جستجوی مقالات مرتبط با کلیدواژه « بطالت اجتماعی » در نشریات گروه « مدیریت »

This research was done with the aim of presenting a model of reducing social unemployment in order to improve productivity in Central Bank of J.A. This research is considered to be a practical methodology and it was done using a mixed method (qualitative-quantitative) that extracted 14 indicators of the desired pattern in the qualitative part by using content analysis and interviews with 20 academic and organizational experts in the field of social unemployment. and the Interpretive Structural Modeling (ISM) method was used to obtain the pattern in the quantitative part. The statistical population in the quantitative section included 16 research experts who were familiar with the structural modeling method. The ISM MATLAB software was also used in the data analysis. The qualitative and quantitative data analysis of the research was to achieve a ten-level model, the most influential indicators of this model are culture and efficient organizational communication and transformational leadership of challenging groups and teams, and the indicator of improving organizational responsiveness were the most influential variables of this model at the tenth level. Variables that include increasing individual productivity, improving employee motivation, increasing group and team cohesion and cooperation, strengthening employees' emotional and organizational dependence, improving organizational conditions and policies, allocating appropriate resources and technology, fostering collective orientation, evaluating and improving individual and group performance. , the reward of participation and group cooperation, the understanding of social emptiness from the organizational and managerial point of view, and the use of value and process engineering are also variables of the relationship.

Group works are benefit for persons and organization and if done correctly, it will help to organization progress. But sometimes some problems reduce the productivity of teams. One of them is social loafing which means reducing the efficiency of persons in group works relative to individual works. Understanding the affecting factors on social loafing is effective in reducing the negative effects of this phenomenon. so, this study investigates the effect of blood type on social loafing with mediating of personality type of DISC. The target population are 750 employees of the shuttle company who 256 of them were selected based on Krejcie and Morgan table. In terms of purpose, this study is applied and is quantitative and the collection of data is descriptive-survey method. Data were collected by a questionnaire and for data analyze we used SPSS software. The results showed that blood type had a significant effect on social loafing. The effect of DISC personality type on social loafing and also the effect of blood type on social loafing by mediating of DISC personality type were confirmed, but blood type didnt have any significant effect on DISC personality type. It can be concluded that blood type of individuals has a significant effect on social loafing and the incidence of social loafing is higher among people with blood types A than other blood groups.

The purpose of this study is to explain the pattern of formation of high performance systems with the approach of reducing social void in government organizations that has revived the issue of social void in the administrative system of the country

The research method is a sequential-exploratory combination. That is, first the qualitative approach and then the quantitative approach have been used. The method of qualitative part of thematic analysis and its statistical population are scientific experts familiar with the subject, which includes professors and researchers in the field of public administration. Structural equation modeling is used in a small part and its statistical population includes executive or experimental experts (managers and employees of government organizations in k-b provinces). The sampling method was cluster and the number of samples was determined according to Cochran's formula.

The results showed that the model of high performance work systems has four main themes of high performance work procedures, results, intermediary conditions and study context.

the analysis of research interviews showed that the context and context of the formation of high performance with the approach of reducing social idleness includes high performance work procedures, bed conditions and intermediate conditions.

The research is going to compare the levels of emotional intelligence, organizational commitment and job satisfaction of employees of Iranian Central Oil Fields Company (I. C. O. F. C) according to different demographic factors such as age, job experience, education, organizational position, and gender. Research type is applied-developing and on the other hand, is consumed as a descriptive-survey. The population of the research was Iranian Central Oil Fields Company employees and acording to the Morgan table, 359 employees randomly have been selected and standardized questionnaires were distributed among them. The results indicated that emotional intelligence and job satisfaction have significant differences while it comes to age, job experience, organization position and gender. In addition, organizational commitment did'nt reach desired score, but it showed magnificent differences considering age, job experience, education and position. Based on findings, by increasing age, organizational position and job experience the emotional intelligence of the employees have improved. Also, by promoting their positions, job satisfaction and organizational commitment has increased. On the other hand, while age and experience have increased an increase in job satisfaction was detected. Emotional intelligence and Job satisfaction of the male employees have been more than those of female employees. Results show comparing to those with higher education, people who have diploma or associate's degree show more commitment to the organization.

Now a days، organizations are looking to maximize productivity by groups، but the results are not always completely satisfactory and have problems such as social loafing، social loafing reduces motivation and effort in team work than individual work. This study intends to achieve the necessary mechanisms to reduce social loafing، and reviews the effect of perceived organizational support on social loafing. The population of this study is all 220 employees working in offices in Tehran''s Alborz Insurance. According to Krejcie and Morgan Table (1970)، the sample size for this study is 140. Sampling for this study has been done by stratified random sampling method. The study is descriptive and correlational، and also questionnaires were used to collect data. Data analysis was conducted using structural equation modeling. The results show negative effect of perceived organizational support on social loafing، and it can be adjusted social loafing.