filter by: Publication Year
(Descending) Articles
Publication Date: 2025
Journal of Education and Health Promotion (22779531) 14(1)
BACKGROUND: Al-Zahraa Teaching Hospital, one of the most important hospitals in Iraq, is currently facing extensive organizational problems. One reason for these problems is the lack of attention to the voice of the employees, which can be due to a lack of designing an appropriate model for this phenomenon. MATERIALS AND METHODS: Accordingly, the present interpretive, qualitative, and exploratory research mainly aimed at designing a voice pattern for the employees in Al-Zahraa Teaching Hospital in Iraq. The field data were analyzed using the grounded data analysis method in the ATLAS.ti 8 software. The research experts included 17 academic experts, managers, and medical, health, and nursing staff of Al-Zahraa Teaching Hospital in Iraq, who were selected by the purposive sampling method. The sample size was determined based on the data saturation method. RESULT: The research results revealed that the voice of employees can provide managers with a thorough and multi-dimensional understanding of the organization’s situation. CONCLUSION: Based on the findings of the present study, individual and organizational characteristics are the elements that affect the voice of employees. © 2025 Journal of Education and Health Promotion.
Publication Date: 2024
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.
Publication Date: 2024
International Journal of Organizational Analysis (19348835) 32(2)pp. 373-396
Purpose: The purpose of this paper is to determine the attractiveness or unattractiveness of cyberloafing in the workplace using Q methodology and the Kano model. Design/methodology/approach: The perception of employees towards cyberloafing was investigated based on Q methodology, and then they were prioritized using Kano model. Ten IT companies were selected for the case study. In this study, a mixed method was used. First, 30 participants were interviewed. Next, after extracting the comments, Q-matrix was presented to 30 participants and they completed the matrix cells. Finally, Kano questionnaire was designed using the items obtained from Q methodology and distributed among 30 participants. Findings: Q methodology led to nine perceptions, and the priorities of Kano model were proponents of increasing employees' dependence on the internet, economic thinkers, the indifferent, dissatisfied, proponents of receiving information, self-control proponents, the profit-minded, mind destroyer and satisfaction-oriented. Cyberloafing is considered unattractiveness with adverse effects. The combination of Q methodology and Kano model can improve the analysis of the results. Originality/value: This study is one of the few studies in which Q methodology is improved by Kano model. In the past, Q methodology alone examined people’s perception, but by combining these two methods, it is determined which perception is more satisfying and which one is more important, and then a general result can be reached. © 2023, Emerald Publishing Limited.
Publication Date: 2024
International Journal of Productivity and Quality Management (17466474) 43(2)pp. 157-180
This study aims to provide methodological insight for managing the strategic human resources risks. A mixed-method approach was conducted to detect and assess risks in small and medium ICT companies in two different cities in two Middle Eastern countries. In the quantitative phase, risks were detected, and then quantitative data were collected by two questionnaires and analysed by two methods: fuzzy and FMEA. Results show that the ICT companies in both cities are exposed to a set of strategic human resources risks, which fall under two main headings: vertical and horizontal misalignment. Finally, as a result, we presented the FMEA as a useful and valid assessing tool to measure the SHR risks. Developing a clear managing framework and focusing widely on the strategic HR risks using quantitative methods is a new addition to the HR literature. Copyright © 2024 Inderscience Enterprises Ltd.
Publication Date: 2023
Human Systems Management (01672533) 42(1)pp. 55-71
PURPOSE: This study aims to bridge the literature gap and provide a comprehensive and clear vision of managing Human Capital risk through an easy-to-apply risk management methodology. In addition, to provide an integrated process to manage Human Capital risks. METHODOLOGY: This paper conducted a mixed-method approach; risks were gathered by analyzing 14 semi-structured interviews with corporate leaders and HR expertise in 14 ICT companies in Isfahan. In the quantitative phase, variables were assessed by two methods; FMEA and Fuzzy analysis in 14 companies. FINDINGS: Results show that despite realizing the importance of human capital in achieving goals and competitiveness, companies are not ready to mitigate the Human Capital risks. Detected Risks are divided into behavioural and attitudinal risks. The Employees' demotivation, Leaving work after receiving the required training, and Lack of commitment to the delivery time or quality are the most urgent risks that should be mitigated as prior in the ICT companies in Isfahan. ORIGINALITY: This paper is one of the few studies that holistically dealt with Human Capital risks by providing practical and managerial strategies and recommendations to mitigate the risk exposure. This paper is also one of the leading studies in introducing the FMEA method in measuring this type of risk. © 2023 - IOS Press. All rights reserved.
Publication Date: 2023
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.
Publication Date: 2022
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.
Publication Date: 2022
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.
Publication Date: 2021
International Journal of Business Innovation and Research (17510252) 25(4)pp. 496-513
This research was conducted to design an organisational cynicism model based on grounded data approach in the universities of Kashan. These data were examined by grounded theory method. Accordingly, the concepts were identified in six sections including the factors affecting organisational cynicism (causal conditions), organisational cynicism structure (central phenomenon), contextual factors affecting organisational cynicism (contextual conditions), interventional factors affecting organisational cynicism (interventional conditions), strategies to cope with organisational cynicism (strategies), and the outcomes of organisational cynicism (outcomes). After confirming the validity and reliability of the questionnaires, it was distributed in a sample of 206 professors and experts of the Kashan universities. After the data collection, six measurement models were examined and the results showed that their desirability. Finally, structural equation modelling was used to examine the relationships between the variables. The results showed significant relationships between the variables, which were confirmed by the organisational cynicism model in the Kashan universities. Copyright © 2021 Inderscience Enterprises Ltd.
Publication Date: 2020
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.
Publication Date: 2020
Cogent Business and Management (23311975) 7(1)
The present study addresses the formulation of organizational pride model in the National Iranian Oil Company (NIOC). Exploratory mixed method was used in this study, of which the first phase was conducted using grounded theory. Participants of the qualitative phase of the study constituted 19 managers, directors, supervisors, and experts of the NIOC, whose interviews were analyzed to extract and formulate the desired model in the form of causative relations. Then, the findings of the qualitative phase were formulated in the form of statements, which were put to test in the quantitative phase. In line with this, a researcher-made questionnaire was administered to 381 employees of the NIOC. Upon ensuring the validity and reliability of the instrument, structural equation modeling (SEM) was used to calculate the results of the fit indicators. This model constitutes causative conditions (intrinsic motivation, sense of national pride, successful background of the organization, organizational image, and importance of the organization’s output), central phenomenon (emotional organizational pride and attitudinal organizational pride), Context (Political-legal factors, Sociocultural factors, Economic-technological factors), intervening conditions (supervisor consideration, perceived organizational justice, welfare and financial facilities, and transparency of career path), strategies (positive views about the entirety of the organization, extra-organizational positive views, job enthusiasm, employees and their families’ prejudice to the organization, and commitment to the organization’s values) and consequences (organizational identity, retention in the organization, organizational citizenship behavior, and employees’ performance enhancement). In addition, the results of the quantitative phase confirm the hypotheses and support the findings of the qualitative phase. © 2020, © 2020 The Author(s). This open access article is distributed under a Creative Commons Attribution (CC-BY) 4.0 license.
Publication Date: 2020
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.
Publication Date: 2020
Management Research (15365433) 18(1)pp. 47-71
Purpose: This study aims at investigating the effect of psychological empowerment on job burnout and competitive advantage with the mediating role of organizational commitment and creativity. Design/methodology/approach: The statistical population included all the managers and staffs of Tooka Company in Iran, and for data analysis, 120 completed questionnaires were used. Data analysis was carried out by SPSS 18 and Amos 20 software and structural equation modeling method. To test the mediating relationships, bootstrap method was used. Findings: The findings showed that psychological empowerment has a significant direct effect on job burnout and competitive advantage. Also, psychological empowerment has a significant indirect effect on job burnout through the mediating role of organizational commitment. In addition, psychological empowerment has a significant indirect effect on competitive advantage through the mediating role of organizational creativity. Originality/value: This study is among the first to investigate the relationship between psychological empowerment, job burnout, competitive advantage, organizational commitment and creativity. © 2020, Emerald Publishing Limited.
Publication Date: 2019
Benchmarking (14635771) 26(6)pp. 1728-1748
Purpose: The purpose of this paper is to analyze the influence of job satisfaction on hostage employee loyalty in Isfahan Province Gas Company (IPGC). Design/methodology/approach: The statistical population of this study included the formal recruited employees of IPGC out of which, 212 employees have been selected using a stratified random sampling method. A questionnaire has been developed and used for data collection regarding job satisfaction and employee loyalty. In this study along with the other studies of the authors, employees of IPGC were classified into four different categories on the basis of loyalty matrix, and the majority (78 percent) of them were located in the hostage category. Structural equation modeling has been used for data analysis. Findings: The findings imply that job satisfaction does not have a significant influence on the loyalty of hostage employees. Practical implications: Organizations are encouraged to identify the individual and organizational factors and obstacles, take necessary measures to increase job satisfaction and maintain the level of employee loyalty and gradually shift them from the hostage category to the apostle category, which results in an increased number of loyal and satisfied employees. Originality/value: This study indicates how the application of the concepts of loyalty matrix, particularly its hostage category, can be expanded in the field of organizational behavior management. © 2019, Emerald Publishing Limited.
Publication Date: 2019
Management Decision (00251747) 57(5)pp. 1127-1144
Purpose: The purpose of this paper is to develop and analyze a model of factors influencing interpersonal conflicts. Design/methodology/approach: This research was conducted using a mixed method approach. In the qualitative study, the conceptual model of the factors affecting interpersonal conflicts was extracted from semi-structured interviews with 17 relevant experts using a theme analysis technique. Then, three hypotheses were developed based on the model and relevant theoretical evidence. Using a researcher-made questionnaire which was developed earlier based on the qualitative results, a quantitative-based survey was performed to assess the interpersonal conflicts and also the standard scale of the level of interpersonal conflicts (Jehn, 1997). The hypotheses were tested on a sample of 160 employees of Chaharmahal and Bakhtiari Province Gas Company (CBPGC). Findings: The results of the qualitative study indicated that individual factors including personality dimensions and individual differences; organizational factors including five dimensions of organizational culture, organizational structure, management characteristics, intra-organization factors and human resource systems; and environmental factors influenced the creation of interpersonal conflicts. The results of the quantitative study indicated that organizational factors with an effect size of 0.502 were identified as the most important factor influencing interpersonal conflicts. Research limitations/implications: The findings of this study can provide a roadmap to managers of the CBPGC to be aware of the contributing factors to conflict within their organization. Originality/value: The use of mixed method to identify the causes and factors of interpersonal conflict and analyzing a context different from previous studies can be considered as the innovations of this study. © 2019, Emerald Publishing Limited.
Publication Date: 2019
International Journal of Productivity and Quality Management (17466474) 27(1)pp. 1-16
The main aim of this study is to identify the dimensions of employee job satisfaction and loyalty and to classify employees based on these two factors using the concepts and approaches of customer satisfaction and loyalty. For this purpose, a mixed research method has been conducted by which, the senior managers of Isfahan Province Gas Company have been interviewed and a thematic analysis has been performed. A questionnaire has been developed and used for data collection. Quantitative analysis has been done and research hypotheses have been tested using SPSS 21 software. Findings imply that the gap between expectations and perceptions regarding job satisfaction dimensions is significant and the level of job satisfaction is lower than the average. Moreover, given the high level of employee loyalty, it is determined that most of the employees are classified in the hostage category. © 2019 Inderscience Enterprises Ltd.
Publication Date: 2019
International Journal of Learning and Intellectual Capital (14794861) 16(2)pp. 99-116
Today, developing entrepreneurial environment within the organisation has become the basic need of many organisations. Since organisational culture affects all organisational processes, organisations are creating their own culture so as to facilitate entrepreneurial behaviours. This study aims to determine the effect of organisational culture items on entrepreneurial behaviour of knowledge workers of Iranian knowledge-based companies, through servant leadership mediator. The statistical population includes all knowledge workers of Iranian knowledge-based companies in Isfahan City. Based on Krejcie-Morgan table, size of the sample (n = 165) is determined. The research is conducted in descriptive-analytical manner and data collection is done through questionnaire. Then, collected data is analysed through PLS Software. The results suggest that certain aspects of organisational culture (involvement culture, adaptability culture, consistency culture, and mission culture) affect worker's entrepreneurial behaviour significantly. In addition, servant leadership mediates in the association between organisational culture and entrepreneurial behaviour of knowledge workers significantly. © 2019 Inderscience Enterprises Ltd.
Publication Date: 2019
Human Systems Management (1672533) 38(1)pp. 87-97
Based on a study of Isfahan's Mobarake Steel Company in Iran, this article presents a framework for viable environmental-sustainability or 'green' education and training. The study used an admixture of qualitative and quantitative methods, with twenty managers and steel experts interviewed, and the proposed framework quantified and ratified by means of structural equation modeling. A survey helped collect quantitative data, gleaned from 440 employees and managers. The survey was tested for its external validity, while Cronbach's alpha coefficient allowed assessing its internal consistency. The quantitative results show the need to prioritize cultivating an environmental-sustainability culture, and building a prerequisite infrastructure that both supports and is supported by the effective and efficient implementation of green education and training. To render environmental-sustainability education-and-training programs viable, their design must be grounded in situation-specific frameworks that reflect the work entailed in protecting nature. The qualitative results show that such programs must also be: co-aligned with the intentionality of human-development resources, kept up to date and synchronized with international environmental-sustainability standards. Besides the study's qualifications, also tentatively explored are a few policymaking guidelines and future research directions. © 2019 - IOS Press and the authors. All rights reserved.
Publication Date: 2018
International Journal of Business Excellence (17560055) 16(3)pp. 362-383
The purpose of this study is to create a model of succession management planning. The sample, consisting of 16 managers, was formed using snowball sampling. The data were analysed, using Strauss and Corbin’s (1998) three-stage coding process. Results indicate that the modern succession structure acts as a central theme in the design of the integrated model of succession planning. The causal conditions, at three levels of individual, organisational and managerial structures, mediated by the modern succession structure, have impact upon the succession management accomplishing strategies. These strategies are: policy making, candidate evaluation, candidate development, and the effectiveness assessment. Of course, confounding conditions at three micro, organisational and macro levels, as well as the contextual conditions in three areas of the organisational outlook, contexts realising organisational outlooks, and organisational policies, influence these strategies. The outcomes of these strategies and the influencing processes eventually find expressions at (individual), (unit) and (organisational) levels. Copyright © 2018 Inderscience Enterprises Ltd.
Publication Date: 2018
TQM Journal (17542731) 30(1)pp. 74-96
Purpose: Organizational democracy is the new model of organizational design for a Democratic Age, and out of this new model grows a freedom-centered and healthy climate. Democratic management is a key to greater organization success and a necessity to gain higher levels of performance and innovation. The purpose of this paper is to explore the antecedents and consequences of organizational democracy in an Iranian context. Design/methodology/approach: Statistical population includes the employees of the Gas Company of Isfahan Province. For data analysis, 263 accurate completed questionnaires are used. Structural equation modeling is applied to investigate the relationship between the research variables. Findings: The findings showed that some types of organizational culture (i.e. self-criticism, team, and participatory culture) (β = 0.33); and some dimensions of organizational structure (i.e. decentralization, flat hierarchy, and less formalization) (β = 0.55) as antecedent variables have a significant direct effect on organizational democracy. Also, organizational democracy has a significant direct effect on human resources outcomes consist of organizational commitment, self-efficacy, and improving work relationships (β =0.64); and organizational outcomes consist of organizational learning and organizational agility (β =0.96). Originality/value: Despite years of encouragement from consultants and theorists, managers have generally shown little interest toward democratic process as a system of decision making and management in organizations. This study proposes a comprehensive model for identifying the antecedents and consequences of organizational democracy. Most studies in this field are theoretical rather than empirical. But, in this research, the proposed relationships are examined empirically. © 2018 Emerald Publishing Limited.
Publication Date: 2018
Journal of Human Behavior in the Social Environment (10911359) 28(2)pp. 177-192
The purpose of this study is to investigate the factors that contribute whistle-blowing in the Iranian health system and also to develop a model for these factors. Four factors were identified by reviewing the relevant literature including organizational culture factors, organizational factors, materiality of wrongdoing, and individual factors. Because of the local focus of this study, the items of each contributing factor were identified by employing Delphi method. Delphi method was conducted four times and 33 items. Subsequently, the model of factors was designed by DEMATEL technique for the first time in the Iranian context. To test the model, a questionnaire with 52 questions was designed, validated, and distributed among target population. Afterward, the model was tested by applying SEM. The final results indicated that the organizational culture, organizational factors, and materiality of wrongdoing have affected whistle-blowing significantly. However, the effect of individual factor was not significant. © 2018 Taylor & Francis.
Publication Date: 2018
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.
Publication Date: 2018
Human Systems Management (1672533) 37(3)pp. 271-280
In recent years, high-performance work (HPW), and its effects on other organizational constructs, such as organization performance, have attracted the attention of numerous researchers. This study assesses the association between HPW components and knowledge workers' knowledge sharing, given the mediating role played by managers' information and communications technology (ICT) skills. In terms of methods, the study is descriptive-correlational and its sampling population consists of knowledge workers, employed by the Electric Distribution Company of the Isfahan Province, associated with knowledge repositories. Using Cochran's formula and a questionnaire with a return rate of 82 percent, the sample size is 92 people. To test the study's hypotheses, the structural equations software Smart PLS3 is used. As the results suggest, except for employee empowerment, all other components of HPW, namely hiring and selection, employee training and development, compensation and bonuses, and employment security, have positively meaningful effects on knowledge sharing. Strongly supported is the mediating effect of the managers' ICT skills on the associations between high-performance work and knowledge workers' knowledge sharing. Also discussed are implications for pertinent policymaking and future research. © 2018 - IOS Press and the authors. All rights reserved.
Publication Date: 2018
Corporate Governance (Bingley) (14720701) 18(1)pp. 81-103
Purpose: The purpose of the present research is to investigate the impact of environmental knowledge and awareness on green behavior with respect to behavioral intentions, environmental attitude and green commitment as mediator variables. Design/methodology/approach: The statistical population included the managers of Esfahan Mobarakeh Steel Company in Iran. In total, 135 questionnaires were distributed among relevant managers, out of which 120 questionnaires were returned and analyzed using structural equation modeling method. Findings: The findings of the study showed that environmental knowledge and awareness has a significant direct effect on managers’ green behavior (β = 0.42). Also, environmental knowledge and awareness has a significant indirect effect on managers’ green behavior through behavioral intentions (β = 0.34), environmental attitude (β = 0.19) and green commitment (β = 0.33). Originality value: This study is among the first to simultaneously investigate the multiple pathways from environmental knowledge and awareness to green behavior. The second contribution of the present study is considering green behavior of personnel in the iron and steel industry in a developing country. © 2018, Emerald Publishing Limited.
Publication Date: 2018
International Journal of Productivity and Performance Management (17410401) 67(9)pp. 2108-2125
Purpose: The purpose of this paper is to propose an improved economic value model for human resource valuation. For this purpose, the probability of promoting people to a higher position and the satisfaction coefficient of employees and customers have been computed by competency and Kano models. Design/methodology/approach: In order to calculate the probability of promoting people to a higher position, competency model and questionnaire have been used. The satisfaction coefficient of employees and customers has been calculated as a factor influencing the survival of an individual in the organization by using the Kano model. For this purpose, two questionnaires have been designed; one was completed by the employees and the other by the customers. The proposed model has been examined in a consulting company in Iran. Findings: The human resource value of the company under study has been estimated over 29bn rials (Iranian currency). The obtained results indicate that the proposed approach as an integrative monetary and nonmonetary measure can remove the limitations of the economic value model. Practical implications: The proposed model helps organizations in managing their human capitals more effectively. Originality/value: In this study, the Kano and competency models have been integrated with one of the common models of human resource valuation, i.e. the economic value model. The proposed integrated model seems more effective compared to the basic model of economic value model. Application of the proposed model within the context of Iran for the first time would constitute as potential for contribution to the knowledge of human resource management in the developing countries. © 2018, Emerald Publishing Limited.
Publication Date: 2018
International Journal of Business Innovation and Research (17510252) 17(3)pp. 378-393
This paper aims to study the relations of learning strategies, creativity and workers' innovation in electricity distribution companies of Isfahan province. Particularly, learning strategies consist of two dimensions of exploitative and explorative learning and creativity is measured by two improvisational and compositional dimensions. A total number of 155 employees were included in the research which 112 of them were considered as sample according to Cochran's sampling techniques. Due to the small sample size, data collection was conducted by using a questionnaire-based survey in all firms. Data analysis was performed in two main phases with using variance based structural equation modelling by Smart PLS. The first phase assesses measurement model and the second one examines the hypotheses through analysis of the structural model. Results show that both exploitative and explorative learning's as well as compositional and improvisational creativities have positive and significant effect on knowledge workers' innovation. Copyright © 2019 Inderscience Enterprises Ltd.
Publication Date: 2017
International Journal of Business Excellence (17560055) 13(1)pp. 1-15
The purpose of this research is to analyse the impact of internal marketing on achieving competitive advantage with respect to employee happiness and perceived service quality as the mediator variables. Statistical population includes the employees of Isfahan Melli Bank in Iran. Data were collected using a researcher-made questionnaire. The questionnaires were distributed to 220 employees, out of which 174 questionnaires were returned and analysed using structural equation modelling method. The findings showed that internal marketing has a positive significant effect on competitive advantage, service quality, and employee happiness. Employee happiness has a positive significant effect on service quality; and service quality has a positive significant effect on competitive advantage. Also, the results indicated that employee happiness has no significant direct effect on competitive advantage. © 2017 Inderscience Enterprises Ltd.
Publication Date: 2016
Zoology and Ecology (21658005) 26(1)pp. 18-21
In this paper, we present the results of a small collection of spiders from north-eastern Iran. One genus (Sosticus Chamberlin 1922) and four species, namely Drassodes chybyndensis Esyunin and Tuneva 2002, Sosticus loricatus (L. Koch 1866), Micaria ignea O. Pickard-Cambridge 1872 and Synema cf. plorator (O. P.-Cambridge 1872), are new records to the fauna of Iran, which are provided with illustrations. © 2015 Nature Research Centre.
Publication Date: 2014
Advances in Environmental Biology (19950756) 8(17)pp. 984-990
Nowadays, due to the presence of numerous and innumerable brands, consumers often have doubt about suitability of what she/he buys. In fact, consumers in this state are suffering from post-purchase cognitive dissonance. Because of importance of the subject matter, an innovative model was developed which analyze the impact of spiritual intelligence as the antecedent of post-purchase cognitive dissonance and then the influence of post-purchase cognitive dissonance on consumer satisfaction among consumers’ of home appliances in Naein city.This research was descriptive - survey .Data was gathered by a questionnaire from a sample size of 210 individuals. In order to examine the hypotheses, Structural Equation Modeling (SEM) and Amos graphic have been used. The results imply that consumers’ spiritual intelligence affect post-purchase cognitive dissonance and consumers’ post-purchase cognitive dissonance influence on their satisfaction. The results indicate that the spiritual intelligence have a positive impact on post-purchase cognitive dissonance. On the other hand, post-purchase cognitive dissonance has a negative impact on consumer satisfaction. © 2014 AENSI Publisher All rights reserved.
Publication Date: 2014
Advances in Environmental Biology (19950756) 8(9 SPEC. ISSUE 4)pp. 953-959
Background: Main aim of descriptive and survey was investigating effective factors effect on marketing performance. Theoretical issue of this research was library. Statistical research included pharmaceutical companies (first statistical sample) and Isfahan city pharmacies as customers of the company. We used Proportional to size of stratified sampling for the first sample and we used simple random sampling for the second sample. We measured validity of questionnaire throughout content validity and measure reliability throughout alpha cronbach. Results of research indicated that individual, institutional, public and specific environment factors were effective on ethical marketing and there was significant relationship among the factors. © 2014 AENSI Publisher All rights reserved.
Publication Date: 2014
Advances in Environmental Biology (19950756) 8(25)pp. 169-172
The aim of this study was to compare happiness among male athletes and non athletes students of high schools of Kermanshah city. 60 athletes and 60 non athletes randomly were chosen. Oxford Happiness Inventory was used to measure happiness. SPSS software and independent T statistical method used to analyze data's. Results indicated significant differences between two groups in self esteem, life satisfaction, positive cognition, physical health and mental health and generally happiness and athletes obtained high scores. This research shows that physical activity through influence on some factors mediating happiness can affect happiness, and athletes toward non-athletes feel more happiness. © 2014 AENSI Publisher All rights reserved.
Publication Date: 2013
Advances in Environmental Biology (19950756) 7(1)pp. 47-55
In order to examine the effect of defoliation and late-season stress on yield, yield components and dry matter partitioning of grain corn cv. Single-cross 704 in Kermanshah, Iran, an experiment was conducted in June 2011 as a split-plot experiment based on a Randomized Complete Block Design with three replications. The main plot was devoted to defoliation at seven levels of control, tassel removal, cab leaf removal, upper leaves removal (upper than the position of cab formation), lower leaves removal (lower than the position of cab formation), removal of three lower leaves and removal of three upper leaves. In addition, the sub-plot was devoted to water stress including no irrigation and irrigation intervals of 6, 12 and 18 days. The treatments were imposed on 50% of plants at tasseling stage. It was found that the highest grain yield (1377.23 g m-2) was produced by control and the lowest one (1014.49 g m-2) by the treatment of lower leaves removal. Also, the effect of irrigation interval was significant on this trait, so that the highest yield (1404.41 g m-2) was produced by the irrigation interval of 6 days and the lowest one (805.36 g m-2) by no-irrigation treatment. The highest 1000-grain weight (302.04 g) was obtained under control treatment and the lowest one (245.13 g) under the treatment of lower leaves removal. The highest dry biomass (3450.40 g m-2) was produced by control and the lowest one (2570 g m-2) by the treatment of upper leaves removal. In addition, the effect of irrigation interval was significant for dry biomass. The highest dry biomass (3464.39 g m-2) was produced under 6-day irrigation interval and the lowest one (2118.64 g m-2) under no irrigation treatment. The highest leaf dry weight (465.98 g m-2) was observed in control and the lowest one (296.38 g m-2) in the treatment of upper leaves removal. The effect of irrigation interval, too, was significant on this trait, so that the highest leaf dry weight (460.55 g m-2) was observed in 6-day irrigation interval and the lowest one (267.07 g m-2) in no-irrigation treatment. The highest leaf area index (4.27) was related to control and the lowest one (2.91) to the treatment of lower leaves removal. Additionally, the effect of irrigation interval was significant for this trait, so that the highest and lowest leaf area indices (4.16 and 2.42) were obtained under 6-day irrigation interval and no irrigation treatment, respectively. Results revealed that defoliation did not significantly influence stem dry weight, but the effect of irrigation interval was significant for it, so that the highest and lowest stem dry weight (1152.14 and 740.66 g m-2) were produced under 6-day irrigation interval and no-irrigation treatment. The effect of defoliation and water stress was not significant on harvest index. The interaction between defoliation and water stress was not significant for the studied traits.
Publication Date: 2013
World Applied Sciences Journal (19916426) 22(2)pp. 292-299
The present research aims at studying the impact of cultural intelligence (CQ) on advertising effectiveness with the statistical population of all 78 managers of active advertising associations in Isfahan. Due to the small number of the statistical population, all the members were studied. This research is practical in terms of purpose, descriptive in essence and survey in terms of methodology. Taking cultural intelligence and advertising effectiveness into account, 78questionnaires- made by the researcher as data collection tool-were distributed of which 96.15% were done and analyzed. The hypotheses of the research were tested using the linear regression and the results revealed that cognitive and metacognitive CQs influenced the advertising effectiveness. With per unit change in cognitive and metacognitive CQs, 0.308 and 0.263 unit changes, respectively, occur in advertising effectiveness. However, motivational and behavioral CQs had no impact on advertising effectiveness. © IDOSI Publications, 2013.
Publication Date: 2012
Australian Journal of Basic and Applied Sciences (19918178) 6(7)pp. 131-136
One of the problems human resource managers encounter nowadays is the job burnout phenomenon. This can even happen in universities and cause a decline in work efficiency and a failure to reach long-term purposes. This study aims at manifesting the job burnout state and the effect of organizational justice and perceived organizational support onjob burnoutstaff of the University of Isfahan who are working in administrative sections. The data gathering tools consist of three standard questionnaires for perceived organizational justice, organizational support and job burnout assessment which areadministered among a sample of 150 individuals out of 448 staff working in administrative sections of the University of Isfahan. The volume of the sample is also calculated bystratificationusing Cochran formula. By using of structural equation modeling (SEM) method, it can be said that organizational justice and perceived organizational support has a negative effects onjob burnout, but perceived organizational support doesn't significantly affect onjob burnout.
Publication Date: 2010
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.
Publication Date: 2009
International Journal of Knowledge, Culture and Change Management (14479575) 9(4)pp. 135-154
In recent years a growing awareness of the importance of entrepreneurial activity for economic development has triggered research on the fundamentals of entrepreneurship. Cross-national differences in levels of entrepreneurial activity may be explained by a wide range of economic, technological, cultural and institutional factors. In particular, differences in value systems and cultural orientations towards entrepreneurship have been argued to affect entrepreneurship. Culture has played an increasing role in demographic explanations over two past decades. For understanding the motivation of entrepreneurship behavior, it is necessary to have some knowledge of its properties as for understanding the context in which behavior occurs, having some knowledge of its properties is necessary. This paper examines the role of culture on entrepreneurship development with reference to Iranian culture. It explains the cultural attributes of Iran and how those affect their entrepreneurial behavior. 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 model that identifies cultural factors that most significantly being influenced on entrepreneurship development in Iran. Since the subject is newly introduced, identification and model building could be original and be used in entrepreneurship development for Iran. © Common Ground.
Address Isfahan, Azadi Square, University of Isfahan
