Causation
hajieh rajabi farjad
Abstract
The aim of this study was to develop a comprehensive model for job Anchorages of employees of the General Office of Deeds and Real Estate. This research is a combination of data-based type in terms of purpose, applied-development and research method. The statistical population of the research is the ...
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The aim of this study was to develop a comprehensive model for job Anchorages of employees of the General Office of Deeds and Real Estate. This research is a combination of data-based type in terms of purpose, applied-development and research method. The statistical population of the research is the employees in the quantitative department, the employees of the General Office of Deeds and Real Estate of the country, whose number is 488 people. According to which, 153 people were selected based on Cochran's formula as a statistical sample and by relative stratified random sampling method. In the qualitative method, sampling was targeted non-randomly until it reached the saturation point in the experts section. In the qualitative section, field method and interview tools were used to extract the factors affecting the job anchors of employees. In the quantitative part, after extracting the components of the employees' job anchors through interviews; Questionnaires were prepared and distributed among employees. The obtained data were used in the qualitative part of content analysis using software MAXQDA and in the quantitative part of structural equation model and SmartPLS software. The results showed that the causal factors affecting employee innovation including organizational, extra-organizational, individual and national factors should be sought. Also, according to the experts of this research, the central category can be considered equivalent to innovation in organizational structure, education, research, human capital, technology and equipment.
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.
