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.
International Journal of Procurement Management (17538432)16(4)pp. 478-498
One of the effective components of organisational health is cheerful spirit, and positive emotional relationship that is emerged as confidence, trust, empathy, and friendship among the employees. Humour in the workplace is one type of humorous relationship that can lead to such relationships that decreases inter-organisational conflicts and enhances job motivation. Therefore, it is important to explore humour’s relationship with organisational health. This study aims to explore the relationship between humour in the workplace and organisational health. It is applicable from the objective aspect and descriptive field from the methodological aspect. The hypotheses were analysed using a correlational method in a specific time interval. The statistical population included employees of Isfahan Steel Company. Simple random sampling was employed and the research sample was determined to equal to 250 persons according to Morgan’s table. The results indicate that there is an acceptable level of relationship between humour in the workplace and organisational health. Among the dimensions of humour, affiliative humour and aggressive humour have the highest relationship with organisational health, respectively. Copyright © 2023 Inderscience Enterprises Ltd.
Management Decision (00251747)60(5)pp. 1257-1295
Purpose: Even the smartest organizations believe that “good enough is never good enough.” Highly intelligent people may be able to do important things individually; still, it is their accumulated brainpower that allows them to do great things. Collective intelligence means when a group of people do things that seem intelligent. On the other hand, when intelligent people are gathered or hired in an organization, they tend toward collective stupidity and slow-wittedness. Therefore, the purpose of the present study is to develop a model of the factors affecting and affected by collective stupidity. Design/methodology/approach: This study was conducted using a mixed-method approach and in two phases: qualitative and quantitative. First, in the qualitative phase and in order to achieve new findings, semi-structured interviews with experts from 12 knowledge-based companies were used to design a conceptual model and formulate the hypotheses. At the end of the qualitative phase, the conceptual model and relationships between variables were drawn. Then, in the quantitative phase, by running structural equation modeling, the antecedents and consequences of collective stupidity derived from the qualitative phase findings were analyzed and the research hypotheses were tested in 110 industrial knowledge-based companies. Findings: The results of the qualitative phase revealed that individual, group and organizational factors were the antecedents of collective stupidity, with individual factors having three dimensions, collective ones including two dimensions and organizational ones focusing on the characteristics of managers/companies. It was also found that collective stupidity had individual consequences in three dimensions and organizational consequences in five dimensions; and one-sidedness, non-strategic thinking, organizational injustice and weakness in the management of key personnel were extracted as mediators. The results of the quantitative phase confirmed the research model and showed that individual factors and organizational consequences had the lowest (0.037) and highest (1.084) effect sizes on collective stupidity, respectively. Research limitations/implications: The study of the phenomenon in a particular context and the difficulty of generalizing the findings to other situations, the small size of the study population due to the disproportionate number of experts to the total staff in the qualitative phase, and the limited participation of experts due to the negative nature of the issue in the quantitative phase. Taking advantage of the diversity of experts' mental abilities through equipping the organization with tools for recognizing collective stupidity, improving collective decision-making, enhancing the efficiency of think tanks and organizational prosperity in the age of knowledge economy, preventing damage to the body of knowledge of the company and reducing social loafing can be the main operational implications of this study. Originality/value: Using a mixed-method approach for analyzing the antecedents and consequences of collective stupidity in this study and examining such a phenomenon in a knowledge-based organizational context and its implementation in a developing country can be among the innovations of the present research. By following a few studies conducted in this field in addition to the organizational pathology of the phenomenon using a fundamental method, this study obtained deep results on how to make the maximum use of experts’ capacities. This was to the extent that in all of the three sections, i.e. the antecedents and consequences of collective stupidity, a new factor emerged. © 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 Procurement Management (17538432)14(4)pp. 531-546
The present study aims at designing and testing the model of innovative leadership in Saipa Corporation Automotive Group. The research method used in this study is a mix method. In the first part, a qualitative study has been carried out using grounded theory. The researcher, using theoretical sampling, has selected the sample and collected the required data using in-depth and semi-structured interviews, and has achieved theoretical saturation by 12 useful interviews with Saipa Automotive Group senior executives and professors in the field of human resource management and organisational behaviour. Data analysis was done using MAXQDA software, and after conducting open, axial and selective coding, an innovative leadership model was developed according to grounded theory. In the quantitative part, the statistical population consisted of senior, middle and operational executives of Saipa Automotive Group (3,850 people) among which, 350 have been considered as the sample size. Based on a researcher-made questionnaire extracted from the qualitative section, the data were collected, and after examination of validity and reliability through structural equation modelling, the compiled hypotheses were examined. The obtained results indicate a significant impact of causal conditions on the phenomenon of innovative leadership, the significant impact of contextual and intervening conditions on innovative leadership strategies and the positive impact of strategies on outcomes of the model. Copyright © 2021 Inderscience Enterprises Ltd.
Mohammadi, P.,
Teimouri, H.,
Mohammadi, A.,
Demir, S.,
Kara, A. IEEE Sensors Journal (1530437X)21(20)pp. 22695-22702
A novel dual band, highly sensitive Substrate Integrated Waveguide (SIW) sensor for permittivity measurements is presented. A pair of modified Complementary Split Ring Resonators (CSRRs) is etched on SIW surface. CSRRs are located in the center of SIW, where the electric field distribution is high so that the coupling be maximized. The coupling between the SIW and the CSRRs as well as the adjacent CSRRs results in two notches in transmission coefficient. These notches vary with the dielectric loading on the sensor. The ratio of a notch variation to the load permittivity variation determines the sensitivity of proposed sensor. Two sensitivities proportional to two notches are provided. Normalized sensitivities from both notches show identical values. Therefore, any environmental effect have the same variation on the TZs. This demonstrates the potential of the proposed sensor for differential operation that can mitigate the effect of environmental condition. The size of the proposed sensor is small as the inductive and the capacitive effects of CSRRs forced the SIW to operate below the cut off frequency at negative-order-resonance mode. All design steps including SIW design, CSRRs design and modified CSRRs effects are presented in details. The sensor operation principle is described through an equivalent circuit model as well as simulation results. The experimental results indicates that the normalized sensitivity is 3.4% which is much higher than similar sensors. The prototype sensor size ( $27.8\times 18.4\times 0.508$ mm3) is smaller than those reported in the literature. © 2001-2012 IEEE.
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.
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 Procurement Management (17538432)14(1)pp. 126-145
The aim of this study is to determine and separate the critical success factors (CSFs) of enterprise requirements planning (ERP) into causes and effects. For this purpose, literature has been reviewed and the branches of a bank have been selected. Based on a pair wise comparison questionnaire relevant to the decision making trial and evaluation (DEMATEL) technique; the collected data has been analysed. Findings indicated that project management, education, commitment and support of the senior managers are among the cause variables and technology infrastructure, planning and business perspective, communications, change management, and participation of the groups are among the effect variables. By applying the approach of this study, service firms such as banks and particularly the studied bank can better implement their ERP projects. Copyright © 2021 Inderscience Enterprises Ltd.
Human Systems Management (01672533)40(1)pp. 65-80
Purpose: The present study aimed to both develop and validate a model for servant leadership in a military context. Design/methodology/approach: The exploratory sequential mixed methods design with two phases was used. Firstly, in the qualitative phase, the process of servant leadership in a military context was developed using a systematic approach of grounded theory. Secondly, in the quantitative phase, the relationship between the components of servant leadership was explained and the developed model was validated. Findings: The result of the qualitative phase show certain personal, organizational and social antecedents form the ideology of sacrifice in leaders which include: spiritually, intelligent and developed personality (personal antecedents); organizational culture, models and incentives (organizational antecedents); and reference groups and social events (social antecedents). The ideology of sacrifice resulted in choosing special behaviors of servant leadership by leaders. These behaviors include: creating service climate; developing standards; building trust; empowering followers comprehensively; and effective persuasion which cause positive personal and organizational outcomes. According to the results of quantitative phase, the proposed model has an appropriate fitness. Practical implications: The results of this research can be used to develop certain criteria for selecting servant leaders. Accordingly, certain training programs can be developed to promote competencies in organizational leaders. Originality/value: To the best of our knowledge, this is the first study to develop a model for servant leadership in a military context using a mixed methods design. © 2021 - IOS Press. All rights reserved.
Benchmarking (14635771)28(4)pp. 1164-1185
Purpose: The main purpose of this study is to develop a model for prioritizing the critical success factors (CSF) of enterprise resources planning (ERP) based on the enablers of organizational agility (OA). Design/methodology/approach: First, the CSFs of ERP and the enablers of OA have been identified and classified using Decision-Making Trial and Evaluation Laboratory (DEMATEL), and then a three-phase quality function deployment (QFD) model has been designed to prioritize the influencing and influenced criteria. The proposed approach has been examined in the banking sector. Findings: Major findings indicated that organizational structure, IT technology infrastructure, and commitment and support by top managers were selected as indicators with top priority. Research limitations/implications: Research variables were limited to the enablers of OA and the CSFs of ERP; analysis was time-consuming due to the interconnected multiple QFD phases, and findings were limited to the selected branches of a bank. The bank managers were suggested to enhance their commitment and support toward ERP. Also, it was recommended to the managers to evaluate their organizational structure and empower it as much as possible toward the fulfillment of customers' requirements and customers' expected agility. Originality/value: The development of the QFD matrices and dividing the factors of each research variables into influencing and influenced factors distinguished this study from the literature. © 2020, Emerald Publishing Limited.
International Journal of Business Information Systems (17460972)34(2)pp. 293-308
The objective of this research is to explain and develop a model of the dominant organisational culture proposed for Fulad Mobarakeh Company. The methodology of this research is qualitative. The research population included senior managers of Fulad Company and professors of Isfahan University. Semi-structured interview was conducted with all of the subjects. Data analysis in the qualitative section was conducted based on three-step encoding of thematic analysis using Nvivo software. After examining the interviews, based on three western, traditional and Islamic subcultures, a dominant model of ruling culture in Fulad Mobarakeh Company was presented. It was confirmed by a reliable confirmatory factor analysis through LISREL software at the appropriate confidence level. According to the research results, the organisational culture model proposed for Fulad Mobarakeh Company includes the following categories and components: organisational collectivism, organisational authority and power interaction, lack of proportional uncertainty a version, organisational transgender perspective, and organisational attitudes balance. Copyright © 2020 Inderscience Enterprises Ltd.
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.
Human Systems Management (01672533)39(3)pp. 399-412
BACKGROUND AND OBJECTIVES: The quality of working life in healthcare settings deserves considerable attention due to the vital importance of services delivered in healthcare businesses and organizations, and the direct effect of the employees' mental and physical health on the chance of medical errors and the quality of healthcare services. Accordingly, leisure time in the workplace and how workers spend their leisure time are significantly influential. PURPOSE: This mixed methods research aimed to develop a model for leisure time management for employees in a selected group of hospitals. DESIGN/METHODOLOGY/APPROACH: The exploratory sequential mixed methods design with two phases was used. The qualitative part was based on grounded theory. Qualitative data were identified through 16 semi-structured interviews with selected academic experts and managers of selected hospitals in Shiraz, followed by coding process in three distinct stages. The results were the extraction and design of related categories in the form of causal condition, the central phenomenon, strategies, intervening conditions, contextual conditions, and consequences of employee leisure time management model. After identifying each of the selected template categories, each template element was selected and described in detail during the coding process. The qualitative results were tested in a quantitative section using a researcher-made questionnaire. To do so, 420 study participants were selected. Then, quantitative data and structural equation modeling were analyzed using inferential statistical methods and Amos 22 software, respectively. FINDINGS: Our qualitative data resulted in a conceptual model, design of related categories in the form of causal condition, the central phenomenon, strategies, intervening conditions, contextual conditions, and consequences of employee leisure time management. The quantitative results of the study indicated that the designed model was well fitted and finally confirmed. CONCLUSION: The results of this study reveal that hospital employees, especially therapeutic sections, need high-quality time for leisure and mental, spiritual and physical rest. Yet, time management should be based on special circumstances. © 2020 - IOS Press and the authors. All rights reserved.
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.
International Journal of Business Innovation and Research (17510252)20(2)pp. 266-282
The purpose of the current study was to provide a model of multifaceted leadership consistent with the prevailing organisational culture in Mobarekeh Steel Company located in Isfahan, Iran. This is a mixed-methods research using both qualitative and quantitative approaches. The statistical population in the qualitative section included the company's chief executives and academicians from the University of Isfahan with whom semi-structured interviews were held. Next, based on the extracted models, the research questionnaire was prepared and distributed among the sample respondents. Based on the obtained data from the questionnaire in quantitate section, the expected relationship between the dominant corporate culture and different leadership styles was examined using SEM technique. The reliability of the questionnaire was confirmed by experts and the validity of the research was confirmed using the Cronbach alpha value. The results indicated that servant, authoritarian and protective leadership styles best fitted the dominant culture which was largely traditional. © 2019 Inderscience Enterprises Ltd.
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 Learning and Intellectual Capital (14794861)16(1)pp. 40-59
In this study, the authors collected data via a survey aimed at exploring the relationship between person-individual fit and organisational health at the University of Isfahan. The research hypotheses were tested through variables such as workplace congruence, knowledge/skills/abilities (KSA) congruence, goals congruence, values congruence, and personality congruence, as dimensions of person-individual fit. The aim of this study is developing and practical and from the procedure implemented is introducing-analysing. The sample studied in this study is the mangers and employers of the university in Isfahan. A stratified random sampling method was used based the Morgan table and a sample size of 120 was chosen from among 150 persons. The results revealed that there is a significant relationship between dimensions of person-individual fit and organisational health. 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 Services and Operations Management (17442370)34(2)pp. 197-209
This study was conducted to analyses the effect that social intelligence of managers could have on socio-cultural advertising effectiveness in a number of organisations engaged in socio-cultural advertising in Isfahan city. The statistical population consisted partly of the executive officers and experts in nine selected organisations who were involved in development of socio-cultural advertising. In addition, for assessment of the socio-cultural advertising effectiveness, the citizens exposed to this advertising were addressed as well. Due to the large number of the latter group, using Cochran formula for infinite population the sample size was set at 320. The collected data were analysed in SMART PLS and SPSS Environment. The findings indicated a positive and significant relationship between managers’ social intelligence (and its components) and socio-cultural Advertising effectiveness. In addition, the results indicated that social skill and social information processing ability played a major role, relative to social awareness, in socio-cultural advertising effectiveness. Copyright © 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.
International Journal of Business Excellence (17560055)16(3)pp. 304-323
There has been a growing interest among scholars in organisational capitals in recent years. Using the field-descriptive method, this study reports a model for comparative analysis of challenges of organisational strategies in two private and public sectors of Iran’s petrochemical industry and its impact on effectiveness of human capitals management practices. Historical study method was used to collect theoretical subjects and field study method was applied to answer to research questions and confirm or reject research hypotheses. There exists a significant difference between effectiveness level of human capitals management practices in areas of organisational strategies in two private and public sectors of petrochemical industry. Analysing the impact of existing challenges of organisational strategies on effectiveness of human capitals management practices shows the reversed relation among the existing challenges of organisational strategies and effectiveness of human capitals management practices in this regard. These results offer implications for future human capital practices inclusive of a proposed comprehensive model of Human Capital Management Strategy as a systemic remedy. Copyright © 2018 Inderscience Enterprises Ltd.
Journal of Convention and Event Tourism (15470148)19(4-5)pp. 420-445
The extant tourism literature contains only a limited number of studies that have examined brand equity and its determining factors for an island tourist destination. This paper aims to address this gap by developing a brand equity model in an island destination context from the perspective of both domestic visitors and experts. To this end, a two-stage qualitative and quantitative mixed method was taken into consideration. Applying content analysis and structural equation modeling, the results led to the conclusion that there are six dimensions for island brand equity construct as in the following: familiarity, image, value, quality, loyalty, and cultural and natural assets. According to the total effects, out of the dimensions, the construct of cultural and natural assets had the highest explanatory power. The results offer significant insight into island destination managers and policy makers to tailor their brand-building strategies. © 2019, © 2019 Taylor & Francis.
Human Systems Management (01672533)37(3)pp. 319-331
This article examines the effect of transformational leadership on friendship at the workplace and organizational climate at a major military organization, in the Isfahan province of Iran. The study also examines the mediating role of organizational climate in these relations. This is a descriptive-correlative study. Considering the number of questions in the questionnaire, a sample of 530 individuals was selected and questionnaires were distributed among them. After collecting the questionnaires, 502 of them were fully completed and used for data analysis. Structural equation modeling (SEM) and the Sobel test were used to analyze the data. The results show that transformational leadership has a positively significant effect on friendship at the workplace and organizational climate. Organizational climate has a positively significant effect on friendship at the workplace. Moreover, organizational climate has a mediating relation between transformational leadership and friendship at the workplace. The results also show that military commanders can promote interpersonal and organizational relationships by changing their leadership style, and thereby create a friendly atmosphere among military personnel, leading to increased satisfaction and motivation as well as defense commitment. Implications of these results for practitioners and researchers are discussed. © 2018 - IOS Press and the authors. All rights reserved.
International Journal of Business Excellence (17560055)15(1)pp. 114-128
The main objective of the present survey is to study the effect of human resource management practices on organisational effectiveness. It is applicable from the objective aspect and descriptive field correlational from methodological aspect. The statistical population included all experts and managers of the Isfahan Petrochemical Company. The stratified random sampling method was employed for sampling and the sample size was estimated equal to 140. The required information on research literature was collected using historical study (academic books and journals) and the data required to confirm or reject the hypotheses was collected via researcher's self-made questionnaire with acceptable reliability and validity. The calculated Cronbach's alpha for HRM effectiveness (0.85) and organisational effectiveness (0.88) indicated adequate reliability of the questionnaires. The results disclosed that there is a positive and significant relationship between effectiveness of human resource management actions in various fields of training, selection and recruitment, compensation and performance evaluation with organisational effectiveness. Copyright © 2018 Inderscience Enterprises Ltd.
Journal of Human Behavior in the Social Environment (15403556)28(3)pp. 355-369
The emerging ethical leadership, as a novel approach in the leadership perspective, by giving priority to ethics in organization has provided the ground for building and promotion of individual and organizational effectiveness. Today, workforce is frequently and directly exposed to many life-threatening events or situations, injuries, and psychological and physical stress. To cope with such adverse condition, one of the feasible solutions available to managers is the maintenance of employee well-being. With this approach, the present research was conducted to examine the role of ethical leadership in the improvement of the employee well-being in Golsar Fars Company, a private metal sanitary ware manufacturer in Shiraz, Iran. The statistical population included all employees of the company from among whom, using stratified random sampling, 148 examinees were selected. The actual data were collected through a questionnaire. Data analysis was performed in Amos software using partial least squares structural equation modeling technique. The results indicated a positive and significant relationship between ethical leadership and its components, i.e., being a servant of others, ethical and values-based behaviors, and respect for others, on the one side, and employee psychological well-being on the other side. © 2018 Taylor & Francis.
International Journal of Learning and Intellectual Capital (14794861)14(1)pp. 11-23
Today, development of intellectual capital in organisations is one of the key factors in improving business processes and the key to success of organisations, because one of the main tasks of intellectual capital management is shaping processes to get and create value from knowledge. This study examines the impact of intellectual capital on organisational health through empowerment deals. The population includes Islamic Azad University employees Shabestar with a population of 200, which (N = 132) of the subjects were randomly selected from the three questionnaires answered intellectual capital and organisational health and empowerment. The reliability of the questionnaire was confirmed through Cronbach alpha. Also the questionnaire with high content validity was prepared. The data obtained using Spss software and Liserl were analysed and results and dimensions of intellectual capital (human capital, structural capital and customer capital) by enabling a significantly positive effect on organisational health. Dissatisfaction with the quality of work life is a problem that regardless of their organisational position, damage both individuals and the organisation and preventing from this damage is possible when special attention is given to intellectual capital. In line with paying attention to the intellectual capital, we should not forget the empowerment of human resource. Copyright © 2017 Inderscience Enterprises Ltd.
Information Resources Management Journal (15337979)30(2)pp. 61-77
Knowledge and competency of human resources are valuable assets of an organization and human resource actions are the major tools through which organizations can exploit skills, attitudes, and behaviors of people to do their tasks and fulfill organizational purposes. The present study explores the relationship between effectiveness of human resource management actions and organizational agility. It is applicable from objective aspect and descriptive-field-correlational from methodological aspect. The statistical population included all experts and managers of the selected branches of Melli Bank in Isfahan Province. Stratified random sampling method was employed for sampling and the sample size was estimated equal to 310. The results disclosed that there is a positive and significant relationship between effectiveness of human resource management actions in various fields of training, selection and recruitment, compensation and performance evaluation with organizational agility. © Copyright 2017, IGI Global.
International Journal of Knowledge Management Studies (17438276)7(1-2)pp. 102-116
The present study explored the relationship between perception of organisational justice and establishment of knowledge management cycle from Nonaka and Takouchi's viewpoint in Esfahan Steel Company. Nihouf and Mourman's questionnaire (1993) was used to test the research hypotheses and measure dimensions of organisational justice, and researchers' self-made questionnaire was used to measure the establishment of knowledge management cycle from Nonaka and Takouchi's viewpoint. The statistical population included all experts and managers at different levels in Esfahan Steel Company. The relationship between the concept of organisational justice and the establishment of knowledge management cycle was explored using structural equation modelling. Pearson correlation coefficient was used to measure the significance of hypotheses. Findings revealed that the items of the questionnaire have measured each component suitably. Also, all fit indices of the model confirm the proposed structural model. There is a significant and positive relationship between the components; thus, all hypotheses are confirmed. © 2016 Inderscience Enterprises Ltd.
In recent years, Corporate Social Responsibility is a sensitive issue received considerable attention and it is essential for the survival of any organization. Excellent organization as responsive organizations, Transparency and accountability to their stakeholders for their performance, to its commitments are to social responsibility through self-expression values and Make sure that these commitments current are throughout the organization. This way, Social responsibility will be to their mutual benefit, the organization has more moral and more integrated approach to benefits and the public and interested parties and the harvest will be better than the performance and strengths of the organization. on the other hand, In the marketing world today concept brand personality have Charming and attractive, So that the brand personality core and variable nearest customer decisions when buying know. The goal of this research, examing the relationship between corporate social responsibility and brand personality. This study is applied and in terms of nature Descriptive-Analytical and In order to collect are used information about the literature of library materials such as books and scientific journals. The results of this study indicate that there is a positive and significant relationship between the dimensions of social responsibility and brand personality. © 2016 IEEE.
International Journal Of Electrical And Computer Engineering (20888708)6(6)pp. 3006-3017
Efficient management and leadership can be achieved via precise planning for selection, recruitment, and optimization of the labor force. One of the major goals in labor force selection and recruitment is the fit between people and an organization. This phenomenon is known as person-individual fit. In this research, the authors collected data via a survey aimed at exploring the relationship between person-individual fit and organizational effectiveness at the University of Isfahan. The research hypotheses were tested through variables such as environmental congruence, KSA (Knowledge, Skills, Abilities) congruence, goals congruence, values congruence, and personality congruence, as dimensions of person-individual fit. The aim of this study is developing and practical and from the procedure implemented is introducing-analyzing. The sample studied in this study is the mangers and employers of the university in Isfahan. A stratified random sampling method was used based the Morgan table and a sample size of 120 was chosen from among 150 persons. The results revealed that there is a significant relationship between dimensions of person-individual fit and organizational effectiveness. Copyright © 2016 Institute of Advanced Engineering and Science. All rights reserved.
Teimouri, H.,
Chegini, M.G.,
Jenab, K.,
Khoury, S.,
La fevor, K. International Journal of Business Excellence (17560055)10(1)pp. 37-54
The aim this study is to investigate the relationship between employee engagement and organisational effectiveness. Two questionnaires in relation to employee engagement and organisational effectiveness using Parsons model were designed and distributed among 184 experts and managers of Damavand Power Generation Management located in Damavand, Iran. The participants were selected using a stratified sampling method. The finding proves that there is a meaningful relationship between each of the six dimensions of internal marketing, including organisational justice, rewarding, training, employee participation, information sharing, job security and organisational effectiveness. The data analysis shows that performance of employee engagement programs in organisational justice, offering rewards, training, employee involvement, job security, and information sharing affect absorption and retention of employees and increases of their job satisfaction. Employee engagement influences organisational effectiveness, if the employee is viewed as a key stakeholder and internal customer of the organisation. Knowledge of the methods of achieving organisational effectiveness through employee engagement results in increased productivity and organisational performance. Also, management is confident about the organisation's situation. In addition, managers will reach a state of awareness in the field and be able to apply the principles of the internal marketing in employee engagement, which allows corporate planners to be able to design effective strategies. © 2016 Inderscience Enterprises Ltd.
International Journal of Applied Management Science (17558913)8(4)pp. 338-353
The purpose of this research is to address the relationship between managers' cultural intelligence and its dimensions (metacognitive CQ, cognitive CQ, motivational CQ, and behavioural CQ) with organisational agility in the selected branches of Bank Melli in Isfahan province. The statistical population included 1142 employees of the selected branches of Bank Melli in Isfahan province. The required data was collected from 287 managers and experts of the banks. Historical study was employed to gather the information on research literature and Ang et al.'s cultural intelligence questionnaire (2004) and the researchers' self-made questionnaire with the Likert five-option scale were used to collect the required data to confirm or reject the hypotheses. The relationship between cultural intelligence and its dimensions with organisational agility was explored via structural equation modelling. LISREL and SPSS software were used for data analysis. The results disclosed that there is a positive and significant relationship between cultural intelligence and its dimensions with organisational agility. © 2016 Inderscience Enterprises Ltd.
International Journal of Services and Operations Management (17442370)21(4)pp. 420-434
The main objective of the present survey is to study the impact of challenges in the training system and the effectiveness of human resources management practices in Iran's petrochemical industry. According to results of the present survey, there is a significant difference among identified challenges in training system in the decentralised and centralised maintenance sections of Iran's petrochemical industry. Results demonstrate that effectiveness of human resources management practices in training system in the centralised maintenance section is higher than the average level and in the decentralised maintenance section, the effectiveness is lower than the average level. Also there exists a significant difference between the effectiveness level of human resources management practices in training system in the decentralised and centralised maintenance sections. Finally, there exists a significant and reversed relation among the existing challenges in training system and effectiveness of human resources management practices in this regard. Copyright © 2015 Inderscience Enterprises Ltd.
International Journal of Productivity and Quality Management (17466474)14(4)pp. 457-471
This study reports a comparative analysis of challenges of selection and recruitment system in two private and public sectors of Iran's petrochemical industry and its impact on effectiveness of human resources management practices. A survey was conducted using the field-descriptive method. The results show that there is a significant difference among identified challenges in selection and recruitment system in two sectors. Also, the effectiveness of human resources management practices in selection and recruitment system is lower than the average level. There exists a significant difference between effectiveness level of human resources management practices in selection and recruitment system in two sectors. Studying the impact of existing challenges shows the existence of a significant and reversed relation among the existing challenges in selection and recruitment system and effectiveness of human resources management practices in this regard. Copyright © 2014 Inderscience Enterprises Ltd.
Nowadays business units have been changed to websites and businesses are done online. This means that internet marketing and e-commerce are inevitable. The rapid growth of e-commerce illustrates the need of delivering superior services. Now, the quality of services can affect the success of online businesses. During past decades, the term of service quality (SERVEQUAL), which is for business units, has been changed to e-service quality (e-SERVEQUAL) for e-commerce. The aim of this paper is to study Key indicators of e-service quality in success of e-commerce. This survey is applied type in terms of purpose and is descriptive in terms of methodology. Historical study was used to collect data related to theoretical principles of research like books and scientific magazines. The results of this research indicate that reliability, responsiveness, ease of use, privacy, website design, information quality are dimensions of e-SERVQUAL, by which a business can find the indicators keys of e-service quality in success of e-commerce. © 2014 IEEE.
Work is one of the most important and positive values for people in many societies and cultures. However, the passion for work can often become obsessive: in this case work activities take up a disproportionate space in the person's identity and cause conflicts with other life domains. This over-commitment of energies and time to work has been used in literature to describe the notion of workaholism. Objective of the present survey is to study degree of workohalism among professors in Islamic Azad Universities of Isfahan Province, Iran. It was conducted using descriptive-field methodology. Historical study method like scientific books and journals was used to collect data related to research literature and Wart standard questionnaire was applied to collect data to confirm or reject research hypothesis. Statistical population of the survey included all professors Islamic Azad Universities of Isfahan Province and random sampling method was used. Results indicate degree of workohalism among professors in Islamic Azad Universities of Isfahan Province is more than the average level. © 2013 IEEE.
International Journal of Knowledge, Culture and Change Management (14479575)10(1)pp. 551-563
The efficiency and survival of organizations is dependent on the selection and development of future leaders. It is obvious that organizations of all sizes face major challenges in preparing leaders that can handle major organizational challenges. To be successful, organizations must be willing to invest in building leadership capabilities at all levels of the organization. Organizations with effective leaders tend to innovate, respond to changes in markets and environments, creatively address challenges, and sustain high performance. The major aim of this paper is to study the challenges of effective leadership development in third millennium. The mentioned aim is studied by supposing some variables including self-awareness, self-regulation, empathy, knowledge and high motivation to lead as personal challenges of effective leadership development and organizational culture, lack of continued investment in leadership development, lack of higher management support and lack of synergy between organizational strategy and leadership development strategy as organizational challenges of effective leadership development in third millennium. The research methodology is descriptive and for collecting theoretical aspects of the research scientific books and journals are used. The results of this paper indicate that effective leadership development is a changing field and it is critical that organizations understand their own effective leadership development needs. However, it must be appreciated that this is a "moving target" and because new individuals and new strategies are introduced for the companies should proactively customize a solution based on these needs. This paper is valuable for the organizations and leadership development professionals who are considering or reviewing their current leadership development activity. It makes a number of recommendations for organizations seeking to implement best practice leadership, as well as detailing the likely future nature of leadership development across the board. © Common Ground, Gholamreza Tavakoli, Hadi Teimouri.
International Journal of Knowledge, Culture and Change Management (14479575)9(1)pp. 75-89
Success in management development is always difficult to measure, and it is made more difficult in some cases by the fact that trainers are not aware of what to look for in the first place. Management development can fail for any number of reasons. There is, however, no one factor that will lead to success. A number of interrelated activities need to be considered that together can bring about successful management development. The major aim of this paper is to study the challenges and success factors of management development in third millennium and to present an integrated approach to planning management development. The mentioned aim is studied by supposing some variables including the challenge of learning, the power of teams, time as a competitive weapon, dramatic leadership, globalization and transnationalization, flexibility and resilience, customer responsiveness, technology and information systems, system thinking as challenge of management development in third millennium and selecting the right people, support from top management, managerial involvement in diagnosing needs, designing practical work-related development activities, actual management experience, self-review, follow-up, and accountability as a success factors of management development in third millennium. The research methodology is descriptive and for collecting theoretical aspects of the research scientific books and journals are used. The results of this paper indicate that management development is a changing field and it is critical that organizations understand their own management development needs. However, it must be appreciated that this is a "moving target" and because new individuals and new strategies are introduced for the companies should proactively customize a solution based on these needs. This paper is valuable for the organizations and human resource development professionals who are considering or reviewing their current management development activity. It makes a number of recommendations for organizations seeking to implement best practice management, as well as detailing the likely future nature of management development across the board. © Common Ground.
International Journal of Knowledge, Culture and Change Management (14479575)9(5)pp. 1-16
The present age is the age of great changes. 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. The major aim of this paper is to study the challenges of human resource management development in third millennium and to present an integrated approach to planning human resource management development. The mentioned aim is studied by supposing some variables including globalization, technology, training and development, flexibility, employee relations, corruption and performance motivation as challenge of human resource management development in third millennium. The research methodology used is descriptive and for collecting theoretical aspects of the research scientific books and journals have been studied. The results of this paper indicate that human resource management development is a changing field and it is critical that organizations understand their own human resource management development needs. However, it must be appreciated that this is a "moving target" and because new individuals and new strategies are introduced for the companies should proactively customize a solution based on these needs. We hope that this paper will be of use for the organizations and human resource development professionals who are considering or reviewing their current human resource management development activity. It will be of use for organizations seeking to implement best practice management, as well as detailing the likely future nature of human resource management development across the board. © Common Ground, Ali Attafar, Hadi Teimouri.
International Journal of Knowledge, Culture and Change Management (14479575)9(1)pp. 63-74
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. The changes in society are forcing companies to consider the views of various interest groups in decision making. Building relationships with customers, suppliers, employees, communities and other stakeholders can become central to competitiveness and form the foundation for a new, progressive and people centered corporate strategy which attacks the sources - not the symptoms - of challenges facing business today. This brings us to the increased importance of corporate social responsibility. Corporate social responsibility (CSR) is a strategic decision whereby an organization undertakes an obligation to society in the form of sponsorship, commitment to local communities, attention to environmental issues and responsible advertising. Today, multi-national organizations face to different challenges such as, culture, regularity environment, non-government organizations (NGOs) and global standards. The major aim of this paper is to study CSR strategy and the role of its in success multi-national organizations. The research methodology is descriptive and for collecting theoretical aspects of the research scientific books and journals are used. The results of this paper indicate that CSR is a critical factor for success multi-national organizations. This paper is valuable for marketers in planning for strategic CSR and for academic researchers in further clarifying the boundaries of strategic CSR. © Common Ground.
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.
