جستجوی مقالات مرتبط با کلیدواژه "تعارض ارتباطی" در نشریات گروه "علوم انسانی"

The present study aims at investigating the effect of communication and task conflict on the employees’ knowledge sharing with the mediating role of trust and psychological empowerment in the Hamadan Education Organization.

This is an applied study, and a data collection form was used to conduct a survey. The statistical population includes the authorities and employees of the Hamadan Education Organization. Since the population is infinite, 384 people were selected out of the employees, experts, and authorities of this organization by simple random sampling. The variables were measured by a standard questionnaire. The data were analyzed by descriptive and inferential statistics. The hypotheses were tested by structural equation modeling (SEM).

According to the results, task conflict can explain the variance of the employee’s communication conflicts by 64.3% and the psychological empowerment of the employees by 29.8%. Communication conflicts can explain the differences in psychological empowerment of 71.1% of employees, trust of 6.9% of employees, and knowledge sharing of 19.9% of employees. Psychological empowerment can explain 28.8% of employee trust fluctuations and 23.4% of employee knowledge sharing. The employees’ trust can explain 37.5% of the variance of the employees’ knowledge sharing in Hamadan Education Organization.

In the first hypothesis, the effect of task conflict on communication conflict was approved by 0.643. The results of the present study are consistent with the findings reported by Wei-Tsong Wang et al. (2019). In the second hypothesis, the effect of task conflict on the psychological empowerment of the employees was approved by -0.298. The standardized coefficient of correlation between these two variables is negative. So, this further strongly suggests that an increase in task conflict leads to a decrease in psychological empowerment of the employees, and vice versa. The results of this research are consistent with the findings reported by Mohammad et al. (2013). In the third hypothesis, the effect of communication conflict on the psychological empowerment of the employees was approved by 0.071. The results are consistent with the findings reported by Wei-Tsong Wang et al. (2019). So also, another hypothesis has approved the effect of communication conflict on the employees’ trust by 0.288. The results are consistent with the findings reported by Wei-Tsong Wang et al. (2019).  In the fifth hypothesis, the effect of psychological empowerment on the employees’ trust was approved by 0.069. The results are consistent with the findings reported by Alajmi (2017).  In the sixth hypothesis, the effect of psychological empowerment on the employees’ knowledge sharing in the Education Department was approved by 0.158. This finding is consistent with the results of studies performed by Helmy et al. (2019) and Ghalavandi et al. (2017).   In the seventh hypothesis, the effect of trust on employees’ knowledge sharing in the Hamadan Education Department was approved by 0.375. This finding is consistent with the results of studies performed by Hasanzadeh and Alizadeh (2017) and Ebrahimi et al. (2012). This hypothesis suggests that there is a significant positive relationship between the components of organizational trust and all the dimensions of knowledge management. Furthermore, trust components including the employees’ trust in each other, trust with the manager, and institutional trust can also play a significantly positive predictive role in explaining knowledge creation, knowledge sharing, knowledge application, and knowledge preservation. In other words, it can be concluded from this hypothesis that higher trust leads to participation in knowledge sharing and management that can eventually be effective in capability and performance. In the eighth hypothesis, the effect of communication conflict on the employees’ knowledge sharing was approved by 0.199. This finding is consistent with the results reported by Wei-Tsong Wang et al. (2019). Finally, the ninth hypothesis approved the effect of task conflict on the employees’ knowledge sharing in the Hamadan Education Department by -0.23. As the standardized coefficient of correlation between these two variables is negative, an increase in task conflict leads to a decrease in the employees’ knowledge sharing, and vice versa. Therefore, the research hypotheses show that the lower the conflict between the employees, the higher their trust in the organization will be. Thus, they will be more motivated to participate in group and systemic activities such as knowledge sharing and information exchange between different sectors. As shown in current and previous surveys, the factors mentioned can promote and improve employee performance and thus organizational performance.

The present study investigates the effect of intra-organizational conflict on the performance of staff (Case Study of the Air Defense Base Station of Khatam Al-Anbia (PBUH)). The researcher has used data analysis and interviews with the experts to analyze the data. Therefore, the research method of this research is descriptive and in the form of mixed analysis (quantitative and qualitative). The data collection method is fieldwork and library. The statistical community of this research includes commanders, deputies, managers and all personnel of the headquarters of the air defense base of Khatam-el-Namba (SA). The population of the sample is calculated using a simple sampling method based on the sample size table of the statistical population, which is equivalent to 72 people.
The results of the research show that the communicative conflict (with respect to the components of opposition, intervention and emotions) and group conflict (with respect to the components of intra-group conflict, inter-group conflict) have affected the performance of the staff of the headquarters of the air defense base of Khatam Al-Anbia (PBUH) and will reduce performance. According to the findings of the research, suggestions addressed to the Human Resources Department, the President of the Health Department, the Director of Inspection and Safety, the Deputy Chief of Education and Training, and other assistants, decision-makers and decision-makers at the Aerospace Defense and Assistance Directorate Plans and plans of the Parliament and the Assembly have been written

the aim of this study is to investigate the impact of altruism on perceived organizational learning capability with the role of mediator between sport and youth of gilan and mazandaran provinces. the method of descriptive - correlation and statistical population of all employees of the departments and organizations of sport and youth in gilan and mazandaran province were selected from the questionnaire collected through simple random sampling, 218 samples. the path analysis shows that altruism affects the perceived organizational learning capability of the two provinces, there is a significant relationship between altruism and communication conflict in the sports departments of the two provinces, and the conflict has a negative effect on perceived organizational learning capability in the two provinces and, ultimately, the communication conflict plays a mediator role in altruism and perceived organizational learning capability in the two provinces sport departments. Officials and policy makers need to pay special attention to the development of altruism, enhancing organizational perceived learning capabilities and strengthening team spirit in organizations to dominate the issue of conflict and build empathy and efficiency among employees.

The purpose of this research was to study the effect of sport friendship quality on sport enjoyment and commitment of Soccer player adolescents. The sample of this study consisted of 134 adolescent (12 – 16 year) that participated in Shahrood Soccer schools in summer of 1392. Sport friendship Quality، Sport Enjoyment and Commitment questionnaires were used to collect the data. Findings indicated that sport friendship quality and relationship conflict have significant effect on sport enjoyment but don’t show significant effect on sport commitment. The section of total effect indicated that the largest effect on sport enjoyment was related to relationship conflict، and the largest effect on sport commitment was related to sport enjoyment. Endogenous Variables’ R-Square indicated that %10 of sport enjoyment variance by sport friendship quality and relationship conflict، and %70 of sport commitment variance by sport friendship quality، relationship conflict and sport enjoyment is predictable. Also، the Model showed a good fit to the data.