جستجوی مقالات مرتبط با کلیدواژه « مرشدیت » در نشریات گروه « مدیریت »

The purpose of this research is to investigate the effect of mentorship and organizational attractiveness on human resource productivity with the mediating role of employee happiness and moderating work-life balance in the health center of Tabriz city. This study is applied in terms of purpose, descriptive-correlative in terms of method, and survey based on structural equation modeling in terms of strategy. The statistical population is 1,200 employees of Tabriz health center. The statistical sample size was estimated to be 291 people using Cochran's correlation and selected by stratified random sampling. The tools of data collection in this research are Jatmiko standard questionnaires (2004) for organizational attractiveness variable, Hersey and Goldsmith questionnaire (2003) for human resource productivity variable, Tius et al. questionnaire (2014) for employee happiness variable, Wong Wuko questionnaire (2009) for variable Work-life balance and Qolipour et al.'s questionnaire (2010) for organizational mentoring variable that has appropriate validity and reliability. Smart Pls software was used to analyze the data. According to the results of the research, mentorship and organizational attractiveness have an effect on the productivity of human resources through the mediation of employee happiness. Also, work-life balance moderates the effect of organizational attractiveness on human resource productivity, and the moderating role of work-life balance on the effect of organizational mentorship on human resource productivity was not confirmed. According to the results of the research, by creating effective programs of mentorship and organizational attractiveness and work-life balance, an effective step can be taken to increase the productivity of human resources.

Organizations consider mentoring as one of the methods of human resource training in order to maintain their competitive position. This study was conducted to design and test a model of factors affecting the mentoring functions. By reviewing previous studies, a list of factors affecting the mentoring functions was identified and in order to localize and achieve the final list, the opinions of the decision team were counted using the Delphi technique. The decision team consisted of 19 experts with experience in the field of mentoring or human resources in the Khorasan Regional Electricity Company. The final list was classified by the decision team into three main categories: factors related to mentor, factors related to protege and contextual factors. Using the DEMATEL technique, a model of factors was designed and tested by distributing a questionnaire among a group of employees working in the Khorasan Regional Electricity Company. The results showed that the factors related to mentor directly affect the contextual factors and also the factors related to mentor indirectly affect the contextual factors through the factors related to the protege. In other words, the factors related to mentor are the independent variable, the contextual factors are the dependent variable and the factors related to protege are the intermediate variable in the model.

The aim of this study was to investigate the effect of mentoring on organizational learning through the mediation of the capabilities of the employees of the Education Department of Khash city. This is an applied descriptive survey research using the correlation method. The statistical population included all staff and teachers of all three levels of the education department of Khash city. According to the available simple random sampling method, 300 staff and teachers were selected. Data were analyzed using Spearman and Pearson correlation coefficient tests, simultaneous and multiple linear regression, and SPSS statistical software. The results showed that there is a positive and significant relationship between mentoring and organizational learning, organizational learning and employee capabilities as well as mentoring and employee capabilities at the error level of 0.01. According to data analysis, there is a positive and significant relationship between mentality variables with organizational learning and employee capabilities. It was also found that the mentality variable has a positive and improving effect on staff organizational learning through the mediation of staff capabilities. One of the important factors in mentoring the presentation of self-confidence, attitude, motivation, organizational trust, and responsibility of employees is the ability and skill of managers to hear new ideas and opinions of employees, which is an important factor in better performance of individual, team and organizational tasks. By changing the view of managers in order to involve employees in decision-making and having a systemic view, giving importance to the abilities of individuals and clarifying goals by them is one of the suggestions that can be effective in promoting organizational learning and employee capabilities.

The concept of “Mentorship behavior of managers” is significant in organizational behavior and human resource management literature in which diverse opinions are expressed by many human resource scholars throughout the world. This study was performed with a mixed exploratory approach by using the conventional content analysis in qualitative section. The purpose of this qualitative study was to explore the mentorship behavior characteristics of managers in Isfahan Oil Refinery Company using content analysis’s systematic design. For this purpose, a semi-structured and in-dept interview with 20 managers of the Company was conducted. The analysis of research data led to a group of initial themes as well as categories through a coding process. Research analysis of semi-structured interviews indicated that mentorship behaviors of the managers under study may be classified under five behaviors including: resonant behavior, perfectionist behavior, self-management behavior, rolling-based behavior and influencing behavior, while each of these behaviors are in turn composed of different concepts. After discovering the category of model presented in the qualitative stage¡ 80-item questionnaire was designed and regulated to qualitatively validate the extracted model and it was provided for 191 employees under the supervision of senior and middle managers by available sampling method and finally, the validity of the model was qualitatively verified.

The purpose of this study is to examine the relationship between mentoring and organizational entrepreneurship with regard to motivating employees as a mediator variable. The research method is descriptive–correlational based on structural equation modeling. The study population was 480 included managers and employees from Zarrin-Souleh Company in Amol and based on Morgan table for sampling, was selected 262 people. The data were collected through standardized questionnaires. Data analysis has been done though SPSS software and LISREL 8.54. Results indicated that all research hypotheses were confirmed. It was found that mentoring has a positive and significant effect on organizational entrepreneurship and motivating employees, and the motivation of employees had a positive and significant effect on organizational entrepreneurship Zarrin-Souleh in Amol. In addition, employees’ motivation had a mediator role between mentoring and organizational entrepreneurship in this company. According to the findings of the questionnaires, it was found that mentoring could create organizational entrepreneurship in Zarrin-Souleh Company by affecting on employees’ motivation, which in this regard was presented necessary suggestions.

Nowadays, one of the most important elements in organizations is the human capital and especially productive veterans. The experience and mastery, undoubted, have a vital role in sport organizations. In this article we are going to investigate the succession planning and mentoring functions in sport organizations. The sample includes 300 athletics who won the gold, silver and bronze medals in championships. We took advantages of factor analysis and correlation coefficient. The results exhibit that the mentoring has significant and positive effect on athletics performance and there is no correlation between mentoring and academic degree and disciplines.