جستجوی مقالات مرتبط با کلیدواژه « کارکنان » در نشریات گروه « کتابداری و مدیریت اطلاعات »

Cybernetic management is a new approach in the management of organizations whose main task is to pay attention to internal issues. Since human resources in organizations are known as real and vital organizational capitals. The current research aimed to investigate the effect of cybernetic management on the effectiveness of Tarbiat Modares University employees.

The current research is applied in terms of purpose and descriptive-survey in terms of method. Documentary and field library methods have been used to collect data. The statistical population of the present study included 100 employees of Tarbiat Modares University who were selected by random sampling. The research tool is a standardized employee effectiveness questionnaire and a cybernetic management standard questionnaire that was designed online and its link was provided to the employees. Content validity was used for validity, and Cronbach's alpha method was used to check reliability, which was reported as 0.74.

The findings show that considering that the average obtained for cybernetic management and the effectiveness of employees are 4.25 and 4.45, respectively, and these averages are higher than the theoretical average (3). be Therefore, the state of cybernetic management and the state of employee effectiveness in Tarbiat Modares University is above average and is at a favorable level.

The results of this research show that according to the existing correlations between the variables, there is a positive and significant correlation between the components of cybernetic management (predictor variable) and the effectiveness of employees (criterion variable).

Nowadays, students and the scientific community are eager to improve their access to and receive support from information services. Libraries and information centers are making significant changes to keep up with this phenomenon. In the ever-changing landscape of knowledge, the role of information specialists has also evolved. Some researchers believe that the only solution available for information professionals to overcome all the problems caused by the ever-changing environment in the digital age is change management. Therefore, the present study was conducted to investigate the impact of managers' attitudes toward change and the development of human resources on knowledge management in university libraries.

The present research is descriptive in nature and purpose, and it employs a correlational survey approach for data collection. The research's statistical population consisted of 49 university library managers in Fars province in 2021-2022, who were selected using the census method. To collect the data, organizational change questionnaires based on ADKAR's Model (Hiatt, 2006) were utilized. These questionnaires included six components: participating in change, supporting change, not resisting, preparation for change, informing, and understanding the need for change. Additionally, Shai's (2006) human resource development model, consisting of four components (staff training, competence development, information sharing, and empowerment), and Lawson's (2003) knowledge management model, comprising six components (applying knowledge, disseminating knowledge, organizing knowledge, storing knowledge, knowledge creation, and knowledge absorption), were employed using the Likert scale. The validity of the questionnaires was confirmed by assessing both the face and content validity. The reliability of the questionnaires was confirmed with estimated values of 0.74, 0.81, and 0.78, respectively. To assess the normal distribution of the data, the Kolmogorov-Smirnov test was conducted. To test the research hypotheses, the beta regression coefficient (path coefficient), the t statistic, and the Pearson correlation coefficient were utilized with PLS software.

The research results revealed that the attitude towards change significantly impacts the development of human resources in academic libraries, with a path coefficient of 0.733 and a t-value of 7.016 at a 95% probability level. This indicates that a one standard deviation increase in the attitude towards change leads to a 0.733 standard deviation increase in the development of human resourcesin academic libraries. On the other hand, the impact of attitude toward change on knowledge management was confirmed with a path coefficient of 0.746 and a t-statistic value of 254.8. The Pearson correlation coefficient between the two variables is 0.735, and with a significance level of 0.00, it can be concluded that there is a positive and significant correlation. Knowledge management also had a significant impact on the development of human resources, with a path coefficient of0.483 and a t-statistic value of 397.2 in the libraries under investigation. The study confirmedthe direct impact of attitude toward change on human resource development. It also found that knowledge management serves as a mediator in this relationship. Based on the data obtained, thereis a 95% probability that the impact of attitude towards change on human resources development (0.483 ´ 0.746 = 0.360) has occurred through the mediation of knowledge management.

The current research provides a new perspective on the transformation of university libraries under study. Exploring the mediating effect of knowledge management and attitude towards change, as well as its positive and direct impact on the development of human resources, can provide a suitable strategy for the advancement of university libraries. This strategy should consider new methods of delivering services to customers in accordance with national and international standards.Based on the obtained results and the confirmation of all research hypotheses, it is recommended that university library managers prioritize emphasizing the benefits of redirecting human resources development and enhancing the capabilities and skills of employees.Developing a strategy to implement change as a positive force for achieving organizational goals and objectives necessitates training and developing new skills and capabilities to enhance the knowledge of both individual employees and the organization as a whole. This will enable them to effectively participate in the implementation of new goals and reduce the challenges associated with change.

The mission of research and educational organizations has turned them into knowledge-based organizations, which requires an appropriate and clear strategy in order to function effectively and achieve the vision. Therefore, this research aims to identify and prioritize knowledge management requirements in the Institute for Trade Studies and Research. The requirements of knowledge management were prioritized based on research literature, standard questionnaires, and brainstorming according to the views of experts and managers of the Institute for Trade Studies and Research by the fuzzy Delphi method, and the application of distance techniques. The current research is practical in terms of its purpose, and in terms of research method and data collection, it is a descriptive survey. In terms of the basis of the type ofdata collected, it was quantitative and the tool of data collection was a questionnaire. The expertsof this study are the directors of the Business Studies and Research Institute, and knowledge management specialists in 2021. Based on the judgmental sampling method, samples were selected according to their expertise. Research criteria were extracted from the study of knowledge management in institutions. Next, to analyze the criteria of the research, two questionnaires were distributed among the experts: Fuzzy Expertise and Codas Prioritization. Expertise questionnaires with the fuzzy Delphi technique, and the priority assessment questionnaires were evaluated with the CODAS technique. Due to the fact that the categories of the questionnaire were obtained from the background review of valid international and domestic articles in the fields of knowledge management in institutions, both the expert assessment and priority assessment questionnaires have good validity. Also, due to the selection of the appropriate sample size(15 people) and screening criteria, the priority questionnaire was reliable. The sample size in this research was equal to 15 people, which is a good number for expert-oriented methods with a judgmental nature. Based on CODAS analysis, the first priority is the alignment of knowledge management activities with the vision and mission of the organization, the second priority is the provision of a communication field for the organization's people through communication technologies (Internet, intranet, chat room, webinar, etc.), the third priority Support of high-level executives for knowledge activities, the fourth priority is the existence of systems to attract and transfer new ideas and experiences, the fifth priority is a database for the archive of completed projects, the sixth priority is to continuously update the specialized knowledge of the organization, the seventh priority is to promote employees' awareness of the benefits of employment. Knowledge, the eighth priority, the existence of the process of receiving users' needs through executive units and their direct participation in the implementation of projects, respectively, have 8 priorities in the knowledge management requirements in the organization. Appointing the manager of knowledge programs to develop the knowledge assets of the organization; Creating business teams based on information technology; Development and expansion of the cause and purpose of knowledge management with the help and support of senior managers to establish knowledge management in the Institute of Business Studies and Research; Instead of considering knowledge management as a system for maintaining and storing its knowledge, the Institute of Business Studies and Research should create databases by creating a knowledge map to identify all the personnel of the organization and store their information according to their special expertise and knowledge, to have access to that information when needed to meet the needs of the organization. Identifying and prioritizing the needs of knowledge management in the organization helps managers to allocate their limited financial, time, and human resources to the preferred and prioritized issues to implement knowledge management.

Considering the importance of creating spiritual motivation in employees as a success factor in the implementation of knowledge management, the present study aimed to identify and rank the effective spiritual motivational factors in the establishment of knowledge management and the degree of affecting and impressible of these factors relative to each other from the perspective of experts in this field. This research is practical in terms of purpose and mixed in terms of method. First, by reviewing the literature, the effective spiritual motivational factors in the establishment of knowledge management were identified, and then the Delphi survey method was used to confirm the identified factors and reach a general consensus. For this purpose, a questionnaire containing the identified factors was prepared and distributed among the members of the expert team. Then, by preparing another questionnaire, known as Dimtel method questionnaire, the members of the expert team were asked to determine the intensity of each factor's effect in pairs. In this research, Dimtel's method was used in order to prioritize and identify causal and effectual factors. The statistical population of this research is 12 active and familiar experts in both the fields of knowledge management and human resource management. Out of a total of 27 identified motivational factors, 17 effective spiritual motivational factors in establishing knowledge management were approved by the experts. After determining the intensity of the existing relationships between the variables, based on the opinion of experts and performing the steps of the Dimtel Fuzzy method, it was determined that Leadership style and managerial actions, organizational culture and organizational justice are the three priorities that have the most influence on other spiritual motivational factors in the establishment of knowledge management and Employees' participation in affairs, creating a sense of being valued, and career advancement and promotion are the most effective spiritual motivational factors in the establishment of knowledge management. Also, the conditions of the working environment (physical conditions, equipment, etc.) are independent and do not have any influence or effectiveness on other factors. Motivated human resources, directly and indirectly, affect the implementation of knowledge management. In the meantime, spiritual motives lighten the burden of responsibility and make the road smoother. Therefore, one of the important tasks of managers of organizations that have created knowledge management initiatives in their organization or are in the early stages of implementing knowledge management is to know ways to create and strengthen spiritual motivation in employees. Investing more in influential factors, in addition to directly affecting the factor itself, can also influence other factors and indirectly respond to some of the executive burdens of other factors.

The tacit knowledge transfer is an interactive process based on trust between the parties. Individual motivation seems to be effective in increasing staff's willingness to transfer tacit knowledge. Accordingly, the current research studied the effect of organizational trust and the mediating role of individual motivation on the willingness to transfer tacit knowledge among public library staff.

The current research is applied based on the purpose and descriptive in terms of the data collection method. The statistical population includes all the employees of the public libraries in Fars province in 2021 (350 people), which by Cochran's formula, 142 people were selected as the statistical sample. To collect data, Fuller (2018)'s Organizational Trust Questionnaire and Individual Motivation Questionnaire were used. In order to investigate the effect of organizational trust on individual motivation and tacit knowledge transfer, confirmatory factor analysis and partial least squares technique have been used. The software used for data analysis are SPSS and PLS software.

The results show that the effect of organizational trust on the desire to transfer tacit knowledge is 0.390. The effect of organizational trust on personal motivation of employees is 0.798 and the effect of individual motivation of employees on the desire to transfer tacit knowledge is 0.437. Therefore, organizational trust and individual motivation have a direct positive and significant effect on the desire to transfer tacit knowledge of employees. But the indirect effect of organizational trust on the tendency to transfer tacit knowledge due to individual motivation is 0.349, which has decreased compared to the direct state.These results show that employees' individual motivation has a moderate effect of organizational trust on the desire to transfer tacit knowledge.

Although organizational trust and individual motivation each have a direct positive and significant effect on the desire to transfer tacit knowledge of public library staff, the mediating role of individual motivation has not increased the effect of organizational trust on the desire to transfer tacit knowledge. Therefore, individual motivation cannot be considered as an effective mediating variable in the process of effective tacit knowledge transfer.

Nowadays, organizations have too much attention to organizational knowledge management for achieving superiority among organizations. Organizations must provide the ground for sharing the knowledge amongst employees and develop behaviors to convince them that they should act beyond the requirements of their formal roles and responsibilities (organizational citizenship behavior). Another important factor facilitating knowledge sharing is the motivation of employees to participate in sharing knowledge (Work engagement). Therefore, the purpose of this study was to investigate the relationship between work engagement and knowledge sharing by mediating organizational citizenship behavior among non-clinical staff of Ahvaz Jundishapur University of Medical Sciences.

The present study was applied in terms of its practical purpose, information gathering methods, correlation through structural equation modeling (SEM), time and cross-section perspective (in 2018), and the type of data used is qualitative. The research population was consisted of 1182 non-clinical staff of Ahvaz Jundishapur University of Medical Sciences. The sample size was determined by Cochran formula and 280 members were selected by stratified random sampling. The data collection tools included three questionnaires, including Knowledge Sharing questionnaire (Chennamaneni, Teng & Raja; 2012), work engagement questionnaire (Schaufeli, Bakker & Salanova; 2006), and the organizational citizenship behavior questionnaire (Podsakoff, MacKenzie, Paine & Bachrach; 2000). The proposed model test was performed using the structural equation model using AMOS-21 software.

The results indicated a positive and significant relationship between work engagement and organizational citizenship behavior (r= 0.48), organizational citizenship behavior and knowledge sharing (r = 0.47), and work engagement with knowledge sharing (r = 0.54) which is meaningful in P

Organizational creativity has always been influenced by various variables and factors. One of the affecting components on organizational creativity is the various processes of knowledge management and the phenomenon of organizational citizenship behavior. Thus the purpose of this research was study of relationship between knowledge sharing and organizational citizenship behavior with organizational creativity in Higher Education Institutions. Research type was descriptive correlative and statistical population consisted all of staff employees in University of Qom (N=344) that by using Cochran Formula and stratified randomized sampling 260 ones were chosen as sample. To gathering data’s used from knowledge sharing standard questionnaire, organizational citizenship behavior standard questionnaire and organizational creativity questionnaire. Content validity was used to measure questionnaires validity. Questionnaires reliability through Cronbach alpha coefficient obtained equal to 0.91 for knowledge sharing, 0.82 for citizenship behavior and 0.85 for organizational creativity. Data’s analysis done in descriptive level (frequency, percentage, mean & standard deviation) and inferential level (one sample t-test, regression coefficient & structural equation modeling) by using Spss & Amos Graphic software’s. Finding showed mean of organizational citizenship behavior in different components were bigger than average and mean of knowledge sharing and organizational creativity were lower than average. Regression coefficient showed that both knowledge sharing and organizational citizenship behavior can predict employees' organizational creativity.

The aim of the present study was to investigate the resilience of Kermanshah public library staff to the earthquake.

The present study is applied research that adopted a survey method. The sample size was 97 employees of Kermanshah public libraries. The data were collected using a resilience questionnaire. Cronbach's alpha coefficient was used to assess the reliability of the questionnaire, which was 0.929. Data analysis was performed using Single group token test (mark), Excel software, and SPSS 23.

The findings showed that resilience dimensions including social dimension with an average of 2.89, economic dimension 2.53, organizational dimension 2.54, and physical dimension 2.77. In general, the overall average of resilience was equal to (2.71), which indicated that there was a significant difference between the theoretical average (3) and the obtained means. Therefore, Kermanshah public libraries staff are in an unfavorable situation of resilience against earthquakes.

In this regard, earthquake preparedness training by public libraries is essential to take a step towards sustainable library development.

The impact of information communication technology literacy on self-directed learning in public organization Abstract

The purpose of this study was to explain the role of information and communication technology literacy on self-directed learning.

Research methodology was, descriptive-correlation and analysis method was structural equation modeling. Population was 1500 person of Ministry of Cooperatives, Labor and Social Welfare that by using of 360 formula Cochran sampling and simple random sampling method, a sample of individuals were selected. Used ICTL questionnaires of Katze and Macklin with reliability (0.97), and self-directed learning questionnaire from Abili and Mazari(2014) with reliability(0.93).

The correlation results showed ICTL and SDL have positively correlated with each other (P<0.01). Results of regression showed, describing, managing and communicating as a component of ICTL have multiple correlations with self-directed learning and predicted 23% of their changes. Structural equation modeling showed that ICT literacy with path(γ=0.50), has been effect on self-directed learning. Key words: ICT literacy, SDL, staff

This study intends to explore the personal knowledge management (PKM) skills and capabilities of staff of Shahid Chamran University of Ahvaz (PKM) based on Avery et al model (2001) in order to provide strategies for improving individual and organizational knowledge management performance in this university.

The present study is descriptive-analytical survey and qualitative and semi-structured interview methods have been used through interpretational data analysis. The research instrument was predesigned questionnaire based on Avery et al model. The statistical population includes 404 staffs of Shahid Chamran University of Ahvaz who are not faculty member and having Bachelor and Master of Arts and PhD degrees working in 7 different areas at university in 2017-2018. Based on Krejcie- Morgan Table, the sample size was determined as 196 subjects who were selected through random stratified sampling method in respect to each working area and 155 out of 196 questionnaires were returned back.

Quantitative data analysis showed that mean PKM is 3.64 which is evaluated as desired concerning Likert scale scoring; however, the results of interview indicated that staffs are confused in data analysis, data and knowledge sharing and dissemination and are not well able to express such concepts.

Inthemodernorganization,corruptionisanegativephenomenon,whichmeasuresthevalues oftheorganizationsandnormsofbehavior;andthenegativeeffectonemployeeswhoadhere togoalsandorganizationalprocesses.therefore,thehumanstrengthasoneofthemost importantassetsoftheorganizationisalwayspronetodamageanderosioncausedbyinternal andexternalfactors;intheeventoftheorganization,asupportsystemandadapttoscientific, humanandethicalprincipleswillbeabletoincreasestaffperformance,efficiencyand performanceofemployees.thepurposeofthispaperistoanalyzeandanalyzethecorruption behaviorsattheindividuallevelandtheorganizationalset,andthenanalyzecorruption behaviorsatindividualandcollectivelevels,andtheninvestigatecorruptionbehaviorson theindividualandcollectivelevels,andtoinvestigatetheunderlyingcausesofhuman resources in the presence of corruption intheorganizational environment.

The main objective of the study was to investigate the relationship between information literacy skills and health literacy skills of staff working in the Regional Information Center for Science and Technology.
A descriptive- correlation survey method has been used in this study. For data collection, two questionnaires have been used. The population of the study included all 103 staff of the Regional Information Center for Science and Technology, Shiraz, Iran. Based on the simple random sampling method and with use of Krejcie and Morgan table, 80 employees were selected as the study sample. For data analysis and hypotheses testing, one-sample T test and Pearson correlation test have been used with the help of SPSS 22.
FINDINGS: Results showed that the rate of staff's information literacy skills and health literacy skills has been higher than average. Also, there is a significantly positive relationship between staff's information literacy skills and their health literacy skills.
According to the research findings, it seems that to increase health literacy and obtain reliable information on health issues as well as the evaluation, interpretation and use of this information, it is necessary to increase information literacy skills. Therefore, providing suitable training courses in this area is inevitable.

This study aimed to explain a relationship of knowledge management with organizational effectiveness of the central institution of Payam Noor University. The research method was descriptive and correlational and data analysis method was a regression that Sample size was determined 210 personnel by Stratified random sampling. Self-leadership questionnaire of Baat (2000) with the reliability (α =0/92) and organizational effectiveness questionnaire of Parsons (1996) with the reliability (α=0/91) were used to collect data. Findings: Results showed knowledge management and organizational effectiveness of Personnel lower than the average. Results showed that the components of KM & OE  had a correlation with each other. Also, knowledge management had a significant positive correlation with organizational effectiveness . results of this research showed  that   among the components of KM, knowledge acquisition (%48) predicted of organizational effectiveness. Also, there is no meaningful relation between demographic specification and variables of research, knowledge management and organizational effectiveness.

The main objective of this study is to describe and analyze personal knowledge management skills among staff of Ferdowsi University of Mashhad. To achieve this goal, the case study research was used. The study population included all the staff which is permanent post formed expert, which means all the staff except the faculty staff of Ferdowsi University of Mashhad. Data collection was performed in two stages. First, in order to describe the amount of having the personal knowledge management skills of the staff of the Ferdowsi University of Mashhad, 137 experts of university were chosen for study. At this stage in order to collect data, the questionnaire of personal knowledge management skills Avery et al (2001) was used. The results of the quantitative data analysis showed that the experts at the University of Mashhad have an appropriate information in the personal management skills. In the second stage, to identify activities focused on each individual's knowledge management skills, the semi-structured interviews were used. The main number of informants at this stage of research consisted of sixteen permanent experts of Ferdowsi University of Mashhad. Based on the findings of qualitative data analysis at this stage, The most important activities related to personal knowledge management skills are: data recovery (data collection and schooling and gain information, ask, etc.), evaluation of information (recognize of good bases, evaluation of information, Check information proportion with the needs, etc.), Organizing information (prioritize, mentally planning, writing the key words, etc.), the sharing of knowledge and information (identification and problem solving, communicating with colleagues, adopt practices, etc.), Data analysis (analysis of information, use of information), the dissemination of knowledge and information (data exchange, information, putting information at the disposal of clients, etc.), security information (security information, supporting the information, annual Archives, etc.).

Object: The aim of this research is to study organizational effectiveness factors in academic libraries of Iran from viewpoints of managers and personal and is held based on Parsons’ model. The research type was an applied one and the method is survey. The study population consisted of central and faculty libraries belonging to universities of Iran’s Ministry of Science, Research & Technology. Cluster sampling method was utilized. A standard questionnaire was used as the data collecting tools. The validity of the questionnaire was evaluated by some specialists and its reliability was estimated by Cronbach’s alpha test. The obtained results showed that from managers’ viewpoints, while the difference was observed on three criteria, only on the area of "Goal attainment" no difference between the average score of respondents and optimal point was observed. From personnel’ viewpoints, there is difference between the average scores of all effectiveness factors and optimal point. "Goal attainment" criteria were first priority from manager’s viewpoints and "Legitimacy" criteria was first priority from personnel’s viewpoints. In addition, in all parsons’s effectiveness factors (adaptation, goal attainment, integration and legitimacy), the managers had a higher average score than personnel. Moreover, results showed that a significant difference found between viewpoints of managers and personnel in academic libraries of Iran based on parsons’ model. No significant difference was observed between the viewpoints of managers based on sexuality. Finally, managers and personal evaluated the effectiveness of the libraries respectively high and medium.

Investigates the state of customer satisfaction program at the National Library and Archives of Iran with emphasis on the doctrine of Islamic culture. Attitudes of the staff (50 persons) in 7 departments working at customer service points were surveyed. 41 completed and returned the questionnaire. Data was collected using 2 researcher designed questionnaires. Customer populations consisted of 1336 people approached 7 departments. Sample was determined using stratified non-proportionate random selection. Out of 300 members in the sample، 261 completed and returned the questionnaire. Customer questionnaire measured satisfaction in 4 dimensions، the staff questionnaire investigated implementation of the program in 5 dimensions. All dimensions of the customer satisfaction except for ‘conducting opinion poll’ were over the average. Higher averages belonged to ‘developing service charter’، and ‘transparency and documentation of service provision’. Customer satisfaction program in all of its dimensions is implemented rather successfully and above the average. Some items in the ‘service charter dimension’ are directly taken from Islamic instructions. These items are implemented competently.

Implementation of total quality management plays an important role as a progressive phenomenon in educational and cultural organizations. The main objective of this study is to compare the current situation versus desirable perspective of academic libraries in Yazd University in implementation of total quality management evaluated by managers and staff of the libraries. Independent t-test results suggested the managers have estimated the situation (M= 3.33). The independent t-test results to assess the difference in employee's attitudes about the desirable situation, was obtained as 4.33, compared with that of the managers which was 4.22. Apparently, the employees have higher expectations over the desirable situation rather than the managers. The dependent t-test results to assess the difference in managers’ attitudes about the current versus desirable situation, showed a meaningful difference of (p<0.01). The employees’ attitude towards the desirable situation (s= 0.39, M= 4.15) had a meaningful difference with their attitudes towards the current situation (s= 0.65, M= 3.04). People’s attitudes towards the current and desirable situation, had a high meaningfulness among all the eleven principles of quality management (p< 0.01). Meaningful differences were observed in multivariate analysis of variance aiming at assessing the effects of position and qualifications on the current eleven principles (p< 0.05). The results of multivariate analysis of variance to assess the effects of position and qualifications on the current eleven principles suggested that the effect of position on the components of desirable situation was not meaningful. Meanwhile, the results in effects of qualification suggested that individuals with different qualifications and university degrees had diverse attitudes towards the principles regarding the desirable situation.

Today, two new technologies have mostly influenced libraries and information centers: information technology and communication technology. The most important characteristic of information technology is the application of computers and library software in libraries. In this research the advantages and disadvantages of library automation, the influence of electronic technologies on information, measurement criteria for library software and the method of selecting and purchasing them have been debated and evaluated. Themost significant measurement criteria for library software are the capability of applying Persian script and language, security system, the capability of using library software, reliability, preservation and development of the software, along with flexibility and cost.

This article that has written based on the author's observations and educational....