s goals. This study aims at showing that data based on the assessment center results (the competency of staff) to what extent offer a significant relationship with the staff performance scores. So, participants of the assessment center were clustered first according to data of the assessment center and second based on the evaluation of the 360 degree performance. In this study, self-organizing maps have been used for segmentation of people and the data were analyzed by version 5 of Discovery Profiler software. According to Chi 2 agreement test’s results, obtained parts of the performed clustering with two methods, did not show any relationship. But based on correlation coefficient, there is a significant and positive relationship among selected people of the assessment center to develop and evaluate their performance
