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.
Hasan Zareei Matin; Mohammad Hosein Rahmati; SEYYED Mohammad Mehdi Moosavi; Ahmad Vedadi
Volume 2, Issue 4 , October 2014, Pages 19-36
Abstract
Starting point of implement various HR systems such as talent management and succession planning in any organizations is identifying needed competencies. To identify the competencies needed for cultural organizations effective management; this study conducted in two phases of design and validates the ...
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Starting point of implement various HR systems such as talent management and succession planning in any organizations is identifying needed competencies. To identify the competencies needed for cultural organizations effective management; this study conducted in two phases of design and validates the model. The model was designed through qualitative content analysis of conducted semi-structured & in-depth interviews with a sample of 15 Cultural experts. Three wave experts Delphi and analysis of questionnaires and structured Interviews used to validating model. Finally, Cultural Competencies Model included; 3 core competencies (Cultural identity, Cultural motivation and Software intelligence), 8 main/principal competencies and 23 subsidiary competencies, design and validated
Abbas Nargesian; Roghayyeh Mohammadzadeh
Volume 2, Issue 4 , October 2014, Pages 37-56
Abstract
Linguistic justice is one of the new emerging concepts in the field of social and organizational justice. The concept of fairness in the use of language: denie different moods degrading conversations, and emphasizes the need for fairness in all verbal expression. In fact, when residents of justice in ...
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Linguistic justice is one of the new emerging concepts in the field of social and organizational justice. The concept of fairness in the use of language: denie different moods degrading conversations, and emphasizes the need for fairness in all verbal expression. In fact, when residents of justice in his community do not understand the words and actions of government executives and symptoms directly or indirectly, in their view, their confidence in government management reduced and consequently the public participation minimized. This research aims to identify the impact of linguistic justice on increasing public confidence and public participation of citizens in the District 5 of Tehran city. The method used is descriptive correlation and based on the structural equation modeling. Accordingly, the structural model of the relationship between these three variables in LISREL software performed. The results show that there is a significant relationship between these three variables, public managers is advised to avoid all the words, postures and degrading treatment and flattering to others and the right things in his speech, the underlying increase the level of public trust and the participation of citizens.
Hasan Darvish; Alireza Hasan Zadeh; Mohammad Montazeri; Alireza Fathizadeh
Volume 2, Issue 4 , October 2014, Pages 57-76
Abstract
Given the many problems that most organizations face, we can stem some of the most important problems in the absence of service attitude in the organization members who prioritize solely considering their individual interests, so the formation of the servant organizations has utmost importance for considering ...
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Given the many problems that most organizations face, we can stem some of the most important problems in the absence of service attitude in the organization members who prioritize solely considering their individual interests, so the formation of the servant organizations has utmost importance for considering the public interest and providing excellent services. This article, based on the qualitative research, studies the factors affecting the formation of servant organization in Imam Khomeini relief foundation using grounded conceptualization. In this regard, 11 executives of Relief Foundation of Kerman province and 11 faculty members interviewed as sample and using semi-structured method and the interview text analyzed in three stages: open coding, axial and selective. The results showed that the stewardship attitude in agency members as the central issue and in interaction with other factors led to the formation of a servant organization. How these factors interact shown in the final model of the study. Informing employees of their work value and its impact on others' lives and also informing them of the opportunities and divine grace that stewardship has brought them has a considerable impact in shaping the stewardship attitudes of staff and finally, this attitude will be the basis for the formation of a servant organization.
Ayyob Pazhohan
Volume 2, Issue 4 , October 2014, Pages 77-94
Abstract
Organizational development is a systematic, logical, integrated, and planned approach that is used to increase organizational effectiveness. This approach is influenced by psychological factors, one of these factors, self-esteem and its dimensions. The present study aimed to Relationship the organizational ...
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Organizational development is a systematic, logical, integrated, and planned approach that is used to increase organizational effectiveness. This approach is influenced by psychological factors, one of these factors, self-esteem and its dimensions. The present study aimed to Relationship the organizational development with self-esteem and their dimensions at staff PNU, Kurdistan Province. Using applied methods, we employed survey research and correlation analyses. The target population of the present study was the entire staff of PNU, Kurdistan province, who were168 people. Using the Based on single-stage cluster sampling method; the sample size of the study was estimated to be 119 people. The findings of the current studyindicated that there is a significant and positive relationship between overall self-esteem, academic self-esteem and the organizational development.On the other hand, the results showed that there is no significant relationship between familial self-esteem, social self-esteem and organizational development.The results also indicated that there is no significant relationship between male and female staff’s self-esteem and their organizational development. With regard to the results, it can be stated that self-esteem is the most important variables and organizational development coordinator. As a result, to achieve desired organizational development, appropriate training to enhance self-esteem among staff can be considered a high priority for intervention.
Abolfazl Ghasemzadeh; Shiva Maleki; Hamdollah Habibi
Volume 2, Issue 4 , October 2014, Pages 95-110
Abstract
Aim of the present study is investigate the role of team identification on job performance and social responsibility with considering the mediating role of organizational identification. Research method of study is descriptive – correlation. The statistical population of this study included all ...
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Aim of the present study is investigate the role of team identification on job performance and social responsibility with considering the mediating role of organizational identification. Research method of study is descriptive – correlation. The statistical population of this study included all telecommunications employees of Tabriz city in the year of 2014. For data gathering in this study, a sampling comprising 180 employees in Tabriz city was selected by using stratified random sampling. The data were gathered through standard questionnaires of team identification, organizational identification, job performance and social responsibility. For evaluating the relations among variables, measured in conceptual model, the Structural Equation Modeling was used. The results showed that Team identification bears a positive and significant relation with job performance and social responsibility. The results also showed that the relation between team identification with job performance and social responsibility is mediated through organizational identification. In the concerned model all regressive weights were statistically significant. The results suggest that a team identity through Organizational identity enhances employees' job performance and social responsibility. \
