فهرست مطالب hatam khalilipour

One of the issues that threatens organizations today is the discussion of job plateauing and its effects on the performance of employees and the organization, which can affect the sustainability of the development of the organization's activities and the development of the employees' capabilities. The importance of this issue is that predicting and explaining this process practically makes it possible to direct the behavior of employees towards a desirable and systematic process. The purpose of this research is to identify and prioritize the factors affecting job plateauing in the electricity distribution company. DEMATEL grey technique has been used to prioritize and check the relationships between factors. The results have shown that C11 (unsuitability of the person to the job) and C12 (staying too long in the job) are of high importance (power) and the comparison of the factors in terms of intensity and effectiveness has shown that low job diversity and organizational structure Inefficient in terms of definite influence (cause) and comparing oneself with other people in higher positions and the feeling of unfair promotion in terms of definite influence (disability) have the highest priority. Applying the results of this research and examining the factors affecting job plateauing will adjust the plateauing in organizations, and in this way, the necessary ground will be provided for the development of employees' capabilities, increasing their satisfaction and motivation at work. By doing this research, it is possible to know the existing situation of the plateau of employees and to design and implement the necessary planning to eliminate or reduce this feature. Also, using the results of this research, the background factors affecting job plateau are identified, and while identifying the effective variables, the necessary measures can be applied to reduce and adjust their impact.

The pace of advances in science and technology, human resources are construed as the fundamental capital and driving force of any change in the organization in today's competitive world where organizational survival relies heavily on the extent to which the vital and strategic role of human resources is perceived and novel managerial methods and techniques are employed to promote the employees’ motivation, satisfaction, organizational commitment and organizational citizenship behavior. Hence, a key task involved in human resources management is the implementation of performance evaluation systems. Therefore, the present study commenced with an initial library research to explore the necessity of evaluating employees’ performance, its functions and modern methods. The aim of this applied descriptive correlational study was to investigate the effect of employees' perception of financial and nonfinancial evaluative measures on their motivation, job satisfaction, organizational commitment, and organizational citizenship behavior. The research population comprised 1,300 employees of Water and Sewerage Company in Ahwaz, Iran from whom a convenience stratified sample of 299 participants were randomly selected. The research data were collected via questionnaires that were piloted to assess their face validity and Cranach’s alpha reliability. The research hypotheses were tested via correlation coefficient and Structural Equation Modeling (SEM) using the SPSS22 and AMOS18 software. The findings indicated that financial measures had a significant effect on intrinsic motivation while nonfinancial measures had a significant effect on intrinsic motivation.Both intrinsic and extrinsic motivation were found to have significant effects on job satisfaction, organizational commitment and organizational citizenship behavior.

the aim of this study was to investigate the effect of perceived quality from the physical environment on customer perceptions of price, satisfaction and loyalty. The research is in terms of its nature and method, descriptive-correlation and in terms of its purpose is applied. The statistical population of the research is customers of Ahvaz restaurants. Due to the fact that an estimate of the number of customers was not available, using the sampling formula from the infinite population, 384 people from the statistical population were examined and tested as a statistical sample using a nonprobability method convenience sampling. By referring to the articles that used this questionnaire or similar questionnaires, the face validity of the measurement tool was confirmed and the content validity of the questionnaire was confirmed by academic experts, as well as Cronbach's alpha coefficient for research variables above the desired value (0.70) that indicated that the reliability of the tool was verified. Pearson correlation coefficient and structural equation model were used to test the hypotheses using SPSS20 and AMOS18 software. The results of hypothesis analysis show that Décor and artifacts, spatial layout and environmental ambient conditions have a positive and significant effect on price perception, Décor and artifacts has a positive and significant effect on customer satisfaction. Also, customer satisfaction and price perception have a significant effect on customer loyalty.

The purpose of this study was to evaluate the Emergence and incidence of neurotic organization characteristics in education by fuzzy cognitive mapping.

Fuzzy cognitive mapping is used to identify the characteristics of neurotic behavior in the organization under study. In the first step after identifying the research problem, the experts with the necessary knowledge and knowledge were selected by the education organization. After identifying the research experts, the researcher has extracted the mental map of the experts by asking the experts for brainstorming. Write and write the flip charts according to the specified dimension, and after reaching the theoretical saturation, the facilitator has grouped the responses according to the specified dimensions, and then causal relations between the elements of each dimension and relationships with other elements. It is later examined and plotted.

Cognitive mapping of neurotic behaviors in an education organization contains 122 elements. FCMaper mapping analysis has shown that these elements consist of 45 ordinary elements, 75 transmitter elements and 2 receiving elements.

The results of mapping showed that self-esteem element with the highest input degree is the most effective mapping element and media with the highest output degree is the most effective element of neurotic behavior mapping in the educational organization. Centrality is another indicator that shows the effect of the elements on the neurotic behavior. Analyzes show that the element of self-esteem is the most central mapping element identified with the highest degree of input and output. Also, the results of the Spearman test and limit scenarios show the validity of the results.

Currently, the most important source of valuable knowledge to know and to compete with others to manager their intellectual resources and capabilities. For this reason, many organizations have implemented extensive programs for knowledge sharing management. They must use information technology to support the acquisition, storage, retrieval, and sharing of knowledge, and create a culture of knowledge sharing among employees, and this also requires cultural change. The purpose of this study was to investigate the effect of organizational culture on computer self-efficacy and employee knowledge sharing behavior. The statistical population of the study was employees of Ahvaz social security organization, which number is 650 people. Sampled by Morgan table of 242 people using a questionnaire. The research is from the objective of the research it is an applied research and collection the research is descriptive correlational. Validity of the questionnaire was confirmed by the Academic Experts opinion (Content Validity) and its reliability was confirmed by Cronbach's alpha coefficient (0.919). Data were analyzed using SPSS-v20 and AMOS-v24 software. The results show that rational culture has a significant effect on knowledge sharing (explicit and tacit) and computer self-efficacy. Hierarchical culture has a significant effect on tacit knowledge sharing. Group culture has a significant effect on computer self-efficacy, and computer self-efficacy has a significant effect on knowledge sharing (explicit and tacit). Impact of group culture on explicit knowledge sharing and Hierarchical culture on computer self-efficacy was not confirmed.

Procedural justice and work engagement directly and indirectly affect the behavioral aspects of employees, including knowledge sharing and innovative work behavior. The aim of this study is examining effects of procedural justice and work engagement on knowledge sharing and innovative work behavior. The research is descriptive-correlation in terms of nature and method, and it is applied one and kind of developmental research in terms of purpose. A questionnaire was used to collect data and its validity was confirmed by the experts. The Cronbach's alpha coefficient was used to verify the reliability (0/897). The statistical population of this research was Tejarat bank staff and experts in Ahvaz in 1396, which are 1,000 people and using Cochran's formula, 272 were selected. Data was collected by convenience stratified random sampling method. After determining the normality of data, Pearson correlation coefficient and structural equation modeling were used to investigate the research hypotheses. The results showed that procedural justice has a positive effect on work engagement (CR=2/847, P=0/004), knowledge sharing (CR=2/629, P=0/009) and innovative work behavior (CR=2/001, P=0/045). Work engagement has a positive effect on knowledge sharing (CR=7/998, P=0/000) and innovative work behavior (CR=3/305, P=0/000). Knowledge sharing has a positive effect on innovative work behavior (CR=8/152, P=0/000). Also the mediating role of work engagement in effect of procedural justice on knowledge sharing (0/220) and innovative work behavior (0/314) and the mediating role of knowledge sharing in effect of work engagement on innovative work behavior (0/566) were confirmed.

Nurses play an important role in the care and improvement of health. Financial and non-financial rewards are among the most important occupational absorbers that affect the performance of nurses. So the purpose of this study was to investigate the effect of financial and non-financial rewards on perceived occupational attractiveness and job performance of nurses.
Material and This research in terms of purpose was appicable and in terms of data collection method was descriptive-correlation type. The samples were the nurses of Ahvaz City hospitals which were selected by random sampling method. Data were collected using questionaire which was validate by content validity and estimating the Cronbach's alpha coefficient. SPSS22 and AMOS18 software were used to analyze the data. Also, to test the hypotheses, Pearson correlation coefficient and structural equation model (SEM) were used.
The findings show that benefits than to other financial rewards such as compensation, performance and appreciation compared to other dimensions of non-monetary rewards, the tendency to remain perceived than to other dimensions of occupational attractiveness and to improve the performance of other dimensions of job performance, have more efficiency. Also, financial and non-financial rewards have a significant effect on nurse's perceived job attractiveness and thus have a significant effect on nursing job performance.
The use of financial and non-financial rewards plays an important role in nurses 'perceived job attractiveness, and this leads to increased nurse's performance. Therefore, hospital officials should use non-monetary rewards in addition to financial rewards in their reward system.