mohammad shaker ardakani

The aim of the current paper is to identify the effective factors in forming the cyberloafing phenomenon and rank these factors. In the present study, a multiple attribute decision-making method has been used. The statistical population of this study consists of managers and employees of the Yazd Provincial Tax Administration, and 27 of them were selected based on accessibility. This research is applied and descriptive-analytical in terms of purpose and type. Based on the literature review, eighteen effective factors in the formation of cyberloafing were identified. Different MADM techniques, such as SAW, TOPSIS, ELECTRE, and TOXONOMY, were used to rank each factor. Finally, the Copeland fusion technique was used to reach a consensus on the execution of the mentioned techniques. Our investigations have shown that organizational policy factors, organizational commitment, and having a lot of leisure time had the most significant impact on the formation of the cyberloafing phenomenon. Also, interpersonal conflict, role overload, and belief in disorder had the least impact on the formation of the cyberloafing phenomenon. The current research is the first one conducted with this approach, especially in Iran, and its results can be considered by managers in other organizations as well.

The achievements of employees in an organization depend on their level of motivation to work and their behavioral and performance tendencies, and this issue can be largely related to employees' perception of the behavior of their supervisors. The present study aimed to investigate the impact of employee political skill on job performance through the mediating role of abusive supervision, counterproductive work behavior, and intrinsic motivation.

Design/Methodology/Approach: 

The current research is applied in terms of purpose and descriptive in terms of nature and method. The statistical population of this research includes the contract staff of the public sector of Yazd province. Considering the rule of thumb of having 5 times the number of observations as the number of items in the questionnaire (51 items or questions), the sample size was determined to be 255. However, 264 questionnaires were completed and randomly selected. Data was collected using standardized questionnaires. From the questionnaires made by the researcher, Farh and Cheng's job performance (1997) consisting of 4 questions, Ferris et al.'s (2005) political skill consisting of 18 questions, Tepper's abusive supervision (2000) consisting of 15 questions, Spector and Fox 's counterproductive work behavior (2005) consisting of 17 questions, and finally, Jaramillo et al.'s intrinsic motivation (2007) consisting of 3 questions, were used as a data collection tool. The basis of the measuring scale was the five-choice Likert spectrum questions. To confirm the validity, three types of validity were checked. Content validity was obtained by survey professors, convergent was checked by calculating the average output variance (AVE) which should be more than 0.05, and divergent was checked by comparing the root of AVE with the correlation between the measured variables. To confirm the reliability, Cronbach's alpha coefficient was checked, which was higher than (0.07).

The structural equation modeling (SEM) approach was employed using AMOS software to test the hypotheses and the relationships specified in the conceptual model. The results indicate that political skills have a significant and negative effect on abusive supervision, while it has no significant relationship with job performance. Abusive supervision has no significant effect on job performance but has a positive effect on counterproductive work behaviors and a negative and significant effect on intrinsic motivation. Counterproductive work behaviors have a significant and negative effect on job performance, while intrinsic motivation has a positive and significant effect on job performance. Regarding mediator hypotheses, the results indicate that counterproductive work behaviors and intrinsic motivation play a mediating role in the relationship between abusive supervision and job performance. In addition, abusive supervision, counterproductive work behaviors, and abusive and intrinsic motivation play a mediating role in the relationship between employees' political skills and job performance.Discussion and

Senior managers should create positive perceptions and attitudes among employees and be aware of their needs and demands. In this study, the negative and significant impact of abusive supervision on job performance improvement was not confirmed. This may be due to the temporary nature of the employment. Contractual employees tolerate any inappropriate behavior due to job insecurity. If senior managers notice misconduct by their supervisors towards the employees, they should take various approaches to rectify their behavior. Moreover, if employees have a wrong perception of their supervisors' behavior, steps should be taken to eradicate misunderstandings to make the issue transparent to the employees. Performance evaluation should be carried out in a targeted manner, free from any discrimination, and official and contractual employees should not be treated differently. Appreciation, in verbal and non-verbal forms, and establishing a reward system in the performance evaluation system will instill a sense in employees that the organization values their efforts and contributions. In the event of any negative and nonproductive behavior, management should, before any hasty judgment and decision-making for employee punishment, delve into the reasons for such behaviors and take care to address them.

Due to the expansion of the tourism and hotel industry and the role of leadership quality in the promotion and successful development of this industry, several studies have been conducted on this statistical population, considering the specific environmental conditions. Also, recent research has presented a direct, positive, and meaningful relationship between authentic leadership, organizational success, growth, and emergence in the tourism sector. This research aims to investigate the impact of authentic leadership on employees’ thriving at work in the hotel industry, considering the moderating role of organizational politics. A quantitative method (correlation type of structural equation modeling) was used in this regard. The statistical population of the research was hotel employees, and after determining the sample size by G*POWER and distributing questionnaires, 349 complete questionnaires were collected from hotel employees in Shiraz. Initially, reliability and validity were investigated using AMOS software and then the hypotheses were tested using SPSS software and the Process module. The results indicated a positive and significant relationship between authentic leadership and thriving at work, and organizational politics was a significant moderator in that when organizational politics perception was high, the positive effect of authentic leadership on employees’ thriving at work increased. This important finding shows that high organizational politics in organizations adds to the importance of an authentic leader’s positive impact on followers’ thriving at work.

Organizational learning is often dependent on organizational forgetting processes; That is, organizations that intend to make changes in themselves often have to forget the old knowledge that has limited them in the past, and in this context, mental modeling will be helpful. Therefore, the purpose of this research is to remove the obstacles of forgetting ineffective knowledge and old procedures in public organizations so that organizations can create the ground for inducing innovation, new opportunities, renewing organizational routines, and decisions. This research is applied-developmental in terms of purpose, and its strategy is exploring mentalities (Q research methodology). In order to collect the discourses, interviews were conducted with 6 managers of public organizations, as well; library documents (theoretical bases) were also used. The participants in Q ranking were the managers of the public organizations of Mashhad, out of which 30 people were selected in a non-random and purposeful way and 20 people agreed to cooperate. The findings of the research show seven types patterns including, weak organizational maturity, weak organizational memory, tendency to stagnation and lack of organization agility, attachment to the past and low absorption capacity, weakness  of human capital, resistance to delearning and lack of creative thinking in the organization. It shows as factors preventing organizational forgetfulness from the point of view of managers of government organizations in Mashhad. In this regard, weak organizational maturity is the dominant mentality that has been identified, which is an important obstacle in the path of organizational oblivion due to the lack of culture of change, lack of expertise and knowledge of employees, lack of support from the senior management of the organization, and lack of proper performance evaluation.

Today, the importance of the concept of people's privacy in the organization has increased and most employees will be annoyed if they face questions that have a nosy aspect. This study aims to identify the consequences of nosiness in the organization by emphasizing the dark side of curiosity. In the current research, the qualitative method and the thematic analysis were used to identify the consequences of nosiness in the organization. The participants of this research included nurses of medical centers in Isfahan province. Data were collected through 38 semi-structured interviews. By analyzing the data, 4 main categories and 11 sub-categories were identified as the consequences of nosiness in the organization from the nurses' perspective. The main categories are individual negative consequences (mental disorders and their symptoms, the emergence of negative emotions, lost productivity and wasted time, and psychological break from work), interpersonal negative consequences (decrease in interpersonal interactions and unhealthy interpersonal relationships), negative consequences organizational (The emergence of deviant behavior in the organization and unhealthy work environment) and individual positive consequences (better management of work shifts and people, benevolence and helping colleagues and increasing personal information and learning). The findings of this research showed that in addition to the extensive negative consequences of nosiness in the organization, it will also have positive consequences in the individual context. Finally, this research advises managers to prioritize the protection of privacy and strengthen the culture of respecting employees' boundaries to reduce the negative consequences of nosiness in the organization.

The phenomenon of the unreasonable escalation of commitments and decisions, well-documented in the field of organizational behavior, describes situations where individuals, especially managers, continue to invest in failing actions. This study aims to develop a model for managing the escalation of commitment within the public sector.

Design/Methodology/Approach:

 This research adopted a qualitative methodology, grounded in a data-driven approach. The participant pool comprised managers with experience in governmental organizations within Khorasan Razavi Province. By applying the saturation principle and the snowball sampling technique, 12 participants were selected for the study. Data collection was conducted through semi-structured interviews, guided by general questions. The analysis of data was performed using quantitative methods and MaxQDA software.

The findings indicate that the model for managing managers' commitment escalation in the public sector includes several components: causal conditions encompassing individual, collective, and organizational factors; a central category identified as the escalation of commitment factor; strategies involving resource allocation, time management, and an approach of no limitations; consequences such as poor governance and diminished performance; and contextual elements including cultural, social, and environmental factors.Implications: The negative implications of this phenomenon and the fear of adverse outcomes among managers often result in their reluctance to address the issue.

Practical Implications:

 Recognizing these factors can assist managers in identifying and mitigating the effects of commitment escalation.

Innovation or Value of the Article :

This study uniquely proposes a model for managing commitment escalation among managers in the public sector, underscoring the novelty and significance of this research.

The aim of this study was to investigate the barriers to effective organizational control in tax affairs department of Gilan province. The research was based on qualitative methodology in terms of applied purpose and descriptive in terms of data collection method. The studied population included all peoples in the tax affairs of Gilan (Rudsar, Lahijan, Chabaksar and Kalachai). Targeted snowball selecting method was used to select the participants and finally 13 heads of tax affairs, technology and accounting managers of the 4 mentioned branches were selected as the participant. Data collection tools included semi-structured interviews with selected participant. Content analysis was used to analyze the data. Data analysis led to the exploring of 38 sub-themes which were classified into 6 main themes as legal and strategic barriers, motivational barriers, ethical barriers, organizational barriers, infrastructure barriers and implementation (process) barriers.

 Given the importance of the competency approach as a tool in the hands of organizations and human resource managers in order to provide, maintain and develop human resources, and align them with the strategies and goals of the organization, design a competency profile model for large companies today, become an essential demand. This research has been done with the aim of providing a competency profile model for employees in the Entekhab service industrial group and focusing on call center and technician’s staffs. This research is applied in terms of purpose and qualitative in terms of method. Qualitative data of this study were collected through semi-structured interviews with managers, supervisors and senior experts, technicians, from different provinces and supervisors and managers of the call center of the Entekhab service industrial group. After identifying the competency codes, and compiling the sub-main and main themes, a questionnaire was prepared and approved by experts in order to ensure that these codes fit with the themes. 35 codes, 8 sub-themes and 2 main themes were the findings of this study. After validation of experts, the final competency profile model was designed. The main themes of the competency profile model of the call center staff and technicians of the Entekhab service industrial group include two main themes of individual competence and organizational competence and 8 sub-competencies including: personality traits, communication skills, systems thinking and decision making, professional ethics, carte blanche and Participation, leadership ability, organizational improvement and development, and executive and operational capacity were determined

The research purpose was qualitatively analyzing human resources’ risks in teacher’s retention area in education training system of Yazd Province. The research is of qualitative approach conducted based on inductive method. Research population was included all people who were somehow relevant to human resource management in education training system and Farhangian University of Yazd Province. Finally, the sample size included ten people were reached theoretical saturation using purposive sampling method.  Resulted findings by applying Brown and Clark’s theme analysis method  (2006) have shown that four main themes and fourteen subthemes  were achieved in retention area which are respectively as: (structural risks, personal risks, process risks and merit risks) and (problems in law, violation of laws by executors, organizing related problems, , self-demand of education training system, inadequacy of human resources, lack of skills and specialty, existing negative attitude, teacher’s own wishes, education loss, lack of needs analysis, employment process related problems, lack of motivational mechanism, employment variation, absence of continuous evaluation and supervision). Whereas, education training system is one of organizations which its success is depending on having committed and active human forces, as a result, , teachers are considering as the most important and effective forces of education training system which related authorities can use results of present study in line with planning and supportive actions associated with teacher’s retention.

Because human resources have a great impact on forming a positive image of the organization in the minds of customers, so today in the internal branding process, personnel have an important role in conveying brand promises to customers. Therefore, the purpose of this study is to analyze and identify the factors affecting internal branding from the perspective of executives. The method of this research is qualitative and the data obtained from interviews with 19 executives of hotels in Yazd who have been selected by snowball sampling method and have been analyzed using thematic analysis method and Nvivo software. The data after coding includes 642 initial codes, 32 themes and 9 comprehensive categories. The results showed that the effective factors in internal branding from the perspective of hotel executives includes training, monitoring, effective communication, effective meetings, customer orientation, leadership, selection and employment, service compensation and quality of working life.

Handmade carpet as an art-industry is one of the most widely used handicrafts in Iran. Despite its historical background and antiquity, handmade carpets need extensive research in terms of thematic and content knowledge, especially with a scientific perspective. Paying special attention to the perceptual and attitudinal factors of handmade carpet customers can be a great help in the production and marketing of this original art. Therefore, the purpose of study is to investigate and analyze the role of the three factors of trust, price awareness and homogeneity intention on the perceived risk in buying Kerman handmade carpets and the effect of this risk on the attitude and intention to buy. The statistical population of the study was all customers of Kerman handmade carpets that 100 of them were selected as the sample by in-access sampling method. The research data has been collected using library and internet resources in the theoretical section and standard questionnaires in the survey section. Reliability and validity of the questionnaires are confirmed based on Cronbach's alpha, Combined Reliability (CR) and AVE. To analyze the data in the descriptive part, SPSS software and in the inferential part to test the model and hypotheses by structural equation modeling (SEM) with a partial least squares approach, Smart PLS2 software has been used. The research findings showed that based on the fitting indices, the research model has a suitable and relatively good fitness. The results also showed that perceived risk affects the customers' attitude and intention to buy at 0.36 and 0.27, respectively. Also, the customers' attitude is 0.43 effective on the intention to buy. Based on the results, among the three factors affecting the reduction of customers' perceived risk, trust had the greatest decreasing effect at 0.49 and then price awareness (0.27), and the decreasing effect of the homogeneity intention on perceived risk was not significant.

Islamic work ethic approaches and happiness in the workplace help employees to identify and take advantage of opportunities in the organizational environment. The main purpose of this study is to investigate the mediating role of organizational commitment in the relationship between Islamic work ethic and happiness in the workplace with job performance. This study is applied in terms of purpose and in terms of nature and descriptive-causal method and is of survey type. The statistical population of the study was all managers and employees of the Department of Industry, Mines and Trade of Yazd Province, including 210 people, of whom 200 answered the questionnaires. Data analysis was performed by structural equation modeling with Smart PLS3 software. The results show that all paths and hypotheses were confirmed and happiness in the workplace has the greatest impact on organizational commitment. The findings also showed that Islamic work ethic and happiness in the workplace serve human growth and excellence and play an important role in increasing organizational commitment and job performance of managers and employees in organizations.

The health sector and the funds allocated to it, due to its impact on the strengthening of the human capital through productivity, play an important role in the economic growth and human development of countries. If these credits are not allocated optimally, especially in the form of capital asset acquisition, it will make the health sector unable to provide optimal health care services. In this regard, the purpose of the present article is to provide a model for allocating the funds for the acquisition of capital assets of the health sector in Khorasan Razavi to the cities of this province. To this end, a multi-criteria decision-making method has been used on the basis of satisfaction and statistics and information related to credits and indicators of the health sector of Khorasan Razavi province with emphasis on deprived and less developed areas. The findings of this study indicate the highest optimal share for the cities of Mashhad, Binalood, and Zaveh and the lowest optimal share for the city of Gonabad from the total credits related to the acquisition of capital assets of the health sector of Khorasan Razavi.

New ways of marketing in world trade led to a position that customers are the market drivers. So it is necessary that new ways of marketing to be used in the trade of traditional and valuable Iranian goods. In the world of handmade carpet business, the word sale should not be used. Handmade carpets should be marketed, meaning a permanent relationship in the interest of customers. In this regard, due to the importance of customer relationship management (CRM) and brand extension (BE) for handmade carpet export, the purpose of this study is to investigate the effect of CRM on BE with an emphasis on the mediating role of brand equity in the handmade carpet industry of Iran (studied in Tehran and Isfahan provinces). This study is practical in term of purpose and based on the nature and method is descriptive-causal from the survey branch. Statistical population of the survey are all consumers and buyers of handmade carpets; given the unlimited size of the population, non-random in access sampling method was used. The number of questionnaires distributed was 215, of which 204 responded to the questionnaires.The data collecting tool is a combination of three questionnaires: customer relationship management (Leo et al., 2005), brand equity (Baily et al., 2013) and brand development (Pena & Garcia, 2017). Data analysis was done by Structural Equation Modeling (SEM) with Smart PLS2 software. The results showed that most of the paths and hypotheses were confirmed, but the effect of brand awareness, brand perceived quality and brand loyalty on BE were rejected; the highest effect was the effect of CRM on brand equity (47%) as well as brand equity on BE (89%). Among other paths, CRM has the most effect on the brand perceived quality (brand equity dimension) with an effect level of 60%.On the other hand, the brand association brand has a positive and significant effect on BE among brand equity components with a coefficient of 0.73 and t-value of 7.931. Brand equity also has a mediating role in the effect of CRM on BE, which explains brand development by as much as 47%. On the other hand, among the components of brand equity, only brand association with 66 percent has a mediating role between CRM and BE. According to research findings, CRM, along with brand equity, has played an important role in enhancing the BE of the handmade carpet industry; Therefore, the results of this research can be useful for companies and brands of handmade carpets in order to be able to communicate effectively with customers and ultimately brand development.

Jahadi management is a modern and native mode of management, which, on the one hand, is dependent on science and experience and, on the other hand, relies on belief and God's intention; The purpose of this study is the effects of Jahadi management on perception of organizational policies, regarding the role of mediator of organizational virtue. This research is Applied and descriptive-Cause. The statistical population of this study was 480 personnel of maybod Imam Jafar Sadiq Hospital. Based on Morgan table, 214 people were selected by simple random sampling method. And questionnaires were examined. For analyzing the hypothesis test, we use structural equation modeling With help Smart pls3 Software. The results of the analysis indicated a significant effect (t / value = 22.7) and positive (80%) Jihadi management on organizational virtue and a significant effect (t-value = 2.5) and inverse (27%) organizational virtue on perceptions of organizational politics (pop). The organizational virtue variable also has a mediator effect of 50%. Jahadi management as a new management method is positive effects on improving the virtues and increasing the trust, empathy and compassion and reducing the destructive effects of political behavior and improve management in the health sector.

Focusing on the mediation of job satisfaction, this research is intended to analyze the effects of Islamic work ethic and perceived organizational justice on organizational citizenship behavior. The population and the statistical sample of this research are selected from the employees of the selected public departments (electricity, water, education, telecommunications, agricultural Jihad, and the governor’s office) in Fasa, nominated on the basis of the census method. The total selected departments included 270 employees, 210 of whom responded to the questionnaires. Data were collected through standard questionnaires of organizational citizenship behavior, Islamic work ethic, organizational justice, and job satisfaction, with reliability and convergent validity of 0.768 (0.598), 0.854 (0.510), 0.857 (0.699), 0.856 (0.599). Structural equation modeling with SmartPLS3 software was employed to analyze the data was. The results indicated that Islamic work ethic and perception of organizational justice have a positive effect on job satisfaction. Furthermore, Islamic work ethic has a positive effect on citizenship behavior, but the effect of organizational justice on organizational citizenship behavior was not confirmed. Moreover, the role of job satisfaction as a mediator of Islamic work ethic and organizational citizenship behavior was confirmed. Job satisfaction directly affects organizational citizenship behavior.

The present study aims to analyze the effects of diversity management (DM) and its approaches on behavioral outcomes (job satisfaction, job involvement, OCB, turnover intention, and talented worker attraction), with an emphasis on the moderating role of organizational. According to the Cochran’s formula, this study sample comprises 383 employees of four Steel companies in Yazd province; which have been selected randomly. Data were collected through questionnaires such as diversity management, organizational culture and behavioral outcomes, with values of reliability (and validity) 0.91 (0.81), 0.96 (0.53) and 0.83 (0.54), respectively. Data analysis was conducted using PLS-based SEM by Smart-PLS2. The results showed that DM and its strategies has a positive effect on behavioral outcomes such as job satisfaction, job involvement, OCB, and talented worker attraction, and have a negative effect on employees turnover intention. Unlike the Reactive and Compliance DM, Proactive DM has had a significant effect on all behavioral outcomes. The moderating role of the team and rational culture has also been verified.

Acknowledged by most researchers and scholars, human resource productivity is the most important factor in the resistive economy and business. On the other hand, Workforce diversity is one of the major challenges of this century; and perhaps for managers, managing diversity is more important than seeking diversity to maximize the human resource productivity. The present study aims to analyze the effects of diversity management and its approaches on HR productivity, with an emphasis on the role of cognitive mediator variables, including perceived organizational attractiveness, organizational justice, and social identity in the Mobarakeh Steel and Isfahan Steel companies of Iran. According to the sample size formula in Structural Equation Modeling, this study sample comprises 500 employees. Data analysis was conducted using SEM and path analysis by LISREL8.8. The results of this study confirmed the conceptual model: the effects of diversity management on human resource productivity. The mediator role of perceived organizational attractiveness, perceived organizational justice, and perceived social identity, has also been verified.

Selection of qualified human resources is a key success factor for a manufacturing and industrial organization. The aim of this study is to propose a Fuzzy Multi-Criteria Decision-Making (FMCDM) approach for evaluating the alternative options with respect to the decision-makers preferences. Two fuzzy FMCDM approaches have been proposed for solving the personnel selection MCDM problem in Ghadir Iranian Steel Company. They include Fuzzy Analytic Hierarchy Process (FAHP) and Fuzzy Technique for Order Preference by Similarity to Ideal Solution (FTOPSIS); the former is applied to determine the relative weights of the evaluation criteria in personnel selection (main and secondary components); and the latter is applied to rank the alternatives (personnel). Findings show that the proposed approaches are viable in solving the problem. When the ratings in some aspects are vague and imprecise، Fuzzy MCDM approach is a preferred solution.

The study of work ethics has gained great significance in recent years following the failures of major corporations and the West’s crisis. The main objective of this study is to examine the relationship between Islamic work ethics (IWE) and organizational commitment and its three dimensions including affective، continuance and normative commitments. This is a descriptive study that has been conducted in 2010. One hundred and fifty nine employees participated in this study who selected from hygiene، nursing & midwifery، pharmacy & medicinal sciences، dentistry، rehabilitation sciences، and management & information faculties through stratified random sampling. Data were collected via the 17-item Islamic Work Ethics Questionnaire، constructed by Ali (2000)، and the 24-item Organizational Commitment and its dimensions questionnaire، constructed by Meyer & Allen (1991). The collected data were analyzed through correlation and regression using SPSS17. The result of factor analysis confirmed the multidimensional nature of organizational commitment. The result of correlation and regression analysis also showed that there is a positive and direct relationship between IWE and total organizational commitment and its three dimensions. The demographical variables did not impact on IWE and organizational commitment. According to the results، the employees of Isfahan University of Medical Sciences are committed to the organization either because of an emotional bond to the organization or in the absence of better job opportunities outside the organization. It may be beneficial to convey these results to managers in order to make them aware of the fact that the employees are not reluctant to leave the organization for a better job with better conditions. In view of the relationship between Islamic work ethics and organizational commitment، it is recommended that university directors and presidents attempt to increase organizational commitment by providing ethical codes and promoting Islamic work ethics principles.