habibollah doaei

The compensation is a thing beyond the living needs of employees. compensation affects the characteristics of employees who are hired and stay in the organization, their competency and expertise, the probability of accepting a job by them, and the level of their motivation and performance. compensation is capable of determining the employees’ behavior and the organization’s productivity in all respects. accordingly, with a futuristic approach, the main purpose of the present research is to identify prioritize the components of compensation for employees and managers of the southeast islamic republic of Iran’s customs administration (IRICA).

THEORETICAL FRAMEWORK

The present research has conducted several interviews and analyzed them by the qualitative content analysis technique to determine the affecting factors of compensation for understudy employees and managers. In this regard, it attributed the codes to concepts and then categorized the concepts by adapting the thoughts in Memarzadeh Tehran et al., Nemati et al., Jazani, Towers Perrin, Doaei, Abili and Moafaghi, and Mirsepassi.

This research is an applied study in terms of purpose, and in regard to the procedure, it is a mixed-methods study with an exploratory-consecutive approach. in the qualitative phase, the sample size was 30 which was finalized based on the theoretical saturation rule, and participants were selected by a purposeful sampling method implemented using the snowball technique. since the population size was 1153, in the quantitative phase, 291 persons were selected based on krejcie and morgan’s table by conducting a proportional stratified sampling method. the validity of the qualitative study was assessed by the relative content analysis, and the holsti coefficient used to evaluate its reliability. the validity of the quantitative study was assessed by confirmatory factor analysis, and its reliability also evaluated using cronbach’s alpha and composite reliability coefficients. the qualitative research data were analyzed by content analysis, and for quantitative data analysis, structural equation modeling was used.

Research results revealed 72 factors affecting the staff compensation in the form of two main components (extra- and intra-organizational factors) and 10 sub-components (economic-environmental, social-cultural, direct financial, indirect financial, job non-financial, job environment non-financial, personal, and organizational factors along with organizational vision and upstream documents). No research was found as comprehensive as the current one in exploring the components of compensation in customs administration offices. However, the obtained results are consistent with that of Zafari in regard to direct and indirect financial factors and job environment; with Ozma et al. regards to job non-financial and job environment non-financial factors; with Patnaik and Suar regards to personal and environmental factors; with Memarzadeh Tehran et al. regards to organizational and social factors; with Jazani regards to direct financial, indirect financial, job non-financial, and job environment non-financial factors; with Seyed Javadin regards to direct and indirect factors; with Goh and Gupta regards to personal and organizational factors; with Mphil et al. regards to the direct and indirect compensation.

CONCLUSIONS & SUGGESTIONS

Research results reached a compensation model for customs administration comprised of two components, 10 categories, and 72 factors. it is suggested to both the customs and the government to simultaneously examine the appropriate policies in order to reduce the negative effects of monetary and financial sanctions on government revenues and subsequently on the public organizations’ budget. the customs managers are recommended to interact with clients and provide them with information on problems not necessarily caused by customs. they are also recommended to provide employees with proper feedback to motivate them and improve their performance. if possible, it is better for employees to perform all the stages of a job process on their own instead of doing only an insignificant part of it. Finally, it is suggested to design a mechanism in order to relate employees’ productivity reward with their share of customs revenues and serving the clients. the productivity reward should not be constant and or based on the supervisors' taste.

Given the complexity of law enforcement missions, the use of forces with organizational citizenship behaviors can be critical to the success of the organization. The purpose of this study is to investigate the impact of internal brand management on organizational citizenship behavior through quality of work life among +10 police officers of South Khorasan Province.

The purpose of this study is an applied one that is descriptive survey and the type of data is due to correlational research due to the influence of research variables. The population of the study consisted of 80 Khorasan police +10 personnel and 66 people were selected by simple random sampling method using Morgan table. The data collection tool was a standard questionnaire. Data were analyzed using structural equation modeling using Smart PLS software in two parts of measurement model and structural section. In the first part, the technical characteristics of the questionnaire were assessed by the indicators of reliability, composite validity, convergent validity and discriminant validity.

The results confirmed the effect of internal brand management on quality of work life and organizational citizenship behavior as well as the effect of quality of work life on organizational citizenship behavior. Finally, the effect of internal brand management on organizational citizenship behavior was confirmed by mediating role of quality of work life.

According to the findings of the study, it is recommended that managers of the +10 police personnel pay special attention to internal brand management and quality of work life of employees in order to create and enhance organizational citizenship behavior and ultimately improve their organization's performance.

With increase in the sales of goods and services via the internet and the widespread deployment of electronic commerce، trust in electronic commerce becomes a vital element. Many factors influence on customer’s trust. The current study use structural equation modeling to study the relationship among hofsted’s culture and online shopping، with regard the meditational effects customer’s perception to corporation. This study includes all hofsted cultural dimensions، that first time is that is done in Iran. Validity was accepted by factor analysis and reliability was accepted by Cronbach’s alpha scores. From students of Ferdowsi University of Mashhad in 1391-92 years، as the sample of statistical methods and survey research، 384 questionnaires were collected. PLS method was used for data analysis. Findings، in general، showed that masculinity/ Femininity influence on customer’s perception about of corporation reputation. Also، the customer’s perception about of reputation & size corporation influence on customer’s trust in online shopping. The customer’s perception about of reputation & size corporation had a meditational role in the relationship between the masculinity/ Femininity and the customer’s trust in online shopping. Limitation include culture quantative analyzing، but culture is a qualitative conception.

Today, the work-family conflict is a challenge to nurses and nursing. In this regard, the Ghaem hospital's 448 nurses making random sample of 100 individuals were studied. To analysis collected data, partial least squares (PLS) and Haland procedures were employed.The results were significant and positive relationship between the variables of a conflict between people intention to leave, and work - family conflicts shows. Also, results showed that organizational support, conflict mitigation and nurses to staff turnover will reduce work-family conflict and intention to leave positively affect the nursing intention to leave. On the other hand, a significant relationship between work-family conflict and Job Workload, which increases the staff intention to leave. Thus, given the increasing incidence of labor work-family conflict among employees, understanding the factors that effect on employees intention to leave, can help organizations human resources department in order to maintain good employees.

Positive organizational behavior emphasize on tiny aspects of organizational behavior and positive states of human personality that they are malleable. In reality, it studies human's malleable psychological positive capacities and strength points that they are manageable effectively for promoting employee productivity. For these discussion, a new capital have been brought into management that it's renewed psychological capital (hope, efficiency, resiliency and Optimisms). This study aims to study the impact of psychological capital on socialization cased by service years. Therefore, it is examined among a sample from country northeast gas transfer company with 115 person (managers & employee). The findings support the impact of psychological capital on socialization but service years doesnt influence on relation between psychological capital and socialization. With attention to declared results, managers should notice to employee's psychological capital level (hope, efficiency, resiliency and optimisms) because it can accelerate employee socialization.

Since enhancement of the suitable and competitive position through consumer loyalty is of high importance, in this paper, brand equity as an effective element in achieving the mentioned position has been studied. Analysis of data has been done using structural equation modeling and PLS software. Statistical population includes customers of Razavi Nutritive Products in the city of Mashhad, and non random sampling has been used. The questionnaire developed by Chen (2007) has been used for data collection. Findings imply that the customer’s perception of marketing mix has positive and meaningful influence on brand equity; also its indirect influence has been ratified via features of purchase. Respectively, offering products with better prices, good image, widespread advertising and on time distribution in stores lead to better customer perception of brand equity, which in turn results in increase of frequency and amount of purchase and improvement of brand equity.

The purpose of this study is to explore the predictability of turnover intention through employees empowerment by dependent variables such as trust in higher managers, organizational identification, job involvement and burnout. For measuring the variables, standard questionnaires were applied. Data were obtained by stratified random sampling from employees of the central organization of Khorasan Razavi Jihad Keshavarzi. The Results derived from correlation analysis by Pierson method revealed an acceptable correlation among all variables. LISREL software path analysis indicated that empowerment can best predict turnover intention through trust in higher management, organizational identification, job involvement and burnout. Burnout, however, turned out to be a stronger mediator for predicting the effects of empowerment on turnover intention.

Forming a Climate of trust in organizations is vital for today business environment. In creating such climate, the role of human resource managers is of great importance. Therefore, identifying how HR Strategies and practices affect forming mutual trust in organizations can help HR managers to do their roles effectively. This research studies the effect of human resource development practices including four main practices in the context: Training, competencies development, information sharing, and empowerment that are thought to be the main sources of trust between employees and their managers. Data analysis was conducted using regression and path analysis for data from 138 respondents in IDP Co. This research presents the framework that shows how these practices affect manager-employees trust in organizations. The results show that competencies development, empowerment, and information sharing have a positive significant effect on trust between managers and employees. However, the effect of training is indirect; while competency development plays a mediator role between training and trust.

The most valued and precious asset in every organization is its human resources.It is the responsibility of the management to make sure that this human capacity is fully utilized.In order to develop in the best possible way, a dynamic educational system based on organizational needs is of fundamental importance. It is crucial that this educational system is design based on the organization’s specific needs.It is in this regard that the current study has been conducted. It deals with these needs for managements in publishing firms (in Iran) which have been appoved by the department of Islamic culture and guidance.Annually hundreds of books in various fields are published by these firms, thereby their “importance” in “promotion” of culture.To determine the educational needs a survey has been conducted by using Friedman and Kruskal Wallis nonparametric tests and each one’s educational priority has been analyzed and finally besides giving a need’s model it has determined a the educational needs of researchers.