Causation
Sayyed Mostafa Javadi; Hasan Alvedari; Amir Hosein Amirkhani; Ali Jamshidi
Volume 5, شماره 4 (پیاپی 20) , November 2017, , Pages 39-48
Abstract
Background & Objectives: Organizations, especially in the public sector, are usually static and uniform until the continuation of this situation is no longer feasible or altered by external forces. This is rooted in organizational lack of movement, or in other words organizational inertia. The purpose ...
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Background & Objectives: Organizations, especially in the public sector, are usually static and uniform until the continuation of this situation is no longer feasible or altered by external forces. This is rooted in organizational lack of movement, or in other words organizational inertia. The purpose of this study is to provide a suitable model for correct encounter with organizational inertia in North Khorasan University of Medical Sciences. Methods: The statistical population consisted of all personnel of the relevant organization. Using the Cochran formula, 170 people were selected by simple random sampling. The toolkit included library studies and questionnaires. Using descriptive and inferential statistics methods in AMOS and SPSS software, the validity and reliability of the research tool, regression analysis and structural equations were performed. Results: The average score of all factors was above 3, which is the highest amount related to knowledge management and the least amount related to psychological factors. After verifying the validity and reliability of the research tool, the results of the Structural Equation Model Questionnaire were obtained and, by analyzing it, the final model of the research was obtained. Conclusion: Organizational Inertia Management Model has four factors for knowledge management, change-setting activities, change management and psychological considerations in which knowledge management and psychological considerations improve the underlying changes in change management and change management. The underlying changes are also affecting change management.
Asghar Moshabbaki Esfahani; Hojjat Vahdati; Seyyed Hadi Moosavinejad
Volume 1, Issue 4 , November 2013, , Pages 49-60
Abstract
This study seeks to increase the level of job satisfaction using emotional intelligence and organizational agility. This research is descriptive survey field method has been implemented. Statistical society of this study, all administrative staff were Telecommunication Company of Qazvin Province that ...
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This study seeks to increase the level of job satisfaction using emotional intelligence and organizational agility. This research is descriptive survey field method has been implemented. Statistical society of this study, all administrative staff were Telecommunication Company of Qazvin Province that are 500 and 123 employees were selected as research sample. The instrument used for data collection, is questionnaire. To study the reliability and validity study, Cronbach's alpha of content and construct validity were used. In order to test the hypothesis of factor analysis and structural equation modeling was used. The results imply endorsement of all hypotheses, including the positive impact of emotional intelligence on organizational agility by a factor of 0.55, emotional intelligence on job satisfaction by a factor of 0.46, job satisfaction and organizational agility by a factor of 0.43.
