filter by: Publication Year
(Descending) Articles
Mehdi jafari rizi, ,
Rizi M.J. ,
Ali shaemi barzaki, ,
Shaemi barzoki, A. ,
Mohammad hossein yarmohammadian, ,
Yarmohammadian, M.H. Iranian Journal of Information Processing and Management (22518223) 29(2)pp. 567-590
Organizational performance depends on specialized
Management Research Review (20408269) 47(9)pp. 1360-1399
Purpose: This study aims to develop and test a model of the antecedents, mediators and consequences of the glass cliff phenomenon through public sector service organizations in Iran to explore more insights on gender inequality in managerial positions. Design/methodology/approach: The current research was conducted based on a mixed-method approach, using both qualitative and quantitative research designs. First, the qualitative method includes content analysis by conducting semi-structured interviews with 20 university professors and expert managers working in public sector service organizations in Iran. The outcomes of the qualitative phase lead to designing the conceptual framework and research hypothesis. Then, through a quantitative phase, 384 female managers working in public sector service organizations in Iran are selected using stratified random sampling and fill out the research questionnaire. The exploratory factor analysis was used to verify the model. Moreover, structural equation modeling, using AMOS 24, was used to test the research hypothesis. Findings: The findings of the qualitative phase were represented in three categories including antecedents (e.g. the characteristics of women’s leadership, the selection of women based on meritocracy criteria, women’s preferences and organizational factors), mediation effect (e.g. succession planning, personal development planning and support networks) and consequences of the glass cliff phenomenon (e.g. positive and negative consequences). The results of the exploratory factor analysis show there are ten components, explaining 88.5% of variances. Moreover, the test of the structural model supports the direct effect of antecedents on the glass cliff phenomenon. The results also show the effect of the glass cliff phenomenon on consequences through mediation effects. Research limitations/implications: There are some limitations that can be addressed by other researchers. Accordingly, the limited number of female managers in Iran prevented larger quantitative research. Moreover, the current research only found casual and mediation consequences of the glass cliff phenomenon, and potential moderators were not considered in this study. Originality/value: The present study’s innovations may include using a mixed-method approach to investigate the antecedents, mediators and consequences of the glass cliff phenomenon in this study and examining the model constructs in some public sector service organizations. This research may provide a deep understanding of the antecedents, mediators and consequences of the glass cliff phenomenon by finding new factors using a mixed-method approach. © 2024, Emerald Publishing Limited.
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 Business Innovation and Research (17510252) 33(2)pp. 215-235
The current study aimed to design the leadership model for knowledge-oriented enterprises in Isfahan province via the mixed-research methodology and the use of the grounded theory in qualitative section. To this end, a group of primary themes was collected during a coding process and some categories were extracted besides performing open interviews with 17 senior managers of knowledge-based enterprises and academic experts. Then, the link between these categories was explained in the form of causal conditions, axial phenomenon, underlying conditions, intervening conditions, and strategies and consequences in the framework of coding paradigm and a theory was created. In the quantitative section, the governing relations and benefits of all major factors of the proposed qualitative model were evaluated and confirmed via structural equation modelling by means of AMOS software. © 2024 Inderscience Enterprises Ltd.. All rights reserved.
VINE Journal of Information and Knowledge Management Systems (20595905) 53(4)pp. 693-718
Purpose: In this study, an open innovation (OI) model was designed in which the organization’s human resource systems comprise the main core. To identify the various dimensions of the model, this study aims to investigate how and under what conditions the organizations update and upgrade their knowledge and experiences in the human capital (HC) systems domain within the OI framework and in line with sharing them with other organizations. Design/methodology/approach: In this qualitative study, the data were collected by means of semi-structured interviews and analyzed through grounded theory, which led to the extraction of the final model. Findings: The implementation of the HC-based OI helps upgrade knowledge in the organization and industry knowledge, create win-win relationships and increase the interaction capital, power and credit of the organization. Originality/value: In this study, HC systems have been regarded as the core of the OI model (rather than an intervening factor in OI). This is the main innovative aspect of the current study. In addition, the special attention paid to the inside-out approach to OI and the examination of the human and social aspects of inter-organizational knowledge sharing – particularly in the light of the fact that the study was carried out in a developing country – are the other innovative aspects of this study. © 2021, Emerald Publishing Limited.
International Journal of Productivity and Performance Management (17410401) 71(6)pp. 2558-2581
Purpose: This study aimed at developing and testing a model to evaluate employee performance in Isfahan municipality. Design/methodology/approach: A mixed-method design is applied in this study. To extract the model, a semi-structured interview based on the thematic analysis approach was employed. The qualitative data were obtained using a researcher-made questionnaire from a sample of 12 municipal experts selected based on purposive sampling. In the quantitative phase, the sample consisted of 76 managers and interim managers. The validity of the questionnaire was determined by the content validity index, while the structural validity was tested based on structural equation modeling using SmartPLS software. The reliability of the questionnaire was confirmed using Cronbach's alpha and composite reliability indices. Findings: The factors obtained in the qualitative model included performance evaluation criteria, the desired time interval for performance evaluation, results announcement, performance evaluation approach, performance evaluation method and evaluator-related variables. There should have been an agreement between evaluators and those who were evaluated in all components of the model. In the quantitative section, performance evaluation criteria, evaluators, the evaluation method and time interval were confirmed with coefficients of 0.871, 0.815, 0.646 and 0.615, respectively. Practical implications: The novelty of this study is that it uses a mixed-method research approach to extract a performance evaluation model that is specific to the Isfahan municipality. Originality/value: The novelty of this study is that it uses a mixed-method research approach to extract a performance evaluation model that is specific to the Isfahan municipality. © 2021, Emerald Publishing Limited.
International Journal of Applied Management Science (17558913) 13(4)pp. 302-321
This study aimed to explore the effects of recruitment and selection on talent management in Iranian National Tax Administration (INTA). This study employed a mixed methods design involving both qualitative and quantitative data collection and analysis. The qualitative data were gathered through thematic interviews. Using insights from 20 managers in this organisation and three academic experts, five broad levels of factors were identified for implementing talent management. These five dimensions included the organisation’s macro policies and strategies, future attitude, merit orientation, value-orientation and comprehensiveness. In the quantitative stage, the impact of the recruitment and selection system on talent management implementation was examined. The quantitative data, in stratified random sampling, were gathered with questionnaires. The data were analysed using structural equation modelling in PLS software. The results of the quantitative phase indicated that the recruitment and selection system had a positive and significant impact on implementing talent management. Copyright © 2021 Inderscience Enterprises Ltd.
International Journal of Business Innovation and Research (17510252) 24(4)pp. 593-609
This study aimed to explore the effects of strategic training on talent management in Iranian National Tax Administration (INTA). The type of research, in terms of the nature of data, is mixed (qualitative-quantitative). Using insights from 20 managers in this organisation and three academic experts, five broad levels of factors of training were identified for implementing talent management. The five dimensions of strategic training with talent management approach included the organisation's macro policies and strategies, future attitude, merit orientation, value-orientation and comprehensiveness. In the quantitative stage, the impact of the strategic training system on talent management implementation was examined. The quantitative data were gathered with questionnaires from 493 managers and experts of INTA, Fars province. The data were analysed using structural equation modelling in PLS software. The results of the quantitative research indicated that the strategic training system had a positive and significant impact on implementing talent management. © 2021 Inderscience Enterprises Ltd.. All rights reserved.
International Journal of Process Management and Benchmarking (14606739) 11(6)pp. 776-790
There has been a growing interest among scholars in intangible organisational capitalism recent years. The main purpose of this study was to examine the role of human resources management tasks in organisational learning. In fact, efforts have been made to identify the supporting strategies and policies through which human resources management tasks affect organisational learning in Eghtesad Novin Bank, using grounded theory. In this research, theoretical sampling and deep interview (non-structured and semi-structured), observation and study of documents and reports have been used. In the process of theoretical sampling, those people were referred, who helped more in explaining codes, concepts, and categories. Axial categories included individual learning capacity, attracting and recruiting system, employee development system, service compensation and performance management system, employee relationship and participation system, organisational learning capability, information repository, organisational learning, and increased competitiveness. These propositions have been extracted in the form of 102 codes, 55 concepts and 25 categories. Titles for the categories have been selected through researcher’s suggestion (with reference to the research literature) and approval of participants, and have intended to have the highest possible correspondence with the propositions that they represent. Copyright © 2021 Inderscience Enterprises Ltd.
International Journal of Business Innovation and Research (17510252) 26(1)pp. 110-125
This study aimed to investigate the impact of product innovation on organisational performance, taking into account the mediating role of organisational culture and the moderating role of market demand in tourism agencies of Isfahan province in Iran. The required data has been collected based on the research model through a questionnaire distributed among the sample population, and structural equation modelling has been used to examine the relationship between variables and test the hypotheses. The results showed that all five hypotheses were confirmed at 95% confidence level. In other words, according to the first hypothesis, product innovation affects organisational performance. According to the second hypothesis, product innovation has a significant effect on organisational culture. According to the third hypothesis, organisational culture has a significant impact on organisational performance. According to the fourth hypothesis, market demand as a moderating variable has a significant effect on the relationship between product innovation and organisational performance. According to the fifth hypothesis, market demand as a moderating variable has a significant effect on the relationship between product innovation and organisational culture. © 2021 Inderscience Enterprises Ltd.. All rights reserved.
International Journal of Organizational Analysis (19348835) 28(6)pp. 1149-1173
Purpose: Trust and impersonal trust, in particular, are of significant importance both for organizations and for innovative personnel, who are regarded human assets to organizations. The purpose of this study is to investigate the antecedents and consequences of impersonal trust in organizations. Design/methodology/approach: The population of this study constituted the managers, specialists and personnel of a pharmaceutical company in Iran. Out of a total of 200 questionnaires having been administered, 187 were returned; and structural equation modelling (SEM) was used for data analysis. Findings: The findings of the study indicate that personal learning has a significant positive effect (β = 0.64) on impersonal trust, that interpersonal communication has a significant positive effect (β = 0.14) on impersonal trust, and that organizational justice perception, also, has a significant positive effect (β = 0.14) on impersonal trust. In addition, the findings show that impersonal trust has a significant positive effect both on job satisfaction (β = 0.47) and on innovation (B = 0.42) and job satisfaction has a significant positive effect (β = 0.39) on innovation. Moreover, impersonal trust, through job satisfaction, has a significant indirect effect (β = 0.18) on innovation; and personal learning, through organizational justice perception, does not have a significant indirect effect (β = 0.014) on impersonal trust. Originality/value: This study is among only a few studies having investigated the antecedents and consequences of impersonal trust together. Also, in a developing country like Iran, impersonal trust has rarely been studied. © 2020, Emerald Publishing Limited.
International Journal of Procurement Management (17538432) 13(3)pp. 332-346
This study aims to formulate optimal human resource strategies for engaging in health tourism in Isfahan. The expert population of study consists of the professors of Isfahan University and Isfahan University of Medical Sciences, managers of cultural heritage organisation, and administers of Isfahan hoteliers and tourism agencies. Strategic plans were formulated using SWOT matrix and space matrix. The indices of medical tourism locating were first extracted for four parts of SWOT matrix, i.e., strengths, weaknesses, threats and opportunities using Delphi technique. Then, SWOT matrix was developed based on which industry attractiveness, financial power, environment stability and competitive advantage were configured in space matrix. Then, the competitive situation was determined using fuzzy Delphi technique. Finally, human resource (HR) strategies were prioritised aligned with competitive strategies using QSPM. © 2020 Inderscience Enterprises Ltd.
International Journal of Business Excellence (17560055) 20(1)pp. 98-121
The main purpose of this study is to develop a model of talent excellence. For this purpose, thematic analysis and interviews with university experts, industry experts and managers were first used to identify a model for talent excellence. Then, a researcher-made-questionnaire was used to study the current status of target population based on talent excellence model. Finally, the research model was used to evaluate the status of the Isfahan Province Gas Company (IPGC) as a case study using experts' viewpoints according to the target scores of the model. Eventually, solutions were offered based on the assessment results. The developed model included three main themes (criteria), eight sub-themes (sub-criteria) and 30 concepts. Assessment results indicated that IPGC achieved 455 out of 1,000 points. Based on the privileges of the talent excellence model in the IPGC, the results, enablers and process were satisfactory, respectively. © 2020 Inderscience Enterprises Ltd.
International Journal of Business Information Systems (17460972) 33(4)pp. 429-445
The purpose of this study is to identify the dimensions of the human capital capability model in the cyberspace of national media. This study is typically qualitative and the field study has been performed on the cyberspace experts in Islamic Republic of Iran Broadcasting (IRIB) organisation who have been selected and interviewed by semi-structured deep interview method. The interview continued with 26 experts to reach the theoretical saturation. Then, using content analysis technique, data analysis has been performed. Findings indicate that core competencies in the field of cyberspace can be explained in five core individual capabilities including competencies, knowledge and academic competencies, interpersonal and communication competencies, organisational competencies and virtualisation competencies. In addition, 85 subordinate competencies can be extracted out of the total results. Copyright © 2020 Inderscience Enterprises Ltd.
TQM Journal (17542731) 32(1)pp. 78-91
Purpose: The purpose of this paper is twofold: first, to revise the Kano model with a focus on one-dimensional attributes; and second, to use the revised model for categorizing and prioritizing various employee compensation strategies. Design/methodology/approach: The Kano evaluation table has been revised and the one-dimensional attribute has been further extended to three categories of OO, OM and OA. In the next step, the literature review-based identified strategies have been categorized and prioritized according to the developed Kano model. Consequently, an employee compensation system has been proposed to a process-based manufacturing company as a case study. Findings: Findings indicated that out of the 44 employee compensation strategies, typically 6 were must-be, 13 were one-dimensional, 18 were attractive and 7 were indifferent. Also, the results of the revised Kano model indicated that typically out of the 13 one-dimensional strategies, 7 were one-dimensional tending toward must-be (OM); and 6 were one-dimensional tending toward attractive (OA). Research limitations/implications: The case study was limited to one company. The validity of the proposed model can be further studied in a larger population. This study provides managers with a more accurate instrument of decision making in selecting more differentiated employee compensation strategies, which, in turn, might lead to more employee satisfaction. Originality/value: Theoretically, this study is different from existing studies, since almost none of the previous studies extended the Kano evaluation table for one-dimensional attributes. Practically, this study is another evidence of the application of the Kano model in the field of human resource management and in particular contributes to the design of employee compensation systems. © 2019, Emerald Publishing Limited.
Human Systems Management (01672533) 37(4)pp. 411-423
This article identifies and ranks the components of competency-based recruitment and the vital role it plays in managerial succession, at Bank Saderat, Isfahan province, Iran. The case study entailed a synthesis of qualitative and quantitative methods, with both interviews and a questionnaire used for data collection. The statistical sample contained 400 personnel experts and senior managers, while the qualitative sample included 17 interviewees. The questionnaire data were analyzed through descriptive and inferential statistics, including exploratory factor analysis, confirmatory factor analysis and structural equation modeling. The results show 22 components of competency-based recruitment, along five dimensions: competency, prospection, flexibility, justice and integrity. Competency has the highest factor loading and justice the lowest one. Indeed, competency-based recruitment seems to have a significantly positive effect on managerial succession. The article concludes with the study's limitations, while also discussed are policymaking implications and future research directions. © 2018 - IOS Press and the authors. All rights reserved.
International Journal of Business Excellence (17560055) 17(2)pp. 171-188
Today, organisational identity is one of the most challenging issues of the organisations. The aim of this paper is to evaluate the impact of corporate social responsibility on organisational identity with the intermediary role of ethical climate. This research was an applied one and its population involved 395 employees of Tractor Sazi Industrial Services Company. 195 individuals were selected as the sample through a formula of sampling. Three questionnaires were used to collect data. The validity of the questionnaires was confirmed as the verbal and construct validity and their reliability were obtained using Cronbach's alpha coefficient. A structural equation model with partial least squares approach was performed to test the hypotheses. The results of the research show that without the presence of intermediary variable of ethical climate, the effect of corporate social responsibility on organisational identity is positive and meaningful. That is, if the intermediary variable of ethical climate is added to the relationship between corporate social responsibility and organisational identity, the direct role of corporate social responsibility will not be meaningful, which can be indicating of the strong effect of the mediating variable of ethical climate on the relationship between corporate social responsibility and organisational identity. Copyright © 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 Business and Systems Research (17512018) 13(1)pp. 21-46
In human resource management (HRM) system, there are many factors that can affect organisational empowerment. Human resource practices are some of these important factors, which were mainly studied at individual level and were rarely explored at the organisational level. Focusing on power industry in Iran, the current study sought to develop and test an organisational empowerment model based on human resource practices. A mixed methods approach was utilised, including a grounded theory study that was followed by a quantitative phase. The qualitative phase was conducted to develop an organisational empowerment model based on human resource practices. The hypotheses developed in the qualitative phase were tested through quantitative phase, including structural equation modelling. The results revealed that views and attitudes towards human resources as causal factors had significant effects on human resource practices; and human resource practices, contextual factors, as well as intervening variables had significant impacts on organisational empowerment strategies. Copyright © 2019 Inderscience Enterprises Ltd.
International Journal of Learning and Intellectual Capital (14794861) 16(1)pp. 21-39
This study aimed to identify and rank criteria of competency-based recruitment system in an empirical case study. The studied population was experts in human resources management and network administrators of Saderat Bank of Iran as an empirical case study. The study was conducted in two general phases based on qualitative methods (interviews and Delphi) in two stages and quantitative methods for assessing validity and ranking. The results showed that criteria of competency-based recruitment system could be categorised in 5 criteria and 22 sub-criteria. The identified criteria included competence, prospection, integrity, justice and flexibility. Second order factor analysis was used to examine construct validity of the extracted criteria and their questions; Cronbach's alpha was used to check its reliability. The results indicated good validity and factor loading of each component as a criterion of the competency-based recruitment system. Among the identified criteria, competence, prospection, flexibility, integrity and justice, respectively, were more important in the competency-based recruitment system. Copyright © 2019 Inderscience Enterprises Ltd.
International Journal of Business Innovation and Research (17510252) 17(2)pp. 266-291
This study provided a framework to select organisational empowerment (OE) project portfolio based on human resource practices utilising a mixed methods approach. Participants consisted of senior managers, middle managers and HR experts of Hormozgan Electric Distribution Company (HEDC) in Iran. In qualitative phase, a grounded theory study was conducted to design an organisational empowerment model. A total of 25 senior managers, middle managers, and HR experts of surveyed company were selected through purposive sampling and snowball method. Data were collected using semi-structured interviews and were analysed through the constant comparative method. Improvement projects were extracted based on the designed model. Goal programming (GP) and fuzzy hierarchical analysis process (FAHP) were used in quantitative phase. The proposed framework was presented to help managers and planners of organisation for strategic decision-making and the improvement of organisational empowerment considering effective factors in either the success or failure of a project. Copyright © 2018 Inderscience Enterprises Ltd.
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.
International Journal of Learning and Intellectual Capital (14794861) 15(4)pp. 363-387
The existence of different human capital in organisations and the emphasis on its effective management has brought a new approach in the field of human resource management. The best configuration approach seeks to create compatibility between human resource approaches and the characteristics of human capital in the organisation. This study aims to identify human capital uniqueness and strategic value as a two dimensions of human resource architecture and classify this different workforce in the organisation. The 364 jobs have been identified and initially grouped by International Standard Classification of Occupations. The 33 experts of Isfahan Municipality were selected and the data related to job groups through a questionnaire were collected. The results show these jobs can be arranged within three main categories of key, traditional, and contractual employees. This means there is some variety of workforce in organisations that requires planning and designing different human resource systems in the future. © 2018 Inderscience Enterprises Ltd.
International Journal of Productivity and Quality Management (17466474) 21(3)pp. 273-299
This study examines the relationships between perceived organisational support (POS), organisational citizenship behaviour (OCB) and organisational trust; and organisational trust with OCB and turnover intentions; and OCB with turnover intentions. The population under study was all experts from National Iranian Drilling Company among whom 158 questionnaires were distributed. Finally, 140 questionnaires were analysed. The methodology used in this study was correlation using structural equation model. Results showed that there is a negative significant relationship between POS, OCB and organisational trust and turnover intention. There is a positive significant relationship between POS, OCB and organisational trust. There is also a positive significant relationship between OCB and organisational trust. The indirect effect of organisational support is negative and significant on turnover intention. Since this effect is through organisational trust on turnover intention, the meditating role of organisational trust is supported in relation to the POS and turnover intention and also to the POS and OCB; the meditating role of OCB is supported in relation to organisational trust and turnover intention. Indirect effect of organisational socialisation is significant on cognitive empowerment. The results of PLS showed that the baseline model is supported. Copyright © 2017 Inderscience Enterprises Ltd.
Intangible Capital (20143214) 13(3)pp. 615-639
Purpose: This study aims to explore the relationships between workplace spirituality, intention to leave and organizational citizenship behaviour (OCB) among nurses and whether OCB mediates the relationship between workplace spirituality and intention to leave. Design/methodology: Due to the shifting paradigm of health policies, administrations in Malaysian hospitals are faced with trials of cost reduction. The high rate of nurses leaving the hospital poses a burden to the human resource department. This study aims to discover how to cope with this problem by utilizing workplace spirituality and organizational citizenship behaviour. In the present correlational study, data were collected using questionnaires. A total of 345 nurses from three public and general hospitals located in Johor Bahru, Malaysia, were chosen as samples using a random sampling method to respond to questionnaires. The measurement and structural model were assessed using SmartPls 2.0. Findings: Workplace spirituality has significant negative influence on nurses' intention to leave and positive influence on OCB. Amongst nurses, workplace spirituality contributed to 34% of the variation in intention to leave, whereas 36% of the variation was in accordance to OCBI and 45% of the variation was in accordance to OCBO. Furthermore, OCB arbitrated the effect of workplace spirituality on the intention to leave. Social implications: This study has shown the probable advantages of better understanding the positive impact of workplace spirituality on nurses' tendency to leave and OCB. This is important for the managers of nurses in the effort to improve nurses' performance and, by extension, the healthcare system. Originality/value: Workplace spirituality contributes to nurses' intention to leave and OCB. This study highlights the benefits of the novel idea of workplace spirituality, especially amongst nurses needing motivation in their duties.
Journal of Management Development (02621711) 34(5)pp. 601-620
Purpose – Literature review indicates lack of using the Kano model in organizational behavior domain and managers’ satisfaction. The purpose of this paper is to propose a Kano-based model for managers’ satisfaction. Design/methodology/approach – In order to examine one of the proposed behaviors in this model, the role of employees’ organizational citizenship behavior (OCB) as an attractive behavior, has been investigated. The statistical population includes managers of the Isfahan’s financial service industries. After distributing questionnaires, 224 accurate questionnaires have been used for data analysis. In designing the survey questionnaire, the OCB questionnaire developed by Podsakoff et al. (1990) and Bell and Menguc (2002) has been used. For each of the OCB dimensions, some questions have been initially designed; then after collecting data, by using Kano evaluation table, the behavior types have been determined. Findings – Findings imply that by using the Kano model, five types of behaviors, i.e. must-be, one-dimensional, attractive, indifferent, and reverse can be identified. The findings related to case study also indicate that out of five dimensions of OCB, three dimensions of altruism, sportsmanship, and civic virtue are located in Attractive category; the courtesy dimension is located in must-be category; the conscientiousness dimension is located in one-dimensional category; and in reverse category, no dimension is located. In general, OCB is located in attractive category. Research limitations/implications – By using the results of this survey, a new classification of employees’ behaviors types can be suggested. The results of this study can help employees in understanding what kind of their behaviors causes managers’ satisfaction. Originality/value – The results of this study have an important contribution in the literature of the Kano model and OCB. © 2015, Emerald Group Publishing Limited.
Journal of Research in Interactive Marketing (20407122) 8(2)pp. 102-123
Purpose - The purpose of this paper is to examine the characteristics of virtual social networks (VSNs) and to determine their salient attributes, including those that influence flow experience, trust and electronic word-of-mouth (eWOM) behaviors affecting users' purchase intentions, and to provide important strategic implications contributing to the Internet marketing literature. Design/methodology/approach - Using a self-administered questionnaire, the data (n = 167) are collected from two Iranian Internet social networking sites, namely, facenama.com and cloob.com. Using LISREL 8.5, hypothesized relationships are examined through structural equation modeling (SEM) analysis. Findings - According to the results of the study, despite all assumptions and studies to the contrary, eWOM behaviors in VSNs are derived from neither users' flow experience nor their trust in VSNs, but they are mostly caused by VSNs' attributes, from which four are investigated in this study, namely, communication and social relationships, entertainment, information disclosure and ease of use. Nevertheless, according to the results, VSN attributes also influence trust and flow experience, trust in a VSN environment influences users' flow experience and eWOM in VSNs has significant impact on users' purchase intentions. The findings also revealed that the level of education of a user affects how much he trusts the VSN environment. Practical implications - The author examined flow experience, trust, eWOM behavior, purchase intentions and the VSNs' attributes to verify their relationships, providing a better understanding of an effective indirect marketing in VSNs. The results also have important implications for researchers. Originality/value - While flow experience, trust, word-of-mouth (WOM) behaviors and purchase intentions have been separately studied in Web sites, e-shopping malls and blogs, little research has sought to identify the existence of these elements within VSNs, their correlations with one another and how they are affected by VSNs' attributes. © 2014, Emerald Group Publishing Limited.
International Journal Of Information Science And Management (20088310) 11(SPL.ISS.)pp. 25-37
The aims of this paper are to measure the brand equity of e-banking services, and to improve the conceptualization of customer-based e-service brand equity. A pilot and a main study were conducted. The findings in this study support the model of customer-based brand equity in e-service. A pilot and a main study were conducted. This study used a sample of 130e-banking customers. From the interrelationships among the organization's presented brand, external brand communications, customer experience with organization, brand image, brand awareness and perceived quality emergebrand association and brand loyalty and ultimately, brand equity. Finally, Partial least squares (PLS) modeling offers diagnostic information about a conceptual framework forunderstanding of customer-based brand equityin e-services.
2025 29th International Computer Conference, Computer Society of Iran, CSICC 2025
Today, using modern organizational systems such as Electronic Human Resource Management (E-HRM) system requires evaluating infrastructures of information technology and determining the readiness level of each infrastructure to implement E-HRM subsystems. So the main purpose of this research is feasibility of implementing electronic human resource management. This research can be considered as applied research and descriptive-survey. In this study, statistic sample volume was 134 that chosen by simple random method. A matrix questionnaire was designed to collect data. Face validity was used To promote validity of this questionnaire and to measure the reliability, Cronbach's alpha method was used. The results based on T-test with 95% confidence level showed that implementing the electronic recruitment and selection subsystem, payment system of electronic compensation subsystem, succession system of electronic human resource development subsystem, electronic discipline and moral criterion subsystem, and communication management and Settlement system design and pension plans of human resource safety and service are feasible in an Isfahanian services company. © 2013 IEEE.
Procedia Computer Science (18770509) 3pp. 1164-1169
Acculturation in the field of familiarity of stockholders and individuals with modern methods of electronic stock exchange has a special position. Applying and paying attention to these methods is an inevitable and considerable issue. So, developing electronic stock exchange culture is considered one of the research priorities in our country. One of the fields for this subject is innovation and technology acceptance model [1]. In this study we have tried to identify necessary strategies for developing the culture of electronic stock exchange in order to access productivity in capital market as well as productivity of service section and at last increasing productivity in the whole economy. In this study, attempts are made to recognize effective factors in enhancing intension to use electronic stock exchange application by real investors through combining models of innovation diffusion and technology acceptance and merging it with dimensions of online trading. Period of data collection for this research has been from July to September 2009. Structural equations modeling has been used by means of LISREL software in order to test this model. Results reveal that there is a relationship between normal tendencies, perceived ease of use, perceived risk and market effectiveness with intension to use electronic stock exchange. © 2010 Published by Elsevier Ltd.
European Journal of Social Sciences (discontinued) (14502267) 15(4)pp. 599-610
Management is increasingly transforming to Knowledge management. This means that we manage Knowledge of people not themselves, and leadership means providing good condition for producing valued Knowledge by human and accomplishing this by the way that persuade people to accountability. Contemporary clear sighted says that Knowledge is considered as the main source of competitive advantage, and for the organizations to achieve such advantage. This paper seeks for Amount of Paying Attention to Knowledge Management in Automobile Industry of Iran. The results indicate that there has been attention to creating, maintaining, and disseminating and applying knowledge management in Automobile Industry Findings of data analysis show that in Iran's automobile industry, attention paid to creating, maintaining, sharing, applying and generally knowledge management has been lower than the intended amount.
International Journal of Knowledge, Culture and Change Management (14479575) 10(1)pp. 523-536
Entrepreneurship is considered an important factor contribution to economic growth. In the recent years, considerable attention has been paid to the role of entrepreneurship in economic development. Schumpeter (1939) identified entrepreneurship as the engine of economic growth. Some empirical evidence suggests that spending on information technology (IT) significantly increase growth economic through increasing entrepreneurship. This paper examines the role of information entrepreneurship on economic growth in developing countries. It explains the information technology and how those affect the entrepreneurship and economic growth. The approach for tackling the subject mainly would be literature review with content analysis in the subject area. Based on review and analyzing of existing literature and data in this area, this paper presenting a new discuss. Since the subject is newly introduced, identification could be original and be used in economic growth for study in developing countries. © Common Ground, Ali Shaemi, Ali Safari, Samira Alizadeh.
International Journal of Knowledge, Culture and Change Management (14479575) 9(1)pp. 49-61
Business leaders agree that managing in times of turbulence and accelerating change challenges their traditional views of competitiveness and success factors needed for survival and profitability. Today's managers must deal with globalization of markets, increasing intensity of competition, rapid technological changes, a shift from an industrial economy to a knowledge, human capital and information based economy, demographic changes, environmental challenges, changing value systems and consumer preferences, whereby creativity and innovation is necessary for survival organizations. On the other hand, organizations and leaders should be tried to create an institutional framework in which creativity and innovation will be accepted as basic cultural norms in the midst of technological and other changes. This brings us to the increased importance of self-leadership. Self-leadership is a process through which individuals control their own behavior, influencing and leading themselves through the use of specific sets of behavioral and cognitive strategies. The major aim of this paper is studying the role of self-leadership in innovation and creativity employee. This paper is valuable for the organizations to be able to continually self diagnose and respond to needed changes as the environment changes. A workforce with strong self-leaders working in environments that support innovation and creativity could synergistically assist organizations in maintaining an all-important competitive advantage. The impact of these changes may be critical in transforming the organizations in the face of a wide range of twenty-first century challenges. The research methodology is descriptive and for collecting theoretical aspects of the research scientific books and journals are used. © Common Ground.
