Other
Mina Khalili; Abbasali Rastgar; Mahdi Mortazavi
Abstract
Effective leadership is essential for organizations aiming for growth in the coming decades. The aim of this reseach is Analyzing the Effect of Memetic in organization and this effect on organizational Incivility with the role of leadership. This reseach is applied based on purpose and used a descriptive ...
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Effective leadership is essential for organizations aiming for growth in the coming decades. The aim of this reseach is Analyzing the Effect of Memetic in organization and this effect on organizational Incivility with the role of leadership. This reseach is applied based on purpose and used a descriptive survey methodology. Statistical population includes official (permanent) and staff employees with at least 5 years of service experience in the Planning and Human Capital Deputy of District 5 of Tehran Municipality, with a sample of 212 personnel selected through simple random sampling based on Cochran's formula. Data was collected using questionnaire and in order to analyze data using structural equation modeling with SmartPLS software version 4. Based on the research findings, validity, reliability, and the model were approved. The result indicate that focusing on organizational memes positively influences on visionary and humorous and forgiveness-based leadership styles, which in turn significantly reduce organizational truma. Moreover, these leadership styles (visionary, humorous and forgiveness-based) have negatively impact organizational truma. Also visionary, humorous and forgiveness-based leadership styles acting as mediators between memetic in the organization and organizational truma. Integrating memetic into leadership training can cultivate leaders who enhance performance and foster organizational well-being. As organizations face growing pressures in this decade, adaptive leadership becomes crucial. Therefore, leaders should foster a culture that institutionalizes desirable leadership styles within the municipality.
Modeling
Seyed Mehdi Mousavi Davoudi; Mohammad Javad Hozoori; Reza Najjari; Abbas Ali Rastgar
Volume 5, Issue 1 , January 2017, , Pages 33-48
Abstract
The aim of the current research is to design and explain organizational values model based on Nahj al Balaghe teaching. The method used in this research is the combination of quantitive and qualitive methods. In qualitive method, the author extracted data by thematic analysis. Further, in orther to make ...
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The aim of the current research is to design and explain organizational values model based on Nahj al Balaghe teaching. The method used in this research is the combination of quantitive and qualitive methods. In qualitive method, the author extracted data by thematic analysis. Further, in orther to make thematic network and research model, the author used some interviews and questionnaires. First of all, the author searched for the themes about values in Nahj al Balaghe, and 324 codes have been extracted. Furthermore, these codes have been proposed to experts and 70 more codes suggested by the associated experts that can be introduced as the values codes. Finally, all these codes have been distributed to the experts again, by questionnaires and their idea gathered about the same. In sum, after having all experts’ idea about these codes, and testing with Binomial test in SPSS, the author proposed the model of organizational values based on Nahj al Balaghe teaching. The model includes four main factors, i.e. Ethical-Cultural Values, Knowledge-Wisdom Values, Professional Values, and Basic Values.
Hosein Baloochi; Abbas Ali Rastgar
Volume 3, Issue 3 , September 2015, , Pages 71-91
Abstract
Business cynicism is one of the important phenomenon’s of business difficulties in present century. Many factors are effective in appearance of cynicism in businesses. In field of business cynicism and its effective factor, lots of studies have been accomplished but there is no comprehensive research ...
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Business cynicism is one of the important phenomenon’s of business difficulties in present century. Many factors are effective in appearance of cynicism in businesses. In field of business cynicism and its effective factor, lots of studies have been accomplished but there is no comprehensive research that included all of these factors and finding the relationship between them. The aim of this research is recognition of effective factors on business cynicism and designing a model related to their relationship. The research is a mixed exploratory research including two stages: qualitative and quantitative-qualitative. In qualitative stage, first of all, effective factors on business cynicism (9 factors) were recognized by studying the literature of business cynicism and also using meta-combination method. The factors were classified in three categories of personal and individual factors (factors related to personality and individual and mental factors), organizational factors (bad organizational atmosphere, cynicism to organizational changes, injustice perception, poor performance and negative perception of managerial acts) and occupational factors. At the next step, the relationship between these factors was determined by interpretive-structural modeling and was analyzed integratedly. In the modeling stage, a questionnaire was used to get the idea of 15 experts of organizational behavior. Those were selected by snowball method. Results led to classification of effective factors on business cynicism and design a model out of the factors. The model shows the factors and the relationship and communication between them. At the end, interpretation of the model, analysis of model's levels and relationship between dimensions were done and solutions were suggested to prevent appearing of this phenomenon in organizations.
Abbas Ali Rastgar; Farnaz Roozban
Volume 2, Issue 4 , October 2014, , Pages 7-18
Abstract
Employees are the principal agent of development and change in organizations, but employees silence is the sound of organization fail. Information, knowledge, ideas and opinions of employees is a critical factor but if staff remain silence these are not valuable. This research wants to identify the factors ...
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Employees are the principal agent of development and change in organizations, but employees silence is the sound of organization fail. Information, knowledge, ideas and opinions of employees is a critical factor but if staff remain silence these are not valuable. This research wants to identify the factors affecting organizational silence. Though, in first phase, researcher-made Organizational silence questionnaire distributed that includes component such communication opportunities, employee silence, manager behavior make silence. The result shows high level of organizational silence although good communication opportunity. In second phase, the participants with the highest questionnaire mark were chosen for in-depth interviews. The employees Interview analyzed by thematic method. Factors that affect organization silence distinguished and classified in three groups. Demographic factors, employee and manager behaviour as personal factors, Evaluation system, low job security, lack of internal agility as organization factors and Labeling, Not worthwhile express ideas, The absence of a culture of teamwork as culture factors. Some points suggested for solving the problem.
Abbas Ali Rastgar; Seyyed Mehdi Moosavi Davoodi; Kiarash Fartash
Volume 1, Issue 4 , November 2013, , Pages 93-114
Abstract
The aim of this study was to determine the relationship between job involvement, job satisfaction and turnover intentions 210 of 20 employees of branches of Mellat Bank in the city of Babol and Babolsar. According to Morgan table, the minimum sample size for this study, 136 people. The study was ...
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The aim of this study was to determine the relationship between job involvement, job satisfaction and turnover intentions 210 of 20 employees of branches of Mellat Bank in the city of Babol and Babolsar. According to Morgan table, the minimum sample size for this study, 136 people. The study was conducted using cluster sampling method and the 150 questionnaires distributed, 139 questionnaires were analyzed. The study was descriptive and standardized questionnaires were used to collect data. Data analysis was performed using structural equation modeling. The results show that the combination of job satisfaction, significant negative correlation with turnover intentions. Also, job involvement, there is a significant positive relationship with job satisfaction.
