Seyyed Ali Akbar Afjehi
Seyed Mehdi Alvani; Saeed Safari; Reza Kohan Hoosh Nejad; Saeed Khodamoradi
Abstract
According to the dynamism and complexity of today's business environment, the importance of applying entrepreneurial thinking and actions and creating entrepreneurial organizations is evident. Nowadays, organizations have particular considerations to corporate entrepreneurship due to its role in gaining ...
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According to the dynamism and complexity of today's business environment, the importance of applying entrepreneurial thinking and actions and creating entrepreneurial organizations is evident. Nowadays, organizations have particular considerations to corporate entrepreneurship due to its role in gaining sustainable competitive advantage through innovation, risk taking and strategic renewal of organizations. With regard to the fact that providing conditions for implementation of extra dimensions has attracted the attention of many researchers, the purpose of this study was with a comprehensive approach to identify and prioritize the factors affecting corporate entrepreneurship in food industries. CE can identify and develop value creation opportunities in the food industry. The first statistical population of this research consisted of 714 participants including executives, professionals and entrepreneurial organizationexperts in the food industries of Behrouz, Zamzam, Pak, Golestan, Mohsen, which have been selected as sample in random, according to Cochran Formula 250. The second statistical population was selected within 16 experts and professors of entrepreneurship management in universities to prioritize the factors. The research is applicable in aim, and descriptive-correlative in conduction. The Structural Equation Modeling and Fuzzy Hierarchy Analyze process techniques were used to analyze information. The results show that the four organizational, individual, strategic and environmental factors have positive effects on corporate entrepreneurship in entrepreneurial companies in the food industry and the fact that organizational factors are more important in this regard.
jahanyar bamdad soofi; mohammad taghi taghavifard; omid arjmand ghahestani
Abstract
One of the most important channels for losing knowledge in organizations is knowledge workers turnover. Knowledge workers are those whose information and knowledge are their work foundation. Knowledge workers turnover can lead to the loss of knowledge and hence losing competitive advantage. Due to extra ...
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One of the most important channels for losing knowledge in organizations is knowledge workers turnover. Knowledge workers are those whose information and knowledge are their work foundation. Knowledge workers turnover can lead to the loss of knowledge and hence losing competitive advantage. Due to extra importance of knowledge for knowledge-based organizations, the need for taking an approach for assessing knowledge loss risk causing by knowledge workers turnover through voluntary turnover and retirement is necessary. In addition, providing suggestions for preventing knowledge workers voluntary turnover can keep organizational knowledge for a long time. This paper presents a framework for knowledge loss risk analysis, after reviewing different knowledge loss risk assessment models. The proposed framework was confirmed after interviewing with 20 academic and business experts. The proposed framework has been examined within a public knowledge-based organization and on 28 knowledge workers. This research utilizes survey for gathering data and descriptive statistics and risk matrix for analyzing results
Abstract
Sometimes the climate of organization, as an organism, is impregnated to toxicity. Since this kind of climate conveys dysfunctional consequences to organization members, it is requisite to explore the dimensions and components of such a climate and also to develop an instrument to measure it. Thus, the ...
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Sometimes the climate of organization, as an organism, is impregnated to toxicity. Since this kind of climate conveys dysfunctional consequences to organization members, it is requisite to explore the dimensions and components of such a climate and also to develop an instrument to measure it. Thus, the aim of this paper is to develop and validate a questionnaire for measuring organizational toxic climate. In this regard, after studying literature, dimensions and components of mentioned concept were explored. Then a primary questionnaire was developed and after confirming its internal consistency distributed among 600 employees of administrative organizations in Arsanjan, Saadt-Shahr, and Marvdasht based on disproportionate stratified sampling. In order to test the primary validity of measure and avoid the threat of common method variance, exploratory factor analysis and Harman single-factor test were deployed respectively. To validate the questionnaire, stability and equivalence reliability and convergent and divergent validity were assessed. SPSS, Smart PLS, and Amos Graphics, were also uesd. As a result, the toxic physical structure, toxic interpersonal communication, toxic reward, reputation system, and toxic leadership were confirmed as the dimensions of toxic organizational climate. The final measure was a 5 point Likertquestionnaire with 57-items.
Mahmood shafi; Mohsen shafie nik abadi
Abstract
In Yazd Alloy Steel Corporation, due to high volume production and number of employees, management competency is important. Moreover, according to the effect of financial and physical damages due industrial accident on company performance, attention to safety management competency have been so necessary. ...
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In Yazd Alloy Steel Corporation, due to high volume production and number of employees, management competency is important. Moreover, according to the effect of financial and physical damages due industrial accident on company performance, attention to safety management competency have been so necessary. In this study, using the model that proposed by Chang et al. key competencies of the industrial safety managers have been investigated. Theory sampling has been used to collect data. Therefore to determine the priority of competencies the questionnaires were distributed between 10 safety , health and environment directors and based on Fuzzy Prospect Theory, Multi Attribute Decision Making called Fuzzy Todim, data has been analysed. According to the research results , the ability to identify the social and psychological risks , project management, health and safety and environment, the ability to identify environmental risks have preference in order to planning for enhancement. The results can help the factory managers in developing training programs to upgrade the skills of staff safety , health and environment.
F R; J M; Hoda purzare
Abstract
Capable human resourceisan important source ofin organizations, and organizations need efficient human resoures to acliveve their golas. Due to the increasing rate of dynamism in competitive environments it isrecommended that measures of employee adaptability be included as a mechanism that may be relevanct ...
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Capable human resourceisan important source ofin organizations, and organizations need efficient human resoures to acliveve their golas. Due to the increasing rate of dynamism in competitive environments it isrecommended that measures of employee adaptability be included as a mechanism that may be relevanct of HCM to firm competitiveness. The present study attempts to explore the impact of High Commitment human resource management on competitive advantage and human resource flexibility with the moderating role of the dynamics of the environment. This is a descriptive study of the practical purpose. The target population included 540 managers of manufacturing companies and polymeric materials and chemical products in Khuzestan province, which is the sample size of 226 persons for the study. On a sample of 100 Productive firms, the study’s results confirm that HCM influences Competitive Advantage through its impact on the firm’s human resource (HR) flexibility. Moderating role of environmental dynamism was not approved in the relationship between human resource flexibility and competitive advantage in Productive Firms.
Hamed Dehghanan; karim Rahmati
Abstract
The field of electronic human resoures has turned out to be an importantfield in organization and particularly in human resoures of organizations in recent years. In this study, the main objective is to identify and demonstrate the relationship between factors and the success of electronic human resource ...
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The field of electronic human resoures has turned out to be an importantfield in organization and particularly in human resoures of organizations in recent years. In this study, the main objective is to identify and demonstrate the relationship between factors and the success of electronic human resource management systems. In this regard, literature on this topic is studied and collecting indicators have been classified them into four groups of technological, organizational, behavioral, and environmental factors. The statistical population of this study is HR professionals and employees of companies that bought e-HRM software from System Group in Tehran. The sampling process was done and sample size of 297 was estimated. The method of research in this study is descriptive/survey. For data collection, a questionnaire of 43 items used. Finally, 270 questionnares were gathered and analyzed with LISREL and SPSS softwares. the result show that there is a significant relationship between factors and success of electronic human resources management systems.
