جستجوی مقالات مرتبط با کلیدواژه "استقلال کاری" در نشریات گروه "مدیریت"

Motivation is the driving force in individuals that drives them to act. Entrepreneurial motivations are the steps needed to become entrepreneurial individuals. Researchers have conducted various studies of entrepreneurial motivation and have encountered several factors that motivate entrepreneurship. Many researchers disagree with all the specific characteristics that entrepreneurs must possess. The timeframe of this research is from November 2018 to August 2019 in relation to entrepreneurs in Semirom city. This research is aimed at investigating the effect of entrepreneurial motivation on entrepreneurship intention with the moderation of entrepreneurial education which is a case study of Semirom entrepreneurs. The statistical population of this study includes all entrepreneurs in the city of Semirom with 950 people according to the statistics of Entrepreneurship Organization. Also in terms of method, it is a field-correlation type and in terms of data collection, it is based on library and field method (questionnaire). Since the present study is descriptive, like many similar descriptive surveys, closed questionnaires have been used to collect the data needed to examine the topic and answer the questions that arise in the research. The data were analyzed using homogeneity test with SPSS 20 software and ranking of variables and their factors and hypothesis testing with SEM were performed using PLS software. Finally, it is concluded that entrepreneurial motivations such as independence, success, and financial motivations affect entrepreneurship intention. In addition, Entrepreneurial motivation is also reinforced by the moderation of entrepreneurial education.

The present article examines the factors affecting the organizational commitment of Tehran Municipality employees. Survey research method and data were obtained through a standard questionnaire. The statistical population was 60,000 employees and the sample size was 384 employees who were selected through stratified sampling according to the volume. The results show that the level of organizational commitment of employees is above average. The level of organizational commitment has a significant positive relationship with the variables of organizational justice, job independence, role pressure, opportunity and job promotion and role ambiguity and has no significant relationship with organizational participation. . Multiple regression analyzes and the results of path analysis showed that organizational justice is the most important and determining factor directly and positively affecting the level of organizational commitment. While other factors of organizational participation, role ambiguity, role pressure and independence in work also have a direct effect and the factor of opportunity and job promotion have an indirect effect on organizational commitment.

Employee commitment, sometimes called work involvement/ belongingness/ engagement, materializes when people have interest in their job, enjoy doing it and try harder to accomplish it. This study aims to investigate the effective factors which can enhance the commitment of employees at individual, group and organizational levels. It also intends to identify and reach a model for the relations among variables. Using structural equations model, data were collected from 65 Iranian state organizations. Findings show that at an organizational level such factors as organizational structure, organizational support,organizational culture, compensation; at group level such factors as effective leadership, pleasant work environment, employee participation, organizational trust, constructive feedback, role transparency; and at individual level such factors as job security, work autonomy, internal motivation, organizational commitment, perceived organizational justice, religious commitment, and extraversion have an impact on employee commitment.