جستجوی مقالات مرتبط با کلیدواژه « نشاط سازمانی » در نشریات گروه « مدیریت »

The purpose of this research is to design a model of factors influencing the organizational vitality of employees using a meta-synthesis method. The study employed a systematic review and qualitative meta-synthesis approach to analyze the results and findings of previous researchers. The conceptual model of factors affecting organizational vitality of employees was developed through the implementation of the seven steps of the Sandelowski and Barroso method. The validity of the articles was assessed using the Critical Assessment Skills Program (CASP). This research is considered practical in terms of its purpose, as the researcher synthesized and combined relevant articles. Out of numerous articles identified in the databases, 16 articles were selected as the statistical population. After thorough examination and evaluation, the findings revealed that research has been conducted on 3 dimensions, 10 components, and 79 indicators related to the factors influencing the organizational vitality of employees. Subsequently, a conceptual model was presented based on several stages of analysis. The main dimensions of organizational vitality of employees encompass individual, organizational, and social aspects, as outlined in the developed conceptual model.

Employee burnout and happy and cheerful mood in the organization can be influenced by different styles of organizational leaders and how they communicate. The purpose of this study was to identify the effect of ethical leadership on the prevention of burnout by employees with the mediating role of organizational vitality.

In terms of applied purpose, data collection is quantitative and descriptive-analytical and correlational. This study was conducted in the statistical population of Amin University of Law Enforcement Sciences with a questionnaire. Cronbach's alpha was used for instrument reliability and confirmatory factor analysis was used for validity. To test the hypotheses, the structural equation model in spss22 and Smart Pls software package has been used.

The results show that the moral leadership of university managers has a direct and significant effect on the prevention of burnout, equivalent to 0.48 and organizational vitality, equivalent to 0.57. Also, the moral leadership of university managers through organizational vitality has a significant effect of 0.29 on the prevention of burnout. Therefore, the research hypotheses are confirmed.

The results indicate that the dimensions of ethical leadership can predict 0.17 of the changes in burnout of university staff and by repairing and rebuilding indicators such as; Feeling tired, indifferent to colleagues and students, and feeling wasted energy can prevent burnout.

The aim of this study was to investigate the effect of spiritual leadership on organizational happiness with the mediating role of psychological empowerment. The type of research is applied in terms of purpose and descriptive-correlation in terms of nature and method.The statistical population of the study was all employees of Sangan Iron Ore Complex with 480 people. According to Morgan table, 214 people were selected as a statistical sample by simple random sampling. Data were collected using three standard questionnaires: spiritual leadership, organizational happiness and psychological empowerment. Cronbach's alpha coefficient for questionnaires was 0.93, 0.90 and 0.92 and reliability was confirmed. Also, the content validity of the questionnaires was approved by the professors. Data were analyzed in two parts: escriptive statistics and inferential statistics using Spss25 and Smartpls3 software. The results showed that spiritual leadership has a positive and significant effect on organizational happiness and psychological empowerment of employees. Psychological empowerment has a positive and significant effect on organizational happiness. Psychological empowerment also mediates the impact of spiritual leadership on organizational happiness.

Vitality and welfare can be considered as one of the strategic needs for long-term success of the organization. Accordingly, the present study was conducted with the aim of interpretive structural modeling of factors affecting organizational vitality in Yazd Gas Company. Statistical sample in the qualitative section, management experts including university professors, managers and experts of Yazd Province Gas Company are 15 people. This section was done by interviewing experts and three stages of open coding, axial coding and selective coding. Finally, the selected codes were filtered by fuzzy Delphi method. The statistical sample in the quantitative section is 144 official and employed employees of Yazd Province Gas Company. The results of the section showed that the factors affecting organizational vitality include 11 main components and 54 sub-components. Finally, using fuzzy Delphi technique, the consensus of experts on the importance of each factor was calculated. The validation of the identified indicators was confirmed by the consensus of experts and the fuzzy Delphi method. This section was performed by method of interpretive structural modeling. In the interpretivestructural modeling section, a pairwise comparison questionnaire was selected from the selected components in the qualitative section and modeling was performed. The results of interpretive structural modeling showed that managerial and organizational variables are the first and second key and strategic variables, respectively.

The present study was conducted with the aim of modeling the improvement of organizational vitality and environmental performance of the university by implementation of green management using an exploratory mixed-methods model. Its statistical population in the qualitative part is a group of public administration and environmental professors in the Islamic Azad University branches across the country and in the quantitative part it includes all faculty members, senior, middle and operational managers as well as officials of administrative, educational and research units of Mazandaran Islamic Azad University branches totaling 1950 individuals. In the qualitative part, 20 people were selected using the purposeful sampling method containing rich information, and in the quantitative part, 321 people were selected as a statistical sample using the relative cluster random sampling method based on Cochran's formula. In the qualitative part, the data were analyzed through Delphi technique with a semi-structured questionnaire. In the quantitative part, through administration of researchermade questionnaires of green management, organizational vitality and environmental performance on a statistical sample, data were extracted and analyzed using SPSS and AMOS software. The validity of the questionnaires was confirmed in terms of content and structure. Reliability and composite reliability were also estimated and confirmed through Cronbach's alpha coefficient with 87%. Two methods of descriptive statistics (mean, variance, standard deviation) and inferential statistics (correlation coefficient, exploratory and confirmatory factor analysis) were used to analyze the data. The findings showed that green management (six dimensions) has an effect on organizational vitality (seven dimensions) and environmental performance (seven dimensions) and organizational vitality has an effect on environmental performance. Also, organizational vitality played a mediating role in the impact of green management on environmental performance.

The aim of this study was to understand the conditions of formation and to identify and measure the components and factors affecting organizational vitality in the governorate of Kurdistan. This research is a quantitative-descriptive research and in the open-ended questionnaire section, it is a qualitative content analysis. The statistical population included all employees of the Kurdistan Governorate and its affiliated governorates employed in 1398, which is 694 people. By exploratory factor analysis and using principal component analysis and varimax rotation, 7 main factors affecting organizational vitality with special value above 1 were identified. The root value of the estimated variance of approximation error (RMSEA) obtained in the generalized maximum likelihood and minimum squared methods is 0.068 and 0.048, respectively, which is less than the acceptable limit of 0.08, which can be concluded that the size of the model estimation error is not large in society. And it is an acceptable amount. Therefore, in general, the good fit of the final research model was confirmed. Also, the results of one-sample t-test showed that the level of organizational vitality of Kurdistan Governorate (96.10) is higher than the reference value and is relatively desirable. The components of organizational vitality in the governorate and governorates of Kurdistan province are life satisfaction, spiritual intelligence, management, promotion, emotional and social energy, job and family characteristics, respectively. Among the ways to improve the level of organizational vitality, we can mention job satisfaction and wages, fair use of facilities and fair treatment of employees, attention to job promotion, creating suitable physical conditions for work and employment of others.

The purpose of this study was to identify the drivers of employees’ organizational happiness using Sandelowski and Barroso approach to meta-analysis. The statistical population of the study included all scientific-research articles and theses in the happiness domain. Through systematic literature review, 36 cases were selected and their validity was confirmed using Critical Appraisal Skills Program (CASP). The data was analyzed using content analysis in MAXQDA software (version 2018). The results led to designing the model for the happiness drivers of organizations’ employees, which included 46 indices, 10 components (related to profession, management and leadership, welfare, context, physiology, personality, doctrines, skills, communications, and organizational citizenship behaviors), and 3 dimensions (i.e.,  individual, organizational, and social). Based on the obtained results, the context, personality, and job meaningfulness components had the highest frequency (10.58, 6.73, and 3.85 percent, respectively). In order to measure the validity of the study, Cohen’s kappa index was used. The findings of this study might be used by managers to create happiness and improve the mental and physical healthfulness of the organizations’ employees in order to fulfill their social responsibility.

The aim of this study is to provide a model for the organizational happiness of knowledge workers in the private banking industry.

This research is essential; Descriptive and purpose-based, typologically applied in the category of qualitative research with inductive approach. The statistical population of the research is the experts of the banking industry and the research sample; It has been selected by purposive sampling from the mentioned community. Semi-structured interview tools were used to collect qualitative data and thematic analysis technique was used to analyze the interview data.

It included 92 opensource codes in the form of 20 concepts, 8 sub-themes and 3 main themes.

The results showed that in the dimension of individual happiness of themes (personal lifestyle, personal development), in the dimension of social vitality of themes (communication factors, environmental factors) and in the dimension of organizational happiness of themes (performance management, workplace improvement, skills Humanities, Management and Leadership Characteristics) The well-being of knowledgeable employees in the banking industry has been effective

The present study is practical in terms of objective and it attempts to discover organizational barriers with vigor in the university based on the Grounded Model by an interpretive approach.

Data collection was done using semi-structured interview method during 2016-2018. The research methodology is a qualitative method. In the qualitative section, using the purposive sampling and theoretical saturation index, 20 experts from Alzahra University in the field of human resource management and organizational psychology were interviewed as research experts.The codes derived from the propositions text were recorded using a Colaizzi method and then, based on them, the paradigm model of organizational barriers of vigor-creating in the university was identified using the grounded method.In order to examine the reliability and validity of the model, a questionnaire was developed using the Cohen's kappa agreement coefficient method and five experts were asked to comment on their agreement on the coding in the model.

According to the research findings, from the viewpoint of the experts of Alzahra University, in the model of organizational non-vigor in the university, the conditions of inefficiency of laws and regulations as the causative conditions affect the desired phenomenon, that is, barriers to organizational vigor-creating in university.In the meantime, the obscurity of university abilities as intervening conditions and the emergence of work-family conflicts act as the underlying conditions for exacerbating the organizational non-vigor of the members, which these three-dimensional (causal-underlying-intervening) conditions in interaction and action together led to create the negative and anti-productive psychological reactions of the organization in the competitive atmosphere of the university will result in the creation of organizational non-vigor.After calculating Cohen's kappa agreement coefficient of the experts opinions, the arithmetic mean of the coefficients was approximately 0.8 using the SPSS software. This means, according to the standard table of criteria for the agreement severity, the reliability and validity of the model found in this grounded research has been approved by experts.

Based on the research findings, the theoretical narrative of this research will be as follows: University can cause to create organizational vigor through establishing strategic resource management and by influencing the three supporting necessary and sufficient conditions for removing the working-family conflicts, university's capabilities branding in a targeted society, empowerment of rules and regulations by removing organizational barriers through the development of positive psychological and organizational productive capacities.So that their reflection will be displayed in form of the flourishing of the talent and the educational, research-executive dynamics of the university member (production and sharing of science) and the response to the environmental and surrounded needs (quality, expertise, knowledge, monetizing).

The purpose of this study was to investigate the relationship between organizational health and organizational vitality by explaining the mediatory role of organizational spirituality among the employees of the municipality of the city of Tehran. The statistical population consisted of all employees of the district 1 of the municipality of Tehran, and a sample of 296 employees was selected using a simple random sampling method using the Chris and Morgan table. The research method is applied descriptive-survey. A researcher-made questionnaire was used to collect data. The data were analyzed using SPSS software, Cronbach's alpha and Pearson correlation coefficient. In the results of these tests on the sample, a significant 99% confidence level of the relationship between spirituality, vitality and organizational health, as well as the relationship between organizational health and excitement was confirmed. The results of the research show that organizational health has a positive and significant relationship with organizational vitality, while organizational spirituality plays a mediating role. Therefore, organizational health, due to the power of spirituality, is one of the important issues affecting the vitality and dynamics of organizational life; and perhaps the main effective way of increasing the vitality in the workplace is to pay attention to the empowerment of employees in the dimensions of health as well as organizational spirituality and it deserves, at the individual and organizational level, the attention of managers and experts of the municipality of the district 1 of Tehran.