جستجوی مقالات مرتبط با کلیدواژه « هویت سازمانی » در نشریات گروه « علوم اجتماعی »

The purpose of this study was to investigate the the impact of spirituality in the workplace on organization identity with mediating role of organizational health and deviant behavior. This research was an applied research in respect to its purpose and correlational descriptive in respect to its methodology. The statistical population consists of managers and experts of Isfahan Gas Company. Among 1532 Managers and experts of this company, 243 people using the method Random sampling was selected proportional to the sample size. To assess the reliability of the questionnaire, Cronbach's alpha was used and the reliability of all criteria was higher than 0.6, and therefore, the reliability of the questionnaire was confirmed To assess the validity of the questionnaire, structural validity and confirmatory factor analysis were used. For analyzing data, the way of SPSS20 and AMOS20 software was used. The results of this researched showed that spirituality in the workplace is significant on organizational identity (B=0/57), deviant behavior (B= -0/19) and organizational health (B=0/14). Deviant behavior and organizational health have a significant effect on organizational identity (B=-0/12 & B=0/33). The mediation of deviant behavior in the impact of spirituality in the workplace was confirmed on organizational identity, but organizational health mediation in the impact of spirituality in the workplace on organizational identity was not approved.

Organizational identity is one of the most important factors that could play a critical role in improving job performance. This issue is more important in the military organization because of the central role of human resources and the complexity inherent in their mission. Military universities play a vital role because of their impact on the training and staffing of these organizations. The aim of this study was to identify the relationship between organizational identity and job performance of the military university staff. The research methodology is based on the survey and correlation. The statistical population of this research included 110 cadres of the Military College, who were selected using a simple random sampling method. The research instruments for collecting data include two standard questionnaires: The organizational Identity questionnaire by Cheney containing 25 questions, and the Paterson Job Performance questionnaire which has 16 items. Cranach’s alpha coefficient is used to confirm the validity and the reliability of the questionnaires respectively. Pearson correlation coefficient, Linear Regression in addition to Analysis of Variance methods are employed for testing research hypotheses by the SPSS18 software. The findings of this research indicated that the organizational identity is in a positive direct relationship with the job performance of military university staff.

1.Introduction As a phenomenon, identity has been the interest of philosophers and thinkers in areas of psychology and sociology for many years. By definition, organizational identity is a description of how members of organizations define themselves as a social group through which they distinguish themselves from the members of other organizations. Given the vast changes in the atmosphere revolving around organizations in recent years, the issue of identity has been increasingly focused on in the areas related to organizations. In this regard, researchers have examined the causes and implications of the subject in which the impact of knowledge management on organizational identity through the mediator role of psychological empowerment and social capital has been overlooked. 2. Theoretical Framework
There is little consensus on the meaning and definition of organizational identity; in fact, this construct represents particular means through which individuals define themselves based on their membership in a particular organization. Organizational identity is a conceptual link between the awareness of organizations and self-awareness. Organizational identity is a notion for defining individuals’ relationship with the organization they work in. Knowledge management is one of the main components of management systems which specify how and where knowledge can be acquired and transferred. Knowledge management offers the means for the transformation and evolution of information to knowledge as well as how to transfer them. In other words, knowledge management provides a general scheme
for the technical infrastructure of knowledge management. As a subcategory of organization management and one of the main constituents of knowledge management systems, knowledge management indicates how and where knowledge can be acquired and transferred; it entails three major parts, including skill, information, and structure, with innovation also being a part of it. Considered as a competitive privilege, one of the major capitals of any organization is to have efficient, capable, and cooperative human resources. Studies on leadership and management skills demonstrate the act of human resource empowerment as the main axis of the effectiveness of organizations and management. In this case, managers do not have sufficient time to control their staff, and they should spend the majority of their time and energy on identifying the inner and outer environments of their organization and assigning other routine duties to their employees. What highlights the need for empowerment more than ever is that firstly empowered staff would regard themselves as more effective in their workplace and share such empowerment with their collogues; secondly, they would deem themselves as innovators, showing less fear toward trying new things. Social capital reflects social platforms and relationships which have significant implications. In some studies, a strong correlation has been found between physical and spiritual health and positions in networks. Today, the subject of social capital has become the main focus of scholars in scientific areas, particularly organizational researchers. One of the main causes of such focus is related to the importance and benefits of social capital in today’s world, especially in the area of organizations. Similar to other forms of capitals, social capital provides generating points and the probability of success regarding particular purposes, which would not have been possible otherwise. 3.Methodology The population of this study includes the entire Mashhad's municipality staff (i.e., 2851 individuals) out of which 332 people were selected through random sampling. As for data collection, the knowledge management questionnaire by Curran and Kruger (2004), psychological empowerment questionnaire by Spreitzer (1992), organizational identity questionnaire by Cheney (1983), and social capital questionnaire by Nahapiet and Goshal (1998) were used. To evaluate the validity of questionnaires, content validity and factor analysis were used; the reliability was also assessed using Cronbach’s alpha, and given its higher values than 0.7 in all questionnaires, the reliability was confirmed. 4.Results The hypotheses of the study were tested using structural equations model. The path coefficients among the variable of knowledge management on organizational
identity, empowerment, and social capital were 0.424, 0.472, and 0.647, respectively. Furthermore, the path coefficients of psychological empowerment and social capital on organizational identity were 0.416 and 0.465, respectively. Significant coefficients in these paths were respectively obtained as 2.156, 6.126, 8.711, 2.806, and 2.333, which shows that the first five hypotheses of the study have been confirmed. Moreover, given the value of t score obtained from Sobel test as 1.97 and 2.79 which were higher than 1.96, it can be concluded that the impact of mediator variables of psychological empowerment and social capital on the relationship between knowledge management and organizational identity is significant at 95% confidence level. As a result, the observed indirect relationship is statistically significant; therefore, the sixth and seventh hypotheses of the study were confirmed. 5.Conclusion Organizational identity has many various causes; however, this study attempts to examine the impact of knowledge management on the organizational identity variable through the mediator role of psychological empowerment and social capital. The results of the study show that knowledge management directly affects the organizational identity of Mashhad's municipality staff through the mediation of psychological empowerment and social capital. In general, since human resources are the most important and valuable capital of any organization and that concentrating on such invaluable capital may impact the failure or success of any organization, it is vital that managers pay attention to developing the identity of their staff. The results indicate that concentrating on subjects such as the participation of staff in decision making, the empowerment of human resources, the delegation of authority, mutualistic relationships, participatory administration, the assignment of the staff to organizational knowledge, and the flexible structures that are indices of knowledge creation, social capital, and knowledge management in organizations may affect the staff to be more committed to their organization and its purposes and values. This, in turn, results in a stronger organizational identity. Moreover, as a result of enhancing organizational identity among the municipality’s staff, they will show a higher job performance and citizen behavior of the staff as well as fewer resignations, inefficiencies, delays, and unjustified absences.

This study aims to investigate how occupational motivation is associated with organizational identity through social capital. This analysis is based on a survey including 296 academics of Kordestan University and Rezi University in Kermanshah. Generally speaking, the research findings of this study demonstrate that they key variables of this analysis including occupational motivation and organizational identity, occupational motivation and social capital, organizational identity and social capital are significantly and substantially correlated. In addition, organizational identity and social capital can predict occupational motivation. Finally, the cognitive component of organizational identity has a positive and significant effect on occupational motivation of the academics included in the present analysis.

Today the university as an effective organization can be, Organizational capacity development as a model of planned change to use Learn to solve problems, adapt to environmental changes, improve their performance and effectiveness in the future. In order to build capacity in universities must intangible assets such as organizational identity focused. organizational identity plays a central role in regulating the behavioral norms of the organization's members. The of finding identity, employees of the important characteristics as the characteristics they attract. The purpose of the present study organizational characteristics that affect organizational coherent identity to the basis for Organizational capacity development.
Material & This research is based on the target application is based on a description of the method of data collection survey. The population of the city of Hamadan University research represents all employees, Sample using Cochran's formula for infinite population, 392 employees randomly from four universities in the city of Hamedan (Bu Ali Sina, Medical Sciences, industrial, Islamic Azad) were selected. Data collection questionnaires organizational characteristics With 29 Question, corporate identity With 8 Question and organizational capacities With 22 Question were evaluated. Cronbach's alpha coefficient, to assess the reliability of the questionnaire was at an acceptable level above 0/90. Data analysis using confirmatory factor analysis and structural equation modeling using LISREL and SPSS software was used.
Discussion of Results & Confirmatory factor analysis results showed all factor loadings (λ) obtained the obvious variables, are statistically significant at the %5 error level. It is obvious that variables fitness model acceptable to measure structures were hidden. Analysis results show that the structural relationships; the effect of a coherent strategy is on the corporate identity of (0/90) considering the significant amount of T statistic at %5 the first hypothesis that the positive impact of the strategy on corporate coherent identity is confirmed. The effect of other variables affecting coherent corporate identity in order to is, Tools and support (0/86), quality management (0/83), internal communications (0/87), openness and dynamism (0/79), Considering the significant amount of relevant statistic T to each of them at the level of 5% error, Fourth and fifth hypothesis that the positive effects of other institutional factors affecting organizational identity verification are integrated. Coherent corporate identity in relation to the impact on cohesion, the positive effect is of (0/94), considering the significant statistics at %5 T, Sixth hypothesis is confirmed. The effect of coherent identity to other organizational structures pave the way for the development of institutional capacity is in order to, Informal communication (0/87), the centralization (0/79), feedback-control system (0/84) and organizational performance (0/80) Considering the significant amount of relevant statistic T to each of them at the level of 5% error, The seventh to the tenth of a coherent identity hypothesis positive impact on other organizational structures organizational capacity will be verified. Finally, the index values of the goodness of fit of the structural model research all were acceptable limits. This shows that good research model fitted to the data or the is structural model. Therefore say the results of the activities of the staff to achieve the goals described in terms of organization and social activities, can be effective in enhancing the identification of employees. In addition, increasing staff participation in organizational decision and enhance the sense of responsibility and staff Encourage responsibility for their orientation through a fair reward system will be facilitates access to the development of institutional capacity. Accordingly, the organization of the coherent identity is more important, access to opportunities and conditions for the development of organizational capacity will be easier.

Present study examined the status of culture of Sport and Youth Organization of Northern Khorasan and determine its relationship with Organizational Identity. This study, in terms of purpose is applied and in terms of data collection is descriptive - correlation. research statistical population was all of the employee of sport and youth organization of northern khorasan with 105 persons that all individuals comments were taken. Research instruments including: organizational culture- denison and organizational identity- mael & ashforth. Data were analyzed using the Pearson correlation coefficient and Enter- regression test . Results revealed that there is posetive significant relation between organizational culture and its dimensions with organizational identity. Furthermore, the results indicate that the organizational culture variables can significantly predict the changes of corporate identity. Also Results suggest that organizational culture in all four dimensions is greater than the average. Based on the research findings can be expected with improve of statuse of organizational culture, organizational identity of people will increase.

Organizational identity has been found to have a positive influence on organizational citizenship behaviors. The purpose of this study was to investigate the employees’ organizational identity at Razavi University of Islamic Sciences (RUIS) and Khayyam University (KU) of Mashhad and its relationship with their organizational citizenship behaviors. The method was of survey type. The statistical population consisted of all official، semi-official، and contract employees at the two universities under investigation in 2011- 2012 educational years. The sample consisted of 75 employees from RUIS and 50 ones from KU. The respondents were selected by applying a census sampling method. The data was collected by using an organizational citizenship behavior questionnaire developed by Podsakof et al. (2000) and the organizational identity questionnaire by Cheny (1982). The reliability was measured by Cronbach alpha and the validity of questionnaires was evaluated using the opinions of experts and authorities in the field of management. The data was analyzed by t test and Pearson correlation and ANOVA. The results showed that there existed a significant relationship between organizational identity and organizational citizenship behaviors of the participants.