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Interdisciplinary Journal Of Management Studies (29810795) 15(3)pp. 549-568
While concepts such as organizational intelligence and critical thinking are continually studied by different scholars, Organizational Stupidity (OS) has received less attention in academic researches. This conceptual study investigated OS and different characteristics of it to present a model for OS. To this end, a combined method including Grounded Theory (GT) and Interpretive Structural Modeling (ISM) was adopted. The qualitative part was comprised of face-to-face in-depth interviews with 12 respondents who worked in Iran Revenue & Agency (IRA), Isfahan Province Branch. A snowball sampling was employed in which the early participants were asked to introduce other people with information about OS. The data collected from interviews was analyzed using open coding, axial coding, and selective coding, and the conceptual model of OS was proposed using the GT assumptions (i.e., casual conditions, intervening factors, contextual factors, strategies, and consequences of the OS). In the quantitative part, the proposed model was restructured using ISM. For this purpose, two questionnaires were deigned, and the experts of senior faculty of academics (including 8 individuals) were asked to answer them. The proposed model shows the main reasons for OS by level of importance, and predicts the strategies for reducing the OS and its consequences. This model can be used to plan strategies for managing and reducing OS in organizations.
Human Systems Management (01672533) 43(5)pp. 773-788
OBJECTIVE: The present study aimed to provide a talent management model for Mobarakeh Steel Company (MSC). METHODS: The research method in this study is a mixed method including qualitative and quantitative methods. Qualitative data were collected through interviews with experts and informants and then analyzed by grounded theory. Then, quantitative data were collected from employees and managers and analyzed by Partial Least Square (PLS) analysis. Finally, an interpretation and conclusion were made. In the qualitative section, the research community consists of 15 managers and experts of MSC. In the quantitative section, 300 managers and experts were selected as a sample, and questionnaires were distributed and analyzed. RESULTS: The results of the interview analysis extracted 86 concepts, which were classified into 5 categories including causal conditions, central phenomena, contextual factors, strategies, and consequences. The results of the qualitative section show that causal conditions had a significant effect on the central phenomenon (with a coefficient of 0.89). In addition, the effect of the differentiation of susceptible manpower on contextual factors (with a coefficient of 0.82) was confirmed. Contextual factors have a significant effect on strategies (with a coefficient of 0.93). The results also show that the intervening factors (with a coefficient of 0.74) have a significant effect on the strategies and the talent management process (with a coefficient of 0.92) also has a significant effect on the consequences. CONCLUSIONS: The results provide insights and practical suggestions for managers who decide to design human resource system with a talent management approach. Additionally, the findings of this research help managers to better understand the factors that have an impact on talent management. © 2024-IOS Press. All rights reserved.
International Journal of Organizational Analysis (19348835) 31(5)pp. 1364-1383
Purpose: This study aims to adopt a follower-centric approach in leadership and ethics research by investigating the impact of implicit followership theories (IFTs) on followers’ constructive resistance to leaders’ unethical requests. Specifically, it analyzes the mediating role of organizational citizenship behavior in the relationship between IFTs and constructive resistance. Indeed, this study aims to examine whether followers with more positive beliefs about the characteristics that a follower should have IFTs are more likely to resist unethical leadership and whether this relationship is mediated by organizational citizenship behavior as volunteering acts that exceed the formal job requirements. Design/methodology/approach: The proposed hypotheses were tested using survey data from 273 employees working in a steel manufacturer company in Iran. The variance-based structural equation modeling technique was used to analyze data. Findings: The results show that followership antiprototype negatively affects both follower’s constructive resistance and organizational citizenship behavior. Furthermore, organizational citizenship behavior mediates the relationship between IFTs and follower’s constructive resistance. Also, both followership prototype and organizational citizenship behavior have a positive effect on follower’s constructive resistance. Originality/value: Contrary to the dominant leader-centric approach in leadership and organizational ethics research, few studies have examined the role of followers and their characteristics. The results of this study provide important insights into the role of followers in resistance against the leader’s unethical request. © 2021, Emerald Publishing Limited.
Journal of Organizational Change Management (9534814) 35(3)pp. 441-462
Purpose: In this study, the concept of organizational stupidity (OS) and different aspects of the OS is analyzed, and a conceptual model for the OS is proposed. Design/methodology/approach: The data for the OS study were collected by interviewing the employees of the Iran Revenue Agency (IRA), Isfahan Province Branch. The snowball method was used for sampling and data collection. The data collected from interviews are analyzed using MAXQDA (a software for qualitative data analysis). Findings: After analyzing the data, a conceptual model for the OS is proposed using the grounded theory (GT). The proposed model contains all factors influencing the OS and the relationship among them. The accuracy of the proposed OS model is confirmed using structural validity, external validity, descriptive validity and interpretive validity. The reliability of the proposed OS model is approved using the Holstie, Miles and Huberman reliability equation. The proposed model shows the casual conditions, interfering factors, contextual factors and main phenomena leading to OS and predicts the strategies and consequences of the OS. Originality/value: This model can be used to plan strategies for managing and reducing OS in organizations. © 2021, Emerald Publishing Limited.
International Journal of Productivity and Quality Management (17466474) 36(2)pp. 242-264
In human resource management, the first approach is to select and recruit an employee in accordance with the organisational goals and strategies. This study aims to identify the dimensions influencing the selection of an appropriate employee. It is typically a qualitative research based on grounded theory and in-depth and semi-structured interview. To collect data, 14 human resource experts have been interviewed by applying purposive sampling. Data analysis has been performed in three stages of open coding, axial coding and selective coding; accordingly, the research qualitative model has been designed. Findings indicated 16 core concepts, 25 categories, and 40 sub-categories that have been designed and explained in the form of a paradigm model including causal conditions, contextual factors, intervening factors, strategies, and consequences. Finally, the dimensions of human resource management in the field of recruitment were explained with the ambidexterity approach. © 2022 Inderscience Enterprises Ltd.
International Journal of Business Innovation and Research (17510252) 25(4)pp. 496-513
This research was conducted to design an organisational cynicism model based on grounded data approach in the universities of Kashan. These data were examined by grounded theory method. Accordingly, the concepts were identified in six sections including the factors affecting organisational cynicism (causal conditions), organisational cynicism structure (central phenomenon), contextual factors affecting organisational cynicism (contextual conditions), interventional factors affecting organisational cynicism (interventional conditions), strategies to cope with organisational cynicism (strategies), and the outcomes of organisational cynicism (outcomes). After confirming the validity and reliability of the questionnaires, it was distributed in a sample of 206 professors and experts of the Kashan universities. After the data collection, six measurement models were examined and the results showed that their desirability. Finally, structural equation modelling was used to examine the relationships between the variables. The results showed significant relationships between the variables, which were confirmed by the organisational cynicism model in the Kashan universities. Copyright © 2021 Inderscience Enterprises Ltd.
International Journal of Business Innovation and Research (17510252) 25(1)pp. 117-143
The current study aimed at designing a multi-level model of the antecedents and mediators of thriving at work at individual, group and organisational levels. In this study, thriving is defined as a ‘psychological state in which faculty members experience both a sense of vitality and learning at work’. This study employed a mixed exploratory design. In the qualitative phase of the study, the data were collected through semi-structural interviews and analysed using thematic analysis. In the quantitative phase of the study, SEM and CFA were used to analyse the data with Amos 23. Bootstrapping method with SPSS macro was also used to evaluate the effect of the mediator variables. The results revealed that task resources and developmental resources with the mediating effect of personal resources had a significant effect on individual thriving. Social resources and team resources with the mediating effect of agentic work behaviours also had a significant effect on individual, group and organisational thriving. Additionally, cultural resources with the mediating effect of organisational resources had a significant effect on organisational thriving. Copyright © 2021 Inderscience Enterprises Ltd.
Cogent Business and Management (23311975) 7(1)
The present study addresses the formulation of organizational pride model in the National Iranian Oil Company (NIOC). Exploratory mixed method was used in this study, of which the first phase was conducted using grounded theory. Participants of the qualitative phase of the study constituted 19 managers, directors, supervisors, and experts of the NIOC, whose interviews were analyzed to extract and formulate the desired model in the form of causative relations. Then, the findings of the qualitative phase were formulated in the form of statements, which were put to test in the quantitative phase. In line with this, a researcher-made questionnaire was administered to 381 employees of the NIOC. Upon ensuring the validity and reliability of the instrument, structural equation modeling (SEM) was used to calculate the results of the fit indicators. This model constitutes causative conditions (intrinsic motivation, sense of national pride, successful background of the organization, organizational image, and importance of the organization’s output), central phenomenon (emotional organizational pride and attitudinal organizational pride), Context (Political-legal factors, Sociocultural factors, Economic-technological factors), intervening conditions (supervisor consideration, perceived organizational justice, welfare and financial facilities, and transparency of career path), strategies (positive views about the entirety of the organization, extra-organizational positive views, job enthusiasm, employees and their families’ prejudice to the organization, and commitment to the organization’s values) and consequences (organizational identity, retention in the organization, organizational citizenship behavior, and employees’ performance enhancement). In addition, the results of the quantitative phase confirm the hypotheses and support the findings of the qualitative phase. © 2020, © 2020 The Author(s). This open access article is distributed under a Creative Commons Attribution (CC-BY) 4.0 license.
Benchmarking (14635771) 26(6)pp. 1728-1748
Purpose: The purpose of this paper is to analyze the influence of job satisfaction on hostage employee loyalty in Isfahan Province Gas Company (IPGC). Design/methodology/approach: The statistical population of this study included the formal recruited employees of IPGC out of which, 212 employees have been selected using a stratified random sampling method. A questionnaire has been developed and used for data collection regarding job satisfaction and employee loyalty. In this study along with the other studies of the authors, employees of IPGC were classified into four different categories on the basis of loyalty matrix, and the majority (78 percent) of them were located in the hostage category. Structural equation modeling has been used for data analysis. Findings: The findings imply that job satisfaction does not have a significant influence on the loyalty of hostage employees. Practical implications: Organizations are encouraged to identify the individual and organizational factors and obstacles, take necessary measures to increase job satisfaction and maintain the level of employee loyalty and gradually shift them from the hostage category to the apostle category, which results in an increased number of loyal and satisfied employees. Originality/value: This study indicates how the application of the concepts of loyalty matrix, particularly its hostage category, can be expanded in the field of organizational behavior management. © 2019, Emerald Publishing Limited.
Management Decision (00251747) 57(5)pp. 1127-1144
Purpose: The purpose of this paper is to develop and analyze a model of factors influencing interpersonal conflicts. Design/methodology/approach: This research was conducted using a mixed method approach. In the qualitative study, the conceptual model of the factors affecting interpersonal conflicts was extracted from semi-structured interviews with 17 relevant experts using a theme analysis technique. Then, three hypotheses were developed based on the model and relevant theoretical evidence. Using a researcher-made questionnaire which was developed earlier based on the qualitative results, a quantitative-based survey was performed to assess the interpersonal conflicts and also the standard scale of the level of interpersonal conflicts (Jehn, 1997). The hypotheses were tested on a sample of 160 employees of Chaharmahal and Bakhtiari Province Gas Company (CBPGC). Findings: The results of the qualitative study indicated that individual factors including personality dimensions and individual differences; organizational factors including five dimensions of organizational culture, organizational structure, management characteristics, intra-organization factors and human resource systems; and environmental factors influenced the creation of interpersonal conflicts. The results of the quantitative study indicated that organizational factors with an effect size of 0.502 were identified as the most important factor influencing interpersonal conflicts. Research limitations/implications: The findings of this study can provide a roadmap to managers of the CBPGC to be aware of the contributing factors to conflict within their organization. Originality/value: The use of mixed method to identify the causes and factors of interpersonal conflict and analyzing a context different from previous studies can be considered as the innovations of this study. © 2019, Emerald Publishing Limited.
International Journal of Productivity and Quality Management (17466474) 27(1)pp. 1-16
The main aim of this study is to identify the dimensions of employee job satisfaction and loyalty and to classify employees based on these two factors using the concepts and approaches of customer satisfaction and loyalty. For this purpose, a mixed research method has been conducted by which, the senior managers of Isfahan Province Gas Company have been interviewed and a thematic analysis has been performed. A questionnaire has been developed and used for data collection. Quantitative analysis has been done and research hypotheses have been tested using SPSS 21 software. Findings imply that the gap between expectations and perceptions regarding job satisfaction dimensions is significant and the level of job satisfaction is lower than the average. Moreover, given the high level of employee loyalty, it is determined that most of the employees are classified in the hostage category. © 2019 Inderscience Enterprises Ltd.
International Journal of Innovation and Learning (14718197) 25(3)pp. 267-284
The main aim of this study is to determine factors influencing the error management culture and investigating the impact of such factors on the development of strategic human capital and human resources productivity. Mobarakeh Steel Company has been selected as the case study and mixed (qualitative-quantitative) method has been applied for data analysis. In the qualitative and quantitative analyses, 25 executive managers and 153 experienced employees have been selected, respectively. The influencing factors as prerequisites for effective management of error in the organisation's culture were determined as changing the attitude and belief of management toward error, paying attention to all dimensions of error management, balanced learning in all departments of the company, integrated actions for establishing an error management culture and a fundamental development in the human resources system of the company. Findings indicate that the managers focused on the importance and stronger support of the importance of the main factors affecting the error management culture. Also, a platform was created for the development of strategic human capital with a learning-from-errors approach and encouraging the organisation to improve human resource productivity. © 2019 Inderscience Enterprises Ltd.
International Journal of Learning and Intellectual Capital (14794861) 16(2)pp. 99-116
Today, developing entrepreneurial environment within the organisation has become the basic need of many organisations. Since organisational culture affects all organisational processes, organisations are creating their own culture so as to facilitate entrepreneurial behaviours. This study aims to determine the effect of organisational culture items on entrepreneurial behaviour of knowledge workers of Iranian knowledge-based companies, through servant leadership mediator. The statistical population includes all knowledge workers of Iranian knowledge-based companies in Isfahan City. Based on Krejcie-Morgan table, size of the sample (n = 165) is determined. The research is conducted in descriptive-analytical manner and data collection is done through questionnaire. Then, collected data is analysed through PLS Software. The results suggest that certain aspects of organisational culture (involvement culture, adaptability culture, consistency culture, and mission culture) affect worker's entrepreneurial behaviour significantly. In addition, servant leadership mediates in the association between organisational culture and entrepreneurial behaviour of knowledge workers significantly. © 2019 Inderscience Enterprises Ltd.
Voluntas (09578765) 30(5)pp. 1036-1053
Antecedents and consequences of employer-supported volunteering (ESV) have been widely studied. Yet, in the literature, few studies have attempted to succinctly assess this phenomenon in non-Western countries. In this regard, the primary purpose of this study is to understand the antecedents and consequences of employee participation in ESV in Iranian organizations. To achieve this, we employed a qualitative method. Fifteen managers from four companies that had experienced participating in ESV programs were chosen as the sample. Having interviewed the managers, we used grounded theory method to interpret our findings. The results revealed that 25 concepts exist. These concepts were divided into five categories: personal conditions; types of employee participation in ESV (core phenomenon); intra-organizational conditions; environmental conditions; and consequences. Finally, these categories formed a conceptual framework. It seems that this framework can be a practical tool for companies intended to run ESVs, in Iran. © 2019, International Society for Third-Sector Research.
Human Systems Management (1672533) 38(1)pp. 87-97
Based on a study of Isfahan's Mobarake Steel Company in Iran, this article presents a framework for viable environmental-sustainability or 'green' education and training. The study used an admixture of qualitative and quantitative methods, with twenty managers and steel experts interviewed, and the proposed framework quantified and ratified by means of structural equation modeling. A survey helped collect quantitative data, gleaned from 440 employees and managers. The survey was tested for its external validity, while Cronbach's alpha coefficient allowed assessing its internal consistency. The quantitative results show the need to prioritize cultivating an environmental-sustainability culture, and building a prerequisite infrastructure that both supports and is supported by the effective and efficient implementation of green education and training. To render environmental-sustainability education-and-training programs viable, their design must be grounded in situation-specific frameworks that reflect the work entailed in protecting nature. The qualitative results show that such programs must also be: co-aligned with the intentionality of human-development resources, kept up to date and synchronized with international environmental-sustainability standards. Besides the study's qualifications, also tentatively explored are a few policymaking guidelines and future research directions. © 2019 - IOS Press and the authors. All rights reserved.
International Journal of Productivity and Quality Management (17466474) 25(2)pp. 198-211
This study attempts to explore the impact that succession management and its dimensions May have on organisational performance in Esfahan Steel Company. The required data based on the research model was collected from the questionnaire distributed among managers, executive officers, and superintendents of the company. The sample size was calculated using proportionate stratified sampling based on Cochran formula for finite population. To examine the assumed relationship between the involved variables and test the hypotheses, structural equation modelling (path analysis) was used. The required data for execution of the designed model in the qualitative section and demonstration of its impact on organisational performance was obtained using questionnaire. The results indicated that at 95% confidence there was a positive and significant relationship between introduction of succession management and organisational performance in the understudy company. Additionally, the seven dimensions of succession management were also positively associated with organisational performance. Copyright © 2018 Inderscience Enterprises Ltd.
International Journal of Learning and Intellectual Capital (14794861) 15(3)pp. 219-241
Error management culture points out that error prevention may be effective in stable environments and with people who are able to predict errors. Error management culture could reduce negative consequences of errors and increase their positive outcomes. Thus, this study tends to design a paradigmatic model for error management culture to better understand the components of this culture. The methodology used is qualitative and based on grounded theory. Findings indicate that the underlying factors, causal factors and intermediary factors are determined at three levels: individual, managerial, and organisational. Detection, acceptance and rapid error control, error knowledge management, error leadership, coordination for error handling, effective error handling, open and transparent communication about errors, and error analysis act as strategies in this process. Outcomes of error management culture are also identified at three levels: individual, managerial, and organisational. EM-based organisational architecture, as a central category, relates these categories through a paradigmatic model. Copyright © 2018 Inderscience Enterprises Ltd.
International Journal of Business Excellence (17560055) 15(3)pp. 335-351
This study aimed to achieve a comprehensive framework in the field of organisational succession management in order to optimise an organisation's potentials to enhance business results. Mixed method was used in this study. The qualitative data analysis was conducted using thematic analysis according to a 3-phase coding method developed by Clarke and Braun (2013) in the Nvivo Software. Quantitative data analysis was run using structural equation modeling in Smart-PLS software. The findings suggested that the establishment of a succession management system contains seven main themes occurring gradually and procedurally: organisational culture promotion, establishing infrastructures to make implementation, committed and systematic implementation, determining policies, evaluating candidates to establish meritocracy system, educational gaps analysis, staff development and succession planning system evaluation. In quantitative part, The results indicate that there is a positive and significant relationship between the succession planning system and its seven dimensions with organisational performance at the 95% confidence interval. Copyright © 2018 Inderscience Enterprises Ltd.
Journal of Human Behavior in the Social Environment (10911359) 28(2)pp. 177-192
The purpose of this study is to investigate the factors that contribute whistle-blowing in the Iranian health system and also to develop a model for these factors. Four factors were identified by reviewing the relevant literature including organizational culture factors, organizational factors, materiality of wrongdoing, and individual factors. Because of the local focus of this study, the items of each contributing factor were identified by employing Delphi method. Delphi method was conducted four times and 33 items. Subsequently, the model of factors was designed by DEMATEL technique for the first time in the Iranian context. To test the model, a questionnaire with 52 questions was designed, validated, and distributed among target population. Afterward, the model was tested by applying SEM. The final results indicated that the organizational culture, organizational factors, and materiality of wrongdoing have affected whistle-blowing significantly. However, the effect of individual factor was not significant. © 2018 Taylor & Francis.
Human Systems Management (1672533) 37(3)pp. 271-280
In recent years, high-performance work (HPW), and its effects on other organizational constructs, such as organization performance, have attracted the attention of numerous researchers. This study assesses the association between HPW components and knowledge workers' knowledge sharing, given the mediating role played by managers' information and communications technology (ICT) skills. In terms of methods, the study is descriptive-correlational and its sampling population consists of knowledge workers, employed by the Electric Distribution Company of the Isfahan Province, associated with knowledge repositories. Using Cochran's formula and a questionnaire with a return rate of 82 percent, the sample size is 92 people. To test the study's hypotheses, the structural equations software Smart PLS3 is used. As the results suggest, except for employee empowerment, all other components of HPW, namely hiring and selection, employee training and development, compensation and bonuses, and employment security, have positively meaningful effects on knowledge sharing. Strongly supported is the mediating effect of the managers' ICT skills on the associations between high-performance work and knowledge workers' knowledge sharing. Also discussed are implications for pertinent policymaking and future research. © 2018 - IOS Press and the authors. All rights reserved.
International Journal of Business Excellence (17560055) 16(3)pp. 269-285
The present study aims to examine the effect of high-performance systems through moderating role of marketing capabilities on radical innovation of knowledge-based companies. The statistical population of study includes all managers and employees of Iranian knowledge-based companies that are located in Isfahan province. The statistical sample of study includes 165 individuals. The results of present study suggest that the variables of employee autonomy, training and development off employees, participation in decision-making, job security and performance management affect radical innovation of knowledge-based companies significantly. In addition, the results suggest that the variables of job security and job clarity do not affect radical innovation of knowledge-based companies significantly. In addition, results of testing moderating hypothesis suggest that innovation capabilities with adjustment coefficient of 0.527 moderate the effect of high-performance systems on radical innovation significantly. Copyright © 2018 Inderscience Enterprises Ltd.
International Journal of Business Innovation and Research (17510252) 17(3)pp. 378-393
This paper aims to study the relations of learning strategies, creativity and workers' innovation in electricity distribution companies of Isfahan province. Particularly, learning strategies consist of two dimensions of exploitative and explorative learning and creativity is measured by two improvisational and compositional dimensions. A total number of 155 employees were included in the research which 112 of them were considered as sample according to Cochran's sampling techniques. Due to the small sample size, data collection was conducted by using a questionnaire-based survey in all firms. Data analysis was performed in two main phases with using variance based structural equation modelling by Smart PLS. The first phase assesses measurement model and the second one examines the hypotheses through analysis of the structural model. Results show that both exploitative and explorative learning's as well as compositional and improvisational creativities have positive and significant effect on knowledge workers' innovation. Copyright © 2019 Inderscience Enterprises Ltd.
Industrial and Commercial Training (00197858) 49(3)pp. 106-115
Purpose: Understanding generational differences are important because generational diversity can affect work relationships and the effectiveness of communication, engagement and performance management strategies. On the other hand, organizations should be concerned about employee engagement, considering all the positive outcomes that engaged employees could bring to the workplace. The paper aims to discuss these issues. Design/methodology/approach: The purpose of this study is to examine employee engagement of different generations in Iran. Four hypotheses were proposed regarding job engagement and its constructs: vigor, dedication and absorption. The study utilized ANOVA tests to detect statistically significant differences between generations. Findings: The results revealed not only a number of significant differences among generations, but also some similarities. The study shows the value of generational analysis as a useful segmentation criterion in organizational behavior researches. Originality/value: To distinguish between different generations in relation to job engagement, also better understanding the behavior of generational cohorts that affect the success of organizations. It helps managers to find and resolve the conflict among persons and groups in the organization and also to achieve the benefits of diversity, creativity and energy of generations. © 2017, © Emerald Publishing Limited.
Human Systems Management (1672533) 36(4)pp. 285-295
Although employee management research has established significant relations between high performance work systems (HPWSs) and financial and market performance, few studies have considered the important role of HPWS in other organizational functions such as learning and innovation. Whereas, according to literature, both innovation and learning which are of the most important factors for firm's survival, generally result from employees' behavior. Therefore, the purpose of this study is to explore potential impacts of HPWSs on organizational learning (OL) and innovation. A set of research hypotheses are tested using sample data collected from 112 employees of electricity distribution companies of Isfahan province. The proposed HPWS consists training and development, pay for performance, career development, participation in decision making, and job security, while innovation includes product, process and administrative innovation and OL is a four dimensional construct of knowledge acquisition, knowledge distribution, knowledge interpretation, and organizational memory. Partial least squares structural equation modeling (PLS-SEM) reveals that HPWS positively affects OL and innovation. Moreover, the research results show that there is an indirect effect of HPWS on innovation through OL. © 2017-IOS Press and the authors. All rights reserved.
International Journal of Business Excellence (17560047) 13(4)pp. 441-458
This study examines the relationships between perceived organisational support (POS), organisational citizenship behaviour (OCB) and organisational trust; and the mediating role of organisational trust on perceived organisational support and OCB. The population under study were all experts from National Iranian Drilling Company among whom 158 questionnaires were distributed. Of these 158 questionnaires, 146 questionnaires were completed; of these completed questionnaires, six were excluded, because many items were left unanswered. Finally, 140 questionnaires were analysed. Results showed that there is a positive significant relationship between perceived organisational support and OCB and organisational trust. There is a positive significant relationship between OCB and organisational. Also, the meditating role of organisational trust is supported in relation to the perceived organisational support and OCB. The results of PLS show that the baseline model is supported. © 2017 Inderscience Enterprises Ltd.
International Journal of Innovation and Learning (14718197) 20(1)pp. 26-46
Intellectual framework of today's organisations is full of pointing out of the information and participation of expert and innovative workforce instead of operational workforce. In this space, improving performance and sustaining competitive advantage are fundamental concerns for managers. Innovation and organisational learning are the best important bases for improving performance and obtaining competitive advantage. Therefore, this research wants to investigate and model the relationship between human capital (HC) and new product development performance (NPDP) efficiency with regard to the mediating role of organisational learning capability (OLC). The automobile industry in Iran is elected as a statistical society. In this study, results are obtained by structural equations and path model. Also for better description of results, we use other deducible statistic such as binomial test and one-sample Kolmogorov-Smirnov test. The results of this study bode that human capital can improve NPDP efficiency by organisational learning capability. Also the provided model in this research is supported by data. © 2016 Inderscience Enterprises Ltd.
Human Systems Management (01672533) 35(3)pp. 175-183
Many research studies look into generational differences and their impact on organizational behavior. Since most of these studies entail representative samples from USA and european countries, with their society-specific history and culture, they are of little use in countries with different cultural backgrounds. This study identifies generational groups in Iran, by using interviews and qualitative methods that assess the collegial opinions of academic and professional managers. Its findings show that there are five separate generations with different characteristics in Iran. Considering the similarities and differences of these generations helps academicians and practitioners benefit from business diversity and creativity. Also, it provides the capability to develop personnel strategies for the recruitment and retainment of employees from different generations. © 2016 - IOS Press and the authors. All rights reserved.
Indian Journal of Science and Technology (9746846) 8(27)
This study has the main objective of studying mediating role of job involvement in, manager's good character, influences on employees' organizational affective commitment. Proposed model of this study is made on the basis of existing relation between research variables and also base on previous studies, and tested by mean of structural equation modeling. Statistical population of research consists of all the employees of management and planning organization of Iran. To collect data a field survey on a sample consists of 95 employees, conducted. And these collected data analyzed with statistical software of SPSS and AMOS. Results indicated that dimensions of good character of managers (honesty, passion, humor, compassion, modesty and wisdom) have significant influence on job involvement. Additionally, employee's job involvement had a positive influence on organizational affective commitment. Also, results revealed that dimensions of compassion, passion, modesty, honesty, bravery, and wisdom, (exactly in this sequence) had the most influence on employee's job involvement.
2025 29th International Computer Conference, Computer Society of Iran, CSICC 2025
This study examined the effect of E-bank service on E-Trust with E-Security approach. So this research discusses the issue based on Theoretical frame work of marketing and E-Banking. Then a questionnaire was designed to evaluate the variables and finally with certainty of Reliability and Validity of evaluation device, was administered among 260 customers of Iran Melli Bank. Results of the research model show that E-bank service affects E-trust on the whole. It was also revealed that each component of E-Banking affects E-trust; consequently the research hypotheses were confirmed. In the end, this research introduces ways for designing e-banking service from the point of view of security that can help banks with security and e-banking and consequently costumer orientation. © 2013 IEEE.
