جستجوی مقالات مرتبط با کلیدواژه « دلبستگی شغلی » در نشریات گروه « مدیریت »

As one of the characteristics of the organization, work stress will affect the psychological state of employees and cause them to behave differently from the non-stress situation. Challenging stressors refer to the stressors that employees consider useful concerning work experience to create opportunities for personal growth. A hindrance stressor is a stressor that interferes with or hinders an individual’s ability to achieve valuable goals. Work stress refers to all types of pressures that are perceived by employees to significantly affect the development of an individual’s career in a work setting. Stress is the result of unmet needs, and due to their ability to cope with stress, different individuals have different stress experiences when individuals are in a state of imbalance between demand and capacity. Nowadays, emotional exhaustion, job burnout, and job performance are regarded as the results of job stress. In this regard, the main goal of the current research is to investigate the impact of challenging and hindrance stressors on the innovative behavior of employees with the mediating role of work engagement. 

Design/Methodology/Approach:

 The research is applied in terms of purpose and descriptive in terms of method, and according to the population of 400 people based on Morgan's table, the data was collected from a sample of 196 employees of Zal Iranian Company in Tehran. Sampling was done in a simple random way, and the information was obtained using the method of library studies and questionnaires. To analyze the collected data, the structural equation model was used, which includes confirmatory factor analysis, structural models, path analysis, and multiple regressions.  Also, the questionnaire was used to collect data, and Structural Equation Modeling (SEM) was used to analyze data. PLS-SEM is suitable for building exploratory theory studies that identify the drivers of a construct. PLS-SEM is suitable for testing the proposed hypotheses, and the proposed framework of the current study promotes the construction of exploratory theory instead of theory testing. Finally, the current study adopted Kaiser, Mayer, and Olkin's sampling adequacy criterion and Bartlett's test regarding the appropriateness of the sample size for factor analysis. The amount of sig was calculated to be less than 5% and the KMO index was 0.785, and the number for this index shows the adequacy of sampling to perform exploratory factor analysis. 

The results showed that challenging stressors have a positive and significant effect on the innovative behavior of employees through the mediation of work engagement.  Hindrance stressors have a negative and significant effect on the innovative behavior of employees through the mediation of work engagement. Challenging stressors have a positive and significant effect on the innovative behavior of employees. Hindrance stressors have a negative and significant effect on the innovative behavior of employees. Work engagement has a positive and significant effect on the innovative behavior of employees. Challenging stressors have a positive and significant effect on work engagement. Hindrance stressors have a negative and significant effect on work engagement. Discussion and

Challenging stressors can promote the generation of innovative ideas and behaviors of employees, and then improve employees’ innovation performance, that is, challenging stressors have a positive influence on innovation performance. Also, this study enriches the existing literature by identifying the impact of stressors on employee innovation behavior and has certain practical significance for optimizing the management of enterprises and improving employee innovation behavior. In management practice, managers should pay more attention to employees’ challenge-hindrance stressors, reasonably set challenging tasks for employees, ensure sufficient task complexity, and challenge expectations for employees.

Economic transactions and events are documented and recorded in accounts through the collection of evidence by accountants. The result of the transactions will be made available to the interested parties within the framework of the financial reports.However, directional, misleading, irrelevant or incomplete information can lead to incorrect decisions. Auditors as trustworthy shareholders with a professional skepticism can play an effective role in this direction and prevent incorrect presentation of information.The purpose of this study was to investigate the effect of professional commitment and organizational commitment on the relationship between job attachment and professional skepticism in the audit profession. The statistical sample of this study included 392 auditors working in the auditing profession in 2019 which was selected by random sampling method.The present study is applied in terms of purpose and descriptive-correlational in terms of method and research data were collected using a questionnaire. The structural equation modeling method was used to evaluate the effect of research variables on professional skepticism and also to fit the proposed model using pls software.The results show that professional commitment and organizational commitment have an intervening effect on the relationship between job attachment and professional skepticism

The present study was conducted with the aim of investigating the effect of employees' personality and attachment to work flow on customer-oriented behavior with the mediating role of organizational commitment among employees of Shahr Bank branches in Mashhad. This survey was conducted by descriptive correlation method, the sample of which is the employees of Bank Shahr branches in Mashhad, the data collection tool was a questionnaire, which was used to analyze the data using descriptive and analytical statistics using SPSS software. The obtained results confirm and accept the research hypotheses and show that the personality of bank employees (with a coefficient of 0.373 and a statistic of 2.515) and their attachment to their job (with a coefficient of 0.256 and a statistic of 2.201) have a positive and significant effect on customer-oriented behavior. and the employees' personality and attachment to their work also have a positive and significant effect on organizational commitment with coefficients and T-statistics (0.817, 0.557, 16.604, and 1.731), respectively. Organizational commitment also has a positive and significant effect on customer-oriented behavior with a coefficient of 0.606 and a statistic of 10.731. Also, there is a positive and significant relationship between attachment to work flow and employees' personality with the mediating role of organizational commitment on customer-oriented behavior.

The use of humorous leadership style can be one of the important factors in the employees’ work engagement and this engagement can increase the effectiveness of the organization. The purpose of this research is to investigate the impact of humorous leadership style on organizational effectiveness with mediator role of employees’ work engagement.

Recent research is a kind of correlation-descriptive research that was conducted through the survey method. Statistical population consisted of all employees in public organizations of Kerman city and number of 380 people based on stratified proportionate with the volume have been selected as volume of sample. Data gathering tools have been humorous leadership style, work engagement and organizational effectiveness questionnaires that the validity and reliability of they have been approved. Statistic of descriptive and inferential (structural equation modeling) have been used to analyze the data and the data has been analyzed with SPSS and LISREL softwares.

The findings of the research indicated that the suggested model has appropriate fit, and humorous leadership style beyond its direct impact, exerts indirect impact on organizational effectiveness through the mediation of work engagement. Also, the mediating role of work engagement on the relationship between humorous leadership style and organizational effectiveness was confirmed.

Considering the impact of humorous leadership style on organizational effectiveness with mediator role of employees’ work engagement, should be taken to establish and strengthen this leadership style in the organization.

Innovative performance is a vital factor in creating value and achieving sustainable competitive advantage in today’s complicated world. Companies pave the way for the innovative performance of their employees by drawing up idiosyncratic deals and creating flexible working conditions. This study aims to examine the effects of idiosyncratic deals on the innovative performance of employees while taking into consideration the mediating role of work engagement and psychological empowerment. This study is of applied type in terms of its goal, and it is a descriptive and correlational study in terms of the data collection method. The statistical population of the study consists of the staff working at five Iranian airlines. Finally, 314 questionnaires filled with accurate answers were submitted based on stratified random sampling. The collected data of the study were analyzed using SPSS and AMOS software. The questionnaires of idiosyncratic deals designed by Rosen et al. (2013), work engagement designed by Schaufeli et al. (2006), psychological empowerment designed by Spreitzer (1995), and innovative performance designed by Wang & Ahamd (2004) were used to assess the research variables. Idiosyncratic deals have a direct significant impact on employees’ innovative performance. They have an indirect significant effect on employees’ innovative performance through the mediation of work engagement and psychological empowerment. The results of the research in the field of idiosyncratic deals and innovative performance have introduced some innovations. The results of research in the field of idiosyncratic work deals indicate that the managers of airlines by offering tailored packages such as paying more salaries and benefits, promoting employees on the path to career advancement, holding training courses, etc., lead to an increase of Job engagement and employee empowerment and ultimately creative and innovative performance of employees.

The purpose of this study is to model the impact of ethical culture and organizational climate on job attachment mediated by organizational commitment. The statistical population of the present study consists of 1032 primary school teachers working in Namin city in the academic year 1401-1400. The sampling method used was multi-stage cluster sampling method and due to the heterogeneity of the statistical population, stratified sampling method was also used. According to Morgan's table, a sample of 292 people (213 females and 79 males) were selected from the aforementioned statistical population. Necessary information was collected to answer the research hypotheses through standard questionnaires, and descriptive statistics and inferential statistics were used in data analysis. SPSS and Lisrel8 software were also used to test the research hypotheses and evaluate the fit of the proposed conceptual model. Thus, the results indicate that moral culture with a path coefficient of 0.18 and according to the t-statistic equal to 3.93 has a positive and significant effect on job attachment. It was also found that the organizational climate with a path coefficient of 0.49 and a t-statistic of 5.09 has a positive and significant effect on job attachment

Work engagement of physical education teachers, has been considered by many researchers in recent years as the most important stimulus for students' desire for sports. This psychological variable has received a great deal of impact from teaching barriers, which varies in accordance to the amount of change in teacher support strategy. Therefore, in this study the relationship between teaching barriers and work engagement as mediated by the supportive strategies of female high school physical education teachers in Tehran was investigated. This study, using a descriptive-correlational approach, examined the opinions of female physical education teachers in 19 districts of Tehran, as a statistical population (1071 people). According to Cochran's formula, 387 people were sampled, which were randomly selected in a stratified-proportional manner. A strandard questionnaire was used to collect the data. To assess the validity of the research, face validity a type of content validity assessment method was used. For this purpose, the questions were reviewed, checked and modified by 30 educational experts in three stages and were finalized in the last stage. To measure the reliability of the questionnaire, Cronbach's alpha, which is a kind of internal consistency was used, in which the average was calculated to be 0.883 for our research variables. Pearson and Eta correlation coefficients and ANOVA analysis of variance were used to test the research hypotheses. Also, to perform the calculations, we took advantage of softwares Excel 2017 and SPSS 21. Findings showed that teaching barriers affect teachers' work engagement by changing the type of teacher support strategy and teaching barriers do not directly affect teachers' work engagement. Based on the results, it was proposed that, in order to address the issues of teaching barriers in the examined schools, first structural barriers should be addressed, then cultural barriers and finally material barriers, and since teachers who use communication-logical, social-logical, communication-emotional, and social-emotional support techniques in that order have lower job commitment, it is necessary to pay special attention to the employment of these individuals and in the end it was suggested that in order to increase the job power of teachers, teachers use more communication-emotional method.

The aim of this study was to investigate the relationship between social Undermining and job involvement of employees with the role of spirituality in work, organizational agility and ethical climate.The research is applied in terms of purpose and descriptive-correlational using structural equation modeling methods.Among 292 employees of the general department of education of Lorestan Province, 169 were selected by relative stratified random sampling. data were collected from 5 questionnaires: Duffy et al (2002), Edwards & Kilpatrick (1984), Sharifi & Zhang (1999), Millman et al (2003), and Victor & Cullen's ethical climate (1988) and partial least squares method and Smart PLS software were used for data analysis.The results showed: Social undermining has a significant negative relationship with job involvement and has no relationship with ethical climate, organizational agility and spirituality at work. Organizational agility and spirituality at work have a significant positive relationship with job involvement, but ethical climate has no significant positive relationship with job involvement. Organizational agility and spirituality at work as positive mediators of social undermining and job involvement have a positive role, but the ethical climate has no effect.

The main purpose of the present research is to explain The Impact of Transformational Leadership on Turnover Intention through work engagement and organizational identification in Guilan Rural Water and Sewage Company. The present research is a functional study in terms of objective from a type of descriptive. It is a field study in terms of data collection. The population of the study is 420 employees of Guilan Village Water and Sewage Company. The sample size was determined using the Cochran formula at 144 people. In this research, simple random sampling method was used. The data were analyzed using SPSS22 and SMART PLS3software. The results of the study showed that however the transformational leadership affects organizational identity and work engagement of Rural Water and Sewerage Company employees of Guilan, the transformational leadership did not show any effect on Turnover Intention. In addition, the findings showed that transformational leadership through organizational identity and work engagement affects the Turnover Intention of Guilan Rural Water and Sewerage Company employees

The present study aimed to investigate the effect of perceived organizational justice on the occurrence of deviant job behaviors in the workplace among the employees of Baghistan Municipality located in Shahriar, in which the role of job attachment has been explained. In any organization, justice is defined on the basis of factors such as: fair wages, cash and non-cash rewards, career promotion and meritocracy, fair practices and the provision of accurate information, but in practice what is achieved as justice, Employees' perception of justice. So if the employee has a different understanding of each of these factors, the question arises as to how he or she will behave. The statistical population of the study includes all 290 staff members of Baghistan Municipality located in Shahriar city. Using Cochran's formula for a limited community, 165 questionnaires were distributed among individuals through simple random sampling.
To test the content validity of this study, confirmatory factor analysis was used to confirm the questionnaire. Cronbach's alpha slope test was used to calculate the reliability of the questionnaire. After collecting data, according to the objectives and nature of the research, the structural equation method in Lisrel software was used to analyze the research hypotheses. The results of path analysis test showed that the perceived organizational justice variable of 71% has a positive and significant effect on job attachment. Also, the job attachment variable has a 67% inverse and significant effect on deviant job behaviors.

The aim of this study was to investigate the relationship between pious leadership and reducing social laziness with an analysis of the mediating role of job attachment.

The present study is applied in terms of purpose and descriptive in terms of data analysis and is a survey. This study was conducted on a sample of 259 principals and employees of the Department of Education and all executive agents of secondary schools in the second district of Rasht. For data collection, the Pious Leadership Questionnaire based on Caldwell et al. (2014), Saffarinia Social Laziness Questionnaire (2012) and Shuffle and Baker (2003) Standard Job Attachment Questionnaire were used. In this study, in order to evaluate the validity and model validity and reliability of the research, confirmatory factor analysis and factor loading coefficient, Cronbach's alpha, combined reliability and convergent validity were used and structural equations were used to test the research hypotheses.

Data analysis showed that there is an inverse and significant relationship between all dimensions of pious leadership and social laziness. The existence of a positive and significant relationship between pious leadership and job attachment is also confirmed. Also, a negative and significant relationship between job attachment and social laziness was confirmed.

According to the findings, it can be said that the application of pious leadership leads to higher levels of participation, greater commitment to excellence and more support for innovation in the organization, improves organizational performance and extra-role behaviors and significantly reduces social laziness.

Creating a happy organization is one of the strategic needs for long-term success in today's world considering the challenges facing the organizations. The present study seeks to investigate the role of workplace happiness and vitality on organizational attractiveness considering the mediating role of job engagement in the Asia Insurance Company. The research statistical population is consisted of 1220 managers and employees of Asia Insurance among them, 292 people were selected as sample size according to Cochran formula. The present study is an applied research in terms of the purpose and a descriptive-survey in terms of the method. The questions reliability was confirmed by Cronbach's alpha and hybrid reliability approach and the research hypotheses were tested by structural equation modeling using SPSS and Smartpls3 Software. According to the research findings, other hypotheses were confirmed except the effect of workplace happiness and vitality on organizational attractiveness. The mediating variable of job engagement has a complete and significant role in the effect of workplace happiness on organizational attractiveness; that is, the independent variable of workplace happiness and vitality affects organizational attractiveness by the mediating role of job engagement.

The present research seeks to investigate the effect of NAJA staff manner on their occupational attachment in hard living areas. Such research can help the NAJA organization to identify the factors affecting employee job interest, especially in geographic areas that do not provide the right conditions for living. The research method is survey based and in terms of purpose is applied and in terms of collecting data, it is based on the questionnaire's tool. In this research, two standard questionnaires of Leadership Assessment (Krasan and coworkers, 2016) and job interest questionnaire (Shawfli and coworkers, 2002) have been used. The statistical population of this study is descriptive and cohort workers of NAJA operational units in six provinces of WEST AZERBAIJAN, SISTAN VA BALOCHISTAN, KURDISTAN, BUSHEHR, KHUZESTAN, and HORMOZGAN. The total number of the community is 32,499 persons. The analyses showed that the effect of individuals conduct on their job interest is a significant effect. One of the most important results of this study is that some of the components of behavior such as humility, moderation, justice, accountability, and courage have a significant effect on their job interest in dimensions such as sacrifice, fascination, and vitality. The SHANON ENTROPY test on the collected data showed that the managers of the HRM (human resource management) in vast organization NAJA put their humility, moderation, justice, accountability, and courage in their priority during the selection and education of individuals.

Employee's turnover intention is one of the main concern of human resource managers and one of their main purpose is try to job quality improvement. One of the factors that influence these variables is job fit and the aim of this study is to investigate the effect of this variable on employee's turnover intention & job quality improvement according to mediating role of job involvement. This study, in terms of objective is applied and in terms of data collection is descriptive-survey. The Data was collected from brokerage corporations of Tehran exchange and the conceptual model was tested using of structural equation modeling (SEM) and SPSS 20 and Amos 20 software were used to analyze the data. The results of the analysis of 357 questionnaires revealed that person- job fit has a negative and significant effect on employee's turnover intention. But, there is a significant and positive association between person-job fit with job involvement and person-job fit with job quality improvement. Also, job involvement has a negative and significant effect on employee's turnover intention. While the effect of job involvement on job quality improvement isnt positive and significant.

This study aims to investigate and explain spirituality in the workplace and its three dimensions (meaningful work, sense of solidarity with others and alignment with organizational values) have been conducted with job involvement. In terms of the above research purpose, in terms of data collection, descriptive and co relational. The study employees of Islamic Azad University, Science and Research, which is the time limit for the year 2016, were selected by simple random sampling. A sample of 300 respondents of this study was to gather information from questionnaires MILIMEN and others (2003) and job involvement questionnaire Congo (1987) to spring up using standardized questionnaires its validity was confirmed as formal. Cronbach alpha reliability also through a spirituality questionnaire 0.935 and 0.840 job involvement questionnaire was calculated. The results showed that the spiritual status and job involvement among the research community has been moderate. In addition, according to the calculated correlation coefficient (0.607) and achieved significance level (sig = 0.000) between spirituality and job involvement is positive and significant relationship. So one of the ways to improve job involvement is improvement of spirituality in the workplace.

A person who suffers from low job motivation usually goes to work with reluctance and delay, and he has no desire to perform well.The present study aims to determine the relationship between job motivation, job involvement, and organizational commitment of teachers with managers΄ productivity. The statistical population includes all the teachers working in zanjan Education Administration during the academic year 2007-2008, totalling 9257,and from among them a sample of 456 was selected through the use of cluster random sampling (with respect to areas:privileged,half –privileged , and underprivileged ;teaching level;educational degree;urban and rural; gender).For data collection ,Andrakas΄ test of teachers΄ job motivation (2004);Edwards and kylpatryks΄ test of job involvement (1984);Muday, Astyz,and Porters΄ test of organizational commitment (1982);and the researcher –devised questionnaire of managers΄ productivity were conducted .The data were analyzed by the statistical tests R,regression analysis ,T,and F,and the following results were obtained: There is a relationship between job motivation, job involvement,and organizational commitment with the productivity of education administration managers(P

Efficiency and Effectiveness are two effective concepts in performance evaluation of each organization toward reaching to goals with minimum resource consumption. So, this research aims consideration of relationships between behavioral dimensions of job or that is called the topic of organizational behavior or psychology including job stress, job satisfaction, and job interest and job rotation with employee’s efficiency and effectiveness by using a mathematical model. The mentioned criteria relationship evaluation is a kind of multi-criteria decision making problem that systematic transactions between criteria causes internal relationship. So, DEMATEL method is a suitable decision technique for excavation of cause-effect relationships between criteria. In addition to, it can uses in determination of relationships between criteria and managing internal dependencies in a set of criteria. Hence, the current research uses ideas of 10 management specialists and experts in Police University for consideration of relationships between employee and customer, satisfaction and organizational learning, culture and commitment. The results showed that job stress, job satisfaction, job interest and job rotation effects on human efficiency and effectiveness. Job stress is the most effective factor and job rotation is the most impressible factor on the employee efficiency and effectiveness.

Contemporary organizations need employees who are psychologically connected to their work; who are proactive and committed to high quality performance standards. They need employees who feel energetic and dedicated, i.e., who are engaged with their work. The aim of this study is to investigate the relationship of authentic leadership and job engagement regarding themoderating role of trust. The population is consisting of 120 expertsof Islamic research institute for culture and thought. Based on random sampling 83 experts were selected and data were collected through questionnaire. The result extracted by Spss and lisrel. Construct and content validity were examined by checking experts’ idea and confirmatory factor analysis. Cronbach’s alpha was used for measuring reliability of 3 variables. The results showed that interpersonal trust, as a moderator variable, has a complete effect on the relationship between authentic leadership and job engagement. On the other words, authentic leadership changes followers’ job engagement by interpersonal trust.Practical implications are discussed in the end.