management
farzaneh soltangholi; Mohammad Reza Ardalan; Siroos ghanbari; afshin afzali
Abstract
Abstract
The aim of the current research was to investigate the effect of adaptive organizational culture on the lean behaviors of school principals with the mediation of their coaching leadership. The research population consists of all primary school teachers in Ilam province in academic year 2020-2021, ...
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Abstract
The aim of the current research was to investigate the effect of adaptive organizational culture on the lean behaviors of school principals with the mediation of their coaching leadership. The research population consists of all primary school teachers in Ilam province in academic year 2020-2021, among whom a sample size of 339 teachers was selected by stratified random sampling method and based on the Cochran formula. The research method is quantitative- correlative study type, and the modeling approach is covariance-oriented structural equation. Dennison's adaptive organizational culture questionnaires (2000); the coaching leadership of Peláez Zuberbuhler et al. (2021), and the researcher-made questionnaire of lean behaviors of school principals were used to collect data. The reliability and validity of the questionnaires were checked with Cronbach's alpha techniques, content validity ratio, exploratory factor analysis and confirmatory factor analysis. Structural equation modeling was used for data analysis using Lisrel 10.30 software. The results showed that adaptive organizational culture has a significant positive effect on the lean behaviors of school principals at the level of 0.05; adaptation-oriented organizational culture has a significant positive indirect effect on the lean behaviors of managers at the level of 0.05 due to the coaching-oriented leadership of managers; also, adaptive organizational culture and coaching leadership of principals are able to explain 40% of the variance of lean behaviors of school principals.
Extended Abstract
Introduction
The activity of educational centers has always been associated with a percentage of wastage, which has caused poor performance, delays in the change process, a drop in the quality of education, an increase in costs, and a waste of resources (Hashemi, yari Haj Atalou, Malekiavarsin, 2021:82); therefore, the educational system requires the use of new management tools and approaches. One of these approaches is lean leadership, which, from a behavioral point of view is the behavior whose main characteristic is to help create added value to the organization (Hussein & Al-Zubaydi, 2020: 410).
The emergence and growth of lean behaviors is influenced by various factors, the most important of which are organizational culture (Grigg, Goodyer & Frater, 2020) and coach-oriented leadership style (Berg & Karlsen, 2016). Adaptive organizational culture promotes norms and behaviors used by the organization to be able to discover, translate and interpret environmental symbols and new behaviors. This type of culture provides a favorable environment for the organization to create new opportunities, understand and meet the needs of customers and adapt to environmental changes, and therefore it is believed that it can create a favorable environment for creating and strengthen lean behaviors in the organization. Another factor affecting lean behaviors is coach-oriented leadership style. Examining various researches shows that relationship-oriented leaders pay attention to the needs and motivation of subordinates and improve personal, group, and organizational needs, and provide new opportunities for the organization in order to identify effective methods of working (Fazlail & Moazzami, 2023).
As a social organization, Schools are facing unpredictable environmental complications, among which are the spread of the Covid-19 disease, and the move towards virtual and combined education. Schools need to adapt to these complexities in order to survive. The effectiveness of adaptation requires an adaptive organizational culture on one hand, and pure behaviors on the other. Therefore, the problem of the current research is to answer the question in a scientific way: Can an adaptive organizational culture with the mediation of a coaching leadership lead to lean behaviors of school principals?
Theoretical foundations
Adaptive culture is described as a range of cultural characteristics that enable an organization to be more adaptable to environmental changes by helping organizations anticipate and adapt to those changes (Sharma & et.al, 2021).
The leader's approach of using coaching is a new paradigm (Hagen & Aguilar, 2012). Coaching skills are fundamental behaviors of the leader that help organizations create a competitive advantage (Lee, Idris & Tuckey, 2019). Some researchers believe that coaching leadership refers to a type of positive leadership behavior in which the leader motivates employees through appropriate coaching techniques and provides sufficient resources and support to enhance the employee's ability to study and work (Wang, Yuan & Zhu, 2017: 1656).
Lean behaviors are behaviors whose main feature is helping to create added value for the organization. Among these behaviors, we can mention courtesy, calmness, wisdom, patience, objectivity and trust (Hussein & Al-Zubaydi, 2020:406).
Tortorella et al, (2020) studied the role of organizational culture and leadership styles in lean production. Their findings indicated a meaningful relationship between organizational culture and leadership styles with lean production. Also, in that research, coach-oriented leadership style was identified as an effective style in lean production.
Kołodziejczak (2015) studied the role of coaching in organizational culture in the study titled "Coaching Along Organizational Culture". The results showed that the use of coaching in organization management can gradually model or change the organizational culture. Also, the findings indicated that in favorable conditions, coaching may provide the possibility of changing from traditional culture to innovative one. This change is possible because coaching creates changes in people's behavior; stimulates their creativity; and has a positive effect on employee motivation.
Methodology
The research community consists of all primary school teachers in Ilam province in the academic year 2021-2022 as many as 2909 people; (1907 women and 1002 men). Cochran's formula was used to determine the sample size consisting 339 teachers (222 women and 117 men). Proportional stratified random sampling method was used. Dennison's adaptive organizational culture questionnaires (2000); the coaching leadership of Pilaz Zuborbuehler et al. (2021); and the researcher-made questionnaire of lean behaviors of school principals were used to collect data.
Findings
In order to check research hypotheses and data analysis, structural equation modeling was used using Lisrel 10.30 software. The results of the correlation matrix analysis showed that the variables of adaptive organizational culture of schools (0.65) and educational leadership of school principals (0.63) have a positive and significant relationship with the variable of lean behaviors of school principals at the level of 0.05. Adaptable organizational culture variable has a positive and significant relationship with school principals' educational leadership variable (0.72) at the 0.05 level. The results of the analysis of structural equations show that: the adaptive organizational culture variable with path coefficient of 0.41 and t value of 7.18 has a positive and significant effect on the variable of lean behavior of school principals at the level of 0.05; the variable of adaptive organizational culture of schools with path coefficient of 0.52 and t value of 19.50 has a positive and significant effect on the educational leadership variable of school principals at the level of 0.05; the educational leadership variable of school principals with path coefficient of 0.34 and t-value of 5.93 has a positive and significant effect on the lean behavior variable of school principals at the level of 0.05; and the adaptive organizational culture variable of schools has a positive and significant effect on the lean behavior variable of school principals at the level of 0.05 due to the pedagogical leadership of school principals (0.1768) and the T value of 5.66. Also, the results of the analysis of structural equations showed that: adaptive organizational culture of schools has a positive direct effect (0.41), a positive indirect effect (0.1768), and a significant positive total effect (0.5868) on the lean behaviors of school principals at the level of 0.5. Also, the variables of adaptive organizational culture of schools and educational leadership of school principals are able to explain 40% of the variance of the variable of lean behavior of school principals; the amount of explained variance of pure behavior of school principals according to its t value (10.56) is significant at the level of 0.05.
Conclusion
The aim of the study was to investigate the effect of adaptive organizational culture on the lean behaviors of school principals with the mediation of their pedagogical leadership. The results regarding the positive relationship between adaptive organizational culture and the lean behaviors of school administrators are aligned with research results of Tortorella et al, (2020), Paro & Gerolamo (2017), De Castro Freitas et al, (2017), and Bortolotti, Boscari & Danese (2015). Research studies show that lean behaviors can maximize cost reduction in any organizational culture environment (Tortorella et.al, 2020). The adaptive organizational culture of schools and the coaching leadership of principals are able to explain 40% of the variance of lean behaviors of school principals. This finding is consistent with the results of the studies of Tortorella et al, (2020), De Castro Freitas et al, (2017), Kołodziejczak (2015) and Bortolotti, Boscari & Danese (2015); while contradict with the study results of Paro & Gerolamo (2017). The existence of an adaptive (flexible) organizational culture and an inspiring leader can lead to the emergence and strengthening of lean behaviors in the organization. Coach-oriented leaders help employees reduce wastage and rework, reduce waste, and contribute to transparency in the organization through questions and answers, provide useful and constructive feedbacks, and plan for improvement, and this is what Lean is looking for. The adaptive organizational culture of schools has an indirect positive effect on managers' lean behaviors through the coaching leadership of managers. This finding is in line with the results of the study of Tortorella et al, (2020). From a theoretical point of view, there is a conceptual connection between organizational culture and coaching. If there are underlying assumptions and support for the benefits of a manager's use of a coaching style, then we would expect to see evidence of the coaching style being used (Nieminen, Biermeier-Hanson & Denison, 2013). According to the results of the research, the following suggestions are presented: encouraging the spirit of accepting the criticism and avoiding partisanship in decision-making, attention of the officials of the educational system to teachers through intelligent questions and providing feedback to them, reviving the spirit of law in the body of the organization and transparency in doing things.
management
Farideh noori; Abasali hagh parast; reza sotudeh; Habib piri
Abstract
Abstract
The purpose of the current research is to analyze and rank the ability for the transparency of performance-based budgeting in the country's health education system. According to the research topic, the type of research is applicable in terms of purpose, and survey in terms of nature. The tool ...
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Abstract
The purpose of the current research is to analyze and rank the ability for the transparency of performance-based budgeting in the country's health education system. According to the research topic, the type of research is applicable in terms of purpose, and survey in terms of nature. The tool for gathering information is a questionnaire, which after Delphi analysis and the consensus of experts' opinions; we got a researcher-made questionnaire according to experts' opinions. The statistical population of this research consists of knowledgeable members in the country's health education system, including senior managers and assistants, financial managers and accounting heads, and financial and budget experts; and the sample people were selected in a purposeful and accessible manner, so the content validity of the model and its components was obtained by means of the opinions of experts, and the relationship between its dimensions and components using SPSS statistical analysis software, Kolmogorov-Smirnov test; and parametric methods including t-test were used to test the research questions, and Friedman's test was used in order to determine the rank of the approved indicators, and the performance ability model of the country's health education system includes ability dimensions (with the components of performance evaluation ability, human ability, technical ability), acceptance dimensions (with the components of managerial acceptance, motivational acceptance) and Economic efficiency was approved.
Extended abstract
Introduction
Among the different budgeting methods, performance-based budgeting has brought about a major change in the budgeting system of governments and has been able to play an effective role in the growth and development of countries. This type of budgeting has been the most famous reform effort in the public sector since the 1990s and perhaps in the current century, so that Barrett and Goodwin called the 1990s the decade of performance-based budgeting. During the 1990s, performance-based budgeting has been used synonymously with outcome-based budgeting and results-based budgeting. The field of performance evaluation has evolved over the past 50 years and has expanded beyond financial auditing and internal controls, and has become a respected mechanism for continuous improvement and organizational effectiveness (Park, 2019). Performance-based budgeting is the transformation of the budgeting process from a purely political process to a process that involves economic, objective and rational principles in decision-making. Performance budgeting contains three elements: result (final result), strategy (various ways to achieve the final result), and activity or outputs (things that are done to achieve the final results). The key feature of the new performance-based budgeting system is combining the goals of the budget management system with appropriate accountability. The performance-based budgeting system revolves around the two axes "relationship between performance indicators and evaluation" and "relationship between budget and results" in which different administrative departments are accountable based on specific standards called performance indicators, and managers have more discretion in determining the best way to achieve results (Parker et al, 2019).
The Ministry of Health, Treatment and Medical Education is one of the four institutions that were required to implement performance-based budgeting in the country. Therefore, from the point of view of university management, it is necessary to change the budgeting system of universities and to revise and fundamentally transform the existing budgeting system. Research conducted in the field of performance-based budgeting shows that performance-based budgeting methods have been accepted in many countries, but few of them have implemented this method. In addition, the evidence obtained from these studies shows that most governments are able to create functional information; while, very few of them use this information in decisions related to resource allocation and formulation and development of result-oriented incentive plans (Mahdavi and Gol Mohammadi, 2013).
Therefore, the current research seeks to find the answer to the question: what does accrual accounting contribute to the country's health education system based on the transparency of performance-based budgeting? And what are its dimensions, components and indicators?
Theoretical framework
Due to the importance and role of budgeting in macro decision-making in the country, most of the people involved in budgeting believe that budgeting in Iran, despite nearly a century of executive history, faces many issues and problems. Some of these problems are caused by the current economic and social conditions; but others, which are more important, are rooted in the administrative and financial structure of the country (Qassemi, 2013). With the development of government duties and the rapid increase of government expenses and its link with the general state of the country's economy, expenditure control has lost its importance; and the need for improvement in the planning, control and management systems of public sector resources, the need to specify goals and Emphasizing results to reduce costs and increase service quality has become more important. In other words, traditional budgeting methods do not meet the needs of decision makers and managers at different levels to manage operations and programs and do not lead to an increase in productivity, which is one of the most important expectations of proper budgeting. For this reason, in the last decade, the issue of revising the budget system and turning it into one of the management tools for correct and effective decision-making has been raised (Aghwami and Babajani, 2014).
In another article, Yen et al. (2020) investigated the effect of performance evaluation system (PMS) on the performance of public sector organizations in transition economies. In this study, the intervening role of public accountability in the relationship between the performance evaluation system and the performance of the public sector in Vietnam has also been investigated. The research sample includes 214 accountants and managers of the public sector of Vietnam. The results show that public accountability fully moderates the relationship between PMS and organizational performance. These results provide important practical and theoretical applications for government organizations by using PMS and with the aim of improving public accountability and organizational performance (Yen et.al, 2020).
Azar et al. (2020) conducted a study with the aim of identifying key factors and providing an effective model for monitoring and evaluating the financial performance of the public sector in performance-based budgeting using the fuzzy Delphi method. In the proposed model, there are 10 main codes "legal and regulatory factors, organizational structure and culture factors, financial and budgetary factors, monitoring and evaluation structural factors, content and managerial monitoring factors, motivational and psychological factors, technological and informational factors, economic factors, political and international factors, and cultural and social factors" have been identified (Azar. et. al, 2020).
Methodology
This research is of an applicable type in terms of the purpose of the research, and survey in terms of nature. The tool for gathering information is a questionnaire, which after Delphi analysis and the consensus of experts' opinions; we got a researcher-made questionnaire according to experts' opinions. The statistical population of this research includes knowledgeable members of the health education system of the country, including senior managers and assistants, financial managers and accounting heads, and financial and budget experts; and the sample people were selected in a purposeful and accessible manner. In this research, "Ability Evaluation" is the dependent variable. Also, the independent variables include the dimensions of ability, authority, acceptance and economic efficiency, which have been measured and analyzed using the questions asked in different parts of the standard questionnaire.
Discussion and Results
According to the first question of the research, the results showed that the dimensions of ability, acceptance, economic efficiency and operational goals are confirmed in the answer to the first question, and according to these dimensions, from the respondents' point of view, there is necessary transparency for the implementation of performance-based budgeting in the country's health education system. Based on the second question, it is concluded that the components of performance evaluation ability, human ability, technical ability, managerial acceptance, motivational acceptance, economic efficiency, and operational goals are approved in response to the second question, and according to these components, from the respondents' viewpoint, there is necessary transparency in order to implement performance-based budgeting in the country's health education system. In the third question, the results showed that the highest standard deviation related to the index "Monitoring the effectiveness and economic efficiency of the activities of the executive bodies by the country's health system" was 1.014. After that, the second highest standard deviation is related to the indicators "Evaluation of the performance of executive bodies by the country's health system", "existence of sufficient number of proficient experts familiar with performance measurement criteria" and "A practical example of the implementation of the finished price management system as A workshop has been provided" was 0.975. This means that the respondents had different opinions regarding these indicators. On the other hand, the lowest standard deviation of 0.258 is related to the indicators "all suitable and necessary subsystems are considered for the implementation of performance-based budgeting and the necessary infrastructure exists in this field", "performance audit by the country's health system" and "Implementation of information systems and operational reporting infrastructures by the country's health system". This means that the respondents had consistent and identical opinions regarding these indicators. Also, the highest average of 4.33 jointly belonged to two indicators "Managers of executive bodies of the country's health system have accepted performance-based budgeting as a suitable method for budgeting" and "Incentive and punishment plans for appropriate and inappropriate performance have been predicted in the approved programs". This means that the most emphasis of the respondents is on these issues. On the other hand, the lowest averages are 3.26 and 2.06, respectively, for the indicators "Implementation of information systems and operational reporting infrastructures by the country's health education system" and "There is Necessary powers in the use of functional information in the country's health education system". It means that these indicators were less important from the point of view of the respondents. In the fourth question, the results showed that the results of Friedman's ranking test ranked first in economic efficiency with an average rank of 7.50, second in ability with an average rank of 7.00, and third in operational goals with an average rank of 70. 5.5; followed by the dimension of acceptance ranks fourth with an average rank of 5.07, the dimension of efficiency and effectiveness of financial resources ranks fifth with an average rank of 4.30, the dimension of operational reporting ranks sixth with an average rank of 2.33, the dimension of operational accountability ranks seventh with an average rank of 2.17, and the dimension of authority ranked eighth with an average rank of 1.93.
Conclusion
The aim of the current research is to analyze and rank the ability, for the transparency of performance-based budgeting in the health education system of the country. The results of the research showed that the ability dimensions (performance evaluation ability dimension, human ability, technical ability), acceptance (managerial acceptance, motivational acceptance), economic efficiency, as well as the indicators of "all suitable and necessary subsystems have been considered for the implementation of performance-based budgeting and the necessary infrastructure exists in this field", "the managers of the executives of the country's health system have accepted the performance-based budget as a suitable method for budgeting" and "incentive and punishment plans for appropriate and inappropriate performance in the approved programs have been foreseen" are the most important factors for transparency of budgeting based on performance in the country's health system. Therefore, the present study is in line with the studies of Pourali and Kakuvan(2012), Mauro et al, (2019), Sotoudeh et al, (2019), and Emrai and Azar (2020).
management
Ghaem Gheiravani; Mohammad Montazari; Shams Sadat Zahedi
Abstract
AbstractThe current research aims to provide a smart governance model with a focus on the development and training of human resources in the public sector. The research method is applicable according to the purpose, and mixed (qualitative-quantitative) according to the type of data. The statistical population ...
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AbstractThe current research aims to provide a smart governance model with a focus on the development and training of human resources in the public sector. The research method is applicable according to the purpose, and mixed (qualitative-quantitative) according to the type of data. The statistical population in the qualitative part of the research consisted of 15 academic experts and experts in the field of information and communication technology in the Ministry of Interior and managers of the South Khorasan Governorate who were familiar with the subject, which was selected in a non-probabilistic and judgmental way, and the required information was collected from them with the method of content analyzing. The statistical community in the quantitative part of the research includes managers and experts working in the management and planning department of administrative automation planning in the number of 246 people, of which 150 people were selected as a sample using Cochran's formula. Further, in line with the validation of the research model, a research questionnaire was designed and distributed in a stratified random method among 150 managers and experts working in the management and planning department of administrative automation. Smart PLS 2 software was used in order to analyze the data. The results showed that all the components of smart governance in the public sector were identified and their significance was confirmed in the research; and by examining themes, concepts and quantitative and qualitative research; the smart governance model was explained with a focus on the development and training of human resources in the public sector.Extended abstractIntroductionThe speed of developments and changes in communication and information technology has envisioned an unpredictable world even for the near future and has even changed the concept of governance in such a way that "smart governance" is the only way forward for governments and rules (Fuller & Crawford, 2022). The meaning of smart governance is to provide a platform for the integrated management of city affairs. This platform should provide services and interactions between the parts of the city in order to achieve an effective and efficient city (Moreno & Paez, 2022). The most important effective tool in this field is the use of FAVA (including communication infrastructure, hardware and software), the use of intelligent processes and information-based decision-making (Holzer et al, 2022). The interaction and participation of all private, government and city governance factors is one of the requirements to achieve smart governance. The development of the dimension of smart governance, due to its fundamental nature in the building of a smart city, becomes the basis for the development of other dimensions of smartness as well (Azkuna, 2022). Smart government is a platform for proper urban management. All the services provided in a smart city should be offered to the people through the channel of smart governance. In the intelligent governance of democracy, the foundation of a government is ideal and perfect. But the existence of corruption, unfair policies and mismanagement of the government causes people to lose their trust in governments (Alvahdei, 2016). The development and application of information technology in various fields is the result of the capabilities of information technology, which is facing great success today (Karegar.rt.al.2015). One of the most important opportunities that new technologies provide to government men and managers is increasing accessibility, strengthening efficiency and re-engineering the government's architecture and making it more responsive. The use of the re-engineering of government architecture and other mentioned facilities in the governance process has led to the emergence of a reality called the intelligent government, which is the prerequisite of government over information societies. Smart government is the use of information and communication technology to improve public sector management and has gained increasing popularity. Smart government is a powerful tool that provides better public services, reduces waiting time and improves cost-effectiveness, increases productivity and improves transparency and accountability, and improves the government's ability to perform key activities (Moghimi, 2017).Therefore, the main question of the research is, what is the smart governance model with the approach of focusing on the development and training of human resources in the public sector?Theoretical FrameworkLiteratureSmart ruleThe meaning of smart governance is to provide a platform for the integrated management of urban affairs. This platform should provide services and interactions between the parts of the city in order to achieve an effective and efficient city. The most important effective tool in this field is the use of FAVA (including communication infrastructure, hardware and software), the use of intelligent processes and information-based decision making. The interaction and participation of all private, government and city governance factors is one of the requirements for achieving smart governance. The development of smart governance, due to its fundamental nature in building a smart city, also lays the foundation for the development of other dimensions of smartness. Smart governance includes political and active participation, citizen services and smart use of e-government. In addition, smart governance refers to the use of new communication channels, such as electronic government or "electronic democracy" (Ghorbanzadeh, 2015).The main elements of smart governanceSmart governance: means public investment in ICT to promote transparency and accountability among public institutions at the local and national levels and improve their performance. This element is usually related to public management reform programs and government modernization (Ghorbanzadeh, 2015).Providing intelligent services: Public investment in ICT is to improve the efficiency and transparency of public institutions in providing public services in all sectors. This element is related to the reform programs of public management, local governance and access to justice (Ghorbanzadeh, 2015).Smart participation: Public investment in ICT is aimed at promoting interaction between public institutions and citizens in order to improve policy making and provide public services and activities. This element includes three levels of providing information to citizens, consultation with citizens, and dialogue between the government and citizens. This element is usually related to public accountability programs, strengthening of civil society and strengthening of parliamentary system and parliament (Ghorbanzadeh, 2015).There have been numerous articles on the explanation of smart governance models, but the explanation of a comprehensive and complete model with the approach of human resource development and training has been done less.Hosseini et al. (2022) in an article investigated the antecedents and consequences of smart good governance with a fuzzy Delphi approach. The research method is among mixed researches in the deductive-inductive approach. The statistical population of the research consists of all governance activists, 26 of whom were selected based on the principle of theoretical adequacy and using the purposeful sampling method. In the qualitative part, the data obtained from the interview were analyzed using the Atlas.ti software and the identification method was analyzed. The results of the research indicate that among the antecedents, respectively, technology and smart data, electronic and intelligent interaction, governance Law, competent and committed brokers, cyber and smart security had the highest priority (Hoseini.et.al, 2022).Paighan et al. (2022) in an article identified and prioritized factors affecting good governance with a sustainable development approach in the government organizations of Sistan and Baluchistan province. The research method is applicable in terms of purpose, and mixed (qualitative-quantitative) with an exploratory approach according to the type of data; in this way, 54 articles in the field of good governance were analyzed and research indicators were identified using meta-composite method. The identified factors and components were weighed with the opinion of experts and after receiving their corrective opinions, they were analyzed based on relevant statistical methods, and finally the fit of the model, components, and the combination of factors was reached by their consensus. The statistical population in the qualitative part of the research included 11 academic and professional experts familiar with the subject, who were selected in a non-probabilistic and judgmental manner, and the required information was collected from them using the Delphi method. Further, in line with the validation of the research model, a research questionnaire was designed and distributed among 216 sample members, including managers and experts of the governorate, governorate and academic staff members of the university in Sistan and Baluchistan province, which was randomly distributed by stratified method. In order to analyze the data, Smart PLS software was used. Finally, the findings of the research showed that the indicators of commenting and accountability, quality of laws, corruption control, rule of law, transparency, vision and planning, effectiveness and efficiency, ethics, responsibility, trust, justice, poverty alleviation, Economic growth, participation, institutional development, meritocracy, trust-oriented, political stability, and anger are respectively the most important components of good governance with a sustainable development approach (Peghan.et.al.2022).MethodologyThe research method is applicable according to the purpose, and mixed (qualitative-quantitative) according to the type of data. The statistical population in the qualitative part of the research consisted of 15 academic experts and specialists in the field of information and communication technology in the Ministry of Interior and managers of the South Khorasan Governorate who were familiar with the subject, which was selected in a non-probabilistic and judgmental way, and the required information was collected from them with the method of content analyzing. The statistical population in the quantitative part of the research includes managers and experts working in the management and planning department of administrative automation planning in the number of 246 people, 150 of whom were selected as a sample using the Cochran formula. used.Discussion and results:SPSS 26 statistical software is used for descriptive data analysis, and the Kolmogorov-Smirnov test for the normality of the data, and the structural equation test using SMART PLS 2 software to answer the research questions. Factor loadings are calculated by calculating the correlation value of the indicators of a structure with that structure. If this value is equal to or greater than 0.4, it confirms that the variance between the structure and its indicators is greater than the variance of the size measurement error of that structure, and the reliability of that measurement model is acceptable. The results of the factor analysis show the desired components, since the factor loading of all items is greater than 0.4, and the value of the t statistic is greater than 1.96, so the model has good validity.Conclusion:This research was conducted with the aim of investigating the components of smart governance with a focus on the development and training of human resources in the public sector. For this purpose, data was collected through in-depth and semi-structured interviews with 15 experts, including university faculty members and experts in the field of information and communication technology in the Ministry of Interior and managers of South Khorasan Governorate who were selected by theoretical sampling. In the quantitative phase of the research, a researcher-made questionnaire based on the extracted components was prepared and provided to 150 managers and experts working in the management and planning department of administrative automation. Then, using the coding method of qualitative content analysis based on interviews with elites and using thematic analysis method, the components of smart governance with a focus on the development and training of human resources in the public sector were identified and extracted, and the effectiveness weights were obtained using the structural model. SPSS 26 and PLS 2 software were used for statistical analysis of the research. To check the fit of the measurement models, convergent validity was used, and the results showed that the AVE values for all variables are greater than 0.5, so the convergent validity of the constructs is acceptable. Also, the results of the factor analysis of the desired components were confirmed, considering that the factor loading of all items is greater than 0.4, and the value of the t statistic is greater than 1.96, so the final model of the research was determined to have good validity. The results of this research are in agreement with Hoseini.et.al, (2022), Peghan.et.al., (2022), Rostaei.et.al, 2(018), Faraji (2022), Meijer et al., (2018), and Washburn et al., (2018).
management
Mohammad Hadi Asgari
Abstract
The present study was conducted with the aim of investigating the effect of authentic leadership on the job satisfaction of employees, emphasizing the mediating role of job involvement. The method of this study was descriptive-survey type. The statistical population of the research was 311 employees ...
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The present study was conducted with the aim of investigating the effect of authentic leadership on the job satisfaction of employees, emphasizing the mediating role of job involvement. The method of this study was descriptive-survey type. The statistical population of the research was 311 employees and managers of the central organization of Islamic Azad University (275 employees and 36 managers), of which 158 people were selected based on Cochran's formula and by simple random sampling as the sample size of employees. The census method was used to collect the managers' information due to the limited statistical population. To collect the data, the standard questionnaires of Ladahl and Kenger (1965) on job involvement with a reliability coefficient of (0.85), and Minnesota job satisfaction with a reliability coefficient of (0.88), and the authentic leadership of Walumba et al. (2008) with a reliability coefficient (0.90) was used; whose validity was confirmed by academic experts and their reliability was also confirmed through Cronbach's alpha coefficient test. In order to analyze the data, structural equation technique was used through Statistical software LISREL and Spss version 22. Quantitative findings from the test of research hypotheses showed that authentic leadership has a positive and significant effect on both job involvement and job satisfaction of employees. Job involvement has a positive and significant effect on employee job satisfaction. Job involvement has played a mediating role in the impact of authentic leadership on job satisfaction. The results of the research also showed that the components of transparency in relationships, balanced processing, internal aspects, and self-awareness had the most influence on job engagement and job satisfaction, respectively.
Extended Abstract
Introduction
Today, the importance of job satisfaction is a well-known and self-evident matter, and it is also a matter of concern in human resources management. Paying attention to this factor shows the importance that managements attach to human resources as one of the valuable capitals (Kiani & Nazari, 2022). It should be stated that employee satisfaction is the most important concern of leadership in organizations, and the requirement for successful leadership is that the manager pays primary attention to employee satisfaction programs, which include leadership methods and programs designed to change the role of employees. Changing the role of employees is important, because in today's era, the purpose of the university is not merely transfer of the cultural heritage and human experiences to the new generation; and to creation of favorable changes in the attitudes, cognitions and ultimately the behavior of people has a special position in it (Zavvar et al., 2021). The employees of the organization are one of the key and important elements of the higher education system, which must have the necessary competencies and qualifications to be able to undertake this important job (Rajabzadeh et al., 2015). Employees must have the necessary knowledge and skills, and be able to perform and apply them, and it is necessary for teachers to be motivated and work with motivation to achieve high job performance and have the necessary satisfaction. Creating satisfaction in employees causes their individual success to affect the overall effectiveness of the university, which employee satisfaction and then increasing the efficiency of the university depends on the role of managers within the organization, meanwhile, the key feature of a first-rate university is the presence of outstanding managers (Mousavi et al., 2020). Therefore, creating job satisfaction in employees is a very important matter that should be created in different ways. One of these methods is the institutionalization of managerial skills of managers. The way of managers' performance in applying the three-type management skill will attract the attention of the employees toward this matter, and the optimum of these skills will lead to the formation of job satisfaction in employees. On the other hand, the reasons for carrying out the research in order to eliminate the existing gaps can be examined from several aspects: the concept of employee job satisfaction in the literature of human relations and organizational behavior is so important that researchers from different angles have examined the predictors of this key structure in the realization of the organization. Job satisfaction is the feeling that a person has towards his profession (Abdullah, 2019). Another fundamental factor in improving the job performance of employees is the level of their job involvement. Job involvement is an important variable attitude in maximizing organizational effectiveness. Job involvement mainly includes job satisfaction, ability, dedication and attachment. Power indicates a high level of energy, psychological flexibility while working, the desire to spend effort in one's work and different in facing problems (Ziaei et al, 2015). High job involvement indicates the experience of the feeling of meaningfulness, enthusiasm, honor, being immersed in work and having a pleasant feeling towards work. In this situation, over time, a person becomes attached to his job (Braganza et al, 2021). People with low job involvement are usually at a higher level in terms of job burnout, psychopathy and extroversion. Job involvement is related with job resources including social support from colleagues and supervisors, performance feedback, leadership, job control, task variety, learning and growth opportunities, and training facilities. In addition, employees with high job involvement attach more importance to the job (Taştan & Türker, 2018). Therefore, conducting studies that examine the factors affecting the level of employee satisfaction is of great importance and necessity, and since the review of the research background shows that so far, a study that examines the effect of managers' managerial skills on employees' satisfaction with the role of managers has not been available to the researcher; therefore, the present research is a new work in this field and its results will solve the existing research gap in this field. According to the stated content and the statement that improving the quality of education and performance of the university depends on the knowledge and perception of managers and employees about their role, and the way managers work can affect various factors regarding employees, including their satisfaction as a member of the country's educational organization, therefore, according to the theoretical and research bases mentioned, this research tries to answer the question whether authentic leadership has a significant effect on the job satisfaction of employees by emphasizing the mediating role of university employees' job conflict?
Theoretical framework
Job conflict
Job involvement refers to positive psychological conditions in a person that prompts him to be actively involved in his role and his organization. Harter et al (2003) defined employee involvement as a combination of emotional and cognitive variables in the work environment; including satisfaction, happiness, prosperity and positive thinking (Tabatabai Adnan et al, 2021).
Authentic leadership
Authentic leadership is a social process that organizes all human, financial and technological resources by using human, conceptual, specialized and artistic, scientific and experimental skills; and realizes the goals and policies of the organization through the material and spiritual needs of the employees (Fadaei, 2017). According to Falath (1989), the term authentic leadership refers to the activities that managers perform or assign to others to increase employee learning. Authentic leadership places a high priority on improving the quality of performance, and tries hard to realize this vision (Mousavi Jahromi et al, 2018). The basic task of authentic leadership is to improve the learning situation. If someone in the position of authentic leadership cannot be effective in improving quality, his existence in this position cannot be defended and justified. In fact, the purpose of several decades of research on leadership, which has been associated with the creation of many theories, models and scales, is to increase our understanding of how leadership can lead to the best organizational results (Jafari & Rezaiee, 2018).
Job satisfaction
If the satisfaction of the employees increases, the quality of education, the efficiency of the higher education system, the saving of educational costs and the optimal use of time and educational facilities, and etc. will increase, and in general, the efficiency and effectiveness of the educational system will increase (Adli & Motallebi Varkani, 2018).
In a research, Zovar et al. (2022) investigated the mediating role of managers' creativity in the relationship between participatory management and their social responsibility with teachers' job satisfaction, and showed that collaborative management and managers' creativity have a direct and significant effect on teachers' job satisfaction, but social responsibility of managers do not have a direct and significant effect on teachers' job satisfaction, and the role of creativity as a mediating variable was confirmed (Zavvar et al, 2021).
In a research, Mousavi and Shirzadi (2019) investigated the impact of school administrators' social capital on teachers' job satisfaction, and showed that the structural dimension has the greatest impact on teachers' job satisfaction (Mosavi & Shirzadi, 2019).
Abdullah (2019) in the study of teachers' satisfaction with the perceived leadership of principals showed that there is a relatively strong correlation between the principal's perceived leadership style and the overall satisfaction of teachers, and the satisfaction of female primary school teachers was higher compared to that of the male teachers (Abdullah, 2019)..
Methodology
The research method is descriptive-correlative in nature, and practical in terms of purpose. The statistical population of the research was made up of managers and employees of the central organization of Islamic Azad University as many as 311 people (36 managers and 275 managers). The size of the research sample for employees was determined 160 people based on Cochran's formula. A simple random sampling method was used in order to give an equal chance to all of the statistical sample members of the teachers. The census method was used to collect the managers' information due to the limited statistical population. Based on this, the sample size of the managers was 36 people. Out of the total number of distributed questionnaires, 158 questionnaires were received from employees and 35 questionnaires from managers. The return rate of questionnaires related to employees was 99% and for managers was 97%. Library and field methods were used to collect data.
Discussion and Results
The main hypothesis analyzes the mediating role of job involvement in the influence of authentic leadership on job satisfaction. The results showed that the strength of the direct relationship between authentic leadership on job satisfaction was calculated to be equal to (0.48), which shows that the correlation is favorable. The strength of indirect authentic leadership on job satisfaction, with regard to the mediating role of job involvement is equal to (0.51). The results related to the first sub-hypothesis showed that the strength of the influence of authentic leadership on job involvement was calculated equal to (0.67), which shows that the correlation is favorable. The significance statistic of the test was also obtained (7.65), which was more than the critical value of t at the 5% error level, i.e. (1.96), and it shows that the observed correlation is significant. The results related to the second sub-hypothesis showed that the strength of the impact of job involvement on job satisfaction was calculated equal to (0.76), which shows that the correlation is favorable. The significance statistic of the test was also obtained (8.74), which was more than the critical value of t at the 5% error level, i.e. (1.96), and it shows that the observed correlation is significant. The results related to the third hypothesis showed that the strength of the influence of authentic leadership on job satisfaction was calculated equal to (0.48), which shows that the correlation is favorable. The significance statistic of the test was also obtained (5.46), which was more than the critical value of t at the 5% error level, i.e. (1.96), and it shows that the observed correlation is significant.
Conclusion
The purpose of this research was to investigate the effect of authentic leadership on the job satisfaction of employees, emphasizing the mediating role of job involvement among employees of the central organization of Islamic Azad University.
The main hypothesis analyzes the mediating role of job involvement in the influence of authentic leadership on job satisfaction. The results showed that the strength of the direct relationship between authentic leadership on job satisfaction was calculated to be equal to (0.48), which shows that the correlation is favorable. The strength of indirect authentic leadership on job satisfaction, with regard to the mediating role of job involvement is equal to (0.51). Due to the fact that the power of the indirect path is greater than the direct path, therefore the existence of the variable of job involvement increases the power of influence and the mediating role of this variable is confirmed. In this regard, it can be said that an authentic leader with the variables such as self-awareness, relational transparency, balanced processing and internalized moral framework can give employees the confidence that he possesses a calculated behavior (Corriveau, 2020). Self-awareness and relational transparency convey that the authentic leader tries to acquire a correct recognition about himself, his moods, and his thoughts on one hand; and he is aware of the thoughts and moods of the employees and the environment on the other. As a result, he probably creates the confidence that he has as much correct information as possible. Balanced processing can ensure this confidence that the authentic leader will not have an unbalanced view as much as possible and will not make an unreasonable decision (Amiri, 2017). It is expected that the employees of the organization will have higher motivation and ability and their job success will improve. These results are in line with the results of the research findings of Nik Del Makki (2019).
The results related to the first sub-hypothesis showed that the strength of the influence of authentic leadership on job involvement was calculated as equal to (0.67), which shows that the correlation is favorable. The results of the second sub-hypothesis showed that the strength of the effect of job involvement on job satisfaction has been calculated to be (0.76), which shows that the correlation is favorable. Also, the results related to the third hypothesis showed that the power of authentic leadership on job satisfaction has been calculated equal to (0.48), which shows that the correlation is favorable. It can be said that authentic leadership has a positive and significant effect on job satisfaction. In this regard, it can be said that authentic leaders are people who have achieved self-knowledge and are aware of their thoughts and behavior. They are very hopeful, flexible and have a very moral personality (Bahmani, 2017). These results are in line with these research findings: Rajabzadeh et al, (2015), Call & Ployhart (2021), Rajabzadeh et al, (2015), and Wang et al, (2018). In this regard, the following suggestions can be made:
Organizations that are interested in raising the indicators of authentic leadership in their managers can teach the concepts of authentic leadership and the importance of paying attention to them by holding workshops. For more impact and expansion, it is suggested that this training starts from the higher levels of the organization. One of the effective mechanisms of authentic leadership is the creation of a common identity between the leader and the team members. The leader should pay attention that the more he can align the values and beliefs of his team members with the values and beliefs of himself and the organization, the more common identity and as a result more common emotional trust is created. This view in managers will be created that the reason for the existence of organizations in the first stage is the employees and in fact they are the ones who determine what organizational performance will be in front of the organization. Employees are the first step of managers in fulfilling organizational obligations.
management
asadollah Alirezaei; mohammad Emami; Asma Abbasgholizadeh; Zahra Yazdani Kachoei
Abstract
Extended AbstractAbstractThe purpose of this study is structural modeling of the effect of offensive supervision on organizational citizenship behavior in technical and vocational education centers in Kerman province. This research is applicable in terms of purpose, and correlative in nature and method. ...
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Extended AbstractAbstractThe purpose of this study is structural modeling of the effect of offensive supervision on organizational citizenship behavior in technical and vocational education centers in Kerman province. This research is applicable in terms of purpose, and correlative in nature and method. The statistical population of this research is all employees in technical and vocational training centers in Kerman province, whose number has increased to 207 in 2021. Due to the limitations of the statistical population, all its members have been selected as a sample and studied by census. Questionnaires of Mitchell and Ambrose (2007) and Oregon Organizational Citizenship Behavior (1998) were used to collect data. The content validity of the questionnaires was assessed based on the opinion of experts, and the construct validity was assessed by confirmatory factor analysis. Their reliability was also confirmed by calculating the combined reliability of Cronbach's alpha coefficient. The collected data were analyzed by structural equation modeling with LISREL software. Findings indicate that in general, offensive supervision has a significant inverse effect on organizational citizenship behavior. As the supervisor's offensive behaviors increase, employees lose their morale, as a result of which their motivation decreases and eventually, organizational citizenship behavior decreases.IntroductionAn issue raised in the last two decades and in addition to behaviorists, has also attracted the attention of psychologists and sociologists, is organizational citizenship behavior (ho & Le, 2020). Organizational citizenship behavior is a valuable and useful behavior (Sadeghi afjeh, 2014) that includes various behaviors of employees such as accepting and taking on additional responsibilities, following the rules and procedures of the organization, maintaining and developing a positive attitude, patience and Tolerance of dissatisfaction and problems in the workplace (Qiu et al, 2019). Thus, organizational citizenship behavior contributes to the efficiency and effectiveness of organizations through resource changes, innovations, and adaptability (Gholam Hossaini, 2011). The most important indicator of organizational citizenship behavior is more effort to achieve the goals of the organization, in a situation where the individual is not accounted on and the job is not considered as an individual duty (eghbal et al, 2018; Lopez-dominguez et al, 2013). Examining organizational citizenship behavior and its influencing factors due to the importance of such behaviors to respond to changing demands in today's turbulent and dynamic environments and markets, seems necessary (Podsakoff, et al, 2009; liu & cohen, 2010; rukkhum & Bartlett, 2012; ho & Le, 2020). Meanwhile, a new concept has entered the management literature that has negative effects on organizations. In recent decades, there has been a growing research movement on the subject of offensive supervision, defined as "employee perceptions of leaders' continued use of verbal and nonverbal hostile behaviors, which of course do not include physical contact and action." "(Tepper, 2000). Offensive leadership, which is recognized as one of the most prominent forms of destructive leadership (karsikova, et al, 2013), has detrimental effects on the organization and subordinates (martinko, et al, 2013; Tepper, 2000).According to the above, the main issue of the research is: what effect does offensive supervision have on organizational citizenship behavior (Case study: technical and vocational training centers in Kerman province)?Theoretical frameworkOrganizational citizenship behaviors have a special place in governmental and public organizations (Caillier, 2015; Chan & lai, 2017), because they directly and indirectly contribute to the effectiveness of the organization (Lepine, Erez & Johnso, 2002; Bowling, 2010; Ahmed & Filadelfo, 2016). Organizational citizenship behavior refers to those activities related to the role of individuals in the organization that go beyond the expectations of the job and job description. Although the organization's formal reward system does not identify these behaviors, the individual performs these activities at a level beyond these formal rewards (Castro et al, 2004). Tepper (2000) defines offensive supervision as "employees' perceptions of leaders' continueous use of verbal and nonverbal hostile behaviors - which, of course, do not include physical action and contact." Offensive supervision has negative effects on organizations, offensive supervision has a negative impact on the mental health of subordinates. Threats and real loss of resources activate the stress process, which in turn causes harm to employees' health (Carlson et al, 2012). Ho & Le (2020) conducted a study to examine the relationship between benevolent leadership and organizational citizenship behaviors with the mediating role of member leader exchange in Vietnamese universities. The results of the analysis show the mediating effect of leader-member exchange in the communication between benevolent leadership confirms citizenship behavior. University leaders can benevolently motivate university staff to engage in extra-role behaviors that motivate not only the organization but also other colleagues and students by fostering a good, high-quality leader exchange.kee et al (2019) conducted a study entitled "The Effects of Genuine Leadership on Leadership Trust, Organizational Citizenship Behavior, and Service Quality in China's Hospitality Industry". According to the results, genuine leadership has a significant effect on trust in leaders, organizational citizenship behavior and service quality in China's hospitality industry.MethodologyThis research is descriptive-correlative in nature, and practical in terms of purpose. The statistical population of this study includes all employees of technical and vocational training centers in Kerman province, whose number is 207 in 2021. Due to the limited statistical population, all its members have been selected as a sample and studied by census. 199 completed questionnaires were collected. To collect data related to research variables, Mitchell and Ambrose (2007) Offensive Supervision Questionnaire (10 questions) and Oregon(1998) Organizational Citizenship Behavior (15 questions); based on a 5-point Likert scale (strongly agree to strongly disagree) were used.Discussion and ResultsIn order to test the research hypothesis and analyze the data, Lisrel software was used and the results showed that the significant numbers between the active assaults on organizational citizenship behavior are -10.63, which is significant because this value is greater than 1.96. The standard number between active assaults on organizational citizenship behavior is -0.84. Active assault has an inverse effect on organizational citizenship behavior, that is, it decreases with increasing active aggression on organizational citizenship behavior. Also, the significant numbers between passive aggressions on organizational citizenship behavior are -11.11. Because this value is greater than 1.96; a passive attack on organizational citizenship behavior is significant. This relationship is inverse and significant, that is, it decreases with increasing passive aggression on organizational citizenship behavior. The standard coefficient of passive attack on organizational citizenship behavior is -0.59, so passive attack has an inverse effect on organizational citizenship behavior.ConclusionThe aim of this study was to investigate the structural modeling of the effect of offensive supervision on organizational citizenship behavior (Case study: technical and vocational training centers in Kerman province). The results of this study are consistent with the results of the findings of Ari et al, (2007, and Zelares et al, (2002). Based on the results of hypothesis testing, offensive supervision has a significant and inverse effect on organizational citizenship behavior. That is, with the increase of offensive behaviors of the supervisor, employees lose their morale; as a result, their motivation decreases and consequently, organizational citizenship behavior decreases, so offensive supervision has a fundamental role in reducing citizenship behavior. Organizational citizenship behavior also decreases with increasing active and passive aggressive behavior. In other words, with the decrease of offensive behaviors, organizational citizenship behavior increases. Thus, the managers of technical and vocational training centers must minimize offensive and abusive behaviors in order to improve their performance and response to clients. Therefore, proper and compassionate management can improve citizenship behavior and consequently improve performance. Offensive supervising always blames and harasses subordinates for previous mistakes or negligence, or humiliates and contempts subordinates in the presence of others (Tepper, 2000). Unpleasant experiences of such offensive behaviors in daily activities by subordinates leads to the decrease of job satisfaction level (Hobman et al, 2009; Bowling & michell, 2011; kornan & et al, 2011). Offensive supervision reduces the level of organizational commitment and organizational identity of employees, and causes employees to not perform even properly in addition to extra-role behaviors. Behaviors such as attacking employees' self-esteem, insulting and humiliating them, and mocking them also reduce the positive attitudes that people share while doing work and reduce role-playing behaviors.According to the results of this study, managers are advised to avoid offensive behaviors to encourage employees to engage in organizational citizenship behaviors, and motivate them to show voluntary or extra-role behaviors in addition to their main duties by encouraging. In the practical field, it is suggested to study the factors that can play a mediating or moderating role in the relationship between offensive supervision and organizational citizenship behavior.
management
kamran nazari; Peyman Akbari
Abstract
Abstract
The present study dealt with the antecedents of knowledge concealment with the aim of meta-analysis. This research, in terms of purpose, is descriptive, and in terms of the type of practical use, and in terms of the type of data, it is quantitative research. The statistical population of this ...
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Abstract
The present study dealt with the antecedents of knowledge concealment with the aim of meta-analysis. This research, in terms of purpose, is descriptive, and in terms of the type of practical use, and in terms of the type of data, it is quantitative research. The statistical population of this research included domestic and foreign related individuals during the years 2016 to 2022, and 25 cases were included in the analysis process using a targeted non-random sampling method. Selected studies were analyzed using MAXQDA 20 software (to find effective factors) and CMA2 software (comprehensive meta-analysis software). Among the antecedents of knowledge hiding, 7 effect sizes are large (more than 0.5), 2 effect sizes are medium (between 0.3 and 0.5). In other words, leadership, organizational structure, knowledge ownership, technical knowledge, knowledge sharing perspective, psychological characteristics of employees, human resource management had the largest effect size. Also, among the antecedents of the relationship between knowledge concealment and competitive work environment, there were 5 large effect sizes, 2 medium effect sizes, and these factors including technology, organizational structure, micro factors, macro factors, and individual factors had the greatest effect. Also, among the antecedents of the relationship between knowledge concealment and organizational justice, there were 6 large effect sizes and 3 medium effect sizes, which include procedural justice, interactive justice, distributive justice, organizational commitment, challenges and diversity, open organizational systems. They had the most effect. In the end, it is suggested that the managers of the organizations provide the possibility of holding activities such as friendly gatherings outside the work environment, which leads to the increase of friendly relations and the reduction of interpersonal distrust.Extended AbstractIntroduction
Today, knowledge is the most important asset and the biggest competitive advantage of many organizations. However, in today's highly variable organizations, the biggest and most complex problem of organizations is collecting and storing, retrieving, searching, distributing and retrieving knowledge. Exploitation of knowledge and intellectual property is a subject that is currently of interest to scientists. In order to achieve its goals, every organization uses a collection of knowledge that has been accumulated by each individual and in their minds. If these knowledges are not used, we can expect the failure of the organization or the high costs caused by the repetition of some decision-making processes and the lack of optimal use of experience and decision-making records. For this reason, leading organizations collect latent knowledge from personnel and work groups, which is called knowledge capital. In recent years, various organizations and companies have started joining the knowledge process, and new concepts such as knowledge work, knowledge work, knowledge management, and knowledge organizations indicate the intensification of this process. A knowledge organization achieves capabilities that can make a great power out of a small force. Such organizations are facing new challenges. Today, the competitive environment of organizations has become more complicated and changing. Continuous changes in knowledge have also created a new imbalance situation for organizations. The endless flow of knowledge has put markets in a constant state of change, which requires organizations to make continuous changes (Rahmi, 2015). Today, the capital of an organization is not only the financial and physical capital, but the knowledge capital of people is more important than the two and has been noticed by managers. In other words, human resource management is a complex aspect of knowledge management. In these organizations, knowledge management is used to optimize communication between employees and between high levels of management. Knowledge management in these organizations helps to create a culture of knowledge sharing among employees. Although knowledge can be acquired by individuals, but for it to be useful, it is necessary for all members of the group to participate in it. Knowledge is a concept beyond data and information. Knowledge refers to the collection of information, the practical solutions related to it, the results of its application in various decisions, the training related to it, the attitude of people in jobs and various responsibilities related to it. Each person's knowledge, even in a specific case, may be different from others. Knowledge is the basis of each person's skill, experience and expertise (Babaei Meybodi and Alirezaei, 2020). In the organization, knowledge is defined as what people know about their customers, products, processes, mistakes and organizational successes. Knowledge can exist in information bases, administrative departments or other internal and external sources of the organization. By all means, organizational knowledge is acquired over time and enables the organization to achieve a deeper understanding and lead its organizational formations with cleverness and intelligence, which are the characteristics of intelligence.
Theoretical foundations
In today's turbulent world, knowledge is the most important competitive advantage of organizations. This makes it necessary for organizations to take action to maintain and continue this competitive advantage. With the development of knowledge management and the increase of knowledge-based organizations, the change in the competitive environment of organizations has intensified and the environment of organizations is moving towards dynamism. Today, managers are eager to manage organizational knowledge so that they can benefit from its useful results. One of the necessary behaviors for knowledge management is the sharing of knowledge among the people of the organization, and this behavior occurs when a person has a desire to help others or learn from others in order to develop new capabilities in the organization. Since the organization cannot force its employees to share their knowledge with other employees and there is no compulsion, knowledge sharing will not happen until the individual wants to. The concept of hiding knowledge is as old as the topic of knowledge management itself. But it is a behavior that has been less researched. Identifying and explaining the effective factors on hiding knowledge is one of the solutions that can help the organization to move towards a knowledge-oriented and learning organization (Oliveira et al, 2018). According to the view of "knowledge is power", people usually hide knowledge so as not to lose their competitive advantage, and despite many researches in the field of knowledge sharing and the efforts of managers, organizations find it very difficult to achieve knowledge sharing. effective among their employees. Researchers have focused more on promoting the desired activities of the organization, especially knowledge sharing, and less attention has been paid to the reasons why people hide knowledge (Hosseinzadeh, and Miri, 2018).
Research Methodology
In terms of purpose, this research is applied, its nature is descriptive-analytical, and its method of implementation is meta-analysis, which is a systematic review and meta-analysis (Systematic Reviews and Meta-Analyses) that examines the meta-analysis of the antecedents of knowledge concealment. pay the statistical population of this research included domestic and foreign related individuals during the years 2016 to 2022, and 25 cases were entered into the analysis process using a non-random purposeful sampling method.
Research findings
The Q test was used to check the homogeneity of the studied studies and it can be claimed with 95% confidence that the null hypothesis that the studies are homogenous is rejected and the hypothesis of heterogeneity among the studies is confirmed. In order to avoid publication bias, the funnel diagram and safe N of error were used. The results showed that as the studies are drawn to the bottom of the funnel, their standard error will increase and their publication bias will increase. The results of linear regression show that at the 95% confidence level, the cut-off value is equal to 1.26935 and the test statistic is 0.58840. Since the value of p is one domain (p=0.42036) and two domains (p=0.81547), it means that the null hypothesis that the funnel plot is symmetrical and that there is no diffusion bias is confirmed. Rosenthal's safe-from-error (N) test shows the number of missing studies (with a mean effect equal to zero), which must be added to the analyzes to obtain statistical insignificance of the overall effect. Based on the results of the above table, it can be seen that 986 more studies need to be conducted and checked so that the p value of the two combined strains does not exceed 0.05, so 986 more studies must be done in order to reach the final results of calculations and analysis. If an error occurs, this indicates the high accuracy and accuracy of the information and results obtained in this research.
Conclusion and Discussion
The results of the meta-analysis of the reviewed studies showed that organizational justice, leadership style, organization design, competitive work environment and human resource management are effective on knowledge concealment in organizations, and this effect size in the reviewed studies is for combined effects. Fixed and random are equal to 0.629 and 0.603 respectively. The results of this research question, with the results of studies such as (Kamalipour et al, 2020), (Valikhani Dehaqani, and Mohammadi, 2022), (Babaei et al, 2020), (Manochehri et al, 2018), (Mehrabi Taleghani and Mohammadian Saravi, 2018), it is both side and straight. In explaining these findings, it can be said that hiding knowledge may be related to employees' fear of losing control and power over their knowledge. In addition, some employees try to protect their competitive advantage among colleagues, and since today knowledge is considered as a valuable asset and a strategic resource and capital, and providing services, quality and economic products without interest. Obtaining and managing this valuable resource is difficult and often impossible. Therefore, organizations need to be more productive from human capital, more efficient and effective learning of employees, satisfaction of customers and employees, prevention of repeating mistakes, reduction of rework, saving time, motivating creativity and innovation, etc. They should put knowledge in the center of their attention and manage it.
management
maliheh asghariajiri; hamid jafarian
Abstract
Extended AbstractAbstractThe present study was conducted to investigate the needs of the labor market for the specialization of students in technical-vocational branches of Qom province. This research is a survey in terms of practical purpose. The statistical population included all teachers in Qom province ...
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Extended AbstractAbstractThe present study was conducted to investigate the needs of the labor market for the specialization of students in technical-vocational branches of Qom province. This research is a survey in terms of practical purpose. The statistical population included all teachers in Qom province and the sample according to Cochran's formula was 259 people, and sampling method was the stratified quota. Data were collected by a researcher-made questionnaire and a checklist of disciplines in the technical-professional branch (40 disciplines) and the vocational branch (161 disciplines). Content validity was evaluated positively by the relevant professors, and reliability was calculated to be 0.78 with Cronbach's alpha. Kolmogorov-Smirnov test, one-sample t-test, and Friedman test were used to analyze the data. Mechanical equipment (with an average rank of 15/31), carpet handicrafts (with an average rank of 14.74); and in its field of expertise, troubleshooting computer systems, production and development of Internet sites, electric machines and computer game programming in the branch of expertise are market priorities in the work market of Qom province. In this study, new cases for educational management in the field of technical-vocational branches and skills in Qom province were introduced, which ultimately provides a good platform for employment growth and reducing unemployment among high school students. It is suggested that educational administrators include the identified priorities in their plans and base their educational activities on the results of scientific research, including the present study, in order to make the provided training effective.IntroductionIn order to accelerate their movement towards social and economic development, industrialized and developing countries seek to better and more economically exploit their important source of production, namely manpower (Genmaoui, 1991). The importance of technical-vocational education and its impact on economic development is not hidden from anyone. Today, technical-vocational education leaders, with great responsibility and wisdom, must take advantage of the potential opportunities that the new era brings along, by providing flexible leadership for their institutions (binNasir, 2021). There is a lot of evidence that increasing the level of skills by increasing investment in vocational training has enhanced the economic potential of countries (Abdollahi, 2016). Any inconsistency between the needs of the community and the skills of the graduates can be prevented by conducting a needs assessment for the vocational education curriculum (Rosina et. al, 2021). With regard to the relationship of the technical-vocational training impact on the job-creating skills (Abdullah et. al, 2021), Technical-professional training is one of the main methods of training specialized personnel. In this regard, the more the managers have a clear knowledge and understanding of their vision and direction, the more they can clearly define organizational goals and strategies for employees (Eyni, 2020). The progress of many countries has been achieved by relying on increasing the skills of human resources; however, based on existing research findings, it seems that in our country, the graduates of these trainings are not in line with the intended goals (Abbaszadeh et. al, 2018. (In order to improve the quality of technical and vocational education curricula, it is necessary to tailor the curricula to the professional needs of businesses and the link between employers and planners (Shafi, 2021). In fact, having a perspective, as well as defined goals and missions for achieving the determined goals is the introduction of getting acceptable results from training (Hadavand, 2020). Although in the field of vocational education implementation, the influence of determining factors related to resources and stakeholders is very vital (Caves et al., 2021), it seems that some levels of education are not organized in technical schools (Sangita, 2021). Paying attention to creating a connection between technical education and the labor market and trying to measure the climate needs in the distribution of technical disciplines will increase the efficiency of the professional technical field and is one of its needs. According to the Supreme Leader, the economic progress is not possible without work-affair enhancement and look at work (Statement in the meeting between teachers and workers, 1378/2/19). Considering that the lack of connection between the field of education and the labor market causes the waste of national capital, efforts to create information and communication bridges is essential to link industry and the job market to in-school training. In fact, short-term and medium-term goal setting in the education of the provinces based on the results of field research in the field of labor market and industry needs, paves the way for development, so the question can be asked: what are the labor market needs of Qom with regard to the skills of the graduates of this field?Theoretical frameworkA review of theoretical foundations and already-done research shows the importance of technical-vocational training in developed countries; for example, vocational training in Germany is often presented as a dual system, i.e. teaching and learning is done in two environments: One in the workplace such as factories, workshops, service offices, and the other in part-time technical-vocational schools, and whoever learns skills in a dual style is both a workplace intern and a student at school (Alavi Ilkhchi and Khosravi Babadi, 2014). Findings of Jalilian et.al (2017) showed that there is no correspondence between the existing performance of technical-vocational education and the desired situation (identified needs andpriorities of education) in Khorramshahr city. Research results demonstrate the importance of needs assessment in the branches of technical-vocational to be adapted to the labor market.MethodologyThe present study was applied in terms of purpose; and descriptive and survey in terms of data collection method. The statistical population of the study consisted of all students working in education colleges in Qom province in the academic year 2020-2021, which according to the organization of Education were 796 people. In this research, the quota targeted stratified sampling method was used in which each technical-vocational conservatory was involved in sampling according to its number and proportion. The sample size was determined through Cochran's formula of 259 people. Data were collected by means of library, field, questionnaire methods and evaluation checklists. Thus, by studying in the field of research, the main axes in two areas of external factors (recruiting the graduates in the labor market, tendency to employ graduates, matching market needs with the learning of the graduates) and internal factors (launching new disciplines equipment, course content, management style, teaching method) were identified and researcher-made questionnaire questions were designed based on these areas.Discussion and ResultsPrioritization of labor market needs of Qom province in the field of technical-vocational fields according to the significance of Friedman test related to the field of automotive mechanics with an average rank of 15.65 in the first priority, the field of mechanical installations with an average rank of 15.31 in the second priority, and the field of handicrafts (carpet) with an average rank of 14.74 was in the third priority of the needs of the labor market of Qom province. The field of photography with an average rank of 11.16 has the lowest needs of the labor market of Qom province. The field of troubleshooting computer systems with an average rank of 25.55 is the first rank and the most need of the labor market of Qom province in the field of its specialized fields. Also, the field of shielding gas welding with an average rank of 21.14 is the forty-sixth rank and has the lowest needs of the labor market of Qom province.ConclusionThe purpose of this study was to investigate the needs of the labor market in relation to the expertise of students in technical-vocational branches of Qom province. By comparing the findings, it was found that the highest and lowest needs of the labor market in Qom province in the field of technical-vocational are as follows: the field of automotive mechanic in the first priority, the field of mechanical installations in the second priority, and the field of handicrafts (carpets) in the third priority. The field of photography has the lowest needs of the labor market of Qom province. The acquired results are consistent with the results of research that introduces training in the field of machine industry and mechanics as a priority of technical-professional training. This study showed that the main priority of the labor market needs of Qom province in the field of expertise is the computer systems troubleshooting in the first place.Also, the field of shielding gas welding with an average rank of 21.14 takes the forty-sixth rank and has the lowest needs of the labor market of Qom province. These results are in line with the research findings that the priority of staff training is information skills and technical skills. According to this study, the lack of skills of professional technical graduates and their skills is related to the lack of workshop equipment in vocational schools. These findings are in line with the results of researches according to which business tools and equipment are among the first priorities of professional competence for students, and require more serious attention to the motivational, equipment, training and structural dimensions. This research was conducted during the corona outbreak, which made it difficult to access the addressed people directly, and to solve this problem, some questionnaires were sent to them through cyberspace. Considering the effect of using research findings in scientific decision-making, it is suggested that managers with technical expertise are employed in the field of management in vocational schools. Also, in order to equalizing the trainings in the teacher training level and the level of function in the art-schools, a close connection should be created between these two levels so that students can be in the atmosphere of conservatories from the beginning of entering teacher training and get acquainted with the needs and issues of students and complete their teaching skills in relation to these needs. In the end, it is also suggested that the mass media produce and offer special programs in this regard at the time of the selection of the field, so that the students does not feel alienated from choosing the field in the technical-vocational branches.
management
Mitra Nouraldi
Abstract
Extended AbstractAbstractThe aim of this study was to determine the relationship between personality traits and social support, life satisfaction and academic performance of students of Payame Noor University of Yazd. The research method was descriptive-correlative. The statistical population of the ...
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Extended AbstractAbstractThe aim of this study was to determine the relationship between personality traits and social support, life satisfaction and academic performance of students of Payame Noor University of Yazd. The research method was descriptive-correlative. The statistical population of the study included 477 psychology students of Payame Noor University of Yazd in the academic year 2020-2021. The sample size of the study was 213 based on Krejcie and Morgan table which were selected by means of simple random sampling method. Data collection tools were Costa and McCray (1992) Personality Traits Questionnaire, Sherburn & Stewart (1991) Social Support Questionnaire, Diner Life Satisfaction Questionnaire (1985) and Pham and Taylor (1999) Academic Performance Questionnaire. In order to analyze the collected data, Pearson correlation coefficient test and multivariate regression test were used. Findings of this study showed that there is a significant relationship between the variable components of personality traits with social support, life satisfaction and academic performance (P <0.01). It seems that planning to educate children in the early years of education can be useful in order to create and strengthen personality tendencies and academic and psychological outcomes in later years of life.IntroductionRecognizing the personality traits of individuals and using appropriate educational models in order to promote educational goals in the educational program of students is of great importance. Personality means a specific pattern of reactions, cognitions, motivations and feelings that is relatively stable over time and is useful for distinguishing people from each other. Thus, the term personality includes all the characteristics necessary to describe recurring internal states and relatively stable patterns of interpersonal differences in feeling, thinking, trying, and acting and reacting (Sharifi, et al., 2021). In the model of the Big Five Personality Factors, they introduced five strong factors including extroversion-introversion, neuroticism, agreeableness, conscientiousness, and longing for new experiences (Tavakoli & Mansour Lakoorej, 2020). According to psychologists, personality creates boundaries for academic performance that may be adapted to environmental conditions and demands. The most important criterion for measuring learners in the educational process is academic performance and application of what has been learned (Amiri, 2021). Academic performance means the ability to prove success in achieving the outcome for which it is designed and planned (Lester, et al., 2013). Self-efficacy means feeling confident in one's ability to meet the requirements of education and educational activities. Emotional effects are related to a person's reaction to a set of emotions such as anxiety and worry. Planning means the ability to organize lesson activities in a specific and feasible manner and the proper use of time to accomplished educational assignments. Lack of control over outcome means the belief that increasing one's activities does not lead to the desired result. Motivation also refers to the empowerment of behavior for further study and academic motivation to obtain a higher score and obtain a job or to improve skills and general knowledge (Mohamadikarkani, et al., 2019). This study tries to answer the question whether there is a significant relationship between personality traits with social support, life satisfaction and academic performance of students of Payame Noor University of Yazd?Theoretical frameworkStudies have shown that there is a relationship between personality traits and academic performance. In a study over the students, Atash Afrooz and Araban showed that personality traits of openness and conscientiousness enhance academic performance by encouraging students to adopt an in-depth study approach. Compatibility personality traits also improve academic performance in students by adopting a strategic study approach (Atashafrouz & Araban, 2017). Ghasemi in a study on female high school students showed that there is a positive relationship between personality traits and academic performance (Ghasemi, 2016). Another factor related to personality traits is social support. Social support refers to tangible informational, emotional, and instrumental responses that one receives from others (Mahdian & Ghaffari, 2016). Azizi & Shahbazian's study of migraine patients showed that the relationships between all five personality dimensions with irrational beliefs and perceptions of social support were significant (Azizi & shahbaziyan Khonig, 2018). life satisfaction is a factor that can be related to people's personality traits. According to Diner, life satisfaction is the positive perception and pleasant feeling of a person according to his values, needs and desires towards different realms or qualities of life (Diener, et al., 2003). The idea that life satisfaction is hidden in potential growth, self-realization and satisfaction of needs is rooted in the theory of humanism and positive psychology (Kvintova & Sigmund, 2016). People with higher life satisfaction use more effective and appropriate coping styles, experience deeper emotions, have better general health, and have fewer personality problems (Haroonrashidi & Sharifinia, 2021). Life satisfaction has a significant effect on all aspects of personality, the quality of action and reaction toward the life events (Ilanloo, et al., 2020).MethodologyThe present study was descriptive correlative. This research was also applied in terms of purpose. The statistical population of the study included 15,000 students of Payame Noor University of Yazd in the academic year 2020-2021. Due to the large size of the statistical population, the researcher limited his statistical population to 477 psychology students. The sample size was 213 based on Krejcie and Morgan table. Costa and McCray personality traits questionnaire, Sherborne and Stewart social support questionnaire, Diner life satisfaction questionnaire and Pham and Taylor academic performance questionnaire were used to collect information. In order to analyze the collected data, Pearson correlation coefficient test and multivariate (focal) regression test were used by SPSS statistical software.Discussion and ResultsThe highest mean of variable components of personality traits is related to extraversion-introversion component with an average of 35.74 with standard deviation of 8.73, the lowest mean of variable of personality traits is drelated to neurotic component with average of 26.67 with standard deviation of 8.98, the mean of social support variable is 70.99 with a standard deviation of 11.18, the average variable of life satisfaction is 15.97 with a standard deviation of 5.83, the average variable of academic performance is 71.10 with a standard deviation of 11.21.The significance level of Kolmogorov-Smirnov test for all studied variables is more than 0.05. Therefore, the test result is not significant for any of the variables and as a result, the distribution of all variables is normal, so parametric tests can be used to test the research hypotheses. Multivariate (focal) regression statistical test has been used to test the research hypothesis. The value of Wilkes's lambda statistic is 0.831, which is significant at the level of α = 0.01. Therefore, it can be said that there is a significant relationship between the components of personality traits as "predictor variables" with social support, life satisfaction and academic performance as "criterion variable" with a probability of 0.99. The root correlation value of the first root is 0.590, the percentage of common variance between the two combinations of predictor and property variables is 59%. Therefore, it can be said with 99% probability that 59% of variable components of personality traits based on the variables of social support, life satisfaction, and academic performance is predictable. The first focal correlation is significant and in the first focal correlation, respectively, the variables of racism (-0.799), extroversion-introversion (0.724), longing for new experiences (0.716), agreeableness (0.719) Conscientiousness (0.727) show predictability and the greatest effect of these variables on the criterion variables (neuroticism, conscientiousness, extraversion-introversion, agreeableness, eagerness to new experiences) are predictable, respectively. In the first focal correlation, the neuroticism variable was 79.9%, the conscientiousness variable was 72.7%, the extroversion-introversion variable was 72.4%, the agreeableness variable was 71.9%, and the desire for new experiences variable was 71.6%. Predictable components of social support are life satisfaction and academic performance, and in general it can be said that the predictive power of variable components of personality traits (neuroticism, conscientiousness, extraversion-introversion, agreeableness, eagerness to experience Fresh) for social support, life satisfaction and academic performance is (73.70) percent.ConclusionThe aim of this study was to determine the relationship between personality traits with social support, life satisfaction and academic performance of students of Payame Noor University of Yazd. Findings of this study showed that there is a relationship between the variable components of personality traits with social support, life satisfaction and academic performance. Regarding the relationship between personality traits and academic performance, the present finding was consistent with the study of Atashafrouz and Araban (2017), Ghasemi (2016), Moradi (2015) and Tamannaeifar and Mansourinik (2014). Explaining this finding, it can be said that neuroticism is a negative predictor of academic performance, this aspect of personality trait includes sensitivity of having unreal thoughts, weak control over desires, tendency to experience psychological disturbance in the form of agitation, anger, dejection, shame, hate, and a range of negative emotions; Regarding the relationship between personality traits and life satisfaction, the present finding is consistent with the study of Diner et al. (2003), Blunti et al. (2004), Joshanloo and Afshari (2011), Volodina et al. (2019) and Dehghani (2018).. In explaining this finding, it can be said that the extrovert has a strong predetermined goal and desire. These positive traits in extroverted personalities help to solve problems in the educational environment through planning and perseverance and increase life satisfaction. Regarding the relationship between personality traits and social support, the present finding is consistent with the study of Baranzuk (2019), Kokraviz et al. (2008) and Azizi and Shahbazian Khooniq (2018). In explaining this finding, it can be said that people with a high degree of extraversion have a greater desire and interest in their work and try to show their creativity.
management
samira safarzadeh; alimohammad naemi
Abstract
The present study examines the impact of positive leadership on work engagement with the mediating role of psychological empowerment among the managers of high schools in academic year 1398-99 in Sabzevar city. The method of research in view of application purpose and the method of data collection is ...
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The present study examines the impact of positive leadership on work engagement with the mediating role of psychological empowerment among the managers of high schools in academic year 1398-99 in Sabzevar city. The method of research in view of application purpose and the method of data collection is descriptive and its type is correlation with an emphasis on structural equations. The population consisted of all managers of high schools (first and second term) in Sabzevar city (138 persons) among which 102 individuals were selected as the sample group, using on cochrane formula based. That sample was selected by Simple Random sampling. The data was collected through positive leadership Cameron (2008), work engagement by Schaufeli & Bakker (2006), psychological empowerment by Spreitzer & Mishra (1995) questionnaires. To evaluate reliability of the questionnaires we used Spss22 and lisrel 8.8 softwares, and Pearson correlation and structural equation modeling (SEM) was used for data analyzing. The results showed that: psychological empowerment playing a mediating role in impact of positive leadership on work engagement. Positive leadership has a significant impact on the psychological empowerment (0/43) and psychological empowerment has a significant impact on the work engagement (0/32).
management
mohammadreza mansourkiaei
Abstract
The aim of this study was to investigate the effect of transformational leadership style of principals on job burnout of high school teachers in Royan. The method of the present study was descriptive-correlation. The statistical population of this study was the principals and teachers of Royan secondary ...
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The aim of this study was to investigate the effect of transformational leadership style of principals on job burnout of high school teachers in Royan. The method of the present study was descriptive-correlation. The statistical population of this study was the principals and teachers of Royan secondary schools. Using Morgan table, the sample size was 86 individuals who were selected using simple random sampling method. Data collection tools were standard questionnaires of transformational leadership of Bass and Olivier (2000) and job burnout of Maslach and Jackson (1981). Data analysis was performed using multivariate regression method. The findings of this study showed that there is a negative relationship between the variables of ideal influence and individual consideration with job burnout (P <0.01) and transformational leadership style is effective on job burnout. Therefore, it is expected that by changing the leadership style to transformational leadership, positive consequences will be achieved and the job burnout of school teachers will be prevented.
management
Mehdi Shabani Azadboni; Mahmoud Safari
Abstract
The aim of this study was to determine the relationship between professional ethics and components of conflict management in high school principals in western Mazandaran province. This research was conducted by descriptive-correlation method. The statistical population included all high school principals ...
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The aim of this study was to determine the relationship between professional ethics and components of conflict management in high school principals in western Mazandaran province. This research was conducted by descriptive-correlation method. The statistical population included all high school principals in the west of Mazandaran province who were selected by means of Morgan table with a sample of 152 persons based on relative stratified random sampling method. Data collection tools were Bahagir Professional Ethics Questionnaire (2011) and Putnam and Wilson (1982) Conflict Management Style Questionnaire. Data analysis using Pearson correlation coefficient showed that there is a negative and significant relationship between professional ethics with competitive and non-cooperative conflict style (P <0.05). Also, there was a positive and significant relationship between professional ethics and the style of conflict, cooperation, and compromise (P <0.05). The results of this study show that in the study of low-yield organizations, the decline of professional ethics can be considered as an effective factor in conflict management and productivity reduction.
management
Akram Tarviji; Morteza Tarkhan
Abstract
The aim of this study was to determine the relationship between perception of merit, sense of cohesion and responsibility with job creativity of Tonekabon girls' public high school teachers. The research method was descriptive-correlation. The statistical population of this study included the teachers ...
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The aim of this study was to determine the relationship between perception of merit, sense of cohesion and responsibility with job creativity of Tonekabon girls' public high school teachers. The research method was descriptive-correlation. The statistical population of this study included the teachers of Tonekabon girls' high schools. The statistical sample consisted of 182 teachers who were selected by stratified random sampling. Data collection tools included Antonowski (1993) Sense of Cohesion Questionnaire, Carroll Responsibility Questionnaire (1991), Jazni Job Creativity Questionnaire (2003) and Harter Competence Questionnaire (1985). Data analysis using stepwise regression test showed that there is a significant relationship between competency perception, sense of cohesion and responsibility with job creativity of Tonekabon girls' public high school teachers (P <0.05) and the variable responsibility and competency perception is the most predictable predictor. .
management
ali Eyni
Abstract
Today, skilled and qualified human resources have played a more prominent role, especially due to the importance of technology, the information revolution, and the acceleration of environmental change. The aim of this study is to investigate the effect of meritocracy on organizational innovation in Jihad ...
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Today, skilled and qualified human resources have played a more prominent role, especially due to the importance of technology, the information revolution, and the acceleration of environmental change. The aim of this study is to investigate the effect of meritocracy on organizational innovation in Jihad Daneshgahi Research Complex. The statistical population included 719 employees and experts of Alborz University Jihad Martyrs Complex. The study sample was 255 employees and experts of Alborz University Jihad Martyrs' Complex participated in the study based on simple random sampling. In the present study, Moslehi's standard questionnaire of meritocracy (2012) as well as Huang et al.'s organizational innovation standard questionnaire were used(2011). The quantitative findings of the research hypothesis test showed that according to the correlation coefficient equal to 0.852 between the two above variables, the coefficient of determination was equal to 0.725 and the adjusted coefficient of determination was equal to 0.718, which therefore 72.5% of determination variance explains the relation of the variance of organizational innovation to changes in meritocracy. Observance of meritocracy in appointments and a correct and appropriate work environment is recommended to foster creativity in the management of organizations.
management
soleman Bahramzadeh
Abstract
Trust in organizations is created in the shadow of creativity, and the working conditions and competition of organizations, more than anything else, force managers to empower employees. The aim of this study was to determine the relationship between creativity and empowerment of human resources in education ...
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Trust in organizations is created in the shadow of creativity, and the working conditions and competition of organizations, more than anything else, force managers to empower employees. The aim of this study was to determine the relationship between creativity and empowerment of human resources in education in Kashan. This study was descriptive-correlational and the statistical population included teachers and principals of public schools in the academic year of 2009-2010 in Kashan. 205 individuals were selected as the sample By means of multi-stage cluster sampling. The sample volume was determined based on Karajsi and Morgan table (1970). Data collection tools were Thorns' Organizational Creativity Questionnaire (1966) and Spritzer's Psychological Empowerment Questionnaire (1995). Data analysis by means of Pearson correlation coefficient showed that the correlation coefficient between fluid variables of mind, flexibility, innovation and expansion with empowerment at the level of 0.05 was significant and positive and it can be concluded that there is a relationship between creativity and empowerment of human resources in education and training of human resourcesin education of Kashan city.
management
Mehran Shoorj
Abstract
staff job success is a function of their behavioral and personality factors. The aim of this study was to determine the relationship between narcissism and control source with the job success of the staff of the Azad University, Tehran Central Branch. The applied research method was correlational. The ...
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staff job success is a function of their behavioral and personality factors. The aim of this study was to determine the relationship between narcissism and control source with the job success of the staff of the Azad University, Tehran Central Branch. The applied research method was correlational. The statistical population of this study was the staff of Azad University, Tehran Central Branch, which were selected using the available sampling method, and 274 people were selected as the sample, based on Karajsi and Morgan table (1970). Narcissism Questionnaire of Raskin and Terry's (1988), Rutter's control source (1966), and career success of Grbner et al. (2007) were used to gather information. The results of linear regression analysis showed that there is a relationship between narcissism and control source (internal and external) with job success of the staff of Azad University, Tehran Central Branch. Therefore, continuous psychological assessments of narcissistic employees in the workplace can be identified, and career success can be increased by improving the internal control of employees.
management
Abdullah Hadi Pour
Abstract
The purpose of this study was to determine the effect of quality of in-service training on citizenship behavior of teachers in Tonekabon. This study was a descriptive-correlative one whose community consisted of all the teachers in Tonekabon in the academic year of 2018-2019 for both male and female ...
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The purpose of this study was to determine the effect of quality of in-service training on citizenship behavior of teachers in Tonekabon. This study was a descriptive-correlative one whose community consisted of all the teachers in Tonekabon in the academic year of 2018-2019 for both male and female students. The sample was 207 according to Morgan table. The sampling method was simple. Data collection tool was in-service quality of education questionnaire and organizational citizenship behavior questionnaire. Data analysis was performed using ANOVA and Bonferroni post hoc test. Findings showed that the difference between the qualities of in-service education was 45-31 with 91-76 at P ≤ 0.01 level and also, the 60-46 with 91-76 at P ≤ 0.05 level was significant and the quality of in-service training affects the organizational citizenship behavior of Tonekabon teachers
management
mahdi khodaparast
Abstract
In today's complicated and dynamic world, in order to maintain their competitive advantage, the organizations need to be integrated into one entity so that they can learn faster than their competitors. The purpose of the present study was to investigate the impact of transformational leadership on learning ...
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In today's complicated and dynamic world, in order to maintain their competitive advantage, the organizations need to be integrated into one entity so that they can learn faster than their competitors. The purpose of the present study was to investigate the impact of transformational leadership on learning organization development in the applied universities of the west of Mazandaran province. The statistical population of the study consisted of 220 staff members of Mazandaran province. The sample consisted of 136 of them who were selected by simple random sampling. Data collection tools were Watkins & Marseille Learning Organization Questionnaire (1996) and Bass & Avolio Transformational Leadership Questionnaire (2000). Data were analyzed using regression analysis. The results showed that subjective motivation, ideal influence, inspirational motivation, and personal considerations have positive effects on learning organization development in the applied universities of the west of Mazandaran province. Also, transformational leadership style has positive effect on learning organization development in the applied universities of the west of Mazandaran province.
management
Seyed rasool Toudar
Abstract
This study investigates the articles published by the faculty members of Islamic Azad University of Tonekabon in authentic scientific sources at ISI, ISC, and Scopus databases. This is an applied research and has been carried out by book-assessment style, using the citation analysis method. The findings ...
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This study investigates the articles published by the faculty members of Islamic Azad University of Tonekabon in authentic scientific sources at ISI, ISC, and Scopus databases. This is an applied research and has been carried out by book-assessment style, using the citation analysis method. The findings of this study showed a total of 7166 citations by the group in three bases, of which 3917 (55%) to basic science, 860 (12%) to humanities and social sciences 2333 (33%) and There were 57 cases (0.8%). Most citations (88.7%) were in the form of articles. The research hypothesis that faculty members of Tonekabon Azad University cite more scientific journals in journal articles proves the highest percentage of citations among faculty members' tendencies to basic science researchers with 55% and the lowest percentage of citations to physicians, and humanities and engineering sciences with citation rates of 33% and 12%, respectively. In terms of language, English sources were more widely cited than sources in other languages. The number of citations to printed / electronic sources in faculty articles of all colleges was very high. And the research hypothesis that faculty members at Tonekabon Azad University in writing of scientific papers rely more on printed sources than on non-printed sources rejects and does not approve it. And the low percentage of citations to theses thesis hypothesis confirms little contribution to the research papers of the researched university.
management
abasalt nooraee
Abstract
The main mission of any organization is to achieve the goals set in the framework of the organization's strategy, hence the accountability is shifting from the traditional forms of accountability to other forms, especially the more efficient and responsive management systems. The purpose of this study ...
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The main mission of any organization is to achieve the goals set in the framework of the organization's strategy, hence the accountability is shifting from the traditional forms of accountability to other forms, especially the more efficient and responsive management systems. The purpose of this study was to determine the relationship between organizational justice and organizational commitment with the accountability of managers and staff of Islamic Azad University of Mazandaran province. The method of this study was descriptive - correlative. The statistical population consisted of 625 staff of all Islamic Azad universities in west of Mazandaran province. The sample consisted of 209 people who were randomly selected and participated in the study. The measuring tools were Allen & Meyer's Organizational Commitment Questionnaire (1990), Niehoff & Moorman's Organizational Justice Questionnaire (1993) and Jensen's General Accountability Questionnaire (2000). The findings of this study showed that there is a relationship between organizational justice and organizational commitment and accountability of managers and staff of Islamic Azad University in west of Mazandaran province. In order to increase organizational accountability, it is advisable to provide appropriate training courses for managers to being familiarized with the principles and bases of justice, as well as to encourage them to effectively use organizational justice in the organization.
