جستجوی مقالات مرتبط با کلیدواژه "عوامل فردی" در نشریات گروه "مدیریت"

Today, human resources are considered one of the most important resources of any organization and their socialization plays an effective role in the growth and prosperity of organizations. As a result, the aim of this study was to observation and monitoring the socialization of human resources and prioritization of components with emphasis on the structural equation method.

The present study in terms of purpose was practical and in terms of implementation method was quantitative. The research population was government employees of Markazi province, which number of 110 people of them were selected as a sample by stratified random sampling method. The tools of this study included a demographic information form and a researcher-made questionnaire of socialization of human resources with 13 items. The data of this study were analyzed with the methods of exploratory factor analysis and structural equation modeling in SPSS and Smart PLS software.

The findings of this study indicated that socialization of human resource had three personal, interpersonal and organizational components, which the factor loading of all items and convergent validity of all three components was higher than 0.60 and the reliability of all components with Cronbach's alpha and combined methods was higher than 0.80. Also, the fitness indices indicated the appropriate fit of the socialization of human resources model and the mentioned model had a direct and significant effect on each of the personal, interpersonal and organizational components and the effect of the personal, interpersonal and organizational components was higher, respectively (P<0.001).

According to the results of this study, it is suggested that managers and officials of organizations should pay special attention to the role and importance of personal, interpersonal and organizational components and based on them design and implement programs.

This study's purpose is to structural model factors affecting organizational forgetfulness. The type of research is applied in terms of purpose and descriptive in terms of how data is collected. The statistical population of this study is all employees of the Department of Education and Human Resources of the Ministry of Industry, Mines and Trade along with the affiliated organizations of the Ministry in the whole country, 385 people. It was obtained that a class was randomly selected. The research measurement tool was a questionnaire that validity and reliability were confirmed by different methods. Data analysis was performed using the factor analysis method and SPSS and Smartpls software. The results showed that individual, and organizational factors (human resource management, change leadership, technology, strategy, culture building, and organizational structure) and environmental factors (competition and stakeholders) have an effect on organizational forgetfulness. Applying these indicators in organizational forgetfulness and increasing organizational knowledge can be considered a positive point in organizational excellence. Therefore, when employees are aware of the consequences of organizational forgetfulness, they will welcome the organization's solutions in this regard.

The purpose of this research is to identify the antecedents of job participation in government organizations using a meta-composite approach. The present study is practical in terms of its purpose. Based on this, 129 previous studies related to the objectives of this study were examined using the seven-step model of Sandelowski and Barroso, and they interpreted the findings of these studies in order to provide a comprehensive picture of the antecedents of job participation by expanding the new model. The Kappa index was used to measure the reliability of the model, and Glin's vital tool was used to measure the validity. Maxqda software was used to analyze the data. The antecedents of job participation in this research have been identified and presented in the form of 18 concepts and three main dimensions (individual, managerial, organizational factors). Therefore, it can be concluded that high job participation is a desirable characteristic for employees and today stability Workforce is a strong competitive strategy. If the management is not able to use the specialized human resources of the organization, discouragement, disappointment and job dissatisfaction of the people will take over the organization and it's the grounds for people to leave the organization.

Global economic trends over the past two decades have thrust the internal audit profession into the spotlight and established the internal audit function as a major player in corporate governance. For this reason, the demand for expert internal auditors has increased because the performance of internal auditors in corporate governance has received considerable emphasis around the world. A review of the accounting and auditing literature shows that although some research has been done regarding the recruitment challenges of the internal audit profession, There is little research on the factors that affect the retention of internal auditors. On the other hand, job satisfaction is one of the most important topics in organizational research and studies, and its role in the internal audit profession has been given less attention. Based on this, the current research aims to study the effect of job satisfaction as one of the behavioral factors that is considered very important in the organization, on the turnover of internal auditors. In this research, the dimensions of job satisfaction were measured through 4 global, environmental, content and individual components by structural equation method and through Smart PLS software. Also, information was collected through the distribution of questionnaires among 108 internal auditors. The results showed that job satisfaction factors including national, environmental, content and individual factors had a direct and meaningful relationship with the turnover of internal auditors.

 This research is aimed at identifying the pattern of antecedents and results of leadership self-development in organizations. Most organizations believe that a well-trained workforce is the key to success. Over the past century, training and development has evolved under the influence of changes in the nature of work, and professionals have made increasing demands on their ability to deal with uncertainty, adapt quickly to new information, and solve increasingly complex problems. The future requires a culture of continuous learning. 21st century learners must learn intrapersonal skills such as learning strategies to be able to determine and direct their own learning content. Formal learning programs are not only costly but also time-consuming, while informal learning programs reduce costs and save time. Also, it seems that employees who voluntarily participate in training activities have more learning than mandatory trainings, as a result, the focus on self-development as an alternative to formal trainings is increasing. Leaders as the tip of the arrow in the advancement of organizations must be able to quickly adapt to the rapid changes that occur in the demands of customers and the global economy. One of the approaches that today has many fans among various organizations and researches for the development of leadership capacity is leadership self-development.
In the present research, the method of Meta-synthesis has been used. Therefore, the research approach is qualitative and its method is Meta-synthesis research. n this research, it was done through its various stages, namely setting the research question, systematic study of literature, selection of suitable researches, extracting information from researches, analysis and combination of findings, quality control of findings and presentation of findings. In this research, the statistical population of the research includes researches and studies conducted in the period of 1970 to 2021 in the field of  leadership self-development with the keywords self-development / self-directed learning / leadership development / leadership self-improvement / leadership self-help / distance learning / self-leadership development /Self-directed development/Self-directed leadership in databases (SID; Noormags; Magiran; Ganj; CIVILICA; Sciencedirect; DOAJ; scopus; ProQuest; Jstore; EBSCOhost; sage; Wiley; Springer; Emerald; PubMed; ERIC; Semantic Scholar & Google Scholar) were collected and a total of 2995 studies were selected and analyzed. Among the examined studies, after several stages of screening, 131 study units were selected and examined based on the review of the title, abstract and content of the research respectively. In conducting this screening, CASP helped a lot to check the quality of researches. . Related sources were coded by open, central and selective three-step coding. In order to check the quality of coding, reliability, verifiability and reliability were used for the findings, and Cohen's kappa coefficient for agreement between evaluators was obtained as 0.72.
  The identified antecedents for leadership self-development were classified into three categories: 1. Individual factors (including 19 components), 2. Organizational factors (including 5 components) and 3. Environmental factors (including 2 components). Also, the results and consequences identified for leadership self-development include two categories: 1. Individual results (including 8 components) and 2. Organizational results (including 7 components).
Despite the studies that have been conducted in the field of leadership self-development, there is still no comprehensive model of the antecedents that are required for the implementation of leadership self-development and the results obtained from this implementation. For this reason, it was decided to review and combine past studies in a systematic review and provide a model that is more comprehensive and complete than the models presented for the antecedents and results of leadership self-development. By knowing the results obtained from this research, various organizations can get acquainted with the factors that are needed for leadership self-development in addition to recognizing the benefits of leadership self-development; When recruiting and promoting leaders, organizations can consider the individual factors required for leadership self-development as one of the criteria for recruitment and promotion, and the environmental and organizational factors required for leadership self-development in order to achieve results. They provided leadership self-development for the individual and the organization.

The current research was conducted with the aim of identifying the dimensions of employees' cynicism and presenting a conceptual model based on a mixed approach.

The current research is a mixed (qualitative-quantitative) research in terms of practical purpose and method. In the qualitative phase, all scientific articles and documents were in the field of cynicism, which were analyzed by thematic analysis method. Based on the findings from the qualitative stage, a questionnaire and a preliminary model were designed, which were examined with construct validity methods (divergent, convergent and exploratory and confirmatory factor analysis) and approved after the necessary corrections. and reliability was measured by Cronbach's alpha and combined methods. The statistical population of the research in the qualitative phase is 16 experts, and in the quantitative phase, the statistical population is 731 employees of the government organizations of Shahrekord city, who were selected by stratified random sampling method and according to Cochran's formula (251). was done, the method of data analysis in the quantitative part, at two descriptive and inferential levels, which included the structural equation model, was implemented through "SPSS22", "WarpPls5" and "Lisrel8" software.

The results of the qualitative phase identified seven themes: organizational factors of the occurrence of cynicism, extra-organizational factors, management factors related to the occurrence of cynicism, individual factors related to the occurrence of cynicism, organizational consequences, individual consequences and moderating factors. In the quantitative phase, the results It showed that the effect of moderating factors through intraorganizational factors on organizational outcomes and the effect of moderating factors through extra-organizational factors on individual outcomes was not significant and the structure of individual factors with a value of 0.71 had the greatest impact on individual outcomes.

Therefore, managers of organizations should pay special attention to their human capital; Because the performance of the organization depends on the performance of its employees. Many problems and issues related to employees that provide negative effects to the organization are the product of organizational cynicism.

Selection and implementation of formative evaluation as one of the alternative methods of traditional evaluation, despite its advantages and attractiveness, has faced many difficulties and challenges. The current survey research, with a quantitative approach, examines the individual and contextual factors that affect teachers' performance in this regard. For this purpose, a statistical sample of 592 participants was selected from among the primary and secondary teachers in West Mazandaran through random cluster sampling. They answered a questionnaires measuring teachers' performance in formative evaluation. The data were analyzed using factor analysis and structural equation modeling. As a result, while confirming the validity and reliability of the questionnaires, it was found that teachers' self-efficacy, the population of teachers working in the school, and the school's support for teachers have the greatest impact on the implementation of formative evaluation. Also, middle school teachers showed more interest in this method of evaluation. In addition, teaching experience and tendency to formative evaluation had a reverse relationship. The results showed that factors such as students' characteristics and the subject of the course do not have a significant effect on teachers' willingness and performance in formative evaluation. Finally, suggestions are provided regarding significance of practical techniques and a supportive environment to encourage using formative evaluation.

The alignment of knowledge and business strategies in the era of globalization, due to the ever-increasing amount of chaos, instability and increasing complexity of the global environment, is one of the most important challenges of the organization. Paying attention to the process of alignment is a very important step in successful implementation of strategies and achieving goals. This study aims to discover and build network and map of the themes of alignment of knowledge and business strategies based on the theory of activity domain in an Iranian organizational university. To this end, directed qualitative content analysis in 12 steps was used to answer the research questions. The results show that four capabilities (academic, physical, character and special) are needed to meet the strategic intellectual needs of the organizational university. By using 6 modalities of spatialization, temporalization, stabilization, mediation, contextualization and transition of a common understanding or communal meaning about the organization's knowledge resources and capabilities and strategic intellectual needs, operational alignment is created. It is concluded that the alignment of knowledge and business strategies in organizational universities can be operationalized on the basis of a common framework called activity domain. To achieve organizational goals, adopting a suitable approach for alignment is very important and can lead to success and achieving a sustainable competitive advantage for the organization.

The concern of many organizations today is that they cannot create the ability to perform another activity at the same time that they are engaged in one activity. Achieving such a transformation is difficult and requires serious attention to create the capacity of behavioral ambivalence in the organization. Therefore, it is important to identify the factors that promote ambivalence among employees. The present study was conducted with the aim of identifying individual factors affecting behavioral ambivalence.

In this research, which was conducted as a systematic review, studies related to the subject were retrieved using defined search terms and using specific databases. Based on the compliance with the entry and exit criteria, the articles were extracted from them and entered into Excel version 2010.

Among 123 articles, 9 articles were selected. These studies had studied the factors affecting behavioral ambivalence. The results of the research showed that factors such as personality traits, flexibility of human resources, internal motivation, self-efficacy, innovative behavior, and managers' support are effective on behavioral ambivalence.

In order to optimally use the capacity of intelligence, knowledge and existing skills of employees and behaviors such as searching for new products or services and innovation in the process, it is necessary for managers to pay attention to individual factors on behavioral ambivalence in organizations.

In recent decades, there has been a growing interest in organizational resilience by students and management professionals. However, research in this emerging field is sparse and there is no comprehensive and ambient model to examine the factors affecting organizational resilience. This study, by thoroughly reviewing current research on organizational resilience using a meta-synthesis qualitative research method, proposes an integrated dynamic model for the study of organizational resilience and identifies the key factors constituting organizational resilience. A thorough analysis of current organizational resilience research shows that existing studies on organizational resilience, considering organizational resilience as a state rather than a dynamic capability, have largely focused on separate dimensions. This paper proposes a model that takes into account all the concepts presented in the definitions and international standards, as well as variables and factors affecting resilience, which should be weighted based on the type of organization, type of service and some contextual parameters, and specify how to measure them. The research data were collected from qualitative analysis of the studied documents, and for qualitative analysis of the documents, the seven-step method of Sandelowski and Barroso hybrid was used. Finally, 3 categories, 11 concepts and 31 codes related to organizational resilience were identified.

Ambiguity Tolerance is mentioned as one of the strategic leaders’ competencies that plays a significant role in the effectiveness of their decisions in ambiguous situations.The aim of this study was to identify the individual factors affecting the leaders' ambiguity tolerance, design a comprehensive model of these factors and provide solutions to develop this competency on identified factors. In order to obtain more evidence to understand the phenomenon, a qualitative approach was taken and data were collected through interviews with nineteen experts. The statistical population of study includes academic experts and executive experts of the Ministry of Petroleum who have experience in management and decision making in ambiguous situations. Sampling of research has been done purposefully. Attride stirling method was used for coding and Themes network analysis method for data analysis. After analyzing the data, the individual factors affecting the leaders' ambiguity tolerance were categorized into six comprehensive themes : demographic characteristics, personality traits, competencies, motivations and needs, perceptions and emotions. Findings showed that demographic characteristics including general and occupational characteristics, personality traits including extraversion, conscientiousness, agreeableness, openness to experience, emotional stability, being intuitive, locus of control, risk-taking and patience, competencies including knowledge, skills, abilities and experience, motivations and needs including respect and self-fulfillment, perceptions including perceptions of ambiguity, job, organization and life and emotions including emotions in the face of ambiguity and general emotions as individual factors interacting with each other are effective at the level of leaders' ambiguity tolerance and can use them to develop this leadership competency.

Reducing the consequences of natural hazards at the community level requires the development of social responsibility to prevent the risk of new disasters. Therefore, the purpose of this research is to firstly identify the indicators of social responsibility in the management of reducing natural hazards and then determine the action priorities, with an interpretive structural approach.

The current research method is descriptive-survey and practical in terms of purpose. The research data was collected in the field and in a mixed (qualitative and quantitative) way. The statistical population in the qualitative section included all crisis management experts and experts, 18 of whom were selected non-randomly and purposefully. The statistical population in the quantitative part, including managers and experts of the crisis management organization and general crisis administrations of the provinces, (297 people) and national and provincial managers and experts of cooperating organizations and institutions and members of the Supreme Crisis Management Council, (361 people) in total, equal to There were 658 people, based on the table of Karjesi and Morgan and using Cochran's formula and simple random sampling, 248 people were selected as a sample. The tool of data collection was a researcher-made questionnaire with 39 questions of indicators of social responsibility in the management of reducing natural hazards and a structured self-interaction form. The content validity of the questionnaire was confirmed by 10 university management professors and its reliability was confirmed by Cronbach's alpha test (α=0.83). Interpretive structural modeling technique was used to level the factors.

The findings showed that there are 39 indicators in the form of 17 components in social responsibility in natural risk reduction management and the components were placed in seven levels. Organizational culture, environmental perception and organizational structure are at the first level, and the support of senior managers and moral belief are at the lowest level.

The obtained results confirm that the organizational and economic support as well as the promotion of moral belief will facilitate the achievement of other components and the development of social responsibility in the management of reducing natural hazards.

The aim of this study was to design a model for fostering the creativity of female students for theoretical high school of Tehran.The type of research is developmental in terms of purpose and applied in terms of results, and in terms of data type,it is an exploratory mix (qualitative and quantitative).The statistical population of the research in the qualitative section included23scientific experts and education experts who were selected by probabilistic and purposeful non-probabilistic sampling.The quantitative part included 90,000 principals, teachers and high school girls in the second year of schools in Tehran.According to Morgan's table the sample size was 383 people and were selected using cluster random sampling.Data collection tools in the qualitative part included semi-structured interviews and in the quantitative part a researcher-made questionnaire.Interviews continued until theoretical saturation was achieved.The validity of the interviews was confirmed by retesting.The content validity of the quantitative questionnaire was also confirmed by experts.The data analysis method in the qualitative part included open,axial and selective coding of the classical foundation data method and in the quantitative part the structural equation modeling was used to validate the model.The research findings identified94indicators of open source interviews in the form of10 components and 4 dimensions,which are:effective dimensions including student abilities.individual factors including student perseverance and knowledge interest The learner,family factors including family culture and family behavior and factors related to the learning process including the learning environment teaching methods teaching content, teaching creativity and the teacher's abilities and capabilities.

Today, organizations attach great importance to ensuring the physical and mental health of their employees; Because the imposition of severe pressures due to the nature, type or inappropriate condition of work can lead to job loss in them. Based on this, the aim of this research is to identify the effective factors in reducing job attrition of human resources in Iran's governing organizations.

This research is applied in terms of purpose and exploratory (qualitative-quantitative) in terms of execution method. For this purpose, after carrying out exploratory and library studies, the related factors and components came to the opinion of 30 academic and organizational experts through Delphi method, and after receiving their corrective opinions, finally, the model, components and combination of factors were agreed upon by them. Next, in order to evaluate the model, a researcher-made questionnaire among 260 employees of the governing organizations of Mazandaran province who were selected by random cluster method, the distribution and data obtained in this section were also analyzed using confirmatory factor analysis by Smart PLS3 software. became.

According to the findings of the research, four categories of organizational, occupational, individual and environmental factors are effective in reducing job burnout of human resources, and individual factors with an impact factor of 0.434 have the greatest effect on reducing job burnout in these organizations.

In the current research, in addition to the dimensions and components identified in previous studies, new dimensions of factors affecting the reduction of job attrition of human resources were introduced and finally, a comprehensive model was presented for it; So that it reduces the dispersion of the findings of previous researches and emphasizes on coherence and integration.

The main purpose of this research was to investigate the human resource retention system and its impact on improving productivity in Parsian Gas Refining Company. The research method is descriptive survey type. The statistical population of this study consisted of managers and employees of Parsian refinery with 524 people. They were examined by stratified sampling method of 220 people. The research tool was a researcher-made questionnaire developed by Human Resources Retention System, as well as Hersey and Goldsmith's (2000) Productivity Questionnaire. Data were analyzed using descriptive statistics and inferential statistics including multiple regressions and structural equation modeling using PLS software. The findings showed that human resource retention system has a significant effect on improving the productivity of Parsian gas refining company. Also, the dimensions of human resource retention system including individual factors, organizational factors and environmental factors also have a positive and significant effect on improving the productivity in Parsian Gas Refining Company. The simultaneous effect of variables in the final model using multiple regression and path analysis showed that all dimensions of human resources retention system have a positive and significant predictor of improving the productivity in Parsian Gas Refining Company.

Organizational commitment is so important in organizations that research on identifying the factors affecting it and prioritizing these factors can help managers to create a suitable environment to increase employee commitment, so the purpose of this study is to identify And prioritize the factors affecting organizational commitment in the staff of Golestan Province Border Command was 660 people, from which 243 people were selected using Cochran's formula by simple random sampling. Due to its nature, the research method is descriptive survey research. The statistical population in this study was the staff of the Golestan Province Border Command, from which 243 people were selected by simple random sampling. At first, using library studies and open questionnaires and using the opinions of experts, and using the focus group method, the factors affecting organizational commitment were identified and classified into four general groups. After identifying these factors, pairwise prioritization matrices were prepared and provided to the staff of Golestan Border Command. Finally, the research data were analyzed using the AHP method and Expert Choice software. The results showed that among the four main factors, motivational factors with a relative weight of 0.618 had the highest and individual factors with a weight of 0.188 had the lowest weights and environmental factors with a relative weight of 0.598 and occupational factors with a relative weight. 0.450 occupy the second and third places among these four factors. Based on this, it can be concluded that prioritizing the factors related to organizational commitment, if it is a priority for organizations, will certainly make significant progress in organizational performance and productivity.

Today, in any organizations, increasing effectiveness and productivity depend on the level of employee morale. In military employees and especially among the conscripts, who make up the bulk of the armed forces, are no exception to this rule; and their morale is important due to their border protection mission, severe weather conditions, and lack of facilities in these areas. Therefore, this study aims to explain the factors affecting in promotion of morale of conscripts at job in NEZAJA operational units based on the exploratory method and with a practical approach. The statistical population includes a number of commanders, managers and ideological heads of major units who have served in operational areas and more than 20 years, and have at least a master's degree. The statistical sample was selected in a purposeful judgmental manner and based on the mentioned criteria; then the interview process with experts (13 people) continued until the stage of theoretical saturation of data. Data collection was done by library and field method (using semi-structured interview tools). The validity of the instrument was calculated by content method and its reliability by recoding method (94.73%). Data were analyzed thematically based on open coding on the expressions of the interviewees and the texts taken from the study of documents. The results reveal that the factors affecting in promotion of morale of conscripts at job in NEZAJA operational units were classified into three general areas: "individual factors", "organizational factors" and "extra-organizational factors". Finally, in order to improve the morale of conscripts, the indicators identified in this study should be considered by the commanders of the operational units.

Today, companies are aware of the importance of their sales and are trying to maintain and improve their position by increasing sales volume in a competitive environment in the markets. This study examines the relationship between strategic factors of the company and sales. The research is applied in terms of purpose and descriptive-survey in terms of data collection method. All employees, experts and managers of companies operating in Bushehr Industrial Towns Company constitute the statistical population of this research. The statistical sample was selected based on Cochran's formula to 286 people. Sampling method is a simple random method. The data collection tool in this research is a standard questionnaire based on Likert scale. In this research, structural equations using Smart PLS 2 and SPSS 23 softwares have been used to analyze the data and test the hypotheses. In this research, strategic factors in accordance with the indicators of the model of Kuratko et al. (2005) with components 1- structural factors; 2- Organizational factors; 3- Individual factors; 4- Environmental factors were assessed through a questionnaire consisting of 12 items using a 5-point Likert scale. To measure the company's sales, Festus (2016) questionnaire with 10 items was used. Findings indicate a positive and significant impact of strategic structural, organizational and environmental factors on sales.

Prayer is the highest manifestation of need, which has a wide relationship with various aspects of human life and has a great impact on individual and social life, and its conditions and etiquettes regulate and reform the whole system and human relations. In today's world, where cultural unrest has severely endangered the health and safety of many societies, so one of the cultural phenomena that has been considered by religious scholars today is the lack of motivation of young people to pray. Because prayer and reliance on the unseen help of God can save people from falling into the mire of sins. Therefore, achieving the effect of individual and social factors among students living in Ardabil and related variables has been the main purpose of this study. The present study by statistical and analytical methods with random sampling shows that: 41.7% friends, 44% individual attitude, 44% mosques and spiritual circles, 40.3% teachers and school environment, 40% media and parents 3 / 46% related. Therefore, parents should be familiar with appropriate strategies to encourage their children to pray so that they can explain the philosophy of prayer and replace religious identity with a lack of motivation for religious commands .

regarding the broad effects of personal factors related to political behavior as well as organizational silence in the management of political behavior of bank personnel, discovering complex relationships between individual factors and organizational silence with management of political behavior in the banking system can reveal the importance and necessity of carrying out such research. the aim study is to investigate the relationship between individual factors and management of political behavior in the banking system according to the role of mediating role in the central bank of islamic republic of iran. the purpose of this research is the practical purpose and then how data collection and work method are among the descriptive - survey research. for this purpose, three questionnaire management questionnaire, individual factors and organizational silence were constructed to collect data. according to cochran s formula, 356 employees of the central bank of iran were determined and selected by random sampling. to analyze the data from the statistical methods and test of single - sample t - sample t test, structural equation modeling of اس software and amos is used. the results show that individual factors have a direct and meaningful relation with management of political behavior and there is a negative and significant relationship with organizational silence, as well as organizational silence with management of political behavior. the results show that one of the most common approaches in management of political behavior is individual factors. The success of each organization depends on the appropriate allocation of instruments, equipment, money