Regression
Afsaneh Sadeghi; Houshang Taghizadeh; Ali Ghorbani
Abstract
The study aimed to investigate the role of positive organizational behavior in the impact of organizational coaching on public service motivation among the staff of the headquarters at Tabriz University of Medical Sciences. The research is applied in terms of its goal and descriptive-survey in terms ...
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The study aimed to investigate the role of positive organizational behavior in the impact of organizational coaching on public service motivation among the staff of the headquarters at Tabriz University of Medical Sciences. The research is applied in terms of its goal and descriptive-survey in terms of its nature and method. The statistical population comprised all staff members at the headquarters (460 people), with a sample size of 209 individuals chosen randomly based on the Cochran formula. Data collection tools included standardized questionnaires for organizational coaching, public service motivation, and positive organizational behavior. The validity of the questionnaires was confirmed by experts, and their reliability was calculated using Cronbach's alpha.Data analysis involved descriptive and inferential statistics using PLS software. The findings revealed that organizational coaching positively affects public service motivation. Positive organizational behavior mediates the effect of organizational coaching on public service motivation. All dimensions of organizational coaching (open communication, team approach, prioritizing individuals over tasks, acceptance of ambiguity, and facilitating employee education and development) positively influence public service motivation. Additionally, among the dimensions of positive organizational behavior, self-efficacy, resilience, and optimism mediate the effect of organizational coaching on public service motivation.
Regression
Parvaneh Sadeghi; Houshang Taghizadeh; Ali Ghorbani
Abstract
This study investigated the impact of soft skills on managers' critical thinking and innovative behavior. This research is applied-developmental in terms of purpose and a descriptive survey from the point of view of methodology. The statistical population of the study included managers of government ...
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This study investigated the impact of soft skills on managers' critical thinking and innovative behavior. This research is applied-developmental in terms of purpose and a descriptive survey from the point of view of methodology. The statistical population of the study included managers of government organizations. The sample size was 17 people selected through the theoretical saturation limit method. The research tool was a researcher-made questionnaire. Data analysis was done using the Dimtel method. The results showed that the most influential factors on critical thinking were creativity and problem-solving, and regarding the intensity of the influence of soft skill components, creativity and problem-solving, lifelong learning, teamwork and teamwork, professional ethics, and communication, respectively, have had the most impact. Also, among the influential components of soft skills, lifelong learning is the most influential factor that impacts innovative behavior. As a general result of the research, lifelong learning is like a driving engine that, if it works properly, can cause rapid movement of innovative behavior, professional ethics, communication, and team and group work; consequently, critical thinking can improve the organization in today's competitive world.
amir behboudi gol khatmi; Houshang Taghizadeh; Alireza Bafandeh Zendeh
Abstract
Today, the resignation of employees, especially skilled and skilled personnel, is one of the problems of organizations that has focused on a large part of the measures and attention of human resources management. The purpose of this research is to identify and rank employee resignation factors. The method ...
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Today, the resignation of employees, especially skilled and skilled personnel, is one of the problems of organizations that has focused on a large part of the measures and attention of human resources management. The purpose of this research is to identify and rank employee resignation factors. The method of research is a combination of qualitative and quantitative factors that were identified in the qualitative section of the factors affecting resignation through interviewing ten of the bankers and academics, and in the small part of the resignation factors, the questionnaires were interviewed by the staff, then the factors were ranked by Fuzzy AHP. The statistical population consists of 6000 employees of Mehr Eghtesad bank. The sample size was determined by using two-stage sampling method and cluster sampling methods proportional to the sample size using 384 people and Krejcie and Morgan tables. In order to analyze the data, one-sample t-test, exploratory factor analysis and Fuzzy AHP were used. The results show that financial requirements, individual factors, job factors and organizational factors are the first to fourth factors of factors affecting employee resignation, respectively. It is also important from the perspective of employees that earnings from employment are more important than other indicators.
