جستجوی مقالات مرتبط با کلیدواژه "individual growth" در نشریات گروه "علوم انسانی"

This research aims to provide a training model for growth of registration of documents and real-estate staff. It has been done by a mixed method (qualitative and quantitative). In the quantitative part, all the Hormozgan registration of documents and real estate staff were 154 and the number of qualitative sample is 15 people. The data gathering tool in the qualitative part was a semi-structured interview, and in the quantitative part, a researcher-made employee growth questionnaire. The face validity was checked and confirmed through the experimental implementation, the content validity through a comprehensive review of the literature and the judgment of experts, and the construct validity through factor analysis. The reliability of the questionnaire was calculated through Cronbach's alpha. Structural equation modeling was used to analyze the data, and one-sample t was used to determine the current situation, and one-sample t was used to compare the current and desired situation through SPSS software. To present the final model of the research, measurement modeling has been used, and structural equation modeling technique using PLS has been used to fit the model. The findings of the qualitative part identified two dimensions (individual and organizational). In the dimension of organizational growth with 8 and in the individual dimension with 3 components, which were 19 sub-components to measure them. The current status of the growth of registration of documents and real estate staff that there is a gap between the existing statuses in the organizational growth dimension and there is no gap between the current and desired status in the individual growth dimension. Based on the results of the research, the components and indicators were identified and the final model was drawn. This model can be used as a guiding charter for the planning of the general managers of the country's document and property registration organization.

In an organization's environment, human factors are exposed to various nervous and psychological pressures that negatively affect people's performance. The purpose of this study is to predict job burnout based on organizational culture and job satisfaction of employees of Shahid Beheshti University.

The present study was descriptive-correlation type, with the statistical population of all university employees in 1992. The statistical sample was 132 people who were selected using a random sampling method. The research was collected using Maslash's job burnout questionnaires, Hofstede's organizational culture, and Barry Field's and Ruth's job satisfaction questionnaires. The obtained data were analyzed using Pearson's correlation coefficient, linear regression analysis, and t-test.

The results showed a significant negative relationship between organizational culture and job burnout and a significant positive relationship between organizational culture and job satisfaction. Also, there is a positive and significant relationship between job burnout and job satisfaction; Organizational culture and job satisfaction can predict employee burnout. Also, there was a significant difference in job satisfaction between male and female employees, but no difference was seen in organizational culture and job burnout in both sexes.

Based on the findings of this research, a collaborative organizational culture creates the highest level of job satisfaction and the lowest level of job burnout.